CHAPTER -I INTRODUCTION
EMPLOYEE RETENTION
MEANING: Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. IMPORTANT ASPECTS IN EMPLOYEE RETENTION:
•
Clear outline of expectations and management being consistent in adhering to those expectations. Fair remuneration with scope for growth Feedback on performance and acknowledgement of achievements. Staff expects to be treated fairly and equally. It is important to avoid giving the perception that one staff member is being favored over another. That causes resentment and is a demotivating factor.
• • •
•
Show appreciation of your staff members' skills and abilities - and recognize their abilities. Use their expertise and ask their advice. One company called in outside (at great cost) help and ignored the skills and ideas of current staff. This caused a great deal of hard feelings.
•
Staff must feel free to give their ideas and express their opinions and must feel confident that they will be considered and heard.
1
BENEFITS OF EMPLOYEE RETENTION:
The Cost of Turnover As most HR managers know, the cost of turnover adds hundreds of thousands of dollars to a company's expenses. While it is difficult to fully calculate the cost of turnover (including hiring costs, training costs, productivity loss),industry experts often quote 25% of the average employee salary as a conservative estimate. For example, if the average salary is $20,000/yr the cost of one employee turnover is $5,000. If you have 30 employees terminating per month, the cost to the organization equals $150,000/month. Mulitiply that by 12 months and you have $1,800,000 in added annual expense. 2. Loss of Company Knowledge ` When an employee leaves, they take with them valuable knowledge about your company,
your customers, current projects and past history (sometimes to competitors). Often much time and money has been spent on the employee in expectation of a future return. When the employee leaves, the investment is not realized. Disruption of Customer Service
Customers and clients do business with a company in part because of the people. Relationships are developed that encourage continued patronage of the business. When an employee leaves, the relationships that employee built for the company are severed, which could lead to potential customer loss. Turnover spirals into more turnover
When an employee terminates, the effect is felt throughout the organization. Coworkers are often required to pick up the slack. The unspoken negativity often intensifies for the remaining staff.
IMPORTANCE OF EMPLOYEE RETENTION
2
Why is retention so important? Is it just to reduce the turnover costs? It’s not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached.
Why Employee Retention?
The replacement cost for an employee averages 2-1/2 times the salary of the individual, Workforce Planning for Wisconsin State Government reports. This includes hiring costs, such as interviewing, screening and verifying credentials. Then, you must train the new employee. After you hire and train the new employee, you are only right back where you started. Not only are there hiring and training costs, there is productivity loss, potential costumer loss and damaged morale.
EMPLOYEE RETENTION TIPS:
Below are common employee retention tips that can make the difference between employees staying in your employ or going to another company:
• • • • • •
Make salary adjustments Change their leave allowance Pay for the employee's training and studies Increase communication to show appreciation and give feedback, giving employee recognition Include employees in decision making Outline parameters of the job, clear job description and letting employees know what is expected of them Give credit where credit is due, make sure that employees receive credit for what they do and that the credit does not go to someone else Provide compensation for going above and beyond the call of duty Implement measures to ensure and encourage a balance between work and home life.
•
• •
Employee retention can be maintained if we consider the following areas:
?
Comprehensive benefits / compensation package.
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? Extensive employee recognition / rewards programs. ? Nature of work. ? Opportunities for knowledge and skill development. ? Good interpersonal relations with co-workers. ? Opportunity for advancement & permanent work. ? Opportunity to be creative (Dr. Wonder) ? Geographic location. ? Relative distance to colleges and universities. ? Proximity to public transportation systems (union station).
CHAPTER- II
4
COMPANY PROFILE
The TVS Group is one of India's largest industrial conglomerates. TV Sundaram Iyengar and Sons Limited, established in 1911, is the parent and holding company of the TVS Group.The largest automobile distribution company in India, TVS & Sons has an annual turnover exceeding US$ 450 million (over Rs. 16,000 million). With a workforce of over 5000,
TV Sundaram Iyengar and Sons Limited operates through the three following divisions:
? TVS ? Sundaram Motors ? Madras Auto Service
TVS and Sons distribute Heavy Duty Commercial Vehicles, Jeeps and Cars. It represents premier automotive companies like Ashok Leyland, Mahindra and Mahindra Ltd., Fiat and Honda. It also distributes automotive spare parts for several leading manufacturers. TVS & Sons has grown into a leading logistics solution provider and has set up state-of-the-art warehouses all over the country. It has also diversified into distributing Garage equipment that ranges from paint booths to engine analyzers and industrial equipment products.
Group Companies.
TVS Motor Company (www.tvsmotor.co.in) TVS Motor Company Limited, part of the TVS Group, is one of India's leading two-wheeler manufacturers. With a turnover of over Rs.2800 crores [USD 574.94 million], the Company manufactures a wide range of motorcycles, scooters, mopeds and scooterettes.
5
Little wonder, it boasts of more than 9.5 million happy customers. With steady growth, expansion and diversification, today TVS commands a strong presence in various fields-two-wheelers, automotive components, automotive spares, computer peripherals and finance. Lakshmi Auto Components Limited - Large OE supplier of two wheeler gears and camshafts. Lucas Indian Service Limited (www.lucasindia.com) - Company looks after the distribution of auto electrical components all over India. Axles India Limited - A joint venture with Eaton Limited, U.K. Manufactures axle housings and drive heads for heavy and light commercial vehicles. Brakes India Limited (www.brakesindia.com) - A joint venture with Lucas Automotive, U.K. Manufactures foundation and hydraulic brakes as well as other products for automotive and nonautomotive applications Harita Grammer Limited - Manufacturer of automobile seats in collaboration with Grammer, world leader in the category India Motor Parts and Accessories Limited (www.impal.net) - One of India's largest distributors of spare parts India Nippon Electricals Limited (www.indianippon.com) - A joint venture with Kokusan Denki, Japan. Involved in the manufacture of magnetos Lucas TVS Limited (www.lucas-tvs.com) - A joint venture with Lucas Industries, UK. Manufactures a range of auto electric systems. Also develops and produces vacuum pumps and gear starters with Hitachi Limited, Japan Madras Auto Service (www.mastvs.com) - India's largest retail network of auto spares Southern Roadways Limited - Giant in the Indian road transport industry, company operates largest parcel service all over South India Sundaram Brake Linings Limited (www.tvsbrakelinings.com) - First Indian company to manufacture asbestos-free brake linings, woven clutch facings and disc pads for automotive applications
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Sundaram Fasteners Limited (www.sundram.com) - India's largest manufacturer of tensile fasteners. First company to receive ISO 9002 certification. Also principal supplier of radiator caps to GM in USA Sundaram Finance Limited (www.sundaramfinance.com) - Leading consumer finance company in India Sundaram Motors (www.tvsiyengar.com/sundarammotors.htm) - Major dealers for Indian and foreign cars in South India Sundaram Clayton Limited - Sundaram-Clayton Limited was established in 1962 in collaboration with Clayton Dewandre Holdings Plc. (WABCO Automotive) pioneering the manufacture of air brake systems in India. SCL enjoys a major share of the Indian OEM market as well as the domestic aftermarket, which it caters to through a strong and well spread-out distribution network SCL-Brakes division is the first company in India and fourth company outside Japan to win the Deming award for achieving distinctive performance improvements through TQM. In 2002, SCL-Brakes division was awarded Japan Quality Medal. It is the first company in India and second outside Japan to win this prestigious award for continual application of TQM for priority issues to achieve business results. The company's Die Casting Division, from being a captive supplier to the Brakes Division, is developing into a full service supplier of aluminium components to a host of Indian and multi-national companies. It has an installed capacity of 18000 MT per annum of gravity; low pressure and high pressure die castings and plans to increase it to 24000 MT in the next two years. Both the divisions are certified for QS 9000 and ISO 14001.
Products and Services
BRAKES DIVISION: Complete range of air brake actuation systems - compressors, actuators, valves, brake chambers, spring brakes, slack adjusters, couplings, hose assemblies, switches and vacuum boosters - for light/nedium and heavy commercial vehicles and trailers. Anti-lock braking system (ABS) and Anti-spin regulation (ASR) assemblies. DIE CASTING DIVISION:
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Sub-assemblies and/or machined aluminum components made from gravity, low pressure and high pressure die casting processes. T V SUNDARAM IYENGAR AND SONS LIMITED (www.tvsiyengar.com) – Alma mater of the TVS Group based in Madurai, holding company for the TVS Madurai Group
CHAPTER III RESEARCH METHODOLOGY
Based of the outcome of this research, the company executives would be in a position to take better decision. The study involves collection of data from individuals and it would narrate the attitudes the individuals of factors affecting satisfaction.
