project on sharda

A SUMMER TRAINING PROJECT REPORT

ON

A HUMAN RESOURCE ANNUAL SURVAY OF

SHARDA EXPORTS

SUBMITTED IN PARTIAL FUFILLMENT

FOR

THE AWARD OF THE

DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

(2010-2012)

SUBMITTED TO: SUBMITTEDBY: DR. RUCHI TYAGI ANURADHA GOLAPROJECT REPORT SUPERVISOR Roll No.: 1007570012SCHOOL OF MANAGEMENT M.B.A. III SEM

RADHA GOVIND GROUP OF INSTITUTIONS, MEERUT

M.M TECHNICAL UNIVERSITY, NOIDA (2011)

To Whom So Ever It May Concern

This is to Certify that Ms. Anuradha Gola has prepared a summer training based

project report on the title ‘Annual HR Survey’ for the partial fulfillment of Masters

Degree in Business Administration from M.M. Technical University, Noida.

To the best of my knowledge the matter presented in project report is satisfactory

and we wish her success in her future endeavor.

Name (Dr. Ruchi Tyagi)

Anuyogipuram, Garh Road, Meerut-250 004 (UP) INDIATelefax : 0121 – 2760396, 2765023, 2603082 Fax : 0121-2600771

e-mail : [email protected], [email protected], website : www.rgec.edu, www.iims.edu.in

http://www.iims.edu.in/

DECLARATION

I, hereby declare that the research work presented in the summer training based project report

entitled, “Annual HR Survey at Sharda Exports ” for the partial fulfillment for the award of

Master degree in Business Administration from Mahamaya Technical University, Noida is based

on my research work.

The project report embodies the result of original work and studies carried out by me and the

content of the project do not from the basis for the award of any other degree to me or to

anybody else.

Anuradha Gola

1007570012

ACKNOWLEDGEMENT

This project would not have been initiated and completed without the blessings of Almighty

God. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors of

Sharda Exports for giving me an opportunity to be a part of their organization as a trainee and

conduct the Annual HR Survey.

I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut”

especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidance

and knowledge.

On the completion of this research report. I am immensely thankful to M.M. Technical

University, Noida which has provided me with this opportunity .I am also thankful to School of

Management, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support,

enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound

sense of gratitude to all the supporting hands.

I am deeply indebted to all the employees of Sharda Exports who were quite supportive and

actively participated in the survey. I am also thankful to my parents who have persuaded me to

undergo this course.

Signature

Name : Anuradha Gola

Roll No : 1007570012

LIST OF TABLES

S.NO. TABLE

NO.

CAPTION PAGE NO.

1 5.1 How long you are working in sharda.

2 5.2 Why do you prefer to work in Sharda.

3 5.3 Where do you see yourself three yesr from

now

4 5.4 What is the most effective way to enhance

performance

5 5.5 Rate the training topics as to how much

they can enhance your performance

6 5.6 Please indicate your participation in the

training during the last one year

7 5.7 How useful is the suggestion scheme

8 5.8 How many suggestion you have given

during last one year

9 5.9 Please rate the motivational factor by which

no. of suggestion can be increased.

10

5.10 Rate the following factors which would be

helpful in reducing stress at work place

12 5.12 Kindly rate the following reveal important

information regarding teamwork and group

cohesiveness

13 5.13 Kindly rate the following factors related to

decision making at Sharda Exports

14 5.14 How do you rate implementation of

ADVANTAGE Sharda Exports

15 5.15 Rate the factors that yoy feel have been

affected by the implementation of

Advantage Sharda Program

16 5.16 Up to what extent we are successful in

achieving the objectives of Advantage

Sharda

17 5.17 How has Advantage Sharda benefited you

as an individual

18 5.18 What do you understand bu Housekeeping

19 5.19 How important is Housekeeping for Health

and Safety of employees

20 5.20 Hoe important is keeping Aisles(Yellow

lines) clear for safety of employees

21 5.21 How important are Personal Protective

Equipment for their safety?

22 5.22 How important is wearing helment for

personal safety

LISTS OF FIGURES

S.NO.

TABLE

NO.

CAPTION PAGE NO.

1 5.1 How long you are working in sharda.

