Post on 14-Apr-2018
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RAJASTHAN
SESSION 2011-12
A PROJECT REPORT ONEMPLOYEE
SATISFACTION
AT HINDUASTHAN ZINC LIMITED,
ZAWAR MINES.
MOHAN LAL SUKHADIA UNIVERSITY UDAIPUR
SUBMITTED TO: - SUBMITTED BY:-
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MR.SUTEEKSHAN RANAWAT ABHISHEK DASHORAB.B.M. 3
RDYEAR
ACKNOWLEDGEMENT
It is my pleasant duty to acknowledge
my sincere gratitude and heartfelt thanks to all
those who have encouraged, guided and helped me
in the completion of this project.
I am extremely thankful to Mr. Kamaal
Trivedi, Executive (HR) for directing and guiding
my work and providing me with all the necessary
support and motivation.
I am also highly thankful to all staff
member for their coordination and support.
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I am immensely thankful to Mr.
suteekshan ranawat (Head of BBM department)
who helps me for making my Project report.
ABHISHEK DASHORA
SR.No
.
CONTENT PAGE
NO
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1 Company Profile 4
2 Over View Of H.Z.L. 7
3 H.Z.L. Milestone At a Glance 8
4 Vision, Mission & Objective 10
5 Challenges For Zink Industries In New
Millennium
12
6 Service Department At Zawar Mines AtUdaipur
17
7 Functioning Of Personnel Dept. At
Zawar Mines In Udaipur
18
8 Management Of Strategic Human
Resources In H.Z.L.
26
9 Employee Satisfaction 29
10 Conclusion 46
11 Questionnaire Of Employee
Satisfaction & Bibliography
49
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HINDUSTAN ZINC LTDTHE COMPANY PROFILE
INTRODUCTION:-
S.No. Mining Units in
Operations
Product
1. Zawar Group of Mines,
Udaipur
Captive power Plant[80
MW]
Zinc, Lead, Silver,
Ore and
Concentrates
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Hindustan Zinc Limited is one of the leading
producers of Lead and Zinc in the country. It was
incorporated as a Government of India Enterprises
under the Ministry of Steel & Mines, Department of
Mines, on January 10, 1966 after the takeover of
erstwhile Metal Corporation of India Limited.
Interlaid to own manage and develop mining and
smelting capacities for the import strategic Zinc and
lead metals in the country.
2. Rajpura Dariba Mines,
Rajsamand (Raj.)
Sindeser Khurd
Dariba Smelter Complex
Zinc, Lead, Copper,
Silver, Ore and
Concentrates
3. Rampura, Agucha Mines,
Bhilwara (Raj.)
Zinc, Lead, Silver,
Ore and Concentres.
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S.No. Smelter Products
1. Debari Zinc Smelter,
Udaipur (Raj.)
Zinc, Ingots,
Sulphric Acid,
Cadmium, Silver
and Cobalt.
2. Zinc Lead Smelter,
Visakhapatham.
Zinc, Ingots, Lead,
Sulphuric Acid,
Cadmium and
Silver.
3. Chanderia Lead Zinc
Smelter, Chittorgarh
Zinc, Ingots (a)
GOB Zinc (b) SHG
Zinc Lead, Silver
Cadmium,
Sulphuric Acid
Bismuth and
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Mercury.
SIGNIFICANT AND USE OF ZINC AND
OTHER PRODUCTSZinc:
It used as a protective metal for galvanizing steel,
die casting and production of brass. Zinc oxide is put
to use in paints, tyres, creams and Sun block.
Lead:
A wonderful metal is used in batteries power,
vehicles, radiation shields, sound insulators, pipes,
storage tanks for chemicals, solders etc.
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Cadmium:
Which is multipurpose metal, finds use in the
manufacture of alkaline batteries, electroplating, anti-
friction alloys and pigments?
Silver:
An invaluable metal in used in photo film,
printing plates, jewellery and silver ware. It is also
used in contract and conduction products for the
chemicals and electronic industry.
Cobalt:
It is a stand-alone metal use able as strength at
high temperature and corrosion resistance to super
alloy steel, used in jet engines. Also finds use in
permanent magnets, radioactive isotopes and a variety
of chemical for pigments.
AN OVERVIEW OF HINDUSTAN ZINC LTD.
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Hindustan Zinc. Ltd. was created form the
erstwhile Metal Corporation of India (MCI) on 10th
January 1966 as a Public Sector Undertaking. In April
2002, the Government of India, disinvested its
majority stake in HZL, and it become a part of the fast
growing Sterlite group. Since then HZL has been
growing from strength to strength. HZL produces
Zinc, Lead and by-products VIZ. Sulphuric Acid, Silver
and Cadmium. The net sales for operation 9,192 crore.
