Professional Documents
Culture Documents
On
Delhi City”
Session 2018-2019
School of Management
Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, New Delhi (U.P.) India
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DECLARATION
I hereby declare that the project report entitled “A Study on Level of Employee
Satisfaction at Jindal Steel and Power Limited (JSPL) in New Delhi City” is
the produce of my sincere effort. This research Project Report is being submitted by
me at “BBD University, Lucknow” for the Partial fulfillment of the course I.M.B.A.
and the report has not been submitted to any other educational institution for any other
course.
Prashant Singh
Roll no. - 1140675040
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ACKNOWLEDGEMENT
I feel deeply indebted towards people who have guided me in this project. It would
have not have been possible to make such an extensive report without the help,
I would firstly like to express my gratitude towards faculty guide Dr. Shweta
having shown much of flexibility and guiding in such a way that I really learning the
subject all the time . He helped me in deciding the project topic. He showed a lot of
openness in her approach and I would like to thank him for her support in a way that
Last but not least I am great full to all my family members & my friends for being my
side always. Without their help and motivation it wouldn‟t have been possible to
complete my project.
PRASHANT SINGH
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EXECUTIVE SUMMARY
Someone has rightly said that practical experience is far better and closer to the real
world than theoretical exposure. The practical experience helps the students to view
the real business world closely, which in turn widely influences their perceptions and
any skills and knowledge that relate to specific useful competencies. Training has
The performance improvement may be effected through planned learning and transfer
into account factors such as leadership skills, time management, organizational skills
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TABLE OF CONTENT
Declaration
Acknowledgement
Executive Summary
1. Introduction 1
2. Company Profile 41
8. Findings 127
9. Suggestions/Recommendations 129
Bibliography
Appendix
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CHAPTER-1
INTRODUCTION
1
INTRODUCTION
with a job. If you like your job intensely, you will experience high job
satisfaction. If you dislike your job intensely, you will experience job
job itself. It is his attitude towards his job. Hoppack introduced the term
with the job.‟ The definition is vague in so far as there are many
work context. This definition is still being debated. It captures the most
Saleh (1981) states that job satisfaction is a feeling which is a function of the
perceived relationship between all that one wants from his job/life and all that
one perceives as offering or entailing. The emphasis here is on all that one
2
wants, whether it is important for self-definition or not. Luthans (1989) states
the appraisal of one's job, or job experience, and is the result of the employee's
perception of how well the job provides those things which are viewed as
about specific facets of the job. Employees can be satisfied with some elements
of the job while being simultaneously dissatisfied with others. Different types
might complain to the supervisor when dissatisfied with low pay but not with
person's feeling towards the different facets of job satisfaction. He argues that
supportive colleagues. One can also add the importance of good personality--
job fit and an individual's genetic disposition (some people are just inherently
upbeat and positive about all things including their job). Employees are
concerned with their work environment for both personal comfort and how it
facilitates doing a good job. People get more out of work than merely money or
tangible achievements. For most employees, work also fills the need for social
3
Today an organization having a good inventory of human resources and a
functions of personnel management have now come closely integrated with the
and tools.
Absenteeism, Turnover.
* Job satisfaction is also linked with a healthier work force and has been found
4
* Job satisfaction is not synonyms with organizational morale, which the
of these goals.
5
Maslow's Hierarchy of Needs
worthwhile for a manager to understand which needs are the more important
motivates and the next higher need takes its place. Maslow's hierarchy of needs
Self-Actualization
Esteem Needs
Social Needs
Safety Needs
Physiological Needs
6
Physiological Needs
air
water
nourishment
sleep
According to Maslow's theory, if such needs are not satisfied then one's
motivation will arise from the quest to satisfy them. Higher needs such as
social needs and esteem are not felt until one has met the needs basic to one's
bodily functioning.
Safety
Once physiological needs are met, one's attention turns to safety and
security in order to be free from the threat of physical and emotional harm.
Medical insurance
Job security
Financial reserves
Social Needs
7
Once a person has met the lower level physiological and safety needs,
higher level needs become important, the first of which are social needs. Social
needs are those related to interaction with other people and may include:
Esteem
needs are those related to self-esteem such as self respect and achievement.
External esteem needs are those such as social status and recognition. Some
Self-respect
Achievement
Attention
Recognition
Reputation
Maslow later refined his model to include a level between esteem needs
Self-Actualization
quest of reaching one's full potential as a person. Unlike lower level needs, this
8
need is never fully satisfied; as one grows psychologically there are always
Truth
Justice
Wisdom
Meaning
to Maslow, only a small percentage of the population reaches the level of self-
actualization.
Physiological needs: Provide lunch breaks, rest breaks, and wages that
9
Social Needs: Create a sense of community via team-based projects and
social events.
appreciated and valued. Offer job titles that convey the importance of
the position.
However, not all people are driven by the same needs - at any time
employee, the manager must be able to recognize the needs level at which the
10
JOB SATISFACTION
Definitions:
“Job satisfaction does not seem to reduce absence, turnover and perhaps
accident rates”.
-Robert L. Kahn
“Job satisfaction is a general attitude towards one‟s job: the difference between
the amount of reward workers receive and the amount they believe they should
receive.”
-P. Robbins
Job satisfaction defines as “The amount of overall positive affect (or feeling)
11
“Job satisfaction is the amount of pleasure or contentment associated with a
job. If you like your job intensely, you will experience high job satisfaction. If
you dislike your job intensely, you will experience job dissatisfaction.”
By Andrew J DuBrins,
Job satisfaction is one part of life satisfaction. The environment influences the
job. Similarly, since a job is important part of life, job satisfaction influences
one‟s general life satisfaction. Manager may need to monitor not only the job
and immediate work environment but also their employees attitudes towards
JOB FAMILY
12
Human life has become very complex and completed in now-a-days. In modern
society the needs and requirements of the people are ever increasing and ever
changing. When the people are ever increasing and ever changing, when the
peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are
likely to contribute very little for any purpose. Job satisfaction of industrial
workers us very important for the industry to function successfully. Apart from
provided with good working conditions to boost their job satisfaction. Any
business can achieve success and peace only when the problem of satisfaction
human problems and dealing with them scientific investigation serves the
a) Pay.
c) Promotion
e) Working condition.
f) Supervision.
13
PAY
shelter, and clothing and provides the means to enjoy valued leisure interest
outside of work. More over, pay can serve as symbol of achievement and a
Fringe benefits have not been found to have strong influence on job satisfaction
as direct wages.
Along with pay, the content of the work itself plays a very major role in
determining how satisfied employees are with their jobs. By and large, workers
want jobs that are challenging; they do want to be doing mindless jobs day after
day. The two most important aspect of the work itself that influence job
satisfaction are variety and control over work methods and work place. In
general, job with a moderate amount of variety produce the most job
satisfaction. Jobs with too little variety cause workers to feel bored and fatigue.
Jobs with too much variety and stimulation cause workers to feel
PROMOTION
14
changes I supervision, job content and pay. Jobs that are at the higher level of
15
SUPERVISION
making, employee who participates in decision that affect their job, display a
much higher level of satisfaction with supervisor an the overall work situation.
WORK GROUP
WORK CONDITION
The employees desire good working condition because they lead to greater
they can influence life outside of work. If people are require to work long hours
and / or overtime, they will have very little felt for their families, friends and
16
Determinants of job satisfaction:
in mind that: all individuals do no derive the same degree of satisfaction though
they perform the same job in the same job environment and at the same time.
Therefore, it appears that besides the nature of job and job environment, there
are individual variables which affect job satisfaction. Thus, all those factors
which provide a fit among individual variables, nature of job, and situational
variables determine the degree of job satisfaction. Let us see what these factors
are.