2 5.2 Why do you prefer to work in Sharda.

3 5.3 Where do you see yourself three yesr from

now

4 5.4 What is the most effective way to enhance

performance

5 5.5 Rate the training topics as to how much

they can enhance your performance

6 5.6 Please indicate your participation in the

training during the last one year

7 5.7 How useful is the suggestion scheme

8 5.8 How many suggestion you have given

during last one year

9 5.9 Please rate the motivational factor by which

no. of suggestion can be increased.

10

5.10 Rate the following factors which would be

helpful in reducing stress at work place

12 5.12 Kindly rate the following reveal important

information regarding teamwork and group

cohesiveness

13 5.13 Kindly rate the following factors related to

decision making at Sharda Exports

14 5.14 How do you rate implementation of

ADVANTAGE Sharda Exports

15 5.15 Rate the factors that yoy feel have been

affected by the implementation of

Advantage Sharda Program

16 5.16 Up to what extent we are successful in

achieving the objectives of Advantage

Sharda

17 5.17 How has Advantage Sharda benefited you

as an individual

18 5.18 What do you understand bu Housekeeping

19 5.19 How important is Housekeeping for Health

and Safety of employees

20 5.20 Hoe important is keeping Aisles(Yellow

lines) clear for safety of employees

21 5.21 How important are Personal Protective

Equipment for their safety?

22 5.22 How imp. Wearing helment for persona

lsafety

TABLE OF CONTENTS

CHAPTER NO. TITLE PAGE NO.

LIST OF TABLES IV

LIST OF FIGURES V

EXECUTIVE SUMMARY VII

PART I

1 INTRODUCTION

1.1 INTRODUCTION

1.2 OBJECTIVES OF THE STUDY

1.3 RESEARCH METHODOLOGY

1.4 LIMITATIONS

PART II

2 LITRATURE REVIEW

2.1 BACKGROUND OF HDFC: IRDA

2.2 PRESENT STATUS

3 3.1 SURVEY THEORY

3.2 THEORY OF SURVEY PROCESS

4 RESEARCH METHODOLOGY

4.1 RESEARCH APPROACH

4.2 SAMPLE DESIGN

4.3 DATA,ITS COLLECTION AND TABULATION

PART III.5 DATA ANALYSIS & INTERPRETATION

5.1 DATA ANALYSIS & DISCUSSION

PART IV,6 CONCLUSIONS AND SUGGESTIONS

6.1 CONCLUSION

6.2 SUGGESTION

BIBLOGRAPHY

ACKNOWLEDGEMENT

This project would not have been initiated and completed without the blessings of Almighty

God. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors of

Sharda Exports for giving me an opportunity to be a part of their organization as a trainee and

conduct the Annual HR Survey.

I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut”

especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidance

and knowledge.

On the completion of this research report. I am immensely thankful to M.M. Technical

University, Noida which has provided me with this opportunity .I am also thankful to School of

Management, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support,

enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound

sense of gratitude to all the supporting hands.

I am deeply indebted to all the employees of Sharda Exports who were quite supportive and

actively participated in the survey. I am also thankful to my parents who have persuaded me to

undergo this course.

Signature

Name : Anuradha Gola

Roll No : 1007570012

Date :

EXECUTIVE SUMMARY

AN ANNUAL HUMAN RESOURCE SURVEY OF SHARDA EXPORTS EMPLOYEES

Human Resource is the most important asset of an organization as it is capable of productively

utilizing and mobilizing all other assets. Most of the successful companies are better oriented

towards their employees. They value the suggestions given by their employees as it is the first

hand source of information as far as their policies and programs are concerned.

The annual HR survey aims at achieving the following objectives:

To analyze what the employees feel about the organization.To analyze the training needs and

also get feedback on the training attended by the employee.To identify the areas of

implementation and improvement of the suggestion scheme.To find out the factors which can

help to reduce stress and as a result, increase the productivity of the employees.To study and

assess the relationship of employees with their seniors

Research methodology is a way to systematically solve the research problem. When we talk of

research methodology we not only talk of research methods but also consider the logic behind it.

We use in the context of our research studies and explain why we are not using the other method

so that research results are capable of being evaluated either by the researcher himself or by the

others.

