A Final Project Report On Employee Satisfaction about Vardhman Yarns and Threads Limited

Submitted By Dolly Saini (1175404)

In Partial fulfillment for the award of the degree Of Masters of Business Administration

Submitted to

Gujranwala Guru Nanak Institute Of Management and Technology, Civil Lines, Ludhiana.
Punjab Technical University Jalandhar

2012-2013

ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and this work is not different behind this successful undertaking is the blessing and guidance of many. This formal piece of acknowledgement may not be sufficient to express my feeling of gratitude and deep respect that have been experienced during my learning process at Employee Satisfaction about Vardhman Yarns and Threads Limited. This endeavor would not have been successful without the help and encouragement of lot of people with whom I had good fortunate of interacting during course of journey. I am indebted to Mrs. Sanmeet for the knowledge and experience that I have gained during course of training. Without her immaculate and intellectual guidance, sustained efforts and friendly approach it would have been difficult to achieve the result in short span of period. Not leaving behind the contribution of all the staff members for sharing with us the wealth of their experience and knowledge.

Dolly Saini

Preface
MBA is a stepping stone to management career. In order to achieve practical, positive and concrete results, the classroom learning needs to be effectively fed to realities of situation existing outside classroom. This is practical time for management. To develop healthy managerial and administrative skills in the potential managers it is necessary that theoretical knowledge must be supplemented with exposure of real environment. Actually it is very vital for the management and it is practical training that the measuring of management it itself realized. I took guidance under Mrs. Sanmeet and was too fortunate to get a good exposure in this project report an attempt has been to cover aspects.

Dolly Nanda

Student Declaration

I hereby declare that the Project entitled Employee Satisfaction about Vardhman Yarns and Threads Limited submitted for the practical fulfillment of degree of Master of Business Administration of GGNIMT Civil Lines, Ludhiana affiliated to Punjab Technical University Jalandhar is original work and not submitted for award of any other degree, fellowship or other similar titled or Prize.

Dolly Saini

Certificate
This is to certify that Ms Dolly Saini, MBA student of GGNIMT- Gujranwala Guru Nanak Institute of Management and Technology, Civil Lines Ludhiana successfully undertaken her final project and has successfully completed her final project titled Employee Satisfaction about Vardhman Yarns and Threads Limited under my supervision. This report is compilation and analysis of information by the student on the subject and useful inferences have been drawn with regard to objective of the study. It further certified that this project has not been submitted to any other university for any other purpose.

Date:

Signature of the Project Guide Mrs. Sanmeet

INTRODUCTION
ABOUT VARDHMAN
Vardhman Group is a leading textile conglomerate in India having a turnover of $986 mn. Spanning over 24 manufacturing facilities in five states across India, the Group business portfolio includes Yarn, Greige and Ally Steel. Vardhman Group is a leading textile conglomerate in India having a turnover of $700 mn. Spanning over 24 manufacturing facilities in five states across India, the Group business portfolio includes Yarn, Greige and Processed Fabric, Sewing Thread, Acrylic Fibre and Alloy Steel. Vardhman Group manufacturing facilities include over 8,00,000 spindles, 65 tons per day yarn and fibre dyeing 900 shuttleless looms, 90mn meters per annum processed fabric, 33 tons per day sewing thread, 18000 metric tons per annum acrylic fibre and 1,00,000 tons per annum special and alloy steel. Vardhman has evolved through history from a small beginning in 1965 into a modern textile major under the dynamic leadership of its chairman, S.P. Oswal. His vision and insight has given Vardhman an enviable position in the textile industry. Under his leadership, Vardhman is efficiently using resources to innovate, diversify, integrate and build its diverse operations into a dynamic modern enterprise. MISSION Vardhman aims to be world class textile organization producing diverse range of products for the global textile market. Vardhman seeks to achieve customer delight through excellence in manufacturing and customer service based on

creative combination of state-of-the-art technology and human resources. Vardhman is committed to be responsible corporate citizen.

S P Oswal, Chairman Vardhman Group

VISION
Superior Products, High Standards of Quality and Performance, Vardhman Rooted in Values, Creating World Class Textiles Distinctive Competitive Strategies and Highest Integrity and Commitment of the people.