Individual factors:
Individuals have certain expectations from their jobs. If their expectations are
met from the jobs, they feel satisfied. These expectations are based on an
Level of education:
job satisfaction. For example, several studies have found negative correlation
between the level of education, particularly higher level of education, and job
satisfaction. The possible reason for this phenomenon may be that highly
educated persons have very high expectations from their jobs which remain
unsatisfied. In their case, Peter‟s principle which suggests that every individual
17
Age:
their life. Job satisfaction is high at the initial stage, gets gradually reduced,
starts rising upto certain stage, and finally dips to a low degree. The possible
reasons for this phenomenon are like this. When individuals join an
organization, they may have some unrealistic assumptions about what they are
going to drive from their work. These assumptions make them more satisfied.
However, when these assumptions fall short of reality, job satisfaction goes
down. It starts rising again as the people start to assess the jobs in right
perspective and correct their assumptions. At the last, particularly at the fag end
of the career, job satisfaction goes down because of fear of retirement and
future outcome.
Other factors:
Besides the above two factors, there are other individual factors which affect
job satisfaction. If an individual does not have favourable social and family
life, he may not feel happy at the workplace. Similarly, other personal
problems associated with him may affect his level of job satisfaction. Personal
problems associated with him may affect his level of job satisfaction.
Nature of job:
18
Occupation level:
Higher level jobs provide more satisfaction as compared to lower levels. This
happens because high level jobs carry prestige and status in the society which
Job content:
Job content refers to the intrinsic value of the job which depends on the
requirement of skills for performing it, and the degree of responsibility and
enrichment.
Situational variables:
individuals in the organization. Some of the important factors which affect job
19
1. Working conditions:
workplace and associated facilities for performing the job determine job
satisfaction. These work in two ways. First, these provide means job
2. Supervision:
them and provides them more satisfaction. In job oriented supervision, there is
more emphasis on the performance of the job and people become secondary.
3. Equitable rewards:
The type of linkage that is provided between job performance and rewards
on the job performance and equitable, it offers higher satisfaction. If the reward
20
4. Opportunity:
It is true that individuals seek satisfaction in their jobs in the context of job
for promotion that these job offer. If the present job offers opportunity of
extent such groups are cohesive; the degree of satisfaction is high. If the
Job satisfaction has a variety of effects. These effects may be seen in the
and mental health. Since job satisfaction is a type of mental feeling, its
21
For example, Lawler has pointed out that drug abuse, alcoholism and mental
and physical health result from psychologically harmful jobs. Further, since a
satisfaction. The result is that there is spillover effect which occurs in both
Productivity:
There are two views about the relationship between job satisfaction and
productivity:
behind this is that a happy worker will put more efforts for job performance.
For example, a worker having low expectations from his jobs may feel satisfied
but he may not put his efforts more vigorously because of his low expectations
from the job. Therefore, this view does not explain fully the complex
22
The another view: That is a satisfied worker is not necessarily a productive
and not the other way round. The basic factor for this phenomenon is the
types of rewards intrinsic and extrinsic. The intrinsic reward stems from the job
itself which may be in the form of growth potential, challenging job, etc. The
Any increase in these factors does not hep to increase productivity though these
23
1. A happy worker does not necessarily contribute to higher productivity
acceptable level of performance. However, it does not mean that the job
Performanc
e Satisfaction
Intrinsic
reward
24
Absenteeism:
the job which produces a „lack of will to work‟ and alienate a worker form
HIGH
TURNOVER
JOB ABSENCES
SATISFACTION
LOW
LOW HIGH
AND ABSENCES
25
Employee turnover:
satisfaction is not the only cause of employee turnover, the other cause being
For example, in the present context, the rate of turnover of computer software
organizations not simply because they are not satisfied but because of the
located abroad.
26
DIMENSIONS OF JOB SATIFACTION
DIMENSIONS
influences.
27
Cultural factors:-Attitudes, beliefs and values.
with certain aspects of their work and dissatisfied with other aspects .Thus,
The importance to the study of job satisfaction level is very important for
28
Benefits of job satisfaction study
employee.
management.
towards management.
needs.
5. Job satisfaction surveys are useful for identifying problem that may
29
management to evaluate the actual response to a change and study its
success or failure.
self-worth and produces anxiety. At the same time, monotonous jobs can erode a
worker's initiative and enthusiasm and can lead to absenteeism and unnecessary
turnover. Job satisfaction and occupational success are major factors in personal
satisfaction brings a pleasurable emotional state that often leads to a positive work
loyal.
For the organization, job satisfaction of its workers means a work force that is
improved quality of working life. It is important to note that the literature on the
consistent.. Unhappy employees, who are motivated by fear of job loss, will not
give 100 percent of their effort for very long. Though fear is a powerful motivator,
it is also a temporary one, and as soon as the threat is lifted performance will
decline.
Tangible ways in which job satisfaction benefits the organization include reduction
30
improved punctuality and worker morale. Job satisfaction is also linked to a more
healthy work force and has been found to be a good indicator of longevity. And
although only little correlation has been found between job satisfaction and
productivity, Brown (1996) notes that some employers have found that satisfying
"Take away my people, but leave my factories, and soon grass will grow on
the factory floors. Take away my factories, but leave my people, and soon we
So, how is job satisfaction created? What are the elements of a job that create job
place that will ensure that workers are challenged and then rewarded for being
Interesting work that offers variety and challenge and allows the worker
31
An environment in which workers are supported by an accessible supervisor who
Up-to-date technology
Probably the most important point to bear in mind when considering job
satisfaction is that there are many factors that affect job satisfaction and that what
makes workers happy with their jobs varies from one worker to another and from
day to day. Apart from the factors mentioned above, job satisfaction is also
characteristics and management style, and the nature of the work itself. Managers
who want to maintain a high level of job satisfaction in the work force must try to
For example, when creating work teams, managers can enhance worker
the same workgroup. Also, managers can enhance job satisfaction by carefully
For example, a person who does not pay attention to detail would hardly make a
32
Managers who are serious about the job satisfaction of workers can also take other
deliberate steps to create a stimulating work environment. One such step is job
Good management has the potential for creating high morale, high productivity,
and a sense of purpose and meaning for the organization and its employees.
supervisors and co-workers, have significant effects on job satisfaction. These job
Of course, a worker who takes some responsibility for his or her job satisfaction
will probably find many more satisfying elements in the work environment.
Everett (1995) suggests that employees ask themselves the following questions:
33
What did I learn from that experience that could be applied to the present
situation?
34
Workers' Roles in Job Satisfaction
If job satisfaction is a worker benefit, surely the worker must be able to contribute
to his or her own satisfaction and well-being on the job. The following suggestions
Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay and
other recognition.
Know more. Acquire new job-related knowledge that helps you to perform tasks
more efficiently and effectively. This will relieve boredom and often gets one
noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most
and rewards.
Develop teamwork and people skills. A large part of job success is the ability to
Accept the diversity in people. Accept people with their differences and their
See the value in your work. Appreciating the significance of what one does can
lead to satisfaction with the work itself. This helps to give meaning to one's
35
Learn to de-stress. Plan to avoid burnout by developing healthy stress-management
techniques.
Assuring job satisfaction, over the longterm, requires careful planning and effort
system, it is very important that salaries be tied to job responsibilities and that pay
36
So, in essence, job satisfaction is a product of the events and conditions that people
experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, her
pay is fair, her promotional opportunities are good, her supervisor is supportive,
and her coworkers are friendly, then a situational approach leads one to predict she
is satisfied with her job" (p. 91). Very simply put, if the pleasures associated with
one's job outweigh the pains, there is some level of job satisfaction
37
Human resources are on major factors of production. It is human
asset, which convert the various resources in to the production resources. It has
immense potentialities and it only human resources, which appreciate with time
increasing emphasis has been given to the worker as a whole man. The need of
vast manpower and their importance was realized by some of the progressive
power forced some entrepreneurs to give some district feature of human side by
production. The first among the entrepreneurs who had contributed in the
Humanist. He took a genuine interest in the welfare of the workers. But this
towards the beginning of the 20th century. Abraham Maslow gave his
But the most important in this field was that of Elton Mayo‟s Human
Relation Approach. The great “Hawthorne Study “by Elton Mayo‟s and
38
the quality of the relationship among the personnel and social needs of
defecting aim.