In 2010 it was 8,071 Crore. The sales of Zink in
domestic market is 411,617 crore & the domestic Lead
was 57,204. The Income tax paid by HZL in 2011 is
1059,973 crore. The production is 840,053 tons. It was
9% up as compare to previous year.
Today HZL is India's leading base metal
producer. HZL is vertically integrated Mining &
Smelting Company, gearing up to:
Harnessing mining resources to help Indiaachieve self-sufficiency in Zinc.
Become a global leader in Zinc.Create value for all entities whether it is
Customers, Investors or Employees.
Constant innovation, meticulous attention to detail,
extensive investments in R&D and technology are the
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hallmarks of HZL making it a multi-unit and multi-
product company.
HZL Milestone at a glance:
2010-11 New plant Commissioned in Rajpura Dariba
2008-09 New Plant Commissioned at Chanderiya
2007-08 New Boiler Plant established at Debari
Factory
2005-06 Chanderiya hydrometallurgical zinc plantbegins production Chanderiya Ausmelt lead plant
begins production.
2003-04 Sterile acquires additional shares of 18.92%
from Government of India under call option
2002-03 Sterlite acquires 260/0 and managementcontrol in HZL from the Government of India in
privatization. A further 20% is bought from market
through open offer.
1991 Chanderiya pyro metallurgical lead -zinc smelter
and Rampura Agucha mine begin production.
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1983 Rajpura Dariba Mine starts production.
1977 Vizag zinc smelter and second set of Zawar mine
facilities commissioned.
1971 First expansion of Zawar mine commissioned.
1968 Debari smelter commissioned.
1942 Commencement of mining at Zawar.
HZL has broad based operation. Its spectrum of
activities ranges from -:
ExplorationMining
Ore processing
SmeltingRefining of lead, Precious metals, Zinc, Cadmium,
Cobalt, Copper.
Power PlantSales and marketing.
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VISION, MISSION AND OBJECTIVES
Our Vision:
Is a major natural resource company with
diversified business leveraging the competitive
advantages offered by its mineral resource portfolio
and competencies, inculcating best management
practices based on efficiency TQM concepts and trust.
Our Mission:
To become a significant global producer of zincand to remain as dominant market leader of zinc
and lead in India.
To avail opportunities to diversify into otherbusinesses synergic with its competencies.
To maximize satisfaction of its stakeholders.
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Major Objectives:
To increase smelting capacities so as to maintainand enhance market share.
To locate world-class lead and zinc deposits bygrass root exploration either independently or
through joint venture.
To augment mining capacities.To diversify into other mineral based Industries
precious metals and important infrastructure
sector like power.
To provide consultancy sector in various aspectsof the mineral industry and project management.
To attain international level of productivity andquality standard through HRD efforts and intense
R & D and its expansion and diversification
activities.
To strive for dividend @ 17.5% of the equity.To strengthen the image as the organization with
commitment to excellent amongst all concerned.
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CHALLENGES FOR ZINC INDUSTRY IN
THE NEW MILLENNIUM
We have just entered into the new millennium,
which is likely to bring to its own share for new
opportunities, new circumstances and new challenges,
although there are multitude of challenges, zone some
of the important ones that we are prepared to face are
as follow :-
Build Up Of Resources:
Owing to year on-year mining activity the lead-
zinc resources are getting depleted very fast. In
addition to the requirement for individual mines to
delineate new are bodies and to prolong their
operating lines, it is of utmost importance that we
need to improve the lead zinc resources base
constantly to compensate the depletion in order to stay
in business, further ore bodies will probably be more
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costly to find mines and process than those in
operation production now, because most of the will
either be of lower grade or found at greater depths.
The search for new mineral resources has to rely on
more sophisticated techniques available in search for
deeply buried concealed ore.
Environment:
Mining or in smelting, is likely to take longer
because each requires a comprehensive and lengthy
environmental audit zinc, by itself is not toxic but its
natural association with lead, cadmium mercury and
sulphur attracts strict control regimes throughout the
world. As the standard of disposal of residues are
becoming more rigid, environmental legislation
together with increased public awareness of the
hazards, it is necessary to be extremely vigilant with
respect to disposal of wastes/residues. This calls for
increase in environmental protection both in existing
and new plants. Further, there is a trend of resistance
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against the use of any product which though by itself is
safe but the means of its production is associated with
environmental pollution. There it will be necessary to
implement environmental control measures to
implement environmental control measures for
beyond what is required as per the prevailing
stipulations to ensure that the product is not
associated with the environmental hazard. This calls
for a drive to make the people customs and all the
concerned aware of high standard of environmental
being maintained by the company in its production
plants.