The purpose of this section is to describe the methodology carried out to complete the work. The

effectiveness of any research work depends upon the correctness and effectiveness of the

research methodology. The researcher has been advised by his company organizer to include all

of this in the sample has for the collection of primary data the researcher has used questionnaire

as a tool, the collected data was than tabulated and analyzed with the help of the percentage

method and Ms Excel package. This is then presented and interpreted to drive findings and

recommend suggestions.

On the analysis of data researcher come out with findings these are:

1.As per the analysis we get that majority of the employs are those who have been working

here from 1-5 year, they mentioned their preference to work in Sharda is for learning

opportunities and growth.

2. Considering the relationship with seniors, mostly juniors mentioned that they are

satisfied with their seniors and they help them in most of the time as and when required.

3. There is a very positive analysis of employees regarding team work and group

cohesiveness.

4. Regarding the implementation of Advantage Sharda Program, the majority is of

employees is with good and need improvement.

5. During Survey we found that employees are well aware about the importance of housekeeping and self responsible for this.

PART I

BACKGROUNDAND

INTRODUCTION

CHAPTER 1

BACKGROUND AND INTRODUCTION

1.1 INTRODUCTION

Human Resource is the most important asset of an organization as it is capable of productively

utilizing and mobilizing all other assets. Most of the successful companies are better oriented

towards their employees. They value the suggestions given by their employees as it is the first

hand source of information as far as their policies and programs are concerned.

As a part of an organization’s effort to continuously improve the quality and productivity of its

Human Resource, the HR Department of Sharda Exports conducts an “Annual HR Survey” every

year for checking out the success that they achieved in their targets, gathering feedback of its

employees on various issues, so that the it can frame future policies & programs and implement

the same for the benefit of the employees as well as the organization.

1.2OBJECTIVES OF SURVEY

The annual HR survey aims at achieving the following objectives:

To analyze what the employees feel about the organization.

To analyze the training needs and also get feedback on the training attended by the

employee.

To identify the areas of implementation and improvement of the suggestion scheme.

To find out the factors which can help to reduce stress and as a result, increase the

productivity of the employees.

To study and assess the relationship of employees with their seniors.

To find out the team spirit and group cohesiveness among the people working for

Sharda exports.

To know the process of decision making at various levels in the organization.

To evaluate the effectiveness of Advantage Sharda Program.

To assess the knowledge and concern of the employees regarding their own safety.

1.3 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. When we talk of

research methodology we not only talk of research methods but also consider the logic behind it.

We use in the context of our research studies and explain why we are not using the other method

so that research results are capable of being evaluated either by the researcher himself or by the

others.

The purpose of this section is to describe the methodology carried out to complete the work. The

effectiveness of any research work depends upon the correctness and effectiveness of the

research methodology.

1.4LIMITATIONS

Every scientific study has certain limitations and the present study is no more exception.

These are:-

The sample size selected for the survey was small.

It might be possible that the sample population did not represent the whole population.

Researcher was a member of the recruitment team so researcher found it difficult to

analyze the whole process from the third person perspective.

PART II

LITERATURE REVIEW

CHAPTER 2

2.1 BACKGROUND OF SHARDA EXPORTS

SHARDA EXPORTS is a government recognized export house, dealing in the manufacturing

and exporting hand tufted and hand woven carpets, bath rugs, and chenille. The head office and

works is located in Rithani Industrial Area, on Meerut-Delhi road, which is about 60 kmts Away

from Delhi.

In the year 1983, entrepreneurs Mr.J.K.Gupta & Mrs.Meenakshi Gupta laid the foundation of a

small factory in Meerut, for manufacturing handmade carpets. Little did they know that the unit,

which they had set up at their garage with 6 weavers, will one day grow up into a massive

organization, directly or indirectly supporting around 3000 families! Today, Sharda as a

company, is a well-recognized name globally, as a premier Manufacturer & Exporter of Hand

tufted & Hand woven Carpets out of India. A brief overview of this success story is outlined

below:

1983: Establishment of the first unit, mainly for the production of custom-made personal rugs.

1985: Supply to domestic carpet dealers.

1987: Started working for trader exporters.

1991: First direct export order to UK and France.