Hence the management must give more emphasis on the human side
and their proper utilization. This then remains the cardinal objective of the
study of his state university of Michigan etc have developed the branch of
functions of personnel management have now come closely integrated with the
OBJECTIVES OF HRM.
employees.
actualization.
39
Developing and maintaining a quality of work life that makes
organization.
PURPOSE OF STUDY:
This does not deal with the practical application, is said to be unscientific and
unsystematic. More over the branch of management, which deals with the most
40
CHAPTER-2
COMPANY PROFILE
41
COMPANY PROFILE
Founded 1952
Website www.jindalsteelpower.com
42
JSPL is an industrial powerhouse with a dominant presence in steel, power,
fuel its fairy tale journey that has seen it growth to a US $ 3.3 billion. The
Mr. Naveen Jindal, the youngest son of the legendary Shri O.P. Jindal, the
company produces economical and efficient steel and power through backward
and forward integration. JSPL today sports a product portfolio that caters to
markets across the steel value chain. The company produces the world's longest
JSPL operates the largest coal-based sponge iron plant in the world and has an
Chhattisgarh. Also, it has set up a 0.6 MTPA wire rod mill and a 1 MTPA
capacity bar mill at Patratu, Jharkhand, a medium and light structural mill at
Raigarh, Chhattisgarh and a 2.5 MTPA steel melting shop and a plate mill to
ambitious global expansion plan with its sights set on emerging as a leading
opportunities in high growth markets, expanding its core areas and diversifying
into new businesses. In Oman (Middle East), the company has set up a US $
43
500 million, 1.5 MTPA gas-based Hot Briquetted Iron (HBI) plant. It has now
added a 2 MTPA integrated steel plant. In Africa, the company has large
has won several awards for its innovative business and social practices. It has
won several awards for its innovative business and social practices.
VISION
MISSION
44
2.1 Global Position of JSL
Stainless steel consumption globally has grown by 5.2% annually in the last 10
years despite 2-3 years of overall consolidation in steel and stainless steel
industry.
Last 10 years growth has primarily been driven by strong growth in Asia
especially China and India having registered growth of 21% and 12%
respectively.
China was the biggest stainless importer and consumer in 2003 with apparent
consumption of 4.2 MT. and an import of around 2.5 MT. 200 series is being
Any history dealing with the Steel Industry of India of modern times has to
start with the vision of Jamshedji Tata who put India on the world map of Steel
45
In the Steel industry there are three major companies in India –
2.2 Approach
JSL has come a long way since lts inception in 1970, but the motto of the
company remains the same “We are the future of steel.” This motto has always
been given utmost priority and the company believes in shaping the future of
stainless steel market by providing and producing value added products for the
Jindal Stainless Limited is the most diverse company in the group in terms of
both the location and products and recorded an impressive growth in sales we
stand at Rs. 2015 corer with export representing 36% of the sale. The profit
The company has also focused on new markets for its low nickel grades which
is cost effective alternatives products in the market worldwide. Due to the price
effectiveness of these low nickel grades the demand for these products
continues to remain strong in export markets. Jindal Stainless has now Chinese
office to cater to increased volume and also a full flagged office in Vietnam.
46
Chinese markets and company was able to exceed its sales targets in these
regions.
6. T.R. Sridharan
7. B.D. Gupta
9. N.P. Jayaswal
Management Team
Bankers
47
3. Punjab National Bank
4. Canara Bank
6. ICICI Banks
7. UTI Bank
9. Bank Of Baroda
Keeping in view the need to modernise and expand JSL undertook a total
production capacity increased but the quality of the products has also improved
Jindal‟s only integrated Stainless steel plants has an annual production capacity
of 4 laces metric tons. The plant has two major operational units namely hot
rolling units and cold rolling units. The hot rolling unit comprises of steel
melting shops, hot rolling mills (stickle mill, Stainless mill) finishing units
power plants and oxygen plant etc. The cold unit comprises of cold rolling mill
48
The company has implemented environmental management system and
received OHSAS 18001 and ISO 14001 certification. The company is working
Vizianagram, Andhra Pradesh. The installed Capacity is 40,000 metric tons per
Besides supplying to the domestic market, the company also exports Ferro
Chrome to various developed countries, in recognition for its work in the field
of exports, the company was awarded the "Export Award Regional Special
Shield". The plant is also equipped with an Ultra modern testing laboratory to
2.5.1 Slabs
Cast in single strand slab caster of steel Melt Shop I. Liquid steel is produced
route.
2.5.2 Blooms
Cast from bloom casters both in Steel Melt Shop 1&11. Liquid steel is
route.
49
2.5.3 Hot Rolled Products
As cast/ground of slabs, they are first heated and socked in reheating furnace,
Hot Rolled Annealed pickled coils are produced after continuous annealing and
pickling.
Plates are finished after annealing & pickling or by cutting HRAP coils to
desired lengths.
Cold rolled coils and sheets are produced after being processed in 20 Hi-mill,
continuous anneal & pickle line, slitting line and cut to length lines.
The company is exclusive producer of stainless steel for making Razor Blades
and Surgical Blades in India. The plant has a capacity to produce 10,000 metric
50
2.5.8 Customized Products
JSL has developed the capability to supply customized products for critical
In the early 60‟s Jindal R&D showed early promises by developing India‟s first
Until the mid 70‟s a huge chunk of India‟s stainless steel requirements were
met by imports. The challenge was to produce high quality stainless still at less
than world prices. In 1979-80 Jindal were the first to develop an indigenous
process which has not only lad to drastic cult in the manufacturing cost but it
To make Deep Drawing (DD) and extra Deep Drawing (EDD) grades of steel
is no mean to task. It calls for the technology of the highest order. In the private
sector, Jindal were the first to master this technology. Jindal Vasind Plant
(Bombay), where such steel is made one of the largest in the country.
51
Worldwide there are just a handful of the companies who have the know- how
India SAW pipes are made by this group. Jindal Steel pipes have found
Jindal have also pioneering India‟s first continuous slab casting machines and
India‟s first hot stackel mill to produce hot rolled stainless steel coils.
For Aluminum or against the conventional slab to strip rolling method, Jindal
have introduced the new generation continuous ship caster. As a result, Jindal
The list Jindal break through is also limitless. As limitation its resolve to seek
and overcome challenges on a continuous bases. That‟s why from the industries
Stainless Limited. Their quality, activities begin with understanding the exact
requirements of; the customers and continue till the customer is fully satisfied
In order to deliver the assured quality, all the inputs including the raw material
are thoroughly inspected and tested. All the processes are constantly monitored
52
and controlled to ensure that no non-conforming in house materials passed for
The finished product is cleared-for dispatch to customer only after it has passed
the tests as per the quality plan. All tests are conducted in their In-house testing
Quality specialists, who are the most important aspect of Quality System. The
system. The people involved at various functions are constantly trained to keep
Also above all, Jindal Stainless Limited has a Quality Control laboratory that is
Stainless steel for razor & surgical blades has been created. A coin blanking
53
2.9 Stainless Design Centre
The Jindal stainless design centre at new evolves innovative designs for various
is augmenting the usage of stainless steel in value added applications for the
Steel Making
Hot Rolling
Cold Rolling
There are two Steel Melt Shops-I & II. Steel Melt Shop I is dedicated to the
production of stainless steel, slabs & blooms while Steel Melt shop II produces
blooms.