Research & Development:
Innovation breeds success even small
improvements which can result in some cost reduction
can give much needed edge. In fact, it is these marginal
advantages which differentiate on company from
another.
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Therefore it is necessarily to look closely each and
every unit operation in production process and
carrying out in house studies to determined any scope
for improvement and also execute such ideas
efficiently all the areas. This might demand for a
major thrust R&D efforts in both at unit and corporate
levels.
Productivity:-
In the changed competitive environment
maximizing the productivity in all the operations of
the company, will have to be the watch word for the
new millennium, which implies generating surplus fur
sustainable growth for future by efficient utilization of
all the resources.
Quality Assurance:
In free economy where a number of companies
are competing in the market for the same product, the
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image of quality, associated with the company of
brand name becomes extremely important even if the
products are identical in all respect of chemical and
physical properties. The assurance that quality of a
particular company product is assured to before
declared standards will determined the customers
choice, which will necessitate steeping up our efforts
in quality assurance as per highest international
'standard, by having well trained and qualified quality
control department backed by necessary instruments
and analytical faculties.
RAPIDLY CHANGING BUSINESS WORLD :
The most significant feature of today's business
and industry is the rapidly with which changes are a
Heeling industry. These changes are the result of the
new close relationship between business and political
decisions being influenced external trade and business
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pressures. We should be aware that any protection
and advantages due to a local situation can disappear
overnight and the long per term planning based on the
local conditions will not hold Good. The fundamental
requirement for survival of any industry is that levels
of basic parameters are at par with global competitors.
We have brought about considerable improvement in
the basic parameters like recovery efficiency energy
consumption cost of concentrate productions etc.
Though we have advantage in reasonable availability
to raw materials now there is distinct advantage due to
power cost and unreliability of supply since
electrolysis smelter is still the only preferred
technology for an industry producing only Zinc metal
the cost of energy is serious constraint, it is necessary
to have control on the cost and availability of power.
However captive power plants are also not very
economic at lower capacities and there is need to look
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for collaboration and have a captive power plant with
reasonable power cost.
Product Development :
In the age of new materials and applications even
conventional metals are finding a wide range of new
uses by slight modification in composition and
mechanical treatment. There should be enough
awareness of growing customer needs and effort to
develop product suitable for specific requirement. We
should take lead in developing product applications by
in house efforts and in collaboration with national and
international organizations and leading world
producers.
Human Resource Management:
The main strength of an organization in the future
-will be its people. The management of human
resource should be a continuous process to ensure the
development of employees confidence dynamism
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effectiveness, motivation and moral in systematic way.
This could help to achieve higher productivity in terms
of physical and financial outputs. The management of
human resource has to aim at, to develop the nature a
cultural change in organization which focuses on
positive attitude. Openers trust and achieving
excellence in all spheres of activities.
Corporate Social Responsibility:
A part from excellent performance and financial
strengths the image of a company will also be of vital
importance in competitive environment. Public
relations in this contest means not only giving wide
publicity to the company's activities but also the
interaction of its management and personnel with
wide variety of organizations and individuals with
which they do business. Consistency and ability to
inspire trust and confidence in such dealings integrity
will be very important. The organizational culture will
have to adapt to this situation.
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SERVICE DEPARTMENTS AT
ZAWAR MINES, UDAIPUR
Personnel and Administration department is a
crucial department as it is concerned with
Management and operating functions (procurement,
development, maintenance and utilization) with the
view to attain organizational goal economically,
effectively and meeting the individual and social goals.
It deals with the management of human power as well
as administration of various systems like license
procurement, furniture and fixtures, allotment of
quarters, transportation, printing of forms and
performs etc.
At ZM, Udaipur, personnel department is an
important department, which relates to human
relations ships within the industry.
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It aims to provide
Physical amenities of workers (welfare).Psychological aspect of workers (psychological).
Social responsibility in surrounding villages.
Functioning of Personnel Department at
Zawar Mines, Udaipur
Personnel and Administration Department:
Time Officer
Administration
Welfare
Establishment
Legal cell
Time Office:
It controls the timing of person coming in and
going out in all the shifts.
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It is required to know:
Hours worked by a workerAmount to be paid to workerDisciplineAbsenteeismMaintenance of leave and other recordsL. T. C.
All the financial matters in case of gratuity,
compensation in case of death, provident fund etc is
feuded from here.
Administration:
It takes care of
Town ship, leasehold area.Total fitting and fixtures.Stationary.Giving contract to Buses.Postal services.
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Entire communication system including circulars,payment of telephone bills is centralized here.
Welfare:
The welfare aspect has become statutory
binding on a company as per the factories Act, 1948.
Factories Act, 1948.