RESEARCH DESIGN
A research design is the specification of methods and procedure for acquiring the information needed. It is the over - all operation patterns or framework of the Project that stipulates what information
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is to be collected from which source by what procedure. It is also refers to the blue print of the research process. ? What is the study about? ? Why is the study being made? ? Where will the study be carried out? ? What type of data is required? ? Where can the data are found? ? What periods of time will the study include? ? What will be the sample design? ? How will the data be analyzed? ? In what style will the report be prepared? ? What techniques of data collection will be used?
SAMPLE DESIGN
? The sample design used here is simple random sampling. ? Total population of workers in the organization is 50 and the Employees covered
DATA COLLECTION
Primary & Secondary data collection.
? PRIMARY DATA:
Primary data was collected from : Questionnaire. Personal interview.
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? SECONDARY DATA: Secondary data was collected from : • Internets • books • Journals • Company Records.
STATISTICAL TOOLS LISTED.
Chi - square test helps to find out whether two or more attribute are associated or not.
CHI-SQUARE TEST
The X2 test is one of the simplest and most used non-Para- metric tests in Statistical work, it makes no assumption about the population being sampled. The Quantity discrepancy between theories and observation Where, ? X2 = ? (O-E) 2/E
? O= OBSERVED FREQUENCEY
X2
describes the magnitude of
? E = EXPECTED OR THEORETICAL FREQUENCY. ? X2 = CHI-SQUARE VALUE ? DF = DEGREE OF FREEDOM (N-1)
SAMPLE SIZE
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Nearly 50 samples are taken in tvs & sonsLtd., trichy.
FIELD WORK
The field works is done at tvs& sonsLtd., trichy.
PERIOD OF SURVEY
The period is from May 2011 to June 2011
Hypothesis
H0 =There is no significant relationship between the level of satisfaction of age and Employee’s welfare. H1= There is a significant relationship between the level of satisfaction of age and Employee’s welfare.
CHAPTER IV REVIEW OF LITRATURE: ? Rainmaker Group(January 2009)
” Employee retention –It may seem obvious –but the key way to improve Employee Retention is by selecting and hiring candidates who are right for the job. We see it all the time . Employee Retention is the hot button topic these days. Employee Retention and Employee Selection are –thoughts . Match the applicant to the benchmark from a Behaviors, Values, and Personal Talents perspective . Set expectations- Train the manager on what to expect from the employees “
?
G. A. Puleo & Associates (January2009)
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“One of the most important aspects of human resources is the recruitment and retention of a qualified workforce. Too often, once a new employee is hired, many business owners forget the next step - to reduce turnover and maintain productivity by retaining a well -trained worker . This paper will help you to develop employee recruitment and retention strategies that will help you achieve your organization ‘s key strategic goals”
?
Contentdig.com (January2009)
“A committed employee is extraordinary valuable . You can gain staff commitment by
meeting people’s key needs: paying attention to people at all levels; trusting and being trusted ; tolerating individuality; and creating a blame-free, can-do culture. It all goes down to the fact that when a company gains the trust and commitment of their employees they establish employee retention . And employee retention is vital in establishing a firm foundation as the company proliferates
and achieves their goals.”
? Rainmaker Group (January 2009)
”Employee satisfaction is essential to any effective employee retention strategy -any good HR manager knows that. However few managers think of the impact that employee satisfaction has on their customer and ultimately company profits. One can assume that happier, more productive employees will make more sales, treat customers better , and ultimately make more money for the company.” It seems that now more than ever employee recognition and rewards are limited at best in many organizations . Unfortunately many managers don’t understand the importance of recognizing and rewarding a team member’s hard work and a job well done.
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Many might even ask why they should recognize their employees when they are “Just doing their jobs”. The truth is that recognizing employees for their hard work is one of the least expensive and easiest ways to improve the level of morale and employee retention in your organization.
CHAPTER V DATA ANALYSIS AND INTERPRETATION
TABLE :1
AGE OF RESPONDENT
S.NO 1 2 3 4
AGE 20-30 31-40 41-50 51-58
13
NO.OF.RESPONDENT 14 21 10 5
Inference:
The above table infers that, 14 respondent belongs to the age group of 20-30 years, 21 respondent belongs to the age group of 31-40 years, and 10 respondent belongs to the age group of 41-50 years, and 10 respondent belongs to the age group of 51-58 years.
CHART: 1
AGE OF RESPONDENT
14
TABLE : 2
GENDER OF RESPONDENTS
S.NO 1 2
GENDER male female
NO.OF.RESPONDENT 47 3
Inference:
The above table infers that, 47 of the respondents are male and 3 of the Respondents are female.
15
CHART: 2
GENDER OF RESPONDENTS
16
TABLE: 3
EDUCATION OF RESPONDENTS
S.NO 1 2 3
EDUCATION iti/dme be management studies
NO.OF.RESPONDENT 41 6 3
Inference:
The above table infers that, 41 of the respondents are having iti/dme ,6 of the respondents are BE and 3 of the respondents are management studies .
17
CHART: 3
EDUCATION OF RESPONDENTS
18
TABLE: 4
MARITAL STATUS OF RESPONDENTS
S.NO 1 2
MARITAL STATUS married unmarried
NO.OF.RESPONDENT 39 11
Inference:
The above table infers that, 39 of the respondents are married and 11 of the Respondents are unmarried.
19
CHART : 4
MARITAL STATUS OF RESPONDENTS
20
TABLE: 5
FAMILY OF RESPONDENTS
S.NO 1 2
TYPE OF FAMILY nuclear joint
NO.OF.RESPONDENT 26 24
Inference:
The above table infers that, 26 of the respondents belongs nuclear family and 24 of the Respondents are joint family people.
21
CHART: 5
FAMILY OF RESPONDENTS
22
TABLE: 6
PROFESSION OF RESPONDENTS
S.NO 1 2 3
PROFESSION mechanic Engineer Executive
NO.OF.RESPONDENT 40 6 4
Inference:
The above table infers that, 40 of the respondents are mechanic and 6 of the Respondents are engineer, 4 of the Respondents are executive.
23
CHART: 6
PROFESSION OF RESPONDENTS
TABLE: 7
24
DURATION OF SERVICE OF RESPONDENTS
S.NO 1 2 3 4
DURATION OF SERVICE 0-5 6-10 11-15 15 ABOVE
NO.OF.RESPONDENT 9 14 16 11
Inference:
The above table infers that, 9 of the respondents are 0-5 and 14 of the respondents are 6-10 , 16 of the respondents are 11-15 , 11 of the respondents are 15 years above the duration of service.
CHART: 7
DURATION OF SERVICE OF RESPONDENTS
25
TABLE: 8
PREVIOUS EXPERIENCE OF RESPONDENTS
26
S.NO 1 2
PREVIOUS EXPERIENCE yes no
NO.OF.RESPONDENT 29 21
Inference:
The above table infers that, 29 of the respondents are having previous experience, 21 of the respondents are having no previous experience .
CHART: 8
PREVIOUS EXPERIENCE OF RESPONDENTS :
27
TABLE. 9
28
THE ORGANIZATION HAS THE SAME VALUES AS I HOLD WITH REGARD TO CONCERN FOR OTHERS:
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 7 3 4 4 32
Inference:
The above table infers that, 7 of the respondents belong to the very bad,3 of the respondents belong to the bad , 4 of the respondents belong to the nil , 4 of the respondents belong to the good , 32 of the respondents belong to the experience of very good.
CHART-9
29
THE ORGANIZATION HAS THE SAME VALUES AS I HOLD WITH REGARD TO CONCERN FOR OTHERS
TABLE.10
THE SPIRIT OF SUPPORT AND COOPERATION IS THERE IN MY ORGANIZATION.
30
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 7 2 6 14 21
Inference:
The above table infers that, 7 of the respondents belong to the very bad,2 of the respondents belong to the bad , 6 of the respondents belong to the nil , 14 of the respondents belong to the good , 21 of the respondents belong to the experience of very good.
CHART-.10
THE SPIRIT OF SUPPORT AND COOPERATION IS THERE IN MY ORGANIZATION.