This shop comprises of one Electric Arc Furnace, one ASM converter, one
VOD unit, one Ladle Refining furnace (LRF), one Continuous Slab Casting
Machine & one Twin Strand Bloom Caster. The shop is capable of producing
annually. The VOD unit here ensures that the stainless steel has a very low
54
Stainless Steel required for demanding application by nuclear plants, space&
The shop is equipped with one Electric Arc Furnace, one ASM converter, one
Ladle Refining Furnace & one Twin Strand Bloom centre. The shop is
conforming to 200 series that are hot rolled in the semi continuous Tandem
The shop is capable of producing 200,000 metric tons of blooms per year.
Hot Rolling
Hot Steckel mill converts stainless steel slabs into hot rolled plates and coils.
This mill consists of a slab reheating furnace, a four high roughing stand, a four
Hot Steckel Mill is capable of rolling stainless steel plates & coils up to 1500
mm width.
Cold Rolling
Cold Rolling division of JSL has capacity to produce 100,000 metric tons per
annum of cold rolled stainless steel flat products including 10,000 metric tons
fully equipped to supply material in 20, 2B, BA, No.3, No, 4 surfaces finishes.
55
The new cold rolling division in particular is equipped with sophisticated steel
JSL announced a technical alliance with Nisshin Steel one of the leading
The collaboration is technical in scope and an agreement has been signed for a
period of two years during which Nissin steel will provide Jindal Stainless
Through this alliance Jindal will consolidate its position as an industry leader
by acquiring operating technology for the purpose of improving the quality and
stainless steel project of in the jaipur district for the Orissa in east India. Which
would start from stage to production of faro chrome stainless steel slab
56
An Overview In General
Stainless steel is being increasingly used for specialized applications, where the
wear & Tear. This is achieved by adding the alloying elements in proper
proportions.
While the developed world has nearly 80% of its stainless steel requirement
coming from industrial applications and the remaining 20% from domestic
applications, whereas the Indian market consumes 75% of the total stainless
not applicable in India as there is a very strong bias towards household utensils
& cutlery.
Globally, consumption of stainless steel has doubled in past fifteen years or so,
but in East Asia, it has tripled & in China, it has raised six folds from one-lac
tones per year in early 1980's to over seven lac tones in 1996.
57
The major applications of stainless can be described below:
Stainless steel utensils are the true consumption item in India and are used
households are dominated by stainless steel. Most storage boxes and cans, .all
cooling vessels (including frying pans and pressure cookers), most sizes of
Stainless steel products are common wedding gifts; especially in the South that
help newlyweds setup their homes. During Diwali, a very important Hindu
gifts. Even corporate bodies use thousands of tons of stainless as gifts for
employees.
Although, very much present in kitchen, they don't share the same history of
imagination of Indians. Until the late eighties, gas stoves with painted carbon
steel bodies and later the nickel chromium plated ones, dominated the market.
The stainless steel bodies, once introduced, proved to be very popular because
The Kitchen sink market for stainless steel made a very modest start in 1972,
but it began picking up only around 1984. Since then, especially in last five
58
years or so, stainless steel has set itself to beat all competitive materials
the present trends, we are sure that the future of kitchen sink market is firmly in
The processing sectors (chemical, oil & gas, (petrochemical, food & beverage)
are all expanding and naturally require a lot of stainless steel. The food
India has only recently begun manufacturing products like frozen and ready to
cook foods. The growth of this sector would lead to greater consumption of
Stainless steel is widely used in paper industry to make grinder, water sprays &
pulpier etc. The pulpier is a Critical instrument in the paper recycling industry,
it is first stage equipment, which literally makes pulp of waste paper raw
In auto industry, the uses of stainless steel are growing at a very high pace.
The growth is associated, especially with exhaust system. The reasons for the
growth are government pollution control measures and the entry of North
59
American, European & far Eastern manufacturers into the Indian market. India
has also started producing stainless steel railway coaches. Stainless steel is also
As in developed countries, India has also started using stainless steel for solid
construction & beautiful architecture. But this is only in the starting stage. India
has to go a long way in this field. So the demand of steel is going to increase
crossing the river Rhine. Cognizance of the weakness of earlier designs and
consideration of future repairs and disruption costs led to the use of stainless
of using stainless steel reinforcement for the vulnerable skin area of the splash
zones remedial treatment and traffic disruption will be drastically reduced and
2.12.4.1 Durability
Resistance to the effects of atmospheric corrosion & dicing salts over the life of
60
2.12.4.2 Maintenance
stainless steel in the Parliamentary Library Building in Delhi. They have used
stainless steel for anchors, hand rails, domes and library furniture.
SESA Goa Limiter‟s corporate headquarters at Panaji - Eight storeys tall, has
maintain & is aesthetic in appearance, it has also been used by many hospitals
and medical institutions for paneling of operation theatre, intensive care units,
wall trolley height, scrub and toilet areas for surgical Instruments, sterilizers,
Since its inception in 1970, when the Jindal Plant was set up in Hisar, the
Jindal Organization has come a long way. Starting out by being the first private
sector steel plant with technology developed by its R&D division, today the
Jindal conglomerate is a name to reckon with in the Indian industry. This US$
4.0 billion multi- locational industrial giant is equipped with world class
61
In these 29 years the Jindal Organization has emerged as the largest producer
of stainless steel in the country. The company has the distinction of being the
largest sheet galvaniser and cold rolled coil producer in the private sector.
like being the sole producer of U-O-E SAW pipes in Asia (except Japan), and
the only Indian company to use the acclaimed Codex steel technology, the third
The hallmark of the organization's achievements and growth has been its ability
to develop, adapt and adopt the latest technology, to match the demands of a
and processes.
For instance, tracking and adopting the latest in world technology, anticipating
with its R&D capability has given it a head start over others.
62
Quality control not only in the machines, but in the mind first.
Perfection does not begin at the manufacturing plant. It begins in the mind. It is
a challenge that Jindal has overcome through diligence and discipline and by
Jindal Stainless
Jindal Steel is amongst the largest corporate groups in India. Jindal Group is
presently a US $5 billion conglomerate and ranks fourth amongst the top Indian
Business Houses in terms of assets. Jindal Steel is one of the largest steel
producers in India with 12 plants in India and 2 in US. O.P. Jindal is the
in the present-day Haryana. In 1952, O.P. Jindal set up the group's first factory
at Liluah, near Calcutta for the manufacturing of steel pipes, bends and sockets.
63
In the early 1960s Jindal Steel achieved a breakthrough when it developed
India's first 100% indigenous pipe mill at Hisar. In 1970, O.P. Jindal
established Jindal Strips Limited and set up a mini steel plant at Hisar to
manufacture coils and plates through the electric and furnace route. Since then,
Jindal Steel has not looked back and has gone from strength to strength. Today,
excess of US $5 billion.
Jindal Stainless Ltd.: Jindal Stainless is the largest integrated stainless steel
producer in India and the flagship company of the Jindal Group. It is an ISO:
9001 & ISO: 14001 company. Jindal Stainless Ltd. has plants at Hisar and
Jindal's plant at Hisar is India's only composite stainless steel plant for the
manufacture of Stainless Steel Slabs, Blooms, Hot rolled and Cold Rolled
Coils, 60% of which are exported worldwide. At Vizag, Jindal has a Ferro
Alloy Plant with an installed capacity of 40,000 metric tones per annum.
Jindal Steel & Power Ltd: JSPL is one of the leaders in Steel Manufacturing
and Power Generation in India. JSPL is the largest private sector investor in the
10,000 crores.
64
It is also setting up a 6 million tonne steel plant in Orissa with an investment of
Rs. 13,500 corers and a 6 million tonne steel plant in Jharkhand with an
over Rs. 4500 corers. JSPL has also ventured into exploration and mining of
high value minerals and metals, like diamond, precious stones, gold, platinum
JSW Steel Limited: JSW Steel Ltd is a fully integrated steel plant having units
steel. JSW was founded in1982, when the Jindal Group acquired Primal Steel
The Jindals renamed it as Jindal Iron and Steel Co Ltd (JISCO) now known as
the value chain and building a strong, resilient company, JISCO promoted
Jindal Vijayanagar Steel Ltd (JVSL) now known as JSW Steel Limited
(Upstream).