1992: Exhibited for the first time at Domotex-Hannover in a 6 square meter stand with 5 carpets

on display. A new factory was established under the name of Avant Garde Carpets Pvt.

Ltd.

1994: Electro-pneumatic gun-tufting plant set up in collaboration with COMERAN CARPETS,

Israel.

1996: Purchased land for setting up a new corporate office & state-of-the-art manufacturing

facility.

1997: Various National Awards were received for the highest export performance & sustained

growth rate.

1998: New factory & the present head office came in operation.

1999: One more factory added to support more production. Achieved ISO 9001 certification,

and became one of the first companies in the trade to have this certificate.

2000: Achieved ISO 14001 certification. Established an impressive

Showroom in Delhi for the convenience of buyers. Award of Honor

“Niryatshree” received from the Federation of Indian Export

Organizations (FIEO), which is set up by The Ministry of Commerce,

Government of India.

2001: Product range diversified to bath rugs. To meet the rising customer

demands, a separate state-of-the-art new bath rug division was started. Established in-house

dyeing facility with sophisticated machines for backward I integration of operations. Started

participating at Heimtextil-Frankfurt

2003: Added another new category to the ever expanding range of products - Leather rugs, a

new taste of customers in this trade.

2004: Due to growing demand for Sharda’s products, another production unit was started to

meet the delivery time frames. During this, a step ahead in undertaking social

responsibility, Sharda achieved AV Social Standard certification from DNV. Started

exhibiting at Europe’s

Most reputed furniture fair, IMM-Cologne. Largest exporter of hand tufted

carpets in the country.

2005: To cope-up with the increase in demand for Leather Rugs, one more production unit was

established. Set up of sophisticated Korean made Chenille yarn manufacturing

machines. Imported high-tech Japanese machine for anti-skid latexing on bathmats.

Achieved the position of being second largest exporter of carpets outside India. Started

direct import of exotic leathers in several countries like South America, South Africa,

Australia, Turkey, China etc. to offer better quality at reasonable prices Imported

electric tufting machines.

2006: Achieved Öko-Tex certification for natural wool products. We installed sophisticated

leather printing, cutting and stitching machines to enhance better quality

2007: Öko-Tex certification achieved for a product from the Bathmat Collection, tested as per

the Öko-Tex Standard 100 Started exhibiting in Eveteks-Istanbul home textile fair.

Installed and commissioned a Condensate Recovery System for boiler in May’07 to

reduce our water and energy consumption

2008: Diversification of our Product range by addition of more items like cushions, pillows and

bean bags in the home accessories category. Established In-house vacuumized packing

facility for pillows to give added benefit to our customers in terms of load ability

installed a sophisticated machine for checking area of hair on hide leather which we

import from various countries. Started exhibiting in Domotex-Shanghai fair

2009: Increased participation in several reputed International shows apart from participation in

Heimtextil - Frankfurt, Domotex - Hanover, IMM - Cologne, Domotex Shanghai,

Eveteks Istanbul, started exhibiting few more international shows like Ambiente -

Frankfurt, Hong Kong house ware fair, Mega - Show I Hong Kong, Tendence-

Frankfurt. Added Balls and Pebbles Rugs, Flat weave products and Jute Carpets into

our impressive range of floor coverings.

2010: Continuing the trend, this year also we added Maison and Objet Fair at Paris (Jan and

Sep), and International Furniture Fair at Singapore into our itinerary of International

shows. On the plant modernization front, we converted our boiler into Fluidized Bed

Combustion type for 30% saving on fuel consumption and reduction in waste quantity.

Procured electric scissors in a big way and provided to many carpet manufacturers, thus

contributing to modernization of the Indian industry for international competitiveness.

Added poufs among our range of home furnishing products.

Today, with a total of 12 manufacturing units spread over 2 million

square feet area, a world-class Showroom in Delhi, one of the most creative team of design

professionals, a strong presence at various international trade shows & serving some of the most

reputed names of the global home furnishing industry…Sharda, still going strong, but the best is

yet to be!

