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8/9/2019 Chapter 6Summary F, S
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SUMMARY
INTRODUCTION:
Managing HR in the knowledge based industry is a significant challenge forHR managers as it involves a multi task responsibility. In the present scenario, HR
managers perform a variety of responsibilities. Now it is more strategic as per the
demands of the industry in terms of managing people, motivating the workforce,
competency development, recruitment and training, the trust factor, work life balance
factor, attrition/retention of the talent pool.
Employee turnover is one of the largest though widely unknown costs an
organization facing for the last several years. 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. It is the responsibility
of the employer to retain their best employees. A good employer should know how to
attract and retain its employees.
REVIEW OF LITERATURE:
There is a vast literature on the causes of voluntary employee turnover dating
back to the 1950s. Many studies are based on only a small number of variables which
often only explain a small amount of variability of turnover. However, over time there
have been a number of factors that appear to be consistently linked to turnover.
During the review, topics related to comparison of alternative, intentions to quit,
organizational commitment, job satisfaction, characteristics of employees, wages and
conditions, pay and performance, measuring turnover and other such areas have been
reviewed thoroughly.
OBJECTIVES:
The objectives of the study is to identify the practices followed by the
organization in order to retain the employees. To study and measure the morale of
employees, to study the present impact and influences of attrition and recession upon
retention aspect and to study the major influencing factors that lead to employee
satisfaction.
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RESEARCH METHODOLOGY:
Research methodology is a way to systematically solve the problem. It is a
careful inquiry, especially through search for new facts in any branch of knowledge.
The area of the study is focused on the Employee Retention Practices in Regency
Ceramics Limited, Yanam . The data has been collected from two sources which are
given below:
Primary data
Secondary data
Presently there are 1270 employees working in Regency Ceramics Ltd. Out of
which I have selected 250 employees of different departments to ensure the exactness
of representation. The questionnaire framed for the research study is a structured one
in which all the questions have been predetermined before conducting the survey.
After having conducted a pilot study with 24 questionnaires the responses have been
elicited from all the 250 sample respondents through close observation. After
completion of obtaining filled-in samples from all the selected 250 sample
respondents the data has been consolidated, analyzed and interpreted.
PROFILE OF CERAMIC INDUSTRY:
Ceramic industry is one of the oldest legacies in the world. Ceramics, which
finds various applications in both industrial and construction, had a significant
presence in the construction sector. In India the industry was born in 1958 when
H&R JOHNSON with the collaboration of Johnson International (UK) set up the first
plant for manufacturing wall tiles. The total install capacity of the industry is
11,66,000 sq mtrs per day which includes 5,60,000 sq mtrs floor tiles and 6,06,000 sq
mtrs wall tiles.
The study has been projected and sought information on industry
characteristics like total capital intensive, working capital intensive, power and fuel
intensive, location near markets, brand image/distribution network, production
techniques etc.,
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PROFILE OF REGENCY CERAMICS:
Regency Ceramics Limited was established in 1985. as a 100% Export
oriented unit (E.O.U) for the manufacture of Floor and wall tiles. The company
started its production from May 1986. There are so many ranges of products with
different series and colors. RCL is one of the leading manufacturers of Ceramic floor
and wall tiles, it employed total 1275 employees. Its production capacity is 90,000
sq.mtrs a day.
Presently it is yielding 110% production against its installation capacity and occupied
13% market share in India.
THEORETICAL FRAME WORK:
Employee retention is a process in which the employees are encouraged to
remain with the organization for the maximum period of time ro until the completion
of the project. Employee retention is beneficial for the organization as well as the
employee.
Retention aspect in the present study has been dealt by referring issues related
to
(i) Compensation that includes salary and monthly wage, bonus, economic
benefits, long-term incentives, health insurance, after retirement and
miscellaneous compensation of employees.
(ii) Growth and career issues that includes work profile, personal growth and
dreams, training and development of employees.
(iii) Supporting-issues that include its employees in their personal crisis by
providing personal loans during emergencies, childcare services, employee
assistance programs, counseling services, et al.