HISTORY
The industrial city of Ludhiana, located in the fertile Malwa of Central Punjab is otherwise known as the Manchester of India. Within the precincts of this city is located the Corporate headquarters of the Vardhman Group, a household name in

Northern India. The Vardhman Group, born in 1965, under the entrepreneurship of Late Lala Rattan Chand Oswal has today blossomed into one of the largest Textile Business houses in India. As its inception, Vardhman had an installed capacity of 14,000 spindles, today; its capacity has increased multifold to over 8 lacs spindles. In 1982 the Group entered the sewing thread market in the country which was a forward integration of the business. Today Vardhman Threads is the second largest producer of sewing thread in India. In 1990, it undertook yet another diversification the time into the weaving business. The grey fabric weaving unit at Baddi (HP), commissioned in 1990 with a capacity of 20,000 meters per day, has already made its mark as a quality producer of Grey poplin, sheeting, shirting up Auro Textiles as Baddi and Vardhman Fabric at Budhni, Madhya Pradesh. Today the group has 900

shuttleless looms and has processing capacity of 90mn meters fabrics/ annum. In the year 1999 the Group has added yet another feather to its cap with the setting up of Vardhman Acrylic Ltd., Bharuch (Gujarat) which is a joint venture in Acrylic Fibre production undertaken with Marubeni and Exlan of Japan. The company also has a strong presence in the markets of Japan, Hong Kong, Korea, UK and EU in addition to the domestic market. Adherence to systems and a true dedication to quality has resulted in obtained the markets of Japan, Hong Kong, Korea, UK and EU in addition to the domestic market. Adherence to systems and a true dedication to quality has resulted in obtaining the coveted ISO 9002/ ISO 14002 quality award which is the first in Textile industry in India and yet another laurel to its credit.

The group portfolio includes Yarn, Fabrics, Sewing Thread, Fibre and Alloy Steel.
10% 10% 51% 24% 0% 5% Yarn Fabric Sewing Thread Steel Power plant Fibre

Business Wise Turnover for the financial year 2010-11 Actual 2010-11 Group Total (Rs. Crore) Yarn Fabric Sewing Thread Steel Power plant Fibre Total 2280 1093 440 435 9 235 4492 500 240 97 95 2 52 986 51% 24% 10% 10% 0.2% 5% 100% USD Million %share

Yarns
Yarn Manufacturing is the major activity of the group accounting for 51 percent of the group turnover. Vardhman is virtually a supermarket of yarns, producing the widest range of cotton, synthetics and blended, Grey and Dyed yarns and Hand Knitting Yarns, in which Vardhman is the market leader in India. The group has twenty one

production plants with a total capacity of over 8.8 lacs spindles, spread all over the country. In many of the yarn market segments, Vardhman holds the largest market share. Vardhman is also the largest exporters of yarn from India, exporting yarns worth more than USD 282 million.

Sewing Thread
Vardhman is the second largest producer of sewing thread in the country. The sewing thread manufacturing capacity is being expanded from 17 tons per day to 33 tons per day in its sewing thread plant located at Hoshiarpur, Baddi and Ludhiana. Sewing threads contributes 10 percent of the group turnover.

Fabrics
The group has created state-of-the-art fabric weaving and processing facilities in its plant at Baddi, Northern India. The group has installed 900 shuttle less looms and a fabric processing capacity of 90 milion meters per annum in collaboration of Tokai Senko of Japan. Fabrics business contributes 24 percent to the group turnover.

Fibre
The group has set up an Acrylic Staple Fibre plant at Bharuch in Gujarat in collaboration with Marubeni and Japan Exlan of Japan. The plant has annual capacity of 20000 tons per annum. Fiber contributes 5 percent to the total turnover of the group.