31
TABLE.11
THE ORGANIZATION IS CONCERNED WITH THE PROBLEMS OF THE EMPLOYEES
S.NO
VALUES
32
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
13 2 10 3 22
Inference:
The above table infers that, 13 of the respondents belong to the very bad, 2 of the respondents belong to the bad , 10 of the respondents belong to the nil , 3 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHART-11
THE ORGANIZATION IS CONCERNED WITH THE PROBLEMS OF THE EMPLOYEES.
33
TABLE.12
THE ORGANIZATIONAL PRACTICES ARE CONSISTENT WITH MY PERSONAL VALUE.
34
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 9 3 5 10 23
Inference:
The above table infers that, 9 of the respondents belong to the very bad,3 of the respondents belong to the bad , 5of the respondents belong to the nil , 10 of the respondents belong to the good , 23of the respondents belong to the experience of very good.
CHART-12
THE ORGANIZATIONAL PRACTICES ARE CONSISTENT WITH MY PERSONAL VALUE.
35
TABLE.13
THE ORGANIZATION HAS THE SAME VALUES AS I DO WITH REGARD TO HONESTY.
S.NO 1
VALUES Very bad
36
NO.OF.RESPONDENT 9
2 3 4 5
Bad Nil Good Very good
2 6 7 26
Inference:
The above table infers that, 9 of the respondents belong to the very bad, 2 of the respondents belong to the bad , 6 of the respondents belong to the nil , 7 of the respondents belong to the good , 26 of the respondents belong to the experience of very good.
CHART-13
THE ORGANIZATION HAS THE SAME VALUES AS I DO WITH REGARD TO HONESTY.
37
TABLE.14
EMPLOYEES ARE GIVEN POSITIVE RECOGNITION WHEN THEY PRODUCE HIGH QUALITY WORK.
38
S.NO
VALUES
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
11 5 3 9 22
Inference:
The above table infers that, 11 of the respondents belong to the very bad,5 of the respondents belong to the bad , 3 of the respondents belong to the nil , 9of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHARTS.14
EMPLOYEES ARE GIVEN POSITIVE RECOGNITION WHEN THEY PRODUCE HIGH QUALITY WORK:
39
TABLE.15
THE ORGANIZATION OFFERS GOOD BENEFIT PACKAGES COMPARED TO OTHER ORGANIZATIONS:
S.NO
VALUES 40
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
4 3 12 12 19
Inference:
The above table infers that, 4of the respondents belong to the very bad,3 of the respondents belong to the bad , 12 of the respondents belong to the nil , 12of the respondents belong to the good , 19 of the respondents belong to the experience of very good.
CHART-.15
THE ORGANIZATION OFFERS GOOD BENEFIT PACKAGES COMPARED TO OTHER ORGANIZATIONS
41
TABLE.16
THE ORGANIZATION VALUES INDIVIDUAL EXCELLENCE OVER TEAMWORK.
S.NO
VALUES
NO.OF.RESPONDENT
1
Very bad
42
10
2 3 4 5
Bad Nil Good Very good
3 8 6 23
Inference:
The above table infers that, 10of the respondents belong to the very bad,3 of the respondents belong to the bad , 8 of the respondents belong to the nil , 6 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-.16
THE ORGANIZATION VALUES INDIVIDUAL EXCELLENCE OVER TEAMWORK.
43
TABLE.17
THE ORGANIZATION PROVIDES OPPORTUNITIES FOR PERSONAL DEVELOPMENT.
44
AND CAREER
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 3 5 5 7 30
Inference:
The above table infers that, 3 of the respondents belong to the very bad,5 of the respondents belong to the bad , 5 of the respondents belong to the nil , 7 of the respondents belong to the good , 30 of the respondents belong to the experience of very good.
CHART-17
THE ORGANIZATION PROVIDES OPPORTUNITIES FOR PERSONAL DEVELOPMENT:
AND CAREER
45
TABLE.18
INNOVATION AND CREATIVITY ARE ENCOURAGED:
S.NO 1
VALUES Very bad
46
NO.OF.RESPONDENT 7
2 3 4 5
Bad Nil Good Very good
4 6 13 20
Inference:
The above table infers that, 7 of the respondents belong to the very bad, 4of the respondents belong to the bad , 6 of the respondents belong to the nil , 13 of the respondents belong to the good , 20 of the respondents belong to the experience of very good.
CHARTS.18
INNOVATION AND CREATIVITY ARE ENCOURAGED:
47
TABLE-19
THE CAREER DEVELOPMENT ACTIVITIES IMPROVE THE ABILITY AND SKILLS OF THE EMPLOYEES:
48
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 8 5 5 8 24
Inference:
The above table infers that, 8 of the respondents belong to the very bad,5 of the respondents belong to the bad , 5 of the respondents belong to the nil , 8of the respondents belong to the good , 24 of the respondents belong to the experience of very good.
CHART-19
THE CAREER DEVELOPMENT ACTIVITIES IMPROVE THE ABILITY AND SKILLS OF THE EMPLOYEES:
49
TABLE-20
THE ORGANIZATION ENABLES THE EMPLOYEES TO KNOW THEIR POTENTIALS, STRENGTH AND WEAKNESSES:
S.NO
VALUES
50
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
10 3 7 12 18
Inference:
The above table infers that, 10 of the respondents belong to the very bad,3 of the respondents belong to the bad , 7 of the respondents belong to the nil , 12 of the respondents belong to the good , 18of the respondents belong to the experience of very good.
CHART-20
THE ORGANIZATION ENABLES THE EMPLOYEES TO KNOW THEIR POTENTIALS, STRENGTH AND WEAKNESSES
51
TABLE.21
EMPLOYEES ARE SKILLED TO DO DIFFERENT JOBS THROUGH JOB ROTATION.
S.NO 1
VALUES Very bad
52
NO.OF.RESPONDENT 8
2 3 4 5
Bad Nil Good Very good
7 5 9 21
Inference:
The above table infers that, 8 of the respondents belong to the very bad,7of the respondents belong to the bad , 5 of the respondents belong to the nil , 9 of the respondents belong to the good , 21 of the respondents belong to the experience of very good.
CHART-21
EMPLOYEES ARE SKILLED TO DO DIFFERENT JOBS THROUGH JOB ROTATION.
53
TABLE.22
JOBS ARE ASSIGNED TO THE ABILITY AND QUALITY OF THE EMPLOYEES.
S.NO
VALUES
54
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
1 2 7 10 30
Inference:
The above table infers that, 1 of the respondents belong to the very bad,2of the respondents belong to the bad , 7 of the respondents belong to the nil , 10 of the respondents belong to the good , 30 of the respondents belong to the experience of very good.
CHART-22
JOBS ARE ASSIGNED TO THE ABILITY AND QUALITY OF THE EMPLOYEES.
55
TABLE.23
EMPLOYEES ARE GIVEN OPPORTUNITIES TO LEARN NEW THINGS.
S.NO 1 2
VALUES Very bad Bad
56
NO.OF.RESPONDENT 7 6
3 4 5
Nil Good Very good
5 9 23
Inference:
The above table infers that, 7 of the respondents belong to the very bad,6 of the respondents belong to the bad , 5 of the respondents belong to the nil , 9of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-23
EMPLOYEES ARE GIVEN OPPORTUNITIES TO LEARN NEW THINGS.
57
TABLE.24
THE ORGANIZATIONAL POLICIES UNDERSTOOD AND UPTO DATE.
AND PROCEDURES
ARE
HELPFUL
WELL
58
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 3 3 6 10 28
Inference:
The above table infers that, 3 of the respondents belong to the very bad,3 of the respondents belong to the bad , 6 of the respondents belong to the nil , 10 of the respondents belong to the good , 28 of the respondents belong to the experience of very good.
CHART-24
THE ORGANIZATIONAL POLICIES UNDERSTOOD AND UPTO DATE.
AND PROCEDURES
ARE
HELPFUL
WELL
59
TABLE.25
THE
ORGANIZATION
KEEPS
EMPLOYEES
WELL
INFORMED
ON
MATTERS
IMPORTANT TO THEM.
S.NO
VALUES
60
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
10 5 5 5 25
Inference:
The above table infers that, 10 of the respondents belong to the very bad,5 of the respondents belong to the bad , 5 of the respondents belong to the nil , 5 of the respondents belong to the good , 25 of the respondents belong to the experience of very good.