(iv) Relationship issues that include respect for the individual, relationship
with the immediate manager, relationship with colleagues, recruit whole
heartedly, promote an employee based culture, loyalty aspect, individual
development, mentorship programs, certifications, educational courses,
etc.
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(v) Environmental issues that include learning environment, support
environment, work environment, etc.
DATA ANALYSIS AND INTERPRETATION:
After having considered certain parameters to study the aspects relating to the
research topic a detailed questionnaire, annexed at the end of the report, has been
distributed among the sample respondents. The primary questions in the questionnaire
has been framed to study the personal information of the employees relating to
educational qualifications, age, gender, marital status, experience, etc., as all these
have greater influence upon the quality of the perceptions. To study the retention
practices in RCL the information from the respondents have been elicited through
various dimensions regarding Respect and Fair treatment, Appreciation and
recognition Good wages, working conditions, Interest in work, Job security, Personal
loyalty to the employees, Promotion and growth in the organization, Training &
Development, Appraisal and Rewards, Career planning, Support , Relationship,
Communication, discipline etc.,
Finally the findings and suggestions have been presented depending upon the
data analysis, interpretation and personal observations.
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FINDINGS
RCL is giving high priority in according due Respect & Fair Treatment in all
the regards to its employees.
It is found that almost each and every employee is being treated well in RCL
pertaining to Appreciation & Recognition of individuals.
It has been observed that keeping in view the latest pay initiations by MNCs
and 6th pay commissions recommendations the respondents have depicted
their opinion with mixed reactions towards the wages they are being paid.
RCL is giving utmost importance to working conditions and maintaining
provisions beyond statutory requirements.
Almost all the employees in RCL are in positive aspect towards interest in
involving work.
RCL is giving maximum scope in securing the services of employees by
extending various benefits on one hand and by fostering a sense of confidence
to that effect on the other hand.
RCLs grievance redressal procedure is an organized one and the practices
also satisfactory from the employees point of view
The growth and development of employees aspect in RCL could not impress
the employees in a sound way.
Basing upon the requirements and keeping in view the growth and
development, RCL is continuously imparting training and indulging in
development activities to keep the organization excel with other competing
organizations
RCL has adopted a well-defined appraisal and reward system and it
continuously evaluate each and every aspect of employees contribution to the
organization.
During the field-study it has been observed that all the employees are happy
with the provisions provided by RCL pertaining to extra-mural benefits.
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In RCL relations aspects is well maintained and it is yielding high results in
maintaining industrial democracy.
In observations it is found that the communications aspect among all the
employees sections and departments is well maintained.
During the field-study it has been keenly observed that almost all the
employees are patronizing the code positively and also they contributing
voluntarily of their best towards disciplinary measures.
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SUGGESTIONS
It has been observed that each and every employee is being treated well in
RCL pertaining to Appreciation & Recognition of individuals. Still it has to
focus its view towards human dignity since human dignity and human
relations will influence the employees in a large way.
Though the wage disparities are not so high in RCL it has to concentrate upon
the trends and latest practices on one hand and legislative measures on the
other hand to strike a balance between the both and to satisfy the needs of the
employees to the extend possible.
Though RCL is giving utmost importance to working conditions and
maintaining provisions beyond statutory requirements the felt need of
educating and imparting training to its employees towards this aspect has been
recognized.
RCLs grievance redressal procedure is an organized one and the practices
also satisfactory from the employees point of view but it has been pointed to
confine the formal grievance redressal procedure.
The growth and development of employees aspect in RCL could not impress
the employees in a sound way. The organization has to pay much attention
towards this aspect to retain the man power.
RCL has adopted a well-defined appraisal and reward system and it
continuously evaluate each and every aspect of employees contribution to the
organization. It has been felt that the evaluation procedures must be informed
well in advance to all the employees.
Though RCLs relations aspect and communications aspect are well
maintained and are yielding high results in maintaining industrial democracy it
must accord high priority to coordinate and synchronize all the efforts of
employees towards fulfillment of objectives.