SHARDA PORTFOLIO

Sharda is a vertically integrated manufacturer and exporter of floor coverings, highly specialized

in Hand-tufted Rugs and Hand-woven Rugs, Bath rugs and Leather Rugs. Backed by over 25

years of experience in the trade, state of the art infrastructure, ISO 9001 and 14001 certifications,

and a stunning product range, Sharda boasts of a clientele comprising some of the most reputed

stores and catalog companies of the world.

Widely recognized as one of the most creative design studios in the business, STUDIO

SHARDA creates theme based design collections season after season, adding hundreds of new

designs to its vast portfolio.

CODE OF CONDUCT

A. SERVICE CONDITIONS

The organization does not use any forced labor in its premises.

Child labor is prohibited in the factory.

One full day off in a week is granted to all employees.

Workers shall be compensated for overtime hours at such premium rates as legally required.

Employees should not be required to work in excess of 60-hr/ week (workers should not be required to work on a regular basis in excess of a regular work week plus 12 hours overtime.)

B. ATTENDANCE & LEAVE SYSTEM

For each employee, it’s necessary to punch their cards daily (in & out) to mark their

attendance.

Casual leave, sick leave & earned leave are allowed to the employees. The unused

leaves are credited to the employee at the end of the calendar year.

C. HEALTH & SAFE

Presence of all the workmen is mandatory in all the Emergency Evacuation Drills,

Emergency/Fire-fighting operation when needed, Medical Camp & First Aid Training.

Face masks, gloves, safety glasses & shoes are provided to the workers as per

requirement.

First-Aid facility is available in all the departments of the company.

D. MISCONDUCT & DISCIPLINARY COURSE OF ACTION

Any in disciplinary action constituting disobedience, theft, fraud, habitual absence,

drinking, fighting, sleeping on duty, negligence, refusal to work, threatening, gambling

will be treated as misconduct & will follow a disciplinary course of action. Employees

can report the complaints to HR department, which has the authority & responsibility

for initiating the disciplinary course of action in all cases.

More than 2 decades of valuable experience in manufacturing, blended with young professional

marketing – highlights SHARDA EXPORTS in the business of floor coverings. Exclusive

styling, quality tufting, beautiful finishing & constantly improving. We do it all. We make sure

that we fit into the expectation of a dynamic, design conscious market. Sharda Exports is much

more than one of the largest producers of Handtufted & Handwoven Carpets in India; it is a

totally integrated Export House. An experienced work force & in-house manufacturing ensures

excellent quality, timely delivery & competitive pricing.

Mr. J.K.Gupta laid the foundation of a small factory for manufacturing handmade carpets

in Meerut in 1983. Currently, directly or indirectly, it is supporting around 3000 families!

Today, Sharda as a company is a well-recognized name globally, as one of the premier

Manufacturers & Exporters of floor coverings (Handtufted Carpets, Handwoven Carpets,

Leather Carpets, Bath Rugs & Chenille).

One of the first companies in the trade to achieve both ISO 9001 & ISO 14001

Certifications. A total commitment to Quality, Environment & Social Responsibility. We

got our ISO 9001 Certification in 1999 and ISO 14001 in 2000 and have since

maintained the same and upgraded it to the latest version of those standards.

Strength of SE is based on sound in-house manufacturing infrastructure, in-house

designing studio, in-house container stuffing, enthusiastic workforce, alert supervision &

competent management

Our clientele is full of reputed Home stores all around the world, large mail order

companies, brands, designers, architects and bulk importers.

We make use of Eco-friendly dyes & chemicals only. Use of technology is on large

extent like: application of Recycling of water, which helps in saving 2,00,000 liters / day

& Vermiculture to convert wool waste to manure, continuously using hence

environmental friendly techniques, latest being solar water heaters in dyeing unit.

Complete abandoning of Child labor – the RUGMARK, CARE & FAIR and KALEEN

labels on our products, and our association with NGO like CRY (Child Relief & You)

assures you of our commitment to the society.

Our registration with ‘WOOLMARK’ assures you of the quality of the wool used.

Coming up with new innovative products which use less natural resources, non dyeing in

wool, recycling materials such as leather, garments, plastic and rubber and thus help

preserving the environment.

Regular participation in prominent International Shows like DOMOTEX-Hanover,

HEIMTEXTIL-Frankfurt and IMM-Cologne, Singapore, Hong kong, Shanghai, Mumbai,

Paris.