Zawar Mines, Udaipur aims to fulfil its social
obligation in order to motivate its employees for better
performance at Zawar Mines, Udaipur welfare
activities include:
Subsidal canteen facility.Residential facility with subsidised electricity and
free water supply.
Free medical facilities for workers at the workingplace.
Free safety equipments are provided by thecompany.
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Security of employees through provident Fund,gratuity scheme, pensions schemes, insurance
and accidental claims.
Facility of restroom, washing areas, crches etc.Loans are provided for house, marriages, car,
medical etc.
School is run, scholarships for students etc.Sports and other functions are organized.
Other Functions of Personnel Department:
The basic functions of personnel department are
as following:-
Man Power Planning.Recruitment and selection.Working conditions.Wages and incentives.Promotions.
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OBJECTIVES OF PERSONNEL DEPARTMENT AT
ZAWAR MINES, UDAIPUR:
Responsibility for the maintenance of industrialpeace, good labour management relations and
avoidance of industrial strikes.
Recruitment and selection of right person for thejob.
Implementation of training schemes ofgovernment.
Proper maintenance of service records ofemployees.
Implementations of agreements, awards andagreed discussions.
Organizing welfare amenities for general health ofthe workmen.
Proper implementation and coordination ofmanagement personnel policies.
To ensure congenial and hygienic workingconditions to employees.
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Manpower Planning
Manpower planning is the process of determining
scientifically the number and type of employees that
an enterprise while need in specified period of time in
future. It ensures that organization will have an
adequate number of qualified people at proper time to
perform various jobs efficiently with personal
satisfaction.
At Zawar Mines, proper manpower planning is
done in order to determine manpower requirement.
They ensure that adequate executives, workers,
managers, mazdoors are available for future.
Recruitment and Selection:
Recruitment is the process of stimulating people
to apply for a particular job. It created pool of
candidates of most was suitable could be selected.
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At Zawar Mines, recruitment is done both through
internal as well as external source.
Recruitment here could be through:-
AdvertisementEmployment exchangeDeputationEmployment agenciesCampus InterviewOnline vacancies
Selection is the careful screening of the
candidates to choose the most suitable person for
the job vacancies. At Zawar Mines, all possible
efforts are made to select best and most suitable
person for a job.
Wages & Incentives:
At Zawar Mines, wages are determined according
to nature of work done qualifications and experience
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of employees. Wages include dearness allowance also.
Various allowances and incentives are also provided
by the organization for eg. House rent allowances,
transport allowance, night shift allowance, washing
allowance, family welfare incentive, leave travel
concession (LTC), free medical treatment, social
security scheme benefits, bonus, gratuity, subsidized
electricity, water supply etc.
Working Conditions:
Zawar Mines, Udaipur provides congenial &
hygienic condition for the workmen employed there.
Hours of work, rest intervals, holidays, safety
provisions are all taken care of Mainly 3 shifts & 1
general shift operate here.
1. Shift A 8 am to 4 pm
2. Shift B 4 pm to 12 pm
3. Shift C 12 pm to 8 pm
4. Shift (General) 8 am to 5 pm
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Other Working Conditions at Zawar Mines are:
Suitable drinking water facilities.Proper rest rooms for employees.Washing facilities.Adequate lighting & ventilation in factory.
Safety Department:
At ZM, Udaipur there is two safety committees:-
Shop floor safety committee.Central safety committee.
They meet once in a month & analyse the prevailing
safety measures.
Stores Department:
It has following functions
Procurement of materialStorageIssue of materialInventory control
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Account Department:
It is further divided into different section
Costing/Budgeting sectionBookkeepingCash sectionContractor sectionExcise & modvat section
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MANAGEMENT OF STRATEGIC HUMAN RESOURCE
IN H.Z.L.
HZL has been able to maintain growth and face
the challenges of liberalization due to effective
execution its human resource plan good employer
employee relationship support of capable and
committed work force and union.
The company has implemented a comprehensive
plan for management of strategic human resource and
there is marked improvement in competence morale
and effectiveness of employees. It may be appreciated
that human resource. The value of which does not
depreciate like value of plant & machinery is to he
managed with utmost skill and tact. It is generally
agreed that no amount of technological up gradation
or financial inputs worked result in justained higher
level of performance until efforts are made to tackle
bath the capability and willingness of human resource
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to contribute in the desired direction. Therefore, the
main strengths of the organization are its people and it
is they would hold the key to its success and failure.
Human Resource Management:
There has been definite shift in the role of H.R.
function has been a line function instead of traditional
staff function and in gradual course it has assumed the
role of specialized "Technical" Field just like any other
field of managerial function. Therefore, the MR
Manager is required to reorient himself from' merely
being a change agent of facilitator to be a leader in
management of the HR and organizational
development.