Steel
The group is also present in upper-end of the steel industry. The group

manufacturing capacity of 100000 tons of special and alloy steel. The group

supplies its steel products to some of the most stringent quality steel buyers like Maruti and Telco. It contributes 10 percent to the total turnover of the group. HOLDINGS Vardhman Holding Limited Vardham Textiles Limited Vardhman Acrylic Limited VMT Spinning Company Limited Vardhman Yarns and Threads Limited

INTRODUCTION TO EMPLOYEE SATISFACTION

Need of Employee Satisfaction Survey Rapidly growing organization High or growing turnover rate Highly competitive industry ELEMENTS OF JOB SATISFACTION Importance of employee satisfaction in an organization HR DEPARTNMENT The major functions of the department can be explained as follows Recruitment 1. Scheme recruitment (on campus and off campus - ET recruitment) 2. Direct recruitment Salary administration for corporate office and for all employees across the Group falling in M4 and above Training and development Performance management Wage studies (workers) Getting the joining formalities done for employees joining in Corporate office Exit formalities 1. Clearance / no dues forms

2. Exit interviews 3. Farewell Loan applications (general / furniture / vehicle) Administration Medical insurance (medical and group term) Summer trainees Handling internal queries / grievance of employees

Why employee satisfaction survey is required? Research shows that satisfied, motivated employees facilitate higher customer satisfaction and, in turn, positively influence organizational performance. Organizations that invest in measuring employee opinions and attitudes, by incorporating Employee Satisfaction Surveys into their existing HR processes, can develop such a workforce. Study of "Employee satisfaction" helps the company to maintain standards & increase productivity by motivating the employees. this study tells us how much the employees are capable & their interest at work place? what are the things still to be satisfy to the employees. although "human resource" are the most important resources for any organization, so to study on employees satisfaction helps to know the working conditions & what are the things that affects them not to work properly. always majority of done by the machines/equipments but without any manual moments nothing can be done. so to study on employee satisfaction is necessary High levels of employee satisfaction are coorelated to high levels of productivity and low levels of absenteeism so companys can save money by contracting a

consulting firm to measure employee satisfaction and to identify areas that can be improved to increase employee satisfaction. High employee satisfaction levels can reduce turnover By establishing frequent and consistent employee feedback processes, Confirmit solutions enable enterprises to retain and develop their most vital asset employees.so measurement of satisfaction level of employees is necessary. Satisfied employees contribute to development and growth to organization Employee satisfaction surveys can provide fast, effective benchmarking of staff opinions and organisational culture. It is an obvious statement but high employee satisfaction levels can reduce employee turnover. Dissatisfied employees tend to perform below their capabilities, result in high turnover of staff and leave their jobs relatively quickly, and are not very likely to recommend your company as an employer. Employee satisfaction research gives employees a voice and also allows the pinpointing of problematic areas, leading to the raising of staff satisfaction levels, developing and reviewing of staff management, and optimising corporate communications. Importance of employee satisfaction in an organization Employee satisfaction is supremely important in an organization because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with breakthroughs that allows a company to grow and change positively with time and changing market conditions.

The HRM Monitor is a research solution to measure and improve the satisfaction and commitment of employees. It provides insight into:

The satisfaction and commitment of employees The motivation and loyalty of employees Opportunities for improvement

This will help you realize:

Opportunities to increase commitment Better performing employees Reduced employee absenteeism Employees who are more satisfied and motivated

SWOT ANALYSIS OF THE VARDHMAN GROUP

Strengths:1. Good Brand Equity 2. Good technological base with Foreign Collaboration 3. High Quality Standards 4. High Production Capacity 5. Commitment for growth Weaknesses:1. Comparatively high prices 2. Lesser degree of promotional activity 3. Long Hierarchy Opportunities:1. As brand image is very good ,Vardhman can have some good customers. 2. Strict payments are strengths at times as well as weakness. 3. Customers shall be attracted to buy more and regularly. 4. Shortened hierarchy shall provide hope for better customer service. Threats:1. Smaller players in the market are using Vardhmans process to product at lower prices. 2. Companies from south are entering into Ludhiana market. 3. Capacity of Yarn Spinning is increasing rapidly in comparison to increase in market size, resulting into the addition of new players. push their