Today with a total of overall manufacturing units spread over 2 million square feet area, a

world-class Showroom in Delhi, one of the most creative team of design professionals, a

strong presence at various international trade shows & serving some of the most reputed

names of the global home furnishing industry…Sharda, going strong, but the best is yet

to be!

2.2INFRASTRUCTURE

Every organization wants ‘Growth’ along with the enhancement of ‘Customer Satisfaction’, but

it mainly depends on the infrastructure of the organization, which is one of the vital aspects of

strong standing in today’s competitive global market. Since inception, Sharda has invested

heavily on infrastructure, to produce better quality products, improve delivery lead times and

comply with the demands of a wider customer base. Today, we have:

Vertically integrated infrastructure spread over 2 million square feet area

Large showroom in IHDP, Noida with a display facility of around 1000 rugs

Hundreds of tufting stations and looms of all kinds

Skilled work force

Dyeing capacity of 12,000 kg yarn/day & 6,000 kg pieces/day

In-house laboratory fully equipped with state-of-the-art testing equipments,

Imported Japanese latexing machines for anti skid coating

Korean Chenille yarn manufacturing machines,

Factories in Meerut, Hardwar, Modinagar, Panipat, and Mirzapur.

Modern Tufting and stitching machinery and leather printing machinery etc.

In-house bathmat manufacturing, tufting, looms, pitlooms, stitching facility, rope

making etc.

Much other strength that enable Sharda Exports to satisfy hundreds of customers,

worldwide

INTERNATIONAL HOME

DECO PARK (IHDP)

…where the future of Indian Exporters is in the making.

VISION

To be a reputable source of creative floor coverings, and to eventually create a brand in the

business, with can then be extended to other home decor. To create a name for ‘Indian Design’

in the area of cutting edge home fashion.

MISSION

To bring comfort, beauty and style to homes across the world by means of well

designed, well produced, and well coordinated articles.

To contribute to our country by earning respect for Indian Creativity And Management.

To contribute to our community by creating world-class employment opportunities and

by fostering professional business practices.

VALUES

Our company values guide our growth and steer us towards a culture that embraces quality.

We believe in:

Placing the interests of clients first.

A relentless quest for quality in everything we do.

Treating our people with respect and dignity.

Conduct that reflects the highest standards of integrity.

Teamwork

Being good citizens in which we live and work

Sharda Exports is standing tall due to the support of its employees, who are:

Loyal

Honest

Hard-work

Creative

Team player

Dependable

Committed for long-term.

2.3COMPANY POLICIES

The Company Policy is the guidelines on which Sharda Exports work so as to achieve the

ultimate Mission and Vision of the company. SE has different policies for each of the

following aspects –

Growth – To encourage incremental growth by enhancing the competitive edge of

Sharda, in the existing business, new areas and international areas.

Profitability – To get reasonable and adequate return on capital employed through

improvement in operational efficiency, capacity utilization and productivity.

Customer Focus – To build a high degree of customer confidence by giving value for his

money through international standards of product quality, performance and superior

services. Customer satisfaction is the biggest asset that SE has.

People Orientation – To enable each employee to achieve his or her potential, improve

his capabilities, perceive his role and responsibilities, participate and contribute positively

to the growth and success of the company to invest in human resources continuously and

be alive to their needs

Technology – Achieve technological excellence in operations by development of

indigenous technologies and efficient absorption and adaptation of imported technologies

to suit business needs and priorities, and provide competitive advantage to the company.

Innovation: Continuous use of new designs and materials to create products to delight the

customer.

GROWTH PROSPECTS

The development chart of Sharda is in the growth stage and focuses on the following saying

1.1 "The best way to make your dreams come true is to wake up"

Our priority areas are categorized as follows:

1. For Employees – Their future is exciting as we continue to build our team with the

best professionals and talent. If someone likes to join an innovative, growing

company that is really going places, this is the team to join.

1.1.1.1.1

2. For Business –

a. Continuous revenue generation

b. Diversification into related / semi related / allied areas.

c. Finding new market for existing products, systems and services

d. Identification of “Future Growth Drivers” having high growth potential

e. Establishing Sharda as a brand and exploring new markets

f. Looking for newer remote areas where handmade production facilities can

be set up.