CHART-.25
THE ORGANIZATION KEEPS IMPORTANT TO THEM:
EMPLOYEES
WELL
INFORMED
ON
MATTERS
61
TABLE.26
THERE IS TRUST BETWEEN EMPLOYEES AND THE TEAM LEADER OR SUPERVISORS:
S.NO 1
VALUES Very bad
62
NO.OF.RESPONDENT 7
2 3 4 5
Bad Nil Good Very good
5 9 6 23
Inference:
The above table infers that, 7 of the respondents belong to the very bad, 5 of the respondents belong to the bad , 9 of the respondents belong to the nil , 6 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-26
THERE IS TRUST BETWEEN EMPLOYEES AND THE TEAM LEADER OR SUPERVISORS:
63
TABLE.27
THE WORK LIFE BALANCES WITH THE FAMILY LIFE:
S.NO 1
VALUES Very bad
64
NO.OF.RESPONDENT 14
2 3 4 5
Bad Nil Good Very good
4 6 4 22
Inference:
The above table infers that, 14 of the respondents belong to the very bad,4 of the respondents belong to the bad , 6 of the respondents belong to the nil , 4 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHART-27
THE WORK LIFE BALANCES WITH THE FAMILY LIFE:
65
TABLE.28
ORGANIZATION PROVIDES A HARMONIOUS PLACE TO WORK:
66
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 9 4 7 8 22
Inference:
The above table infers that, 9 of the respondents belong to the very bad,4 of the respondents belong to the bad , 7 of the respondents belong to the nil , 8 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHART-28
ORGANIZATION PROVIDES A HARMONIOUS PLACE TO WORK:
67
TABLE.29
EMPLOYEES WELFARE IS REGARDED AS FIRST PRIORITY BY THE ORGANIZATION:
68
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 11 1 10 10 18
Inference:
The above table infers that, 11 of the respondents belong to the very bad,1 of the respondents belong to the bad , 10 of the respondents belong to the nil , 10 of the respondents belong to the good , 18 of the respondents belong to the experience of very good.
CHART-29
EMPLOYEES WELFARE IS REGARDED AS FIRST PRIORITY BY THE ORGANIZATION:
69
TABLE.30
THE ORGANIZATION OFFERS SECURITY:
S.NO
VALUES
70
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
12 4 2 10 22
Inference:
The above table infers that, 12 of the respondents belong to the very bad,4 of the respondents belong to the bad , 2 of the respondents belong to the nil , 10 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
Chart-30
THE ORGANIZATION OFFERS SECURITY:
71
Table.31
A SPRIT OF COOPERATION AND TEAMWORK EXISTS:
72
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 11 6 7 5 21
Inference:
The above table infers that, 11 of the respondents belong to the very bad,6 of the respondents belong to the bad , 7 of the respondents belong to the nil , 5 of the respondents belong to the good , 21 of the respondents belong to the experience of very good.
CHART-31
A SPRIT OF COOPERATION AND TEAMWORK EXISTS:
73
TABLE.32
THE EMPLOYEES HAVE A SENSE OF BELONGING TO THE ORGANIZATION:
74
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 3 3 7 14 23
Inference:
The above table infers that, 3 of the respondents belong to the very bad,3 of the respondents belong to the bad , 7 of the respondents belong to the nil ,1 4 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-32
THE EMPLOYEES HAVE A SENSE OF BELONGING TO THE ORGANIZATION:
75
TABLE.33
THE ORGANIZATION INSPIRES THE BEST IN ME IN THE WAY OF JOB PERFORMANCE:
S.NO
VALUES
76
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
9 8 4 6 23
Inference:
The above table infers that, 9 of the respondents belong to the very bad,8 of the respondents belong to the bad , 4 of the respondents belong to the nil , 6 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART- 33
THE ORGANIZATION INSPIRES THE BEST IN ME IN THE WAY OF JOB PERFORMANCE:
77
TABLE.34
THE VALUE OF THE ORGANIZATION AND THAT OF THE EMPLOYEES ARE SIMILAR:
78
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 8 2 2 9 29
Inference:
The above table infers that, 8 of the respondents belong to the very bad,2 of the respondents belong to the bad , 2 of the respondents belong to the nil , 9 of the respondents belong to the good , 29 of the respondents belong to the experience of very good.
CHART-34
THE VALUE OF THE ORGANIZATION AND THAT OF THE EMPLOYEES ARE SIMILAR:
79
TABLE.35
I’M PROUD TO TELL OTHERS THAT I AM PART OF THIS ORGANIZATION:
S.NO 1
VALUES Very bad
80
NO.OF.RESPONDENT 6
2 3 4 5
Bad Nil Good Very good
4 7 6 27
Inference:
The above table infers that, 6 of the respondents belong to the very bad,4 of the respondents belong to the bad , 7 of the respondents belong to the nil , 6 of the respondents belong to the good , 27 of the respondents belong to the experience of very good.
CHART-35
I’M PROUD TO TELL OTHERS THAT I AM PART OF THIS ORGANIZATION.
81
TABLE.36
THERE IS MUCH TO BE GAINED BY STICKING WITH THE ORGANIZATION.
82
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 9 4 5 9 23
Inference:
The above table infers that, 9of the respondents belong to the very bad,4 of the respondents belong to the bad , 5of the respondents belong to the nil , 9 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-36
THERE IS MUCH TO BE GAINED BY STICKING WITH THE ORGANIZATION.
83
TABLE.37
I REALLY CARE FOR THE FUTURE OF THE ORGANIZATION .
S.NO
VALUES
84
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
5 5 1 4 35
Inference:
The above table infers that, 5 of the respondents belong to the very bad,5 of the respondents belong to the bad , 1 of the respondents belong to the nil , 4 of the respondents belong to the good , 35 of the respondents belong to the experience of very good.
CHART-37
I REALLY CARE FOR THE FUTURE OF THE ORGANIZATION .
85
CHI SQUARE HYPOTHESIS TESTING
86
1. CALCULATED WHETHER ANY SIGNIFICANT RELATION BETWEEN THE LEVEL
OF SATISFACTION OF AGE AND EMPLOYEES WELFARE IS REGARDED AS FIRST PRIORITY BY THE ORGANIZATION
Age & Employees welfare 20-30 31-40 41-50 51-58 Total
Very bad
bad
Nil
Good
Very good
Total
3 3 4 1 11
0 0 1 0 1
2 4 3 1 10
3 7 0 0 10
6 7 2 3 18
14 21 10 5 50
NULL HYPOTHESIS (H0)
There is no significance between the level of satisfaction of age and Employees welfare .
HYPOTHESIS (H1)
There is significance between the level of satisfaction of age and Employees welfare .
DEGREE OF FREEDOM
(R-1)*(C-1) (4-1)*(5-1) =12 .
Level of significance
The table value of chi square for degree of freedom 12 at 5% level of significance is 21.084 .
CALCULATION
E(1)=(11*14/50)=3.08 E(2)=(1*14/50)=0.28
87
E(3)=(10*14/50)=2.8 E(4)=(10*14/50)=2.8 E(5)=(18*14/50)=5.04 E(6)=(11*21/50)=4.62 E(7)=(1*21/50)=0.42 E(8)=(10*21/50)=4.2 E(9)=(10*21/50)= 4.2 E(10)=(18*21/50)=7.56 E(11)=(11*10/50)=2.2 E(12)=(1*10/50)=0.28 E(13)=(10*10/50)=2 E(14)=(10*10/50)=2 E(15)=(18*10/50)=3.6 E(16)=(11*5/50)=1.1 E(17)=(1*5/50)=0.1 E(18)=(10*5/50)=1 E(19)=(10*5/50)= 1 E(20)=(18*5/50)=1.8
OI 3 0 2 3 6 3
EI 3.08 0.28 2.8 2.8 5.04 4.62
(OI-EI) 0.8 0.28 0.8 0.2 0.96 1.62
88
(OI-EI)2 0.064 0.08 0.64 0.04 0.92 2.64
(OI-EI)2/EI 0.020 0.28 0.22 0.01 0.18 0.56
0 4 7 7 4 1 3 0 2 1 0 1 0 3
0.42 4.2 4.2 7.56 2.2 0.2 2 2 3.6 1.1 0.1 1 1 1.8 TOTAL =14.5689
0.42 0.2 2.8 0.56 1.8 0.8 1 -2 1.6 .1 -.1 0 -1 1.2
0.17 0.04 7.84 0.31 3.24 0.64 1 4 2.56 0.01 0.01 0 1 1.44
0.42 0.009 1.86 0.04 1.47 3.2 0.5 2 0.71 0.0099 1 0 1 0.8
SOLUCTION 14.5689
EMPLOYEE RETENTION
MEANING: Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. IMPORTANT ASPECTS IN EMPLOYEE RETENTION:
•
Clear outline of expectations and management being consistent in adhering to those expectations. Fair remuneration with scope for growth Feedback on performance and acknowledgement of achievements. Staff expects to be treated fairly and equally. It is important to avoid giving the perception that one staff member is being favored over another. That causes resentment and is a demotivating factor.