CHAPTER -2 REVIEW OF LITERATURE

(1) Dail.l. Fields1, Terry.c blum2 Employee satisfaction in work groups with different gender composition has been done by employees. This study investigates the relationship between the gender composition of an employee's work group and the employee's job satisfaction, using a random sample over 1600 U.S. workers. After controlling possible confounding variables, our analysis shows that the level of an employee's job satisfaction is related to the gender composition of the employee's work group, and that the relationship of these variables does not differ between male and female employees. Both men and women working in gender-balanced groups have higher levels of job satisfaction than those who work in homogeneous groups. Employees working in groups containing mostly men have the lowest levels of job satisfaction, with those working in groups containing mostly women falling in the middle. These results are consistent with predictions based on Blau's theory of social structure, that satisfaction would be highest for employees in more heterogeneous groups. (2) Dainy.N.garrison The first study of its kind, The Impact of Employee Attitudes on Market Response and Financial Performance sheds light on how employee satisfaction and engagement drive an organizations bottom-line success, even if those employees have no direct contact with customers. Results of the study suggest that influencing customer behavior goes beyond advertising, beyond delivering on a brands promise, beyond customer service and beyond product research and

development. Influencing customer behavior, which in turn effects an organizations success, also requires specific efforts to maximize employee engagement and satisfaction. The study addresses a universal business principal: it is far less costly, and more fiscally prudent, to serve and nurture relationships with current customers than it is to acquire new customers. It behooves managers to recognize and cultivate employee engagement and satisfaction since they do indeed influence market outcomes and an organizations financial performance. Dr. James L. Oakley, assistant professor of marketing, at Purdue Universitys Krannert School of Management, supervised the research in which 110,000 surveys were mailed out, with a 34% response rate, to 100 randomly sampled public and private media companies. Financial data was provided to a third party and was derived directly from financial reports for these organizations (3) Hackman, J. Richard; Oldham, Greg R. The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure the following classes of variables: (1) objective job characteristics, particularly the degree to which jobs are designed so that they enhance work motivation and job satisfaction; (2) personnel affective reactions of individuals to their jobs and work setting; the readiness of individuals to respond positively to "enriched" jobs--jobs with high potential for generating internal work motivation. Based on a specific theory of how jobs affect employee motivation, the JDS is intended to: (1) diagnose existing jobs to determine if (and how) redesigning could improve employee productivity and satisfaction; and (2) evaluate the effect of job changes on employees--whether the changes derive from deliberate "job enrichment" projects or from naturally occurring modifications of technology or work systems. The JDS has gone through three cycles of revision and pre-testing. Reliability and validity data are summarized for 658 employees in 62 different jobs

in seven organizations who have responded to the revised instrument. Two supplementary instruments are also described: (1) a rating form for assessing "target" jobs; and (2) a short form of the JDS. All instruments and scoring keys are appended. (4) John Wiley & Sons, Ltd.(1997) This study investigates the relationship between the gender composition of an employee's work group and the employee's job satisfaction, using a random sample over 1600 U.S. workers. After controlling possible confounding variables, our analysis shows that the level of an employee's job satisfaction is related to the gender composition of the employee's work group, and that the relationship of these variables does not differ between male and female employees. Both men and women working in gender-balanced groups have higher levels of job satisfaction than those who work in homogeneous groups. Employees working in groups containing mostly men have the lowest levels of job satisfaction, with those working in groups containing mostly women falling in the middle. These results are consistent with predictions based on Blau's theory of social structure, that satisfaction would be highest for employees in more heterogeneous groups

CHAPTER-3 OBJECTIVES OF THE STUDY

To identify the factors which influence the Job satisfaction of employees. To observe the Human resource development in the Vardhman Textiles Limited at Corporate Office. To suggest measures to improve the Satisfaction level of employees.

LIMITATIONS OF THE STUDY

1. TIME 2. AUTHENTICITY OF FEEDBACK 3. ATTITUDE AND BEHAVIOUR 4. LIMITED KNOWLEDGE:-

CHAPTER-4 RESEARCH METHODOLOGY

RESEARCH DESIGN In my research, Descriptive research design have followed DATA COLLECTION Primary data. Primary data is collected by Questionnaire. Sample Design and Size Sample size is 50 employees Sampling frame: Sample frame = ALL Employees of different department at Corporate Office Sampling technique Snowball Sampling. Convenience Sampling.