The management of Human Resource in
Hindustan Zinc Limited has been continues process to
ensure the development of employees competencies
dynamism, motivation and effectiveness in a
systematic and planned way.
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Objectives:
The core objective of Human Resource
Management of Hindustan Zinc Limited is as
mentioned below:-
Incentive manpower planning.Improvement in the culture and values.Active participation at all levels.Identification of competency gaps.Redeployment of Human Resource.Preparation of employees for shouldering higher
responsibilities.
Strengthening the superior subordinaterelationship and team spirit.
Career and Succession Planning:
Hindustan Zinc has comprehensive career and
succession plan system. It seeks to provide Career
Advancement Channels is an open and just manner
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keeping talents/merit and seniority in view. The
executive care scheme is designed to:-
Ensure uniform opportunities of growth andadvancement of individual matching with growing
needs of organization.
Lay out job specifications and promotionalsystems.
Motivate executive by providing channels ofpromotions.
Specify basis for term scale and stagnation onpromotions.
The potential successors for key position are
identified well in advance and groomed through
training, job rotation and job enrichments schemes to
shoulder higher responsibilities as and when demand
arises.
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EMPLOYEES SATISFACTION
The importance of job satisfaction is fairly evident
from a description of the importance of maintaining
morel in any industry. If a worker is not satisfied with
his work, then both the quantity and quality of his
output will suffer. If hi job satisfaction increase then
there is an improvement in both the quality and
quantity of production. Factories in which the workers
are satisfied with their work are also characterized by
a high morale.
The following things are generally important for
creating job satisfaction.
1.Attending and Solving Problem:It is desirable that the complaints of the worker be
hearted patiently and the problems solved as far as
possible. Factories in which the worker's demands are
not needed suffer because the workers loss confidence
in the management and become frustrated.
2.Secure Future:Every worker is definitely concerned about his
future prospects. In the factory rules clearly lay down
the condition of promotion and advancement, and if
the worker gets the expected promotion and
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improvement in pay scales at the right time. He feels
satisfied and becomes confident of the future. On the
other hand the workers feel that even good work will
not reward he becomes frustrated and slack in his
work.
3.Testing the worker's Ability and Progress:Every worker, whether in a factory or in office,
desires that he should be paid according to ability. If
he has undergone some new training or has increased
his ability to work in some way, he should be
compensated for his better ability through a rise in
salary. Organization in which the management keeps
an eye on the ability and progress of its worker
normally has a high degree of job satisfaction among
their workers. It is necessary that the management
should give the worker some opportunity of
progressing higher and higher. If, on the other hand,
the organization does not pay any attention to theabilities and increased efficiency of its staff, if suffers
in the long run because the workers also interest in
their job and do not often try to improve their level of
efficiency. This happens because they feel that an
increase in qualifications or efficiency is not related to
progress or promotion.
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4.Respect for Creative Suggestions:Generally, speaking the worker working under a
particular set of conditions is best qualified to say howand where improvements can be made. If worker are
encouraged to suggest ways and means of improving
the condition of work. They often come with very
valuable ideas. This helps in increasing job satisfaction
because when the worker is praised for giving a good
practical idea he tends to pay more attention to his
work in order to win more praise. If suggestions are
neglected then the workers feel dissatisfied since
apparently there can be no improvement in conditions
in which he works.
5.Cordial Analysis or Evaluation of the Work:In every organization the manager or the
supervisor has to offer criticism of the work
performed by the worker because he must point out
the worker's mistakes and try to eliminate them. If this
criticism if offered in a cordial and friendly way moreas suggestions than to it. His job satisfaction is also
thereby maintained. But if the worker is abused or
bitterly criticized for his mistake, he loses his peace of
mind.
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6.Increase in Wage:Rules governing increases in salary should clear
and explicit and should be acted upon impartially andregularly.
7.Praise for good performance:If workers are not praised for exceptional
performance in their work they lose interest in it and
as a result, the organization suffers. Even if they dogood work they still remain dissatisfied and
disgruntled.
8.Promotion According to Ability:In every organization some people are always
being retired after completion of their promotion isbased upon the ability of the worker then the worker's
mental satisfaction is maintained. If, on the other
hand, promotion depends upon other factors such as
casteism, personal favour, etc. than the workers
interest in his work declines.
9.Proper Quantum of Work:If job satisfaction is to be maintained it is essential
that the quantity of work does not exceed the
individual's ability to complete it. If he has to work
more than the comfortably can bear a long time, the
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worker is bound to become disgusted, depressed and
tired.
10.
Equal Wages for Equal Work:
Labour unions in almost every industry are
demanding that there should be equal pay for equal
work. In any factory or office a worker must be paid as
much as other workers are being paid in other
organizations of similar work.