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QUESTIONNAIRE
Part A (General Information)
1. Name -----------------------------
2. Age ----------------
3. Gender Male / Female
4. Marital status Married / Unmarried
5. Years of experience -----------------
6. Educational Qualification -----------------------
7. What is your job title?
------------------------------------------------------------------
8. How many promotions and Increments have you got from the date of your joining?
Promotions: a) 1 b) 2 c) 3 d) above 3 e) not at all
Increments a) 1 b) 2 c) 3 d) above 3 e) not at all
9. What previous position have you held with the company?
a) Similar b) Lower c) Higher d) not applicable
10. How long have you been working for the company
a) Below 1 year
b) 1-3+ yearsc) 4-6+ years
d) 7-10+ years
e) Above 10 years
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12. Describe the nature of your work ( Technical/non-technical )
Non-technical
a) Administration
b) Managerial
c) Supervisory
d) Clerical
e) Other than the above
Technical
a) highly skilled
b) skilled
c) semi-skilled
d) un-skilled
Part B
The Employee Retention Practices in RCL are rated at 1-5 scale.
Employee can tick in the box based on rating
Excellent 5
Very Good - 4
Good -3
Average -2
Poor -1
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Sl.N
oStatements
Ratings
5 4 3 2 1
1. Respect and Fair treatment
2 Appreciation and recognition
3. Wages
4. Working conditions
5 Interest in work
6 Job security
7 Redressal l of Grievances
8 Individual Growth & Development
9 Training & Development
10 Appraisal and Rewards
11 Career planning
12 Extra-mural Support
13 Relations
14 Communications
15 Discipline
CLOSED-ENDED QUESTIONS
Sno Questions Yes No
1Does your job duties turn out to be as per Job
Description?
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2
Are there any recent changes in your
employment nature relating to recession and
attrition if any?
3 Are you aware of the retention policy of yourorganization?
4 Is there any stress due to nature of your work?
5Does the organization provide non-monetary
benefits?
6Does the management allow employees
participation in management
7Does the organization encourage collective
bargaining practices?
8Do you feel that the nature of your job is
flexible?
9Is the organization providing non-statutory
welfare measures?
10 Are you satisfied with the nature of yourpresent Job in all the aspects?
If any suggestions please specify here (Your honest and open responses are important
to study and will be kept confidential)
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TITTLE:
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LOGO:
TECHNICAL SPECIFICATIONS OF CERAMIC TILES:
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Regency Ceramic Tiles Adequately meet the following Standards:EN 177 Group B II A/1991 and IS: 13755/1993
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S.NO Quality
Parameter
s
Standards
1 Size
ToleranceLength
and
Width
+0.5%
2 Thickness +5%
3 Modules of
Rupture
>24 N/mm
4 Water
Ansorption
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'Regency' the only Ceramic tile
Industry having Trio
Certifications ISO and OHSAS
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Export House status
We find often the following defects while laying
normal tiles particularly of bigger size:
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Size Variation
Outer curvature :
Diagonality
Gap between tiles:
Inner curvature
Rectified edge Tile
flooring :
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http://www.regencyceramics.com/Product/20X10size/Regular20X10/Rrgular_20X10.htmlhttp://www.regencyceramics.com/Product/40X40size/40x40size.htmhttp://www.regencyceramics.com/Product/40X40size/concerto/concerto.htmlhttp://www.regencyceramics.com/Product/30X30size/30x30size.htmhttp://www.regencyceramics.com/Product/30X30size/30x30size.htm8/9/2019 Chapter 6Summary F, S
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http://www.regencyceramics.com/Product/vitrifed/unoseries/uno.htmlhttp://www.regencyceramics.com/Product/vitrifed/unoseries/uno.htmlhttp://www.regencyceramics.com/Product/20X20size/Regular20X20/regular_20X20.htmlhttp://www.regencyceramics.com/Product/20X20size/Regular20X20/regular_20X20.html