DATA ANALYSIS AND INTERPRETATION

Question 1:- The environment of workplace is comfortable and safe. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 13 39 4 4

6% 0% 7% 65% 22%
Strongly Agree Agree

Question 2:- I feel there is proper co-ordination and teamwork within my department. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 6 37 9 6 2

40 30 20 10 0

Strongly Agree 6

Agree 37

Indifferent Disagree 9 6

Strongly Disagree 2

Series1

Question 3:- I feel my department gets proper support and teamwork from other departments. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 4 35 8 11 2

2 11

4 Strongly Agree Agree Indifferent

8 35

Disagree Strongly Disagree

Question 4:- I am provided with optimum resources for my work assignments. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 5 28 15 11 1

30 25 20 15 10 5 0 Strongly Agree Agree Indifferent Disagree 5 1 Strongly Disagree 28 15 11

Strongly Agree Agree Indifferent Disagree Strongly Disagree

Question 5:- I am treated with respect by management and fellow employees. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 8 36 7 6 3

40 35 30 25 20 15 10 5 0 Strongly Agree Agree Indifferent Disagree Strongly Disagree

Series1 Series2

Question 6:- There is a good superior subordinate relationship within my organization. Responses:-

Strongly Agree Agree Indifferent Disagree Strongly Disagree

7 38 5 9 1

Strongly Agree Agree 15% 8% 63% Disagree Strongly Disagree 2% 12% Indifferent

Question 7:- Management is flexible and understands the importance of balancing my work and personal life. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 6 30 7 11 6

10% 18%

10% Strongly Agree Agree 50%

Indifferent
12%

Question 8:- Company policies provide enough welfare programs for employees. Responses:-

Strongly Agree Agree Indifferent Disagree Strongly Disagree

6 18 14 19. 7

Strongly Strongly Agree Disagree 9% 11% Agree 28%

Disagree 30%

Indifferent 22%

Question 9:- I am involved in decision making that effects my job. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 4 26 7 20 3

5%
7% 33% 12% 43% Strongly Agree Agree Indifferent Disagree Strongly Disagree

Question 10:- The employee welfare and engagement activities adopted by the company results in improvement of productivity. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 8 15 14 21 2

25 20 15 10 5 0 Strongly Agree Agree Indifferent Disagree Strongly Disagree

Question 11:- My training and development needs are timely identified and addressed. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 3 26 15 11 5

30 25 20 15 10 5 0 3 15 11 5
Series1

26

Question12:- My company spends reasonable time, effort and money in training and development of employees. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 14 24 7 11 4

7% 18% 23% 40% 12%

Strongly Agree Agree Indifferent

Question 13:- The training provided really helps in development of employees. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 10 30 5 13 2

3% 22%

17% Strongly Agree Agree

8% 50%

Indifferent

Question 14:- Quality of training and development provided to me is good. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 5 35 11 7 2

Strongly Disagree Disagree Indifferent

2
7 11 35 5 0% 50% 100% Strongly Agree Agree Indifferent Disagree

Agree
Strongly Agree

Question 15:- I am encouraged to develop new and more efficient ways to do my work. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 1 33 9 12 5

8% 2% Strongly Agree Agree 55% 15% Indifferent

20%

Question 16:- My job profile is according to my competency and qualification. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 8 31 9 8 4

35 30 25 20 15 10 5 0 Strongly Agree 8

31 Strongly Agree Agree 9 8 4 Series1 Agree Indifferent Disagree Strongly Disagree Indifferent Disagree Strongly Disagree

Question 17:- Management recognizes and makes use of my abilities and skills. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 39 10 7 4

11% 17%

7%

Agree Indifferent
65%

Disagree Strongly Disagree

Question 18:- My superior provide me with constant feedback to help me. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 5 37 9 5 4

8% 7% 8% 15% 62%

Strongly Agree Agree Indifferent

Question 19:- Overall I am satisfied with my job at company. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 4 30 9 12 5

Strongly Agree 20% 15% 8% 7% 50% Agree Indifferent Disagree Strongly Disagree

Question 20:- I am provided with proper growth and development opportunities in the company. Responses:Strongly Agree Agree Indifferent Disagree Strongly Disagree 31 16 8 5

13% 27%

8% 52%

Agree
Indifferent Disagree

CHAPTER 5 FINDINGS

The employees are satisfied with the environment of the workplace. Most of the employees are satisfied with the co-ordination and teamwork within their as well as other departments. Employees feel there is healthy superior-subordinate relationship within the organization. Employees are not much satisfied with the companys welfare programs. Most of the employees say that the management is flexible towards the employees. Employees are satisfied with the training and development programs organized by the company. Most of the employees are happy with their job and job profile. A greater percentage of employees are not satisfied with compensations, increments and promotions given by the company Mostly the employees are satisfied with the benefits and facilities provided by the company except transportation facility. Half of the percentage of employees would recommend others to the company.