65
of a large and technologically complex industry having strong forward and
backward linkages in terms of material flows and income generation. All major
industry and the growth of many of these economies has been largely shaped
Steel industry was in the vanguard in the liberalisation of the industrial sector
and has made rapid strides since then. The new Greenfield plants represent the
latest in technology. Output has increased, the industry has moved up i n the
value chain and exports have raised consequent to a greater integration with the
global economy. The new plants have also brought about a greater regional
dispersion easing the domestic supply position notably in the western region.
At the same time, the domestic steel industry faces new challenges. Some of
these relate to the trade barriers in developed markets and certain structural
commissioning of new projects. The domestic demand too has not improved to
significant levels. The litmus test of the steel industry will be to surmount these
It has been observed that steel industry has grown tremendously in the last one
and a half decade with a strong financial condition. The increasing need of steel
by the developing countries for its infrastructural projects has pushed the
66
INDUSTRY OVERVIEW
Steel is the world‟s third largest commodity market with a dollar value in
excess of $700 billion. In recent years, the industry has undergone radical
restructuring and has become more global, more efficient and more financially
viable. Events have resulted in high prices, supply disruptions and increased
volatility, all elements which the existence of futures contracts can help the
industry to manage.
China has increased its domestic consumption from 53 million tonnes in 1990
Economic growth in the developing world tends to be more steel intensive than
growth in developed nations. As a result, steel plays a vital role in these new
economies.
World steel trade has expanded as global consumption has increased. In 1990
international steel trade was 167 million tonnes and is forecast to grow to 353
lesser rate to previous years. In 2005, the total world crude steel production
was 1,107.2 million metric tons and was valued at over $700 billion. This
year. Previously from 1990 to 2000, the growth rate was only 1.6% per year.
67
THE GLOBAL STEEL INDUSTRY
The current global steel industry is in its best position in comparing to last
decades. The price has been rising continuously. The demand expectations for
steel products are rapidly growing for coming years. The shares of steel
industries are also in a high pace. The steel industry is enjoying its 6th
consecutive years of growth in supply and demand. And there is many more
merger and acquisitions which overall buoyed the industry and showed some
good results. The subprime crisis has lead to the recession in economy of
different countries, which may lead to have a negative effect on whole steel
The most significant growth that can be seen in the steel industry has been
observed during the two decades that is 1960s and 1970s, when the
consumption of steel around the whole world doubled. Between these years,
the rate at which the steel industry grew has been recorded to be 5.5 %. In late
70s the industry showed a deceleration in growth. After this period, the
continuous fall slowed down and again started its upward movement from the
early 1990s.
New innovations are also taking place in Steel Industry for cost minimization
and at the same time production maximization. Some of the cutting edge
technologies that are being implemented in this industry are thin-slab casting,
making of steel through the use of electric furnace, vacuum degassing, etc.
68
INDIAN STEEL INDUSTRY
sectors like infrastructure, real estate and automobiles, at home and abroad, has
The finished steel production in India has grown from a mere 1.1 million
tonnes in 1951 to 36.957 million tonnes in 2003-04. During the first two
average annual growth rate of steel production exceeded 8%. However, this
growth rate could not be maintained in the decades that followed. During 1970-
80, the growth rate in steel production came down to 5.7% per annum and
The production during the last decade has doubled. Though India started steel
production in 1911, steel exports from India began only in 1964. Exports in the
first five years were mainly due to recession in the domestic iron and steel
market. Upon revival of the domestic demand there was a decline in exports.
India once again started exporting steel only in 1975 touching a figure of 1
million tonnes of pig iron export and 1.40 million tonnes of steel export in
1976-77. Thereafter, exports again fell rapidly to meet rising domestic demand.
It was only after liberalisation of the steel sector that the exports of iron and
69
India's Steel Industry is more than a century old. Before the economic reforms
of the early 1990s the Indian steel industry was a predominantly regulated one
with the public sector dominating the industry. Tata Steel was the only major
private sector company involved the production of steel in India. Sail and Tata
Steel have traditionally been the major steel producers of India. In 1992, the
including the steel industry. This led to the increase in the number of
capacity. Since 1990, more than Rs 19,000 crores (US$ 4470.58 million) has
India's steel industry went through a rough phase between 1997 and 2001 when
the overall global steel was facing a downturn and recovered after 2002. The
major factors that led to the revival of the steel industry in India after 2002 was
the rise in global demand for steel and the domestic economic growth in India.
India has now emerged as the eighth largest producer of steel in the world with
India. India has also emerged as a net exporter of steel which shows that Indian
The growth of the steel industry in India is also dependent, to a large extent, on
70
significant in housing and infrastructure. In recent years the surge in housing
industry of India has led to increase in the domestic demand for steel.
Policy changes
The important policy measures, which have been taken for the growth and
In the new industrial policy announced in July, 1991, iron and steel
industry among others, was removed from the list of industries reserved
for the public sector and also exempted from the provisions of
Act, 1951.
With effect from 24.5.92, iron and steel industry was included in the list
investment upto 51%. This limit has since been increased to 100%.
the same time, it was ensured that priority continued to be accorded for
The import regime for iron and steel has undergone major liberalisation
71
lowering of import duty levels. Export of iron and steel items has also
Import duty on capital goods was reduced from 55% to 25%. Duties on
raw materials for steel production were reduced. These measures reduced
with the coming up of new steel plants in different parts of the country,
iron and steel materials are freely available in the domestic market.
Industrial and Trade Policy Resolutions in 1991 with regard to the Steel
industry
72
• New type of steel firms appeared
and 2007 and about 61,000 MW between 2007 and 2012 should drive steel off
itself.
projects with a view to four lane about10,000 kms of roads in addition to the
steel intensity in the roads under construction being considerably higher than
the legacy infrastructure, the outlook for increased steel consumption on this
Housing: Low interest rates and easy availability of housing finance has
intends to add two million houses every year (35 per cent in urban areas),
73
Malls: From 25 malls in 2003, India expects to commission more than 220
malls by 2006 (estimated 40 million sq ft) and 600 malls by 2010 (100 million
sq ft).
2.8 mt of steel (about 8 per cent of India‟s steel consumption). This is expected
to grow at 11-12 per cent over the next three years following India‟s emergence
White goods: Rising income and the easy availability of low cost finance has
The positive outlook for increasing steel demand in India along with the
strategic advantages offered have resulted in a keen interest from domestic and
JSW Steel Ltd. is one among the largest Indian Steel Companies in India today.
India‟s third largest steelmaker, JSW Steel Ltd. consists of the most modern,
eco-friendly steel plants with the latest technologies for both upstream &
downstream processes.
74
We are among the largest integrated steel companies in India, having
well as to the market for its products. Our cost of production is among the
produces hot rolled coils of various Carbon and Low Alloy grades of steel for
etc. We have adopted the technology of iron making using pellets through the
novel Corex process as well as in the conventional Blast Furnace route. We are
among the few plants in the world to adopt and successfully operate Vibro-
compacted non-recovery coke-oven, utilizing the heat of the flue gases for
power generation.
Competitive Strengths
• Location: Upstream facility is located in the Iron Ore rich belt of Bellary-
with respect to established ports and well connected rail and road networks
ensures reliable and cost efficient receipt of raw materials and dispatch of
finished steel.
novel Corex Process as well as the conventional Blast Furnace route of Iron
Making.
75
• Integrated operations: They have a vertically integrated company with
they focus on developing advanced skill sets within the organization through
companies.
in five continents.
independent board.
Business Strategy
low cost.
76
besides being able to offer suite of products to meet the growing
the steel business of JISCO, which was into manufacture of value added
hot strip mill to increase hot rolled product capacities while also setting
up a 1 mtpa CRM complex to meet the growing demand for value added
products.
the last couple of years bringing down the gearing levels and also intent
to maintain low gearing ratio and propose to reduce debt levels going
they have invested in latest technologies for efficient operations and are
followed.
