INDEX

1.

Introduction Profile

Introduction Board Of Direction

2. COMPNAY PROFILR Introduction Mg Mt Prune Drg structure 3. Employee Satisfaction Introduction The study and it lts objectives The sample The tools 4. Research mythology 5. Data analysis & interpretation 6. Finding 7. Suggestion 8. Conation 9. Bibliography 10. Annexure

CHAPTER -1
INTRODUCTION PROFILE

INTRODUCTION PROFILE
A US$ 30 billion corporation, the Aditya Birla Group is in the League of Fortune 500. It is anchored by an extraordinary force of 130,600 employees, belonging to 40 different nationalities. In the year 2009, the Group was ranked among the top six great places for leaders in the Asia-Pacific region, in a study conducted by Hewitt Associates, RBL Group and Fortune magazine. In India, the Group has been adjudged the best employer in India and among the top 20 in Asia by the Hewitt-Economic Times and Wall Street Journal Study 2007. Over 60 per cent of the Group's revenues flow from its overseas operations. The Group operates in 27 countries Australia, Bahrain, Bangladesh, Brazil, Canada, China, Egypt, France, Germany, Hungary, India, Indonesia, Italy, Korea, Laos, Luxembourg, Malaysia, Myanmar, Philippines, Singapore, Sri Lanka, Switzerland, Thailand, UAE, UK, USA and Vietnam. Globally the Aditya Birla Group is:

A metals powerhouse, among the worlds most cost-efficient aluminum and copper producers. Hindalco-Novelis is the largest aluminum rolling company. It is one of the 3 biggest producers of primary aluminum in Asia, with the largest single location copper smelter

No. 1 in viscose staple fiber The 4th largest producer of insulators The 4th largest producer of carbon black The 11th largest cement producer Among the worlds top 15 BPO companies and among Indias top 4 Among the best energy efficient fertilizer plants

In India:

A premier branded garments player The 2nd largest player in viscose filament yarn The 2nd largest in the Chlor-alkali sector Among the top 5 mobile telephony companies

A leading player in Life Insurance and Asset Management Among the top 3 super-market chains in the Retail business

Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success does not come in the way of the need to keep learning afresh, to keep experimenting.

Beyond Business The Aditya Birla Group is: Transcending business for over 50 years now, the Group has been and continues to be involved in meaningful welfare-driven initiatives that distinctly impact the quality of life of the weaker sections of society in India, South-East Asia and Egypt. In India, the Group's social projects span 3,000 villages. It reaches out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development, spearheaded by Mrs. Rajashree Birla. Its focus is healthcare, education, sustainable livelihood, infrastructure and espousing social causes. The Group runs 42 schools, which provide quality education to over 45,000 children in India's interiors. Of these, over 18,000 children receive free education. An additional 8,000 students receive merit scholarships. Likewise at its 18 hospitals in India, more than a million patients are given extremely subsidized medical care. To embed corporate social responsibility as a way of life in organizations, the Group has set up the FICCI Aditya Birla CSR Centre for Excellence, in Delhi. The Group transcends the conventional barriers of business and reaches out to the marginalized because of its conviction of bringing in a more equitable society.

in Working 3700 villages Reaching out to 7 million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development, spearheaded by Mrs. Rajashree Birla

Focusing on : health care, education, sustainable livelihood, infrastructure and espousing social causes

Running 41 Schools and 18 Hospitals

Transcending the conventional barriers of business to send out a message that We Care

Board of Directors Mr. Kumar Mangalam Birla, Chairman Mrs. Rajashree Birla Mr. M. L. Apte Mr. B. V. Bhargava Mr. R. C. Bhargava Mr. A. K. Dasgupta Mr. Shailendra K. Jain Mr. D. D. Rathi Mr. Cyril Shroff Dr. Thomas M. Connelly Mr. Adesh Gupta (Whole-Time Director) Mr. K. K. Maheshwari (Whole-Time Director)

Business Heads Mr. K. K. Maheshwari, Viscose Staple Fibre Mr. O. P. Puranmalka, Cement Mr. Lalit Naik, Chemicals