CONCLUSION

As we know that human resources are the biggest assets of any organisation so relying upon this criterion we can say that their satisfaction towards their job is very important, as if they are satisfied they will work to the best of their ability which will contribute towards the profitability of the organization and better productivity. Hence, every organisation should always make sure that their employees are satisfied. If their employees are not satisfied with the organisation then necessary steps should be taken to make them satisfied because it will ultimately lead to improvement in their work which will then contribute towards the success of organisation. From the results of the survey, we found that more than 50% of the employees are satisfied with the company. There are certain areas which are very good and employees are satisfied by those areas like work culture, work environment, relationship of the employees with the management but in certain areas the

company needs improvement such as welfare facilities, training development programs, salary structure, transport facilities and infrastructure etc. Though the management of Vardhman is continuously taking measures to improve the satisfaction level of the employees but still the satisfaction level of employees is not up to the mark so there is a scope of improvement in the policies of the company.

LIMITATIONSIdentifying the employee satisfaction level in any company is not possible without certain hindrances and limitations due to variation in satisfaction at different levels of employees within the organization. Certain hindrances and limitations that were being faced during the project are as follows.

TIME:- There was lack of time on the part of respondents as the employees have a busy schedule and well-defined job profile. They cant afford to miss out their own job responsibilities and perform other works.

AUTHENTICITY OF FEEDBACK:- Most of the study was based on the feedback from the employees which we got in the form filled questionnaire. The responses of the employees may be biased as observed. e.g- The questions whose possible response would have been disagree or stongly disagree, the employees opted for marking the indifferent option.

ATTITUDE AND BEHAVIOUR:- Whole of the analysis is based on the feedback of the employees through the medium of filled questionnaire and it was based on their personal perception and attitudes which may vary from individual to individual.

Though all efforts have been made to include all areas related to employee satisfaction to be covered in the project work, but some issues may have been missed.

LIMITED KNOWLEDGE:- Though all efforts have been made to include all areas related to employee satisfaction to be covered in the project work but some issues may have been missed as the knowledge level of a student and an employee may differ to a large extent. These limitations were faced as they were an integral part of the research however they did not affect the quality and parameter of the finding.

SUGGESTIONS AND RECOMMENDATIONS

Company needs to revise the pay scale of the employees. Timely and adequate increments should be there for the employees. Company should have improve its infrastructure. Organization should have better transportation facilities. Employee involvement should be encouraged. Training and development programs needs to be paid more attention. There is a need to pay proper attention towards the employee welfare programs. Employee motivation should be encouraged. Work hours should be clearly defined. Organization should provide better leave facilities.

QUESTIONNAIRE
Questionnaire for Employee Satisfaction Survey:Dear respondent, I am an MBA student, I want to get some information for the fulfillment of my training report. You are assured that the data being filled by you regarding your views on your working with the organisation ,will remain confidential and will not be shared with anyone. This is only for my project purpose. Further I dont require your name, designation, experience or department etc, so that the questionnaire is filled in true spirit. Personal information:(a) (b) Sex Age Below 20 20-30 30-40 Above 40 (c) Marital status Instructions:Rate the following factors on a scale ranging from 1-5. Tick the response you feel most appropriate .Your free and frank response will be appreciated. Here 1 = strongly agree 2 = agree 3 = Indifferent 4 = disagree 5 = strongly disagree Male ( Married ( ) Unmarried ( ) ) Female ( )

Please avoid option 3 unless it is very genuine.