3. For Technology –

a. Substantial increase and improvement in technology used.

b. Tracking global development / technology forecasting and forecasting

c. Adaptability to new innovative technologies

4. For HRM and organization –

a. Recruiting and retaining the best

b. Developing staff for excellence

c. Clarifying roles and responsibilities

d. Promoting career advancement

e. Maintaining job satisfaction and high levels of morale

f. Facilitating change

g. Establishing and maintaining a competitive advantage

h. Analyzing positions and staff classifications

i. Administering wages, salaries, and benefits

j. Managing effective performance appraisal systems

k. Promoting overall employee development.

Thus, the aim of the company is to build winning teams, harnessing their skills, helping and

synergizing team members’ skills for deriving maximum benefits, making workplace more

productive and creating learning environment, empowering people take charge of their

career and work towards a successful career path.

2.4HR POLICIES & PROCEDURES

HR Department is considered the biggest asset of the industry - how to train, motivate and retain

employees depends on the efficient working of this department.

“Many succeed due to commitment and many fail as they look for comfort.”

In order to achieve higher productivity, profitability and morale of employees, the organization

has laid down the following policies for itself:

1. NO DISCRIMINATION–

The organization provides equal opportunity of employment and progress to persons of

different race, caste, ethnic/ national origin, religion, age, disability, gender, sexual

orientation, marital status, family responsibilities, social background, union membership,

political affiliation or other personal characteristics. All employees are allowed equal

opportunity in employment including hiring, training, salary, benefits, advancement,

discipline, termination or retirement. Merit shall be the sole criteria determining an

employee’s services/ benefits. No discrimination is practiced on above differentiations,

though certain facilities may be provided for the weaker sections as required under the

statute of India.

2. NO CHILD/ FORCED LABOR–

The organization strictly follows the practice of not employing any Child or Forced

Labor. A person who has not attained the age of 18 years is prohibited from working

in the factory.

3. HEALT AND SAFETY POLICY–

The organization believes in promoting safe & healthy working conditions for all

employees. For this purpose, we make sure that equipments are maintained in

healthy condition, and instruments are calibrated regularly. Suitable means of fire

fighting are provided at the facility at prescribed locations.

We also adopt safe work- practices and provide Personnel Protective Equipments

(PPEs) wherever necessary. Fire/ Emergency Evacuation Drills are carried out at

prescribed intervals. All the workmen are required to be present in the Fire/

Emergency Evacuation Drill. They are also liable to participate in the emergency/

fire fighting operation when needed. The organization provides First-Aid Kits at

suitable places inside the premises. First-Aid Training is provided to employees so

that a person meeting with an eventuality/ injury gets immediate life-saving

assistance. Suitable toilets/ sanitation facilities are provided and cleanliness

ensured all over the premises.

4. QUALITY POLICY-Sharda exports endeavor to produce quality floor coverings to

the ultimate satisfaction of its valued customers and resolve to comply with the

requirements of the international standards and continually improve upon its existing

work practices leading to better products and services.

5. ENVIRONMENTAL POLICY

Sharda Exports is committed towards the implementation of an effective environment

management system in the process of manufacturing floor coverings and home textiles. it

strives to continually improve and enhance the environment conditions and pollution

prevention by:

More than satisfactory compliance with the applicable legal & other requirements.

Setting and reviewing environmental objectives and targets as per designed framework.

Ensuring an effective implementation and communication of the policy to all at Sharda

exports as well as public at large.

6. SECURITY POLICY – Defines the systems adopted for safeguarding the physical &

Intellectual property of the organization. It includes physical security, procedural

security, personnel security and information technology security.

7. NO SMOKING POLICY – Sharda Exports completely prohibits the smoking of

Cigarette/ bidi and chewing pan / tobacco at the workplace. The smoking / chewing is

permissible only in the smoking zones.

8. EMPLOYMENT POLICY – Sharda Exports aims to select, develop and promote

Employees based on individual ability and job performance. It provides equal

employment opportunity to all employees and applicants for employment in all aspects of

employer – employee relations without discrimination of race, color, religion, creed, sex,

national origin, ancestry, marital status, age, military status or physical disability.