77
SWOT ANALYSIS
Strengths
• They are one of the major players in the steel sector and have a diversified
client base. They have adequate experience and expertise as an integrated steel
producer and have withstood the cyclic fluctuations that have characterized the
• They are one of the low cost producers of Hot Rolled coils, which forms a
key input for their CRM project. They also use the Corex-BOF route for
• They have sourcing arrangements with suppliers of power and oxygen which
Weaknesses
• The debt / equity ratio or gearing is relatively high compared to some of the
other integrated steel producers in India. They are actively taking steps to
iron ore, coal and zinc. Though the Company mitigates these risks by entering
into strategic tie-ups / sourcing contracts with raw material suppliers, any
adverse fluctuations in the input costs would affect the margins of the
Company.
Opportunities
• Compared to the global per capita steel consumption average and the steel
78
steel is extremely low. To address this low consumption of steel the National
Steel Policy 2005 envisages steel production to grow at 7.3% CAGR to 110
Mtpa from the present levels of finished steel production at 38 Mtpa. It also
Rate) from the present level of 2 Mtpa to 6 Mtpa and steel exports to grow at
13.3% CAGR from the prevailing 4 Mtpa (Metric Tons Per Annum) to 26
2019- 20, a 6.9% CAGR growth. Several initiatives taken by the Government
National Highway Development Programme, the Indira Awas Yojna and the
Demand for Hot Rolled, Cold Rolled and Hot Dipped Galvanized Steel
• The Cold rolled products are used in the automobile sector. There is a major
opportunity for them to market their products on a large scale to the automobile
sector resulting from robust growth in the demand for automobiles combined
making globally and this may propel to meet the demand not only domestically
79
Threats
finished steel products as well as those of the key inputs. Any downward
cyclical movement in the steel sector could reduce the demand for steel and
reduce profitability.
• Operating margins could come under pressure if there is a fall in the demand
for steel and increase in input costs. However, since JSW is one of the lowest
cost producers in the market, they may still be able to maintain reasonable
competition in the steel industry, both from Indian and international companies.
Domestic as well as international steel majors like Tata Steel, POSCO and
This could lead to excess capacity and consequently downward pressure on the
80
PRODUCTS AND SERVICES
RAILS
Grades: IRS 52, UIC 54, UIC 60, CR 80 & CR 100.
Size Range:Up to 121 meters.
Applications: Railway tracks, Railway siding of power plants, refineries, crane
rails for port and harbors, factories, mines, launch pads and shipyards.
81
TMT REBARS
Grades: 500, 500D, 550, 550D, 600 & CRS.
Size: 6mm to 40mm
Applications: Concrete re-enforcement structures, bridges, flyovers, dams,
industries, roads and tunnels, used in coastal areas and earthquake zones.
WIRE RODS
Grade: MS, MC& HC, EQ, Boron and other Alloy Steel.
Size: 5.5mm to 22mm.
Applications:Bolts, Rivets, screws, general purpose wires, electrode wires,
industrial wires, agriculture wire, staple pin wires, pre-stressed concrete wires,
spring and rope wires, needle wires, safety pin wires, earth wires etc.
82
ANGLES AND CHANNELS
Angles: 50mm to 250mm
Channels: 100mm to 400mm
Applications: Power Sector, infrastructure construction, steel and cement plant
construction, telecom line tower, bus/truck body construction, industrial sheds,
commercial and individual houses and others.
FABRICATED STRUCTURE
Grades: H-type beams, I-type beams, Box sections and Star columns.
Dimensions:Depth- 350mm to 3000mm, Flange Width- 250mm to 1000mm,
Length- 3 to 18m, Flange thickness- 6mm to 80mm.
Applications:Large support columns and beams for manufacturing and process
plants, airports, high rise buildings, power plants, stadium and flyovers.
83
STPs
STP
Positionin One of the most prestigious and dynamic business group in the World
g
MAJOR COMPETITORS
84
Monnet Ispat 23.45 470.80 1,853.81 -1,683.23 8,662.56
Gallantt
42.75 347.65 673.50 41.58 372.58
Metal
Godawari
52.20 170.99 1,538.89 -63.39 1,875.10
Power
Gyscoal
70.30 111.27 159.33 -13.25 173.27
Alloys
AdhunikMet
7.80 96.33 467.17 -289.05 2,722.87
alik
85
PESTEL ANALYSIS
Indian steel is doing well from many years. Steel industry is contributing near
about 1.2% in the total GDP. Because of the industrial growth and other
important developments happening all over the world the so rapid rise in
demand of the steel is observed in this sector. The major players in the steel
industry are SAIL (Steel Authority of India.), TATA STEEL, ESSAR STEEL
Indian steel mainly contributes in the finished steels, semi-finished steel, pig
iron and stainless steel. Private sector plays very important role in the Indian
steel industry. The private sector in the steel industry contributes approximately
Asian countries are in the lead with the production of the steel, China is the top
producer among the Asian countries which are contributing high a supply of
the steel in the international market.419million ton of the steel is produced only
in the China. In past 6 years there are many acquisitions and mergers are
happening in the steel industry. May be this could be the one of the reasons
After the china country, Japan, India, and South Korea. India is contributing
total of the 53million ton steel in global market. The japan is producing only
9% of the steel which is contributed to the global steel market. India is also one
of the major counties in the production of the steel. The east, south, and west
regions are important for the steel industry in India. In India because the vast
availability of resources and major industry players India is enjoying the boom
86
in this sector which are responsible of the growth in the GDP. The opening up
the economies in the global market is responsible for the high investment in the
industry sector where lots of acquisitions and mergers are happening in the
industry.
The PESTEL ANALYSIS of the industry is divided into five parts which can
be discussed as follows:
P- Political analysis
E- Economic analysis
S- Socio-culture analysis
T- Technological analysis
E- Environmental analysis
L- Legal analysis.
87
POLITICAL ANALYSIS:
Political analysis includes the factors which can influence the business. It is
included the political factor which includes the policy offered by the
government to the specific sector. Here for this sector government introduces
the National Steel Policy. The main aim for the introduction of this policy is to
fill the gap between the demand and supply of the steel. To increase the
Under this policy the special incentives are designed for the steel sector.
Incentives like the cut in the duty, zero duty on imports, provision of the land
and other infrastructural facilities are the facilities provided for the steel sector.
Under this policy the government is encourage to the use the full opportunities
growing industry the government is increased the sales tax from the 15% to
20% where as 75% FDI (foreign direct investment) is allowed in the industry
this scheme also provides the various concessions in the custom duties. Though
there is a rise in the infrastructure facilities in the country but considering the
steel industry the present condition of the infrastructure is not sufficient in the
problems.
88
ECONOMICAL ANALYSIS:
Opening up with the various economies the foreign direct investment is the
happened in this sector the various foreign players are interested to invest in the
licensing scheme which allows the duty free imports of raw material for
exports. But, with the boom in the industry GDP is rising at very slow rate. The
steel industry is also facing the problem of the subprime crisis occurs in the
united states before 15 months. Because of the subprime crisis there is ill effect
occurs in the automobile industry, infrastructure and other business which are
related with the steel industry. There is huge gap between the demand and the
89
SOCIO- CULTURE ANALYSIS:
The socio culture is one of the important aspect in the analysis of the industry it
describes the impact of the particular industry on the society. Likewise the steel
people but on the other hand it divides the area in to the rural and urban sector
because the industry is only in the particular area only which leads to the
particular development of that area only and not overall the development
because of the working conditions the people which are employed in the steel
industry faced many health problems which are incurable in the nature and
many industries are not paying the attention on the health of the employees.
Any kind of the allowances are not given to the employees. Steel industry is
also responsible for the development in the rural sector which leads to the rise
90
TECHNICAL ANALYSIS:
The traditional technologies are being used from many years in the industry.