11. Freedom to seed Help in Solving Problem:Very often the worker is faced by problem in this
work that he cannot solve alone. In such a case he
should be free to seek help and guidance from otherworkers or even from the managers.
12. Absence of Unnecessary Intervention andCriticism:
No individual wants to sacrifice his self-respect. If
the worker is up-necessarily shown disrespect orabused he quickly becomes dissatisfied. Hence he
should be protected from useless interruptions and
criticism.
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13. Satisfactory Hours of Work:The hours of work in any factory or office should
be convenient and so arranged as to offer the leastpossible inconvenience to the largest number of
employees. If this is not looked into the workers
becomes dissatisfied.
14. Availability of Leaves and Rest:In every industrial organization the workers
should be given the proper amount of rest and
holidays on festivals and other occasional of social
celebrations. Now days it is thought necessary to give a
half holiday every fifteen days in addition to the
weekly holiday.
It is evident from the above description of factors
influencing job satisfaction that it necessitates the
creation of certain conditions of work. Different
factors may be important in (Afferent situations.
Increase in wages is a common factor which is
important everywhere. Promotion is another factor
which places an important role in maintaining or
destroying job satisfaction. Apart from this the other
factors may be more or less important, depending
upon the situation. For example, an organization in
which the worker's educational degree has great
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importance should also see to it the worker is
promoted when he adds to his qualifications.
Employees Satisfaction
The primary task of a manager is that of
maintaining an organization that functions effectively.
To do so, he must see that his subordinates work
efficiently and produce result that is beneficial to the
organization. Organizational goals can never be
achieved without subordinate's willingness to put their
best efforts. Here arises the problem of motivation.
'The capacity of work' and 'willingness to work' is two
different things. A man can be physically, mentally and
technically fit to work but he may not be willing to
work. Hence, the need of motivation, arised.
Motivating a worker is to create a need and a desire on
the part of a worker to better his present performance.
Thus, performance is determined by two factors, viz;
level of ability to do certain work; and level ofmotivation. This can be expressed as follows:
Performance = Ability x Motivation
Thus, motivation is one of the main problem of
personnel management.
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Meaning of Motivation
Motivation is a term derived from the word 'motive'. It
can be explained as 'motive' as which makes personactive in a particular way. It is an inner impulse
causing man to action. A person works to satisfy his
needs. So the human needs are the cause of action and
motivation is a process of causing the mean realized
these needs. Below some important definitions of
motivation have been presented:-
According to Michel J. Jucius, "Motivation is the act of
simulating someone of oneself to get a desired course
of action, to push the right button to get desired
results."
According to Dale Beach, "Motivation can be defined
as a willingness to expand energy to achieve a goal or
rewards."
According to McFarland) "Motivation refers to the way
in which urges, derives, desires, aspirations, strivings
or needs direct, control or explain the behaviour of
human beings."
According to W.G.Scot "Motivation is a process of
stimulating people to action to accomplish desired
goals."
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Thus, is clear from these definitions that different
experts have defined motivation in their own words,
however, the basic contents are the same. On the
analysis of these definitions, it is possible to derive the
following characteristics of motivation:
1. Motivation is an Internal Feeling: Motivation is apsychological phenomenon 'which generates
within an individual. Needs are feelings in the
mind a person that he lacks certain thing. Such
feelings affect the behaviour of the person.
2. Person in Totality not in Part, is Motivated: Eachindividual in the organization is a self-contained
and inseparable unit and his all needs are inter-
related. These affect the behaviour in different
ways. Moreover, feeling of needs is a continuous
process; as such these create continuity in human
behavior.
3. Motivation Cause Good-Directed Behaviour:Feeling of needs by the person causes him to
behave in such a way that he tries to satisfy
himself so that he does not feel the lack of that
particular thing.
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Need that is the feeling that something is
required, creates tension in the mind and
transforms itself depending on environment. This
tension is released when this particular need is
satisfied by certain behaviour again in the
environment, i.e., incentives exist to satisfy the
needs. Behaviour ends the moment tension is
released. However, satisfaction of one need leads
to feeling of another and the process goes on.
4.Product of anticipated value: Motivation is theproduct of anticipated values from an action' and
she perceived probability and these values will be
achieved by the action. The anticipated value is
called 'value' and it is defined as the strength of aperson's preference for one outcome in relation to
others. The perceived probability is called
'expectancy' and n is defined as the strength of
belief that a particular act will be followed by a
particular outcome. Thus, motivational
relationship can be expressed in the formula:
Motivation = Valence x Expectancy Types of
Motivation
Types of Motivation:
Motivation can be, positive or negative.