• • •
•
Show appreciation of your staff members' skills and abilities - and recognize their abilities. Use their expertise and ask their advice. One company called in outside (at great cost) help and ignored the skills and ideas of current staff. This caused a great deal of hard feelings.
•
Staff must feel free to give their ideas and express their opinions and must feel confident that they will be considered and heard.
1
BENEFITS OF EMPLOYEE RETENTION:
The Cost of Turnover As most HR managers know, the cost of turnover adds hundreds of thousands of dollars to a company's expenses. While it is difficult to fully calculate the cost of turnover (including hiring costs, training costs, productivity loss),industry experts often quote 25% of the average employee salary as a conservative estimate. For example, if the average salary is $20,000/yr the cost of one employee turnover is $5,000. If you have 30 employees terminating per month, the cost to the organization equals $150,000/month. Mulitiply that by 12 months and you have $1,800,000 in added annual expense. 2. Loss of Company Knowledge ` When an employee leaves, they take with them valuable knowledge about your company,
your customers, current projects and past history (sometimes to competitors). Often much time and money has been spent on the employee in expectation of a future return. When the employee leaves, the investment is not realized. Disruption of Customer Service
Customers and clients do business with a company in part because of the people. Relationships are developed that encourage continued patronage of the business. When an employee leaves, the relationships that employee built for the company are severed, which could lead to potential customer loss. Turnover spirals into more turnover
When an employee terminates, the effect is felt throughout the organization. Coworkers are often required to pick up the slack. The unspoken negativity often intensifies for the remaining staff.
IMPORTANCE OF EMPLOYEE RETENTION
2
Why is retention so important? Is it just to reduce the turnover costs? It’s not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached.
Why Employee Retention?
The replacement cost for an employee averages 2-1/2 times the salary of the individual, Workforce Planning for Wisconsin State Government reports. This includes hiring costs, such as interviewing, screening and verifying credentials. Then, you must train the new employee. After you hire and train the new employee, you are only right back where you started. Not only are there hiring and training costs, there is productivity loss, potential costumer loss and damaged morale.
EMPLOYEE RETENTION TIPS:
Below are common employee retention tips that can make the difference between employees staying in your employ or going to another company:
• • • • • •
Make salary adjustments Change their leave allowance Pay for the employee's training and studies Increase communication to show appreciation and give feedback, giving employee recognition Include employees in decision making Outline parameters of the job, clear job description and letting employees know what is expected of them Give credit where credit is due, make sure that employees receive credit for what they do and that the credit does not go to someone else Provide compensation for going above and beyond the call of duty Implement measures to ensure and encourage a balance between work and home life.
•
• •
Employee retention can be maintained if we consider the following areas:
?
Comprehensive benefits / compensation package.
3
? Extensive employee recognition / rewards programs. ? Nature of work. ? Opportunities for knowledge and skill development. ? Good interpersonal relations with co-workers. ? Opportunity for advancement & permanent work. ? Opportunity to be creative (Dr. Wonder) ? Geographic location. ? Relative distance to colleges and universities. ? Proximity to public transportation systems (union station).
CHAPTER- II
4
COMPANY PROFILE
The TVS Group is one of India's largest industrial conglomerates. TV Sundaram Iyengar and Sons Limited, established in 1911, is the parent and holding company of the TVS Group.The largest automobile distribution company in India, TVS & Sons has an annual turnover exceeding US$ 450 million (over Rs. 16,000 million). With a workforce of over 5000,
TV Sundaram Iyengar and Sons Limited operates through the three following divisions:
? TVS ? Sundaram Motors ? Madras Auto Service
TVS and Sons distribute Heavy Duty Commercial Vehicles, Jeeps and Cars. It represents premier automotive companies like Ashok Leyland, Mahindra and Mahindra Ltd., Fiat and Honda. It also distributes automotive spare parts for several leading manufacturers. TVS & Sons has grown into a leading logistics solution provider and has set up state-of-the-art warehouses all over the country. It has also diversified into distributing Garage equipment that ranges from paint booths to engine analyzers and industrial equipment products.
Group Companies.
TVS Motor Company (www.tvsmotor.co.in) TVS Motor Company Limited, part of the TVS Group, is one of India's leading two-wheeler manufacturers. With a turnover of over Rs.2800 crores [USD 574.94 million], the Company manufactures a wide range of motorcycles, scooters, mopeds and scooterettes.
5
Little wonder, it boasts of more than 9.5 million happy customers. With steady growth, expansion and diversification, today TVS commands a strong presence in various fields-two-wheelers, automotive components, automotive spares, computer peripherals and finance. Lakshmi Auto Components Limited - Large OE supplier of two wheeler gears and camshafts. Lucas Indian Service Limited (www.lucasindia.com) - Company looks after the distribution of auto electrical components all over India. Axles India Limited - A joint venture with Eaton Limited, U.K. Manufactures axle housings and drive heads for heavy and light commercial vehicles. Brakes India Limited (www.brakesindia.com) - A joint venture with Lucas Automotive, U.K. Manufactures foundation and hydraulic brakes as well as other products for automotive and nonautomotive applications Harita Grammer Limited - Manufacturer of automobile seats in collaboration with Grammer, world leader in the category India Motor Parts and Accessories Limited (www.impal.net) - One of India's largest distributors of spare parts India Nippon Electricals Limited (www.indianippon.com) - A joint venture with Kokusan Denki, Japan. Involved in the manufacture of magnetos Lucas TVS Limited (www.lucas-tvs.com) - A joint venture with Lucas Industries, UK. Manufactures a range of auto electric systems. Also develops and produces vacuum pumps and gear starters with Hitachi Limited, Japan Madras Auto Service (www.mastvs.com) - India's largest retail network of auto spares Southern Roadways Limited - Giant in the Indian road transport industry, company operates largest parcel service all over South India Sundaram Brake Linings Limited (www.tvsbrakelinings.com) - First Indian company to manufacture asbestos-free brake linings, woven clutch facings and disc pads for automotive applications
6
Sundaram Fasteners Limited (www.sundram.com) - India's largest manufacturer of tensile fasteners. First company to receive ISO 9002 certification. Also principal supplier of radiator caps to GM in USA Sundaram Finance Limited (www.sundaramfinance.com) - Leading consumer finance company in India Sundaram Motors (www.tvsiyengar.com/sundarammotors.htm) - Major dealers for Indian and foreign cars in South India Sundaram Clayton Limited - Sundaram-Clayton Limited was established in 1962 in collaboration with Clayton Dewandre Holdings Plc. (WABCO Automotive) pioneering the manufacture of air brake systems in India. SCL enjoys a major share of the Indian OEM market as well as the domestic aftermarket, which it caters to through a strong and well spread-out distribution network SCL-Brakes division is the first company in India and fourth company outside Japan to win the Deming award for achieving distinctive performance improvements through TQM. In 2002, SCL-Brakes division was awarded Japan Quality Medal. It is the first company in India and second outside Japan to win this prestigious award for continual application of TQM for priority issues to achieve business results. The company's Die Casting Division, from being a captive supplier to the Brakes Division, is developing into a full service supplier of aluminium components to a host of Indian and multi-national companies. It has an installed capacity of 18000 MT per annum of gravity; low pressure and high pressure die castings and plans to increase it to 24000 MT in the next two years. Both the divisions are certified for QS 9000 and ISO 14001.
Products and Services
BRAKES DIVISION: Complete range of air brake actuation systems - compressors, actuators, valves, brake chambers, spring brakes, slack adjusters, couplings, hose assemblies, switches and vacuum boosters - for light/nedium and heavy commercial vehicles and trailers. Anti-lock braking system (ABS) and Anti-spin regulation (ASR) assemblies. DIE CASTING DIVISION:
7
Sub-assemblies and/or machined aluminum components made from gravity, low pressure and high pressure die casting processes. T V SUNDARAM IYENGAR AND SONS LIMITED (www.tvsiyengar.com) – Alma mater of the TVS Group based in Madurai, holding company for the TVS Madurai Group
CHAPTER III RESEARCH METHODOLOGY
Based of the outcome of this research, the company executives would be in a position to take better decision. The study involves collection of data from individuals and it would narrate the attitudes the individuals of factors affecting satisfaction.