The Tata steel is developing the same technique is by which the encouragement
is given to the trading of the steel. Tata and sail introduces the online trading of
the steel. Only the electric furnace is being used now days in the production
process but because of the fluctuations in the energy there is wastage in the raw
material. The basic technologies are used in the production process are basic
arc, induction furnace and electric furnace which are outdated in the nature.
Sail the one of the leading steel industry India is planning to set up a plan with
91
ENVIRONMENTAL ANALYSIS:
Though the steel industry is encouraging the many sectors and the encouraging
all leading industries are following the environmental acts which are declared
Many industries are using the pollution control equipment and energy saving
equipment but that is not sufficient in the nature. The least importance is given
to the environmental aspect. But the Tata steel is encouraging the ecofriendly
system, to reduce the emission the carbon dioxide during the production
process.
92
LEGAL ANALYSIS:
industry. The government is about to paying the more attention in the health
policies of the employees which are working with the steel industry. Special
93
4 P’s Analysis
1. PRODUCT: -
Railways,
Transmission Towers, Oil and Petro Chemicals, Marine Containers, Coal and
Mining
engineering
Galvanized Product:
Railways,
94
Transmission Towers, Oil and Petrochemicals, Marine Containers, Coal and
Mining,
appliances,
Furniture, Automotive.
2. PRICE
The most important factors which affect pricing strategies in steel industry are:
1. Production Costs
3. Competition
4. Government regulations
95
3. PLACE
Jindal Steel has launched Jindal Shoppe to markets its steel products as
showrooms retail all types of Jindal steel, ranging from HR coil to color-coated
steel.
different feel and ambience to steel retail. Jindal Steel wanted to give a feel of a
mini-departmental store or a mall, which would have the same format, same
look and feel wherever the buyer goes in the country. So, it will give a
branding to the distribution channel. It will also display all the products in one
place so that the customer gets a touch and feel of what the steel looks like. The
smaller towns will be focus areas. The bigger towns and metros will also have
4. PROMOTION
companies.
96
B2B promotion is used to create awareness of the company, to increase the
sales of the product and to increase the overall effectiveness of the selling
97
Key Focus Areas
Production
98
Factors that Lead to Growth of the Company
customers‟ requirements.
of the employees.
requirements.
99
The Human Resource Management
This shift in the way human resources are treated has come about due to the
and not merely employees fulfilling their job responsibilities. The point here is
that the current paradigm in HRD treats employees as value creators and assets
based on the RBV or the Resource Based View of the firm that has emerged in
the SHRM (Strategic Human Resource Management) field. One reason for the
emergence of the RBV or the SHRM paradigm is that with the advent of the
service sector and the greater proportion of companies in the service sector,
employees are not merely a factor of production like land, labor and capital but
100
and Financial Services companies routinely refer to employees as the value
creators and value enhancers rather than just resources doing their job.
The field of HRD now has taken on a role that goes beyond employee
satisfaction and instead, the focus now is on ensuring that employees are
delighted with the working conditions and perform their jobs according to their
latent potential which is brought to the fore. This has resulted in the HRD
manager and the employees of the HRD department becoming partners in the
organization‟s progress.
101
Challenges Faced By the Company
By using the new and advanced technology the cost of providing the
102
Solutions
stakeholders.
103
CHAPTER-3
SCOPE OF THE STUDY
104
SCOPE OF THE STUDY
This project acts as a reference guide or as a source of information. It gives the idea
about the job satisfaction in company. The main scope of the study was to put into
practical the theoretical aspect of the study into real life work experience. The study
deals with analysis questions of many people and idea about company job
satisfaction. And also study has been conducted for gaining practical knowledge
about HR practice.
105
CHAPTER-4
OBJECTIVES
OF THE STUDY
106
OBJECTIVE OF THE STUDY
107
\
CHAPTER-5
RESEARCH
METHODOLOGY
108
RESEARCH METHODOLOGY
Research is a common parlance which refers to search for knowledge. It is a
to the general and overall questions of a study and scientific technique, which
means for getting and ordering the data prior to their logical analysis and
RESEARCH DESIGN
of data in a manner that aims to combine relevance to the research purpose with
DESCRIPTIVE RESEARCH:
109
or through personal interviews. I have used questionnaires(Primary) and
b. DATA SOURCE
There were two types of data sources used in this research. These were
PRIMARY DATA
Primary data is the data collected for the first time from the source and never
have been used earlier. The data can be collected through interviews,
SECONDARY DATA
Secondary data is the data collected from already been use or published
information like journals, diaries, books, etc .In this research project, secondary
source used were various journals, and website of various online journals.
c. SAMPLE DESIGN
method refers to the rules and procedures by which some elements of the
population are included in the sample. Some common sampling methods are
110
SAMPLE AREA: Jindal Steel and Power Limited (JSPL), New Delhi.
Jindal Steel and Power Limited (JSPL) New Delhi. An effort was made to
select respondents evenly. The survey was carried out on 100 respondents.
New Delhi
used to collect the data and data will be analyze with the help of percentage
TOOLS OF PRESENTATION:
It means what all tools are used to present the data in a meaningful way so that
it becomes easily understandable. In this research tables and graphs were used
111
CHAPTER-6
LIMITATIONS
112
LIMITATIONS OF THE STUDY
1. The study is limited to the HR of Jindal Steel and Power Limited (JSPL). So
2. The time period of the study was limited which may provide a deceptive
3. Sampling size was of only 100, because only these people had attended soft
4. The study is based only on secondary & primary data so lack of keen
observations and interactions were also the limiting factors in the proper
113
CHAPTER-7
DATA ANALYSIS
&
INTERPRETATION
114
DATA ANALYSIS & INTERPRETATION
Male Female
Respondent 70 30
No of respondent
30%
Male
70% Female
115
1. Working hours of the organization is convenient?
4%
6% 6%
Strongly agree
Somewhat agree
48%
Neither agree nor
disagree
Somewhat disagree
36%
Strongly disagree
Interpretation: (Figure no6. 2)From survey we come to know that most of the
employees are strongly agree and least of the employees are somewhat agree.
116
2)State the level of satisfaction towards the salary paid to you by the
Jindal Steel and Power Limited (JSPL)?
Satisfaction level towards the No. of respondents % of respondent
salary
Completely satisfied 10 10
Somewhat Satisfied 32 32
Neither satisfied nor dissatisfied 10 10
Somewhat dissatisfied 4 4
Completely dissatisfied 44 44
Total 100 100
10%
Completely satisfied
44% Somewhat Satisfied
10%
4%
117
3)How do you feel about working conditions in your organization?
Working condition of the No. of respondents % of respondent
organization
Completely satisfied 22 22
Satisfied 72 72
Neither satisfied nor dissatisfied 2 2
Dissatisfied 2 2
Completely Dissatisfied 2 2
Total 100 100
Satisfied
Completely Dissatisfied
72%
Interpretation: (Figure no6.4)From survey come to know that the working condition
of the organization is satisfied because 72% of the employees are satisfied and only
2% are dissatisfied and completely dissatisfied.
118
4) What do you feel about the scope provided by Jindal Steel and Power Limited
(JSPL) for your bright future?
Scope for bright future No. of respondents % of respondent
Extremely satisfied 16 16
Somewhat satisfied 68 68
Neither satisfied nor dissatisfied 8 8
Somewhat dissatisfied 4 4
Extremely dissatisfied 4 4
Total 100 100
16%
8%
Extremely satisfied
Somewhat satisfied
Neither satisfied nor dissatisfied
Somewhat dissatisfied
Extremely dissatisfied
68%
Interpretation: (Figure no6. 5) Most of the people happy with the Jindal Steel and
119
5) What do you feel about the transport facility?