Mr. Pranab Barua, Textiles

Manager & Chief Financial Officer Mr. Adesh Gupta

Company Secretary-

Mr. Ashok Malu

DEPARTMENT HEADMr. Satya Pal Hans (DGM, P&A, HR at VIKRAM WOOLLENS, MALANPUR Unit Grasim Inds Ltd) E-Mail ID- satya.hans@adityabirla.com

CONTACT DETAILSAddress Telephone No. Fax No. : : : Plot GH - I to IV Ghironghi, Malanpur 91-1681-3602 91-1681-3339

COMPANY PROFILE
VIKRAM WOOLLENS (VW) is a unit of highly diversified industrial conglomerate, Grasim Industries Limited, which forms part of Asias major commercial & industrial empire - The Aditya Birla Group. VW is worsted Spinning Plant set up with a State-of-the-Art Technology in the year 1995 with the production capacity of 1440 tons/annum. Unit is catering the demand of high end worsted consumers both internationally as well as in domestic market. Product quality is well accepted in international market and now unit is expanding its business with the clear vision TO BEAT THE BEST. The unit commenced production on November 1995. The unit has modern spinning and dyeing equipments with an installed capacity of 8832 spindles. The machines are imported from various countries like France, Germany, Switzerland etc. the unit is manufacturing and marketing 100.00tons yarn per month Unit is accredited with

DIN EN ISO 9001:2000 (Quality Management System), DIN EN ISO 14001 (Environmental Management System)

OHSAS 18001:1999 (Occupational Health & Safety Management System BEST PRACTICES IN VIKRAM WOOLLENSS Work Environment (5s) JIT (just in Time)/ Supply Chain Management Customer Driven: Internal & External Equipment Effectiveness Waste (MUDA) elimination Liaison Team Force & Skill Development Quality First Six Sigma/ SQM & Best development

Information system/ BPR technology & cash flow MANAGEMENT PROFILE

UNIT HEAD H.R. HEAD COMMERCIAL HEAD DYE HOUSE HEAD SPINNING HOUSE ENGINEERING HEAD BANKERS

: :

Mr. Kanval Gandhi Mr. S.P. Hans : Mr. P.C. Kesharwani

: :

Mr. O.P. Ojha Mr. S. Aher : Mr. H.K. Fandot

Central Bank of India State Bank of India Axis Bank

REGISTERED OFFICE

Grasim Industries Ltd. Stable, Fiber, Division Birla Gram Nagda (M.P.) 456331

OBJECTIVES OF THE COMPANY

VISION

To achieve and sustain the World Class Status in all areas.

MISSION

Establish ourselves as the first choice of our employees, customers and stakeholders.

GOALS

Zero Defects Zero Waste Zero Equipment Losses Zero Accidents Zero Pollution

ORGANISATION STRUCTURE
Mr. Kanval Gandhi (UNIT HEAD)

Mr. S.P.Hans DGM (P&A)

Mr.Shekhar Aher G.M (tech)

Mr. O.P.Ojha Jt.G.M(Dyeing)

Mr.H. Fandot Mgr.(ENGG.)

Asst.Mgr.Spinning

Asst. Mgr Post Spinning

Dyeing Mgr

Dyeing Officer

Deputy Mgr

Deputy Mgr.

Asst. D.M. Sr. Foreman Foreman (elec.)

Shift Officer

Shift Officer

Shift Officer

(mech.)

Operator

Operator

Operator

Electrician

Fitter

D.G Operator

Boiler Operator

PERSONNEL POLICIES Personnel policies define the treatment, rights, obligations, and relations of people in an organization. They are the blueprints by which the organization runs--the rules and procedures that protect workers (and the organization) from being abused, put them in control of their jobs, and keep them from making errors that will hurt the organization or one another. A policy then mayi. ii. iii. iv. Be specific or general in its institution Deal with one or many, aspect of a problem Place limits within which action is to be taken Specify the stops to be taken