RESEARCH DESIGN
A research design is the specification of methods and procedure for acquiring the information needed. It is the over - all operation patterns or framework of the Project that stipulates what information
8
is to be collected from which source by what procedure. It is also refers to the blue print of the research process. ? What is the study about? ? Why is the study being made? ? Where will the study be carried out? ? What type of data is required? ? Where can the data are found? ? What periods of time will the study include? ? What will be the sample design? ? How will the data be analyzed? ? In what style will the report be prepared? ? What techniques of data collection will be used?
SAMPLE DESIGN
? The sample design used here is simple random sampling. ? Total population of workers in the organization is 50 and the Employees covered
DATA COLLECTION
Primary & Secondary data collection.
? PRIMARY DATA:
Primary data was collected from : Questionnaire. Personal interview.
9
? SECONDARY DATA: Secondary data was collected from : • Internets • books • Journals • Company Records.
STATISTICAL TOOLS LISTED.
Chi - square test helps to find out whether two or more attribute are associated or not.
CHI-SQUARE TEST
The X2 test is one of the simplest and most used non-Para- metric tests in Statistical work, it makes no assumption about the population being sampled. The Quantity discrepancy between theories and observation Where, ? X2 = ? (O-E) 2/E
? O= OBSERVED FREQUENCEY
X2
describes the magnitude of
? E = EXPECTED OR THEORETICAL FREQUENCY. ? X2 = CHI-SQUARE VALUE ? DF = DEGREE OF FREEDOM (N-1)
SAMPLE SIZE
10
Nearly 50 samples are taken in tvs & sonsLtd., trichy.
FIELD WORK
The field works is done at tvs& sonsLtd., trichy.
PERIOD OF SURVEY
The period is from May 2011 to June 2011
Hypothesis
H0 =There is no significant relationship between the level of satisfaction of age and Employee’s welfare. H1= There is a significant relationship between the level of satisfaction of age and Employee’s welfare.
CHAPTER IV REVIEW OF LITRATURE: ? Rainmaker Group(January 2009)
” Employee retention –It may seem obvious –but the key way to improve Employee Retention is by selecting and hiring candidates who are right for the job. We see it all the time . Employee Retention is the hot button topic these days. Employee Retention and Employee Selection are –thoughts . Match the applicant to the benchmark from a Behaviors, Values, and Personal Talents perspective . Set expectations- Train the manager on what to expect from the employees “
?
G. A. Puleo & Associates (January2009)
11
“One of the most important aspects of human resources is the recruitment and retention of a qualified workforce. Too often, once a new employee is hired, many business owners forget the next step - to reduce turnover and maintain productivity by retaining a well -trained worker . This paper will help you to develop employee recruitment and retention strategies that will help you achieve your organization ‘s key strategic goals”
?
Contentdig.com (January2009)
“A committed employee is extraordinary valuable . You can gain staff commitment by
meeting people’s key needs: paying attention to people at all levels; trusting and being trusted ; tolerating individuality; and creating a blame-free, can-do culture. It all goes down to the fact that when a company gains the trust and commitment of their employees they establish employee retention . And employee retention is vital in establishing a firm foundation as the company proliferates
and achieves their goals.”
? Rainmaker Group (January 2009)
”Employee satisfaction is essential to any effective employee retention strategy -any good HR manager knows that. However few managers think of the impact that employee satisfaction has on their customer and ultimately company profits. One can assume that happier, more productive employees will make more sales, treat customers better , and ultimately make more money for the company.” It seems that now more than ever employee recognition and rewards are limited at best in many organizations . Unfortunately many managers don’t understand the importance of recognizing and rewarding a team member’s hard work and a job well done.
12
Many might even ask why they should recognize their employees when they are “Just doing their jobs”. The truth is that recognizing employees for their hard work is one of the least expensive and easiest ways to improve the level of morale and employee retention in your organization.
CHAPTER V DATA ANALYSIS AND INTERPRETATION
TABLE :1
AGE OF RESPONDENT
S.NO 1 2 3 4
AGE 20-30 31-40 41-50 51-58
13
NO.OF.RESPONDENT 14 21 10 5
Inference:
The above table infers that, 14 respondent belongs to the age group of 20-30 years, 21 respondent belongs to the age group of 31-40 years, and 10 respondent belongs to the age group of 41-50 years, and 10 respondent belongs to the age group of 51-58 years.
CHART: 1
AGE OF RESPONDENT
14
TABLE : 2
GENDER OF RESPONDENTS
S.NO 1 2
GENDER male female
NO.OF.RESPONDENT 47 3
Inference:
The above table infers that, 47 of the respondents are male and 3 of the Respondents are female.
15
CHART: 2
GENDER OF RESPONDENTS
16
TABLE: 3
EDUCATION OF RESPONDENTS
S.NO 1 2 3
EDUCATION iti/dme be management studies
NO.OF.RESPONDENT 41 6 3
Inference:
The above table infers that, 41 of the respondents are having iti/dme ,6 of the respondents are BE and 3 of the respondents are management studies .
17
CHART: 3
EDUCATION OF RESPONDENTS
18
TABLE: 4
MARITAL STATUS OF RESPONDENTS
S.NO 1 2
MARITAL STATUS married unmarried
NO.OF.RESPONDENT 39 11
Inference:
The above table infers that, 39 of the respondents are married and 11 of the Respondents are unmarried.
19
CHART : 4
MARITAL STATUS OF RESPONDENTS
20
TABLE: 5
FAMILY OF RESPONDENTS
S.NO 1 2
TYPE OF FAMILY nuclear joint
NO.OF.RESPONDENT 26 24
Inference:
The above table infers that, 26 of the respondents belongs nuclear family and 24 of the Respondents are joint family people.
21
CHART: 5
FAMILY OF RESPONDENTS
22
TABLE: 6
PROFESSION OF RESPONDENTS
S.NO 1 2 3
PROFESSION mechanic Engineer Executive
NO.OF.RESPONDENT 40 6 4
Inference:
The above table infers that, 40 of the respondents are mechanic and 6 of the Respondents are engineer, 4 of the Respondents are executive.
23
CHART: 6
PROFESSION OF RESPONDENTS
TABLE: 7
24
DURATION OF SERVICE OF RESPONDENTS
S.NO 1 2 3 4
DURATION OF SERVICE 0-5 6-10 11-15 15 ABOVE
NO.OF.RESPONDENT 9 14 16 11
Inference:
The above table infers that, 9 of the respondents are 0-5 and 14 of the respondents are 6-10 , 16 of the respondents are 11-15 , 11 of the respondents are 15 years above the duration of service.
CHART: 7
DURATION OF SERVICE OF RESPONDENTS
25
TABLE: 8
PREVIOUS EXPERIENCE OF RESPONDENTS
26
S.NO 1 2
PREVIOUS EXPERIENCE yes no
NO.OF.RESPONDENT 29 21
Inference:
The above table infers that, 29 of the respondents are having previous experience, 21 of the respondents are having no previous experience .
CHART: 8
PREVIOUS EXPERIENCE OF RESPONDENTS :
27
TABLE. 9
28
THE ORGANIZATION HAS THE SAME VALUES AS I HOLD WITH REGARD TO CONCERN FOR OTHERS:
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 7 3 4 4 32
Inference:
The above table infers that, 7 of the respondents belong to the very bad,3 of the respondents belong to the bad , 4 of the respondents belong to the nil , 4 of the respondents belong to the good , 32 of the respondents belong to the experience of very good.
CHART-9
29
THE ORGANIZATION HAS THE SAME VALUES AS I HOLD WITH REGARD TO CONCERN FOR OTHERS
TABLE.10
THE SPIRIT OF SUPPORT AND COOPERATION IS THERE IN MY ORGANIZATION.
30
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 7 2 6 14 21
Inference:
The above table infers that, 7 of the respondents belong to the very bad,2 of the respondents belong to the bad , 6 of the respondents belong to the nil , 14 of the respondents belong to the good , 21 of the respondents belong to the experience of very good.
CHART-.10
THE SPIRIT OF SUPPORT AND COOPERATION IS THERE IN MY ORGANIZATION.
31
TABLE.11
THE ORGANIZATION IS CONCERNED WITH THE PROBLEMS OF THE EMPLOYEES
S.NO
VALUES
32
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
13 2 10 3 22
Inference:
The above table infers that, 13 of the respondents belong to the very bad, 2 of the respondents belong to the bad , 10 of the respondents belong to the nil , 3 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHART-11
THE ORGANIZATION IS CONCERNED WITH THE PROBLEMS OF THE EMPLOYEES.