Questions:-

(1) The environment of workplace is comfortable and safe. 1( ) 2( ) 3( ) 4( ) 5( )

(2) I feel there is proper co-ordination and team work within my department. 1( ) 2( ) 3( ) 4( ) 5( )

(3) I feel my department gets proper support and team work from other departments. 1( ) 2( ) 3( ) 4( ) 5( )

(4) I am provided with optimum resources for my work assignments. 1( ) 2( ) 3( ) 4( ) 5( )

(5) I am treated with respect by management & fellow employees. 1( ) 2( ) 3( ) 4( ) 5( )

(6) There is a good superior subordinate relationship within my organization. 1( ) 2( ) 3( ) 4( ) 5( )

(7) Management is flexible and understands the importance of balancing my work and personal life. 1( ) 2( ) 3( ) 4( ) 5( )

(8) Company policies provide enough welfare programs for employees. 1( ) 2( ) 3( ) 4( ) 5( )

(9) I am involved in decision making that effects my job. 1( ) 2( ) 3( ) 4( ) 5( )

(10) The employee welfare and engagement activities adopted by the company results in improvement of productivity. 1( ) 2( ) 3( ) 4( ) 5( )

(11) My training and development needs are timely identified and addressed. 1( ) 2( ) 3( ) 4( ) 5( )

(12) My company spends reasonable time, effort and money in training and development of employees. 1( ) 2( ) 3( ) 4( ) 5( )

(13) The training provided really helps in development of employees. 1( ) 2( ) 3( ) 4( ) 5( )

(14) Quality of training and development provided to me is good. 1( ) 2( ) 3( ) 4( ) 5( )

(15) I am encouraged to develop new and more efficient ways to do my work. 1( ) 2( ) 3( ) 4( ) 5( )

(16) My job profile is according to my competency and qualification. 1( ) 2( ) 3( ) 4( ) 5( )

(17) Management recognises and makes use of my abilities and skills. 1( ) 2( ) 3( ) 4( ) 5( )

(18) My superiors provide me with constant feedback to help me. 1( ) 2( ) 3( ) 4( ) 5( )

(19) Overeall i am satisfied with my job at company. 1( ) 2( ) 3( ) 4( ) 5( )

(20) I am provided with proper growth and development opportunities in company. 1( ) 2( ) 3( ) 4( ) 5( )

(21) Employees are treated fairly and equally regarding compensation and increment. 1( ) 2( ) 3( ) 4( ) 5( )

(22) I am granted timely and unbiased promotions. 1( ) 2( ) 3( ) 4( ) 5( )

(23) The following facilities and benefits provided to you are satisfactory:Here 1 = strongly agree, 2 = agree, 3 = Indifferent, 4 = disagree 5 = strongly disagree

1 (a) (b) (c) (d) (e) (f) (g) (h) (i) Leave facilities Housing facilities Transportation facilities Life insurance Education assistance Retirement benefits Disability benefits Health benefits Company picnics & parties ( ( ( ( ( ( ( ( ( ) ) ) ) ) ) ) ) ) ( ( ( ( ( ( ( ( (

2 ) ) ) ) ) ) ) ) ) ( ( ( ( ( ( ( ( (

3 ) ) ) ) ) ) ) ) ) ( ( ( ( ( ( ( ( (

4 ) ) ) ) ) ) ) ) ) ( ( ( ( ( ( ( ( (

5 ) ) ) ) ) ) ) ) )

(24) What do you like the most while working for the company.

... ... ...

(25) Suggest some areas of improvement in the company. . . .

(26) I would recommend others to work for the company.

Yes (

No (

Cant say (

Thanks for your kind co-operation.

SUGGESTIONS AND RECOMMENDATIONS

Company needs to revise the pay scale of the employees. Timely and adequate increments should be there for the employees. Organization should provide better Housing, Retirement benefits,

Educational Assistance, Leave, Health, transportation facilities. Employee motivation should be encouraged. Interpersonal relations should be more developed. Superior subordinate relations should be fine and hierarchy should be shortened Time to time profile changes for the employees There should be job rotation for the employees in all dept , so the employees can know all other activities Increase staff level salary taking into consideration current inflation

SYNOPSIS ON HUMAN RESOURCES OF VARDHMAN YARNS AND THREADS LIMITED

In partial fulfillment requirement for the degree of

BACHELOR OF BUSINESS ADMINISTRATION

SUBMITTED TO:

SUBMITTED BY:

GGNIMT, LUDHIANA
AFFILIATED TO

PUNJAB TECHNICAL UNIVERSITY, JALANDHAR (SESSION: 2010-13)