Punishments, teprimands, fear or loss of job are
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methods where people work in fear, on the other
hand, positive motivation, sometimes called 'anxiety'
reducing motivation or the 'Correct approach" offer
something valuable to the person (pay, praise
appreciation, etc.) for acceptab.1e performance.
Motivation can be classified, as internal and external
motivation also.
Motives for Work:
Why do people work? It is a fundamental question
to be answered before preparing any plan for
motivation. It is the intensity of human wants which
motivates people to work. Employee motivation gets
support and nourishment from the satisfaction of
human wants. To increase individual work
effectiveness motivation aims at providing all sorts of
stimulus and incentive to employees at work or at
home. As incentives increase the intensity and
duration of human efforts, motivation seeks to bring
into operation the full play of such incentives.
Incentives may be either economic or non-econon1ic.
Hawthorne experiments have demonstrated that non-
economic incentives are more impressive than
financial incentives.
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organizational and individual goals in an economic
and efficient manner, motivation is an important tool
in the hands of management to direct die behaviour of
subordinates in the desired and appropriate direction
and thus minimize the waste of human and other
resources.
The importance of motivation in an organization
can be summed up as follows:
1. High Performance Level: Motivated employees put
higher performance as compared to other employees.
The high performance is a must for an organization
and motivation is a vital requirement for high
performance. A number of researches have proved the
relationship between high performance and high
motivation.
2. Low Employee Turnover and Absenteeism: A
motivated employee says in the organization more and
their absenteeism is quite low. High turnover and
absenteeism create many problems in theorganization. Recruiting training and development of
large number of new personnel does not take long
time but it is extensive too. In a competitive economy,
this is almost an impossible task. Moreover, this also
affects the reputation of the firm adversely. Motivation
brings these rates lower.
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3. Acceptance of Organizational Changes: the changes
in organization are an usual phenomenon due to
various reasons such as changes in technology, value
system, etc. Organization has to cope with these
changes with the requirement of time. When the
changes are introduced in the organization there is a
tendency to resist them by the employees. However, if
they are properly motivated they accept those changes
with zeal and enthusiasm and support in their proper
implementation too.
Techniques or Methods for Motivation
Since human motives governing human behaviour and
attitude towards work, "management can employ a
variety of techniques to motivate his staff. Some
important techniques are as follows:
1.Monetary Techniques: These techniques are basedon this popular belief that a man work for money.
Hence, an attraction of getting more money will
prove to be the most powerful motivator. Incentives
like more pay (through various premium plans),
fringe, benefits, security of tenure, conditions of
service, etc. are some examples of the monetary
techniques motivation.
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to him. "Motivation is not wholly, nor even
primarily, an individual variable. Certainly its force
and direction are functions of the social situation in
which it arises and is exercised. "Hence,
management should foster group consciousness and
cohesiveness among individual, employees by laying
down general norms and guideline of work for the
group as a whole.
6.Sensitivity Training: This is a technique of traininggiven to group of managers (known as T-groups)
themselves so that they behave with and motivate
their subordinates better. The sensitivity training is
impaled to make the managers understand
themselves better, becoming more open minded,developing insight into group process, and
cultivating a systematic approach towards the
problem of motivation. A manager thus trained is
supposed to be more consistently able and willing to
Communicate with his subordinates and inspire
them to contribute their best to the common goals
and objectives.
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Precautions in Motivation
Though motivation is an important task of
management, but it is a part of process ofmanagement. It should not be over looked by the
management. Management should have a balanced
approach in this respect. Further, there cannot be a
single source of motivation, a system of motivation is
required a co-ordinate set of incentives, positive as
well as negative, available for selective application to
elicit the best efforts of individuals. Hence, a co-
ordinated approach is required in this direction. The
primary task of a manager is that of maintaining an
organization that functions effectively. To do so he
must see that his subordinates work efficiently andproduce results that is beneficial to the organization.
Organizational goals can never attain without
subordinate's willingness to put their best efforts.
Here arises the problem of motivation. The capacity to
work. Work is two different things. A man can be
physically, mentally and technically fit to work but he
may not be willing to work at all. Hence, the need of
motivation, as the art of management is concerned
with getting the thing done through and with the
people: motivation is an essential part of the process
of management. Modern management theory
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recognizes that employees should be treated in a fair
way and they should feel that they are being treated so.
The right atmosphere should result in co-operation
that maximum production. There should be positive
motivation throughout the organization.
Method of Motivation
Motivating the employees is a complex problem. It
cannot be achieved simply by installing an incentive
wage system or doing any other thing. Individual
needs, group norms, social satisfactions, informal
leadership, status and other SOCIO- psychological
factors all are important. Thus, motivation is a highly
complex problem involving the independence .of many
factors. An executive needs to know the three
fundamental bases for attacking the problem of
motivation:
(i) individual characteristics(ii) job characteristics and(iii)environmental characteristics
The chart on next page given gives a snapshot
view of the various types of incentives which motivate
the subordinates.