33
TABLE.12
THE ORGANIZATIONAL PRACTICES ARE CONSISTENT WITH MY PERSONAL VALUE.
34
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 9 3 5 10 23
Inference:
The above table infers that, 9 of the respondents belong to the very bad,3 of the respondents belong to the bad , 5of the respondents belong to the nil , 10 of the respondents belong to the good , 23of the respondents belong to the experience of very good.
CHART-12
THE ORGANIZATIONAL PRACTICES ARE CONSISTENT WITH MY PERSONAL VALUE.
35
TABLE.13
THE ORGANIZATION HAS THE SAME VALUES AS I DO WITH REGARD TO HONESTY.
S.NO 1
VALUES Very bad
36
NO.OF.RESPONDENT 9
2 3 4 5
Bad Nil Good Very good
2 6 7 26
Inference:
The above table infers that, 9 of the respondents belong to the very bad, 2 of the respondents belong to the bad , 6 of the respondents belong to the nil , 7 of the respondents belong to the good , 26 of the respondents belong to the experience of very good.
CHART-13
THE ORGANIZATION HAS THE SAME VALUES AS I DO WITH REGARD TO HONESTY.
37
TABLE.14
EMPLOYEES ARE GIVEN POSITIVE RECOGNITION WHEN THEY PRODUCE HIGH QUALITY WORK.
38
S.NO
VALUES
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
11 5 3 9 22
Inference:
The above table infers that, 11 of the respondents belong to the very bad,5 of the respondents belong to the bad , 3 of the respondents belong to the nil , 9of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHARTS.14
EMPLOYEES ARE GIVEN POSITIVE RECOGNITION WHEN THEY PRODUCE HIGH QUALITY WORK:
39
TABLE.15
THE ORGANIZATION OFFERS GOOD BENEFIT PACKAGES COMPARED TO OTHER ORGANIZATIONS:
S.NO
VALUES 40
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
4 3 12 12 19
Inference:
The above table infers that, 4of the respondents belong to the very bad,3 of the respondents belong to the bad , 12 of the respondents belong to the nil , 12of the respondents belong to the good , 19 of the respondents belong to the experience of very good.
CHART-.15
THE ORGANIZATION OFFERS GOOD BENEFIT PACKAGES COMPARED TO OTHER ORGANIZATIONS
41
TABLE.16
THE ORGANIZATION VALUES INDIVIDUAL EXCELLENCE OVER TEAMWORK.
S.NO
VALUES
NO.OF.RESPONDENT
1
Very bad
42
10
2 3 4 5
Bad Nil Good Very good
3 8 6 23
Inference:
The above table infers that, 10of the respondents belong to the very bad,3 of the respondents belong to the bad , 8 of the respondents belong to the nil , 6 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-.16
THE ORGANIZATION VALUES INDIVIDUAL EXCELLENCE OVER TEAMWORK.
43
TABLE.17
THE ORGANIZATION PROVIDES OPPORTUNITIES FOR PERSONAL DEVELOPMENT.
44
AND CAREER
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 3 5 5 7 30
Inference:
The above table infers that, 3 of the respondents belong to the very bad,5 of the respondents belong to the bad , 5 of the respondents belong to the nil , 7 of the respondents belong to the good , 30 of the respondents belong to the experience of very good.
CHART-17
THE ORGANIZATION PROVIDES OPPORTUNITIES FOR PERSONAL DEVELOPMENT:
AND CAREER
45
TABLE.18
INNOVATION AND CREATIVITY ARE ENCOURAGED:
S.NO 1
VALUES Very bad
46
NO.OF.RESPONDENT 7
2 3 4 5
Bad Nil Good Very good
4 6 13 20
Inference:
The above table infers that, 7 of the respondents belong to the very bad, 4of the respondents belong to the bad , 6 of the respondents belong to the nil , 13 of the respondents belong to the good , 20 of the respondents belong to the experience of very good.
CHARTS.18
INNOVATION AND CREATIVITY ARE ENCOURAGED:
47
TABLE-19
THE CAREER DEVELOPMENT ACTIVITIES IMPROVE THE ABILITY AND SKILLS OF THE EMPLOYEES:
48
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 8 5 5 8 24
Inference:
The above table infers that, 8 of the respondents belong to the very bad,5 of the respondents belong to the bad , 5 of the respondents belong to the nil , 8of the respondents belong to the good , 24 of the respondents belong to the experience of very good.
CHART-19
THE CAREER DEVELOPMENT ACTIVITIES IMPROVE THE ABILITY AND SKILLS OF THE EMPLOYEES:
49
TABLE-20
THE ORGANIZATION ENABLES THE EMPLOYEES TO KNOW THEIR POTENTIALS, STRENGTH AND WEAKNESSES:
S.NO
VALUES
50
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
10 3 7 12 18
Inference:
The above table infers that, 10 of the respondents belong to the very bad,3 of the respondents belong to the bad , 7 of the respondents belong to the nil , 12 of the respondents belong to the good , 18of the respondents belong to the experience of very good.
CHART-20
THE ORGANIZATION ENABLES THE EMPLOYEES TO KNOW THEIR POTENTIALS, STRENGTH AND WEAKNESSES
51
TABLE.21
EMPLOYEES ARE SKILLED TO DO DIFFERENT JOBS THROUGH JOB ROTATION.
S.NO 1
VALUES Very bad
52
NO.OF.RESPONDENT 8
2 3 4 5
Bad Nil Good Very good
7 5 9 21
Inference:
The above table infers that, 8 of the respondents belong to the very bad,7of the respondents belong to the bad , 5 of the respondents belong to the nil , 9 of the respondents belong to the good , 21 of the respondents belong to the experience of very good.
CHART-21
EMPLOYEES ARE SKILLED TO DO DIFFERENT JOBS THROUGH JOB ROTATION.
53
TABLE.22
JOBS ARE ASSIGNED TO THE ABILITY AND QUALITY OF THE EMPLOYEES.
S.NO
VALUES
54
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
1 2 7 10 30
Inference:
The above table infers that, 1 of the respondents belong to the very bad,2of the respondents belong to the bad , 7 of the respondents belong to the nil , 10 of the respondents belong to the good , 30 of the respondents belong to the experience of very good.
CHART-22
JOBS ARE ASSIGNED TO THE ABILITY AND QUALITY OF THE EMPLOYEES.
55
TABLE.23
EMPLOYEES ARE GIVEN OPPORTUNITIES TO LEARN NEW THINGS.
S.NO 1 2
VALUES Very bad Bad
56
NO.OF.RESPONDENT 7 6
3 4 5
Nil Good Very good
5 9 23
Inference:
The above table infers that, 7 of the respondents belong to the very bad,6 of the respondents belong to the bad , 5 of the respondents belong to the nil , 9of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-23
EMPLOYEES ARE GIVEN OPPORTUNITIES TO LEARN NEW THINGS.
57
TABLE.24
THE ORGANIZATIONAL POLICIES UNDERSTOOD AND UPTO DATE.
AND PROCEDURES
ARE
HELPFUL
WELL
58
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 3 3 6 10 28
Inference:
The above table infers that, 3 of the respondents belong to the very bad,3 of the respondents belong to the bad , 6 of the respondents belong to the nil , 10 of the respondents belong to the good , 28 of the respondents belong to the experience of very good.
CHART-24
THE ORGANIZATIONAL POLICIES UNDERSTOOD AND UPTO DATE.
AND PROCEDURES
ARE
HELPFUL
WELL
59
TABLE.25
THE
ORGANIZATION
KEEPS
EMPLOYEES
WELL
INFORMED
ON
MATTERS
IMPORTANT TO THEM.
S.NO
VALUES
60
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
10 5 5 5 25
Inference:
The above table infers that, 10 of the respondents belong to the very bad,5 of the respondents belong to the bad , 5 of the respondents belong to the nil , 5 of the respondents belong to the good , 25 of the respondents belong to the experience of very good.