Transport facility No. of respondents % of respondent
Completely satisfied 6 6
Somewhat Satisfied 22 22
Neither satisfied nor dissatisfied 38 38
Somewhat dissatisfied 28 28
Completely dissatisfied 6 6
Total 100 100
Transport facility
6% 6%
Completely satisfied
22%
28% Somewhat Satisfied
Completely dissatisfied
38%
Interpretation: (Figure no6. 6 ) From the survey among all the more number are
about neither satisfied nor dissatisfied & least of completely satisfied.
120
6) Are you satisfied with the medical facilities provided to you?
Satisfaction with the medical facilities No. of respondents % of respondent
Strongly agree 36 36
Somewhat agree 50 50
Neither agree nor disagree 4 4
Somewhat disagree 2 2
Strongly disagree 8 8
Total 100 100
2%
4% 8%
Interpretation: (Figure no6. 7) From the analysis we can say that most of the
employees somewhat agree with the medical facilities.
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7) Are the management handles grievances and complaints on time in your
organization?
Management Handling Grievance No. of respondents % of respondent
and Complaints
Strongly agree 52 52
Somewhat agree 8 8
Neither agree nor disagree 24 24
Somewhat disagree 6 6
Strongly disagree 10 10
Total 100 100
10%
6%
Strongly agree
Somewhat agree
8%
Interpretation: (Figure no6. 8) From the analysis it can be conclude that many of
them are strongly agree and few of them are least agree.
122
8) Is the relationship between employee and management is good?
Relationship between employee and No. of respondents % of respondent
management is good
Strongly agree 52 52
Somewhat agree 8 8
Neither agree and nor disagree 24 24
Somewhat disagree 8 8
Strongly disagree 8 8
Total 100 100
8%
8%
Strongly agree
Somewhat agree
8%
Interpretation: (Figure no6. 9) From the analysis we can conclude that majority of
the employees strongly agree about the interpersonal relationship between the
employees.
123
9) Do you think that your talent or intelligence is encouraged by Jindal Steel and
Power Limited (JSPL)?
Talent is encouraged No. of respondents % of respondent
Strongly agree 34 34
Somewhat agree 56 56
Neither agree nor disagree 2 2
Somewhat disagree 4 4
Strongly disagree 4 4
Total 100 100
Talent is encouraged
4%
2%
4%
Interpretation: (Figure no6. 10) From the survey among all the satisfied more
number are about somewhat agree & least of them neither agree nor disagree.
124
10. What are your opinions about the fringe benefits provided to you by Jindal
Steel and Power Limited (JSPL)?
Fringe benefits No. of respondents % of respondent
Completely satisfied 8 8
Satisfied 80 80
Neither satisfied nor dissatisfied 6 6
Dissatisfied 2 2
Completely Dissatisfied 4 4
Total 100 100
Fringe benefits
2%
4% 8%
6%
Completely satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatified
Completely Dissatisfied
80%
Interpretation: (Figure no6. 11) From the analysis we can say that majority of the
employees are satisfied with the fringe benefits given to them.
125
11. Do you think that the job promotion in this organization is impartial?
Job promotion is impartial No. of respondents % of respondent
Strongly agree 36 36
Somewhat agree 56 56
Neither agree nor disagree 4 4
Somewhat disagree 2 2
Strongly disagree 2 2
Total 100 100
18 Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
28
Interpretation: (Figure no6. 12) From the analysis, majority of employees are
somewhat agree that the job promotion in this organization is impartial.
126
CHAPTER-8
FINDINGS
127
FINDINGS
Objective 4. (Figure no6.7) From the analysis we can say that most of
128
CHAPTER-9
RECOMMENDATION
129
RECOMMENDATION
The Jindal Steel and Power Limited (JSPL) can also give importance to the
following suggestion:
The company can take steps to sustain the employees in the
organization.
The management can pay their attention towards employee job security,
130
CHAPTER-10
CONCLUSION
131
CONCLUSION
Job Satisfaction may act as key to progress for any organization. Because, if
the employees are satisfied with their job, with their management and overall
productivity, the rate of absenteeism will be low enough, they will be reluctant
to turn over to another company, will keep themselves away from deviant
of these attitudes will ultimately help the company to achieve its goal and
maximize its profitability. So, from the perspective of Jindal Steel and Power
Limited (JSPL), Job Satisfaction should be the major concern for organizations
development.
It was good learning session for me during my tenure with Jindal Steel and
Power Limited (JSPL). There were well organized environment. While doing
the project, I learnt a lot about various banking operation. This study was
conducted on job satisfaction among Jindal Steel and Power Limited (JSPL)
employee to employee. Employees are given equal salaries then also some
employees are satisfied with it and some are not. So at end I would like to say,
that organization should try to take every possible step to enhance job
132
satisfaction among employees because if employees are satisfied then
133
BIBLIOGRAPHY
134
BIBLIOGRAPHY
Books
Abdullah, M. M. and Parasuraman, B. (2009), “Employee
Satisfaction among Secondary School Teachers,” Journal
Kemaunusiaan, Vol.13 (1), pp 10-17.
Abeid A. Amri (2007),“Job Stress among Teachers", Journal of King
Saud University, Vol. 16 (2), pp 16-29.
Abel, M. H. and Sewell, J. (1999),“Stress and Burnout in Rural and
Urban Secondary School teachers", The Journal of Education Research,
Vol. 92(5), pp. 287 –293.
Adams, E. (1999), “Vocational Teacher Stress and Internal
characteristics", Journal of Vocational and Technical Education,
Vol.16 (1), pp.112 -123.
Aggarwal, S. (1987) „„A study of Intelligence, Age, Sex,
Communities and Income Groups,” Indian Psychological Review, Vol.
14(2), pp 47-54.
Akindutire, I. O. (2006), “Analysis of Role Conflict and Stress of
Physical Education Teachers,‟‟ Journal of Research in Physical,
Health Education and Recreation, Vol.2 (16), pp.139-146.
Alam, S. Shah (2009), “A Study of Job Stress on Employee
Satisfaction among University Staff in Malaysia,‟‟ European Journal
of Social Sciences, Vol.8 (1), pp 105-128.
Websites:
https://www.google.co.in/?gfe_rd=cr&ei=zkG0V4mIDaXT8gfy9Ljw
Cw#q=job+satisfaction+bibliography
https://www.indiamart.com/revival-infratech/
http://www.revivalinfratechindia.com/AboutUs.aspx
135
ANNEXURE
136
QUESTIONNAIRE
1. Name: _____________________________________
Address: ________________________________________________
1. Strongly agree
2. Somewhat agree
4. Somewhat disagree
5. Strongly disagree
2. State the level of satisfaction towards the salary paid to you by the
company?
1. Completely satisfied
2. Satisfied
4. Dissatisfied
5. Completely dissatisfied
137
3.How do you feel about working conditions in your organization?
1. Completely satisfied
2. Satisfied
4. Dissatisfied
5. Completely dissatisfied
4. What do you feel about the scope provided by company for your bright
future
1. Extremely satisfied
2. Somewhat satisfied
4. Somewhat dissatisfied
5. Extremely dissatisfied
1. Completely satisfied
2. Somewhat satisfied
4. Somewhat dissatisfied
5. Completely dissatisfied
138
6. Are you satisfied with the medical facilities provided to you?
1. Strongly agree
2. Somewhat agree
4. Somewhat disagree
5. Strongly disagree
organization?
1. Strongly agree
2. Somewhat agree
4. Somewhat disagree
5. Strongly disagree
1. Strongly agree
2. Somewhat agree
4. Somewhat disagree
5. Strongly disagree
139
9. Do you think that your talent or intelligence is encouraged by your
organization?
1. Strongly agree
2. Somewhat agree
4. Somewhat disagree
5. Strongly disagree
10. What is your opinion about the fringe benefits provided by your
organization?
1. Completely satisfied
2. Satisfied
4. Dissatisfied
5. Completely dissatisfied
11. Do you think that the Job promotion in this organization is impartial?
1. Strongly agree
2. Somewhat agree
4. Somewhat disagree
5. Strongly disagree
140