Thus, as the chart shows that motivation is a
function not merely of monetary compensation but is
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related to certain non monetary factors also. As a
matter of fact, motivation is more a psychological
problem than a financial or managerial one. It is
impossible to understand and administer motivation
without considering what people want and expect
from their jobs. Hence, the study of needs, aspiration
and individual motives behind the work is very
important. Undoubtedly, financial incentives can
provide the necessary encouragement for employees
to work harder, but social and psychological factors
also play a vital and more important sometimes role in
the process of motivation.
IMPORTANT ELEMENTS OF A SOUND
MOTIVATIONAL SYSTEM
A critical analysis of the various motivational
models reveals that there is wide scope of variability in
the factors of motivation: As such management will be
in dilemma as to how to motivate their employees toget best results. Moreover, these models have been
given by foreign contributory which are more
applicable to their industrial system. In India, because
of different social-economic conditions, those models
are applicable with certain reservations. Thus, while
adopting a motivational model, some important
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considerations should be kept in mind. These can be
summarized as follows:
1.Adequate Motivation: The motivation system shouldbe adequate covering the entire human force in the
organization and it should cover entire activities of
the working force. Sometimes, the presence of a
motivational factor fails to produce any effective
result, particularly when its amount is too small. In
such a case, its energetic force should be increased
so that. It motivates strongly.
2.Analysis of Motives: A good motivation system alsoattempts at analyzing the factors which motivate the
employees in the prevailing organizational
environment. Study of the various needs of the
employees, degree of intensity and the prospective
consequences of satisfying them or continuing them
dissatisfied on output should be conducted.
3.Simplicity in Motivational System: The systemshould be simple both in terms of its understanding
by the employees and its applicability in the
organization. Employees efforts are directed to goal
only when they perceive that a particular goal exists
and this requires a particular type of efforts. The
system should be simple to be adopted by the
organization at various levels.
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4.Uneven Motivation: In the organization all theemployees are not of same type. They differ in
education, attitude, ambition, etc. Thus more
educated, ambitious persons can be motivated up to
very high level while others cannot be. If such
employees are motivated beyond a certain limit, this
may create frustration in them as overloaded or
unachievable goals create frustration.
CONCLUSION
5.Hindustan Zinc Ltd. has done a remarkable Job inEmployee Satisfaction as per my research. During
my Survey, there were an impressive number of
Positive responses to my three areas of my
research i.e.
6.1- Working Environment7.2- Incentives and compensation8.3- Motivation9.There were a Minimal number of Negative
responses or otherwise satisfaction was imminent
in both areas. During my study I had an indication
of employee satisfaction and an urge for better but
overall in the three areas of research; it was
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HINDUSTAN ZINC LIMITED ZAWAR MINESS
THE EMPLOYEE SATISFACTION QUESTIONNAIRE
Employee Name :
Employee Number :
Designation :
Department :
Date of Joining & Category :
Present Category :
1. Is your working environment safe?
(A) Yes (B) No (C) Needs Improvement
2. Your working conditional is?
(A) Good (B) Bad (C) Needs Improvement
3. Are you satisfied with the existing incentive scheme?
(A) Yes (B) No (C) Not enough
4. Are more Incentives motivation to your work?
(A) Yes (B) No (C) Some times
5. Up to what level you are satisfied with your existing
working of the job?
(A) Satisfied (B) Not Satisfied (C) Needs
Improvement
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6. Are you satisfied with the career planning of the
organization?
(A) Yes (B) No (C) I don't know
7. Does your work affect your health?
(A) Yes (B) No (C) Not very much
8. Is the working environment of your job?
(A) Most favourable (B) Favourable (C)
Unfavourable
(D) Needs Improvement
9. Are you satisfied with the salary for the work
assigned to you?
(A) Satisfied (B) Not satisfied (C) partially
satisfied
10. Should company provide canteen facility?
(A) Yes (B) No (C) Not necessary
11. Should the company offer L.T.C.?
(A) Yes (B) No (C) if necessary
12. Is your pension plan satisfactory?
(A) Yes (B) No (C) Not aware
13. Your experience working with the company?
(A) Good (B) Bad (C) Moderate
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14. Are you a happy employee? / Do you enjoy you
work very much?
(A) Yes (B) No (C) Not very happy
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BIBLIOGRAPHY
Mathis and Jackson: Personal
Contemporary Perspectives and
Application
Philip Kilter Keller: Human Resources Management
K.K. Abuja: Personnel Management
C.R. Kothari: Research methodology
K. Aswathapa: Human Resources Management
T. N. Chabara Human Resources Management