There are essentially three types of personnel policies that our organization have General Policies have to do with the basic structure, philosophy, and rules of the organization. They deal with issues ranging from equal opportunity in hiring and advancement to conflicts of interest, sexual harassment, alcohol in the workplace, and Internet usage. Hiring and Employment Status Policies involve the worker's employment relationship with the organization -- hiring, firing, and everything in between. Here is where pay scale, title, promotions, and performance reviews are laid out. These policies also cover benefits, employees' rights, and reasons for termination. Everyday Procedural Policies deal with issues that affect the everyday life of the worker (or volunteer), and the day to day operation of the organization. They generally include the hours employees are required to be at work, how workers should dress, when they get paid, and issues of security, as well as guidelines for how things are done in the organization. Personnel policies may include Introductory Materials

Personnel policies often begin with a welcome, a brief history of the business, a statement of the company's values and a description of its organizational structure

Policies The policies should include comprehensive information about workplace rules; for example, hours, attendance, pay, benefits, supervision and discipline.

Legal Issues Personnel policies should also include discussion of sensitive legal issues like sexual harassment and employee safety regulations.

Effectiveness To be effective, the policies must be distributed to every employee. The policies should be reviewed during employee orientation and during periodic training sessions.

Warning Employers should avoid making unconditional promises in their personnel policies. Implying that an employee who follows the rules will never is fired.

Vikram Woollens follows following policies Ensure availability of skilled manpower Continuous harness human resources and develop their potential for organization and self development Ensure cordial relation among employees Add value to society. Timely statutory compliance.

WELFARE ACTIVITIES
Employee or labour welfare is comprehensive term including various services, benefits and facilities offered to employee by the employer. Through such fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. CANTEENA canteen has contracted for the convenience of the employees. Its the common canteen for all the employees (at subsidized rates). It works in all the three shifts as per the timings. The canteen services are available for those employees who need to take meals on staggered basis due to continuous run of some departments/equipments. VIKRAM STAFF CLUBIn order to have a recreation time to time, they have formed a Vikram Woollens staff club which organizes number of activities on different number of occasions. The activities include both cultural and sports and a picnic is arranged once in a year. CONVEYANCEA staff bus is provided for all the employees and workers as this unit are far away from the city, this facility is available for all the shifts.

PRODUCTION / OPERATIONS

PRODUCTS AND SERVICES OFFERED IN VIKRAM WOOLLENS VIKRAM WOOLLENS offer wide variety of Dyed Spun Yarn in pure Wool and its Blends with Polyester, Angora, Kid Mohair, Camel Hair and other specialty Fiber A) BLENDS

Wool 100% Wool / Polyester Wool / Silk Wool / Alpaca Wool 100% Alpaca Wool / Cashmere Wool / Fine Animal Hairs Wool Nylon Wool Viscose

B) RANGE

Conventional Dyed solids, Mlange & Vigro Printed Single and Multifold Crepe (High Twist) Siro Spun

C) COUNT RANGE

Conventional Spun Yarn : NM 16 to 120 Siro Spun: NM 2/48 to 2/76 Siro Lycra: NM 2/40 to 2/76 Wool Nylon: NM 2/28 to 2/48

Wool Silk: NM 2/30 to 2/120

D) APPLICATIONS

Apparel Furnishing Socks Shawls, Stoles & Scarves

QUALITY CONTROL

To produce globally Competitive Quality Yarn. Total Customer Satisfaction, both Internal and External. Create and Maintain Clean, Safe and Pleasant Working Environment. Follow a System leading to continuous Improvement in Technology and Human Potential.

MATERIAL PLANNING To produce a wide variety of dyed spun yarn in pure wool. To produce more range of siro spun and siro lycra

FUTURE PLANS To enhance the plant capacity To increase the production To produce wide range of variety To serve the best to the customers To adopt the new technology

STRENGTH AND WEAKNESSES OF VIKRAM WOOLLENS

STRENGTH Medical facility as & when required. Scholarships to meritorious children of employees. Internal and external customer survey through standard formats. Organizational health study. Best attendance award annual basis. Innovation activity. Performance appraisal of staff and workers.

WEAKNESS Workers are less educated. Limited production.

SUGGESTIONS There should be weekly sessions on employees education. Unit should be expanding in order to increase the production capacity.

SPECIAL POINTS Staff is very co-operative. Training module provided to workers. Provide various Welfare schemes for workers.