CHART-.25
THE ORGANIZATION KEEPS IMPORTANT TO THEM:
EMPLOYEES
WELL
INFORMED
ON
MATTERS
61
TABLE.26
THERE IS TRUST BETWEEN EMPLOYEES AND THE TEAM LEADER OR SUPERVISORS:
S.NO 1
VALUES Very bad
62
NO.OF.RESPONDENT 7
2 3 4 5
Bad Nil Good Very good
5 9 6 23
Inference:
The above table infers that, 7 of the respondents belong to the very bad, 5 of the respondents belong to the bad , 9 of the respondents belong to the nil , 6 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-26
THERE IS TRUST BETWEEN EMPLOYEES AND THE TEAM LEADER OR SUPERVISORS:
63
TABLE.27
THE WORK LIFE BALANCES WITH THE FAMILY LIFE:
S.NO 1
VALUES Very bad
64
NO.OF.RESPONDENT 14
2 3 4 5
Bad Nil Good Very good
4 6 4 22
Inference:
The above table infers that, 14 of the respondents belong to the very bad,4 of the respondents belong to the bad , 6 of the respondents belong to the nil , 4 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHART-27
THE WORK LIFE BALANCES WITH THE FAMILY LIFE:
65
TABLE.28
ORGANIZATION PROVIDES A HARMONIOUS PLACE TO WORK:
66
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 9 4 7 8 22
Inference:
The above table infers that, 9 of the respondents belong to the very bad,4 of the respondents belong to the bad , 7 of the respondents belong to the nil , 8 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
CHART-28
ORGANIZATION PROVIDES A HARMONIOUS PLACE TO WORK:
67
TABLE.29
EMPLOYEES WELFARE IS REGARDED AS FIRST PRIORITY BY THE ORGANIZATION:
68
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 11 1 10 10 18
Inference:
The above table infers that, 11 of the respondents belong to the very bad,1 of the respondents belong to the bad , 10 of the respondents belong to the nil , 10 of the respondents belong to the good , 18 of the respondents belong to the experience of very good.
CHART-29
EMPLOYEES WELFARE IS REGARDED AS FIRST PRIORITY BY THE ORGANIZATION:
69
TABLE.30
THE ORGANIZATION OFFERS SECURITY:
S.NO
VALUES
70
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
12 4 2 10 22
Inference:
The above table infers that, 12 of the respondents belong to the very bad,4 of the respondents belong to the bad , 2 of the respondents belong to the nil , 10 of the respondents belong to the good , 22 of the respondents belong to the experience of very good.
Chart-30
THE ORGANIZATION OFFERS SECURITY:
71
Table.31
A SPRIT OF COOPERATION AND TEAMWORK EXISTS:
72
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 11 6 7 5 21
Inference:
The above table infers that, 11 of the respondents belong to the very bad,6 of the respondents belong to the bad , 7 of the respondents belong to the nil , 5 of the respondents belong to the good , 21 of the respondents belong to the experience of very good.
CHART-31
A SPRIT OF COOPERATION AND TEAMWORK EXISTS:
73
TABLE.32
THE EMPLOYEES HAVE A SENSE OF BELONGING TO THE ORGANIZATION:
74
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 3 3 7 14 23
Inference:
The above table infers that, 3 of the respondents belong to the very bad,3 of the respondents belong to the bad , 7 of the respondents belong to the nil ,1 4 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-32
THE EMPLOYEES HAVE A SENSE OF BELONGING TO THE ORGANIZATION:
75
TABLE.33
THE ORGANIZATION INSPIRES THE BEST IN ME IN THE WAY OF JOB PERFORMANCE:
S.NO
VALUES
76
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
9 8 4 6 23
Inference:
The above table infers that, 9 of the respondents belong to the very bad,8 of the respondents belong to the bad , 4 of the respondents belong to the nil , 6 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART- 33
THE ORGANIZATION INSPIRES THE BEST IN ME IN THE WAY OF JOB PERFORMANCE:
77
TABLE.34
THE VALUE OF THE ORGANIZATION AND THAT OF THE EMPLOYEES ARE SIMILAR:
78
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 8 2 2 9 29
Inference:
The above table infers that, 8 of the respondents belong to the very bad,2 of the respondents belong to the bad , 2 of the respondents belong to the nil , 9 of the respondents belong to the good , 29 of the respondents belong to the experience of very good.
CHART-34
THE VALUE OF THE ORGANIZATION AND THAT OF THE EMPLOYEES ARE SIMILAR:
79
TABLE.35
I’M PROUD TO TELL OTHERS THAT I AM PART OF THIS ORGANIZATION:
S.NO 1
VALUES Very bad
80
NO.OF.RESPONDENT 6
2 3 4 5
Bad Nil Good Very good
4 7 6 27
Inference:
The above table infers that, 6 of the respondents belong to the very bad,4 of the respondents belong to the bad , 7 of the respondents belong to the nil , 6 of the respondents belong to the good , 27 of the respondents belong to the experience of very good.
CHART-35
I’M PROUD TO TELL OTHERS THAT I AM PART OF THIS ORGANIZATION.
81
TABLE.36
THERE IS MUCH TO BE GAINED BY STICKING WITH THE ORGANIZATION.
82
S.NO 1 2 3 4 5
VALUES Very bad Bad Nil Good Very good
NO.OF.RESPONDENT 9 4 5 9 23
Inference:
The above table infers that, 9of the respondents belong to the very bad,4 of the respondents belong to the bad , 5of the respondents belong to the nil , 9 of the respondents belong to the good , 23 of the respondents belong to the experience of very good.
CHART-36
THERE IS MUCH TO BE GAINED BY STICKING WITH THE ORGANIZATION.
83
TABLE.37
I REALLY CARE FOR THE FUTURE OF THE ORGANIZATION .
S.NO
VALUES
84
NO.OF.RESPONDENT
1 2 3 4 5
Very bad Bad Nil Good Very good
5 5 1 4 35
Inference:
The above table infers that, 5 of the respondents belong to the very bad,5 of the respondents belong to the bad , 1 of the respondents belong to the nil , 4 of the respondents belong to the good , 35 of the respondents belong to the experience of very good.
CHART-37
I REALLY CARE FOR THE FUTURE OF THE ORGANIZATION .
85
CHI SQUARE HYPOTHESIS TESTING
86
1. CALCULATED WHETHER ANY SIGNIFICANT RELATION BETWEEN THE LEVEL
OF SATISFACTION OF AGE AND EMPLOYEES WELFARE IS REGARDED AS FIRST PRIORITY BY THE ORGANIZATION
Age & Employees welfare 20-30 31-40 41-50 51-58 Total
Very bad
bad
Nil
Good
Very good
Total
3 3 4 1 11
0 0 1 0 1
2 4 3 1 10
3 7 0 0 10
6 7 2 3 18
14 21 10 5 50
NULL HYPOTHESIS (H0)
There is no significance between the level of satisfaction of age and Employees welfare .
HYPOTHESIS (H1)
There is significance between the level of satisfaction of age and Employees welfare .
DEGREE OF FREEDOM
(R-1)*(C-1) (4-1)*(5-1) =12 .
Level of significance
The table value of chi square for degree of freedom 12 at 5% level of significance is 21.084 .
CALCULATION
E(1)=(11*14/50)=3.08 E(2)=(1*14/50)=0.28
87
E(3)=(10*14/50)=2.8 E(4)=(10*14/50)=2.8 E(5)=(18*14/50)=5.04 E(6)=(11*21/50)=4.62 E(7)=(1*21/50)=0.42 E(8)=(10*21/50)=4.2 E(9)=(10*21/50)= 4.2 E(10)=(18*21/50)=7.56 E(11)=(11*10/50)=2.2 E(12)=(1*10/50)=0.28 E(13)=(10*10/50)=2 E(14)=(10*10/50)=2 E(15)=(18*10/50)=3.6 E(16)=(11*5/50)=1.1 E(17)=(1*5/50)=0.1 E(18)=(10*5/50)=1 E(19)=(10*5/50)= 1 E(20)=(18*5/50)=1.8
OI 3 0 2 3 6 3
EI 3.08 0.28 2.8 2.8 5.04 4.62
(OI-EI) 0.8 0.28 0.8 0.2 0.96 1.62
88
(OI-EI)2 0.064 0.08 0.64 0.04 0.92 2.64
(OI-EI)2/EI 0.020 0.28 0.22 0.01 0.18 0.56
0 4 7 7 4 1 3 0 2 1 0 1 0 3
0.42 4.2 4.2 7.56 2.2 0.2 2 2 3.6 1.1 0.1 1 1 1.8 TOTAL =14.5689
0.42 0.2 2.8 0.56 1.8 0.8 1 -2 1.6 .1 -.1 0 -1 1.2
0.17 0.04 7.84 0.31 3.24 0.64 1 4 2.56 0.01 0.01 0 1 1.44
0.42 0.009 1.86 0.04 1.47 3.2 0.5 2 0.71 0.0099 1 0 1 0.8
SOLUCTION 14.5689