9. PROMOTION POLICY – Sharda Exports has well – designed promotion system,

which attracts capable and highly qualified individuals as team members, strengthens

company’s performance by enhancing teamwork and encourages professional excellence

by retaining rewarding the best performers

10.Fun @ SHARDA- Sharda Exports is not only the place where each & every

employee is dedicated to hard work & setting high standards in every field of its

business, but also knows how to motivate & energize its employees. Various

extracurricular activities adopted to achieve satisfaction and motivate employees

and workers, Annual Tour, New Year party, Holi and Diwali festivals and frequent

outings, Picnic trips and Movie shows. Sharda believes in teamwork, as teamwork

is utilizing the best thinking from every individual in a team environment to arrive

at the richest and most innovative solutions.

Health takes priority and company participates in annual Half Marathon events in

Delhi where more than 100 Members of Company run, Besides this regular events

such as cricket and football matches are organized

Annual Trip to Kausani on 15/08/2006 Celebrating Holi together dated- 19.03.2011

VARIOUS LEARNING & MOTIVATIONAL PROGRAMS / POLICIES

Sharda Exports is a family where every member is equally important in a particular field. Hence

company schedules & try to execute many schemes/programs, which help its employees in

increasing their motivation, hard work & dedication towards job. Such schemes & programs are:

1. Prohibiting child / forced labor – Any person below 18 years of age is strictly prohibited

within the factory premises.

2. Child welfare Scheme – Under this scheme we provide Rs 50 per school going child to each

labor to encourage them for the studies.

3. Equal Opportunity – According to this no employee will be discriminated on the basis of

caste, creed, religion, sex, family background etc.

4. Fringe Benefits – These are those small perks or benefits that the company provide within

the year so as to motivate its employees / labor.

5. Internal Recruitment – Under this, the employees at the lower level given the chance to

apply for other post at the higher level for their better future.

6. Promotions – This is the activity, which is utilized by the management under which we

promote and enhance the designation, responsibility, and pay of the employees and this is

judged by the proper performance evaluation system, which is successfully established and

followed as well.

7. Performance Appraisal on quarterly basis – In the performance appraisal system the Head

of the departments rate their juniors on the various factors like – job knowledge, managerial /

super visional skills, interpersonal relations, dependability, initiative, creativity, etc.

8. Suggestion Scheme – This scheme gives an opportunity to the employees to participate in

helping Sharda Exports to continually improve in all aspects of operations.

9. Proper Training and development programs – Sharda Exports provide environment, that

encourages high standards of technical, professional, supervisory and management

knowledge among its employees. For furtherance of this aim, the company provides Training

and Educational programs relevant to the professional and career development of its

employees.

10. HR Department Snacks Facility: Company also provide Snacks at subsidized rates to our

employees.

Department is responsible for all the training activities such as:

Training on ISO 9001& 140001Dated:-24.03.11

Fire Fighting & First Aid Training by Civil Defense

Dated-18.02.11

Development of training plans.

Monitoring training plans.

Identification of training needs.

Act as a focal point for training related activities in shards exports.

11. Maternity leave policy- Keeping in view the welfare of the women and regulate the

employment of women for certain periods before and after the childbirth Sharda exports has

drafted a policy so as to provide maternity benefits.

Scope :

Welfare of women.

Social honor and safety to women.

Prohibits the working of women for certain periods before and after the delivery of the

child.

Services of women employees shall be treated continued during their absence from the

duty on account of pregnancy.

Condition: Women employee must have worked in the organization for a period of at

least 80 days in the 12 months immediately preceding the date of her expected delivery

ADVANTAGE SHARDA : Sharing Profits, Sharing Responsibility

Objective

The prime objective of the program is to involve ‘Sharda’ employees as Partners- in- Progress.

This is proposed to be achieving through awarding them a part of Sharda’s future earnings by

way of loss prevention, reduction in customer claims, better lead times, and higher turnover due

to better customer satisfaction.

The competition that earlier used to be with the neighbors or limited to the Indian players, has

now moved on to International players, who are continuously adopting newer strategies and

progressing. Therefore, to Maintain the Leading Edge of Sharda, apart from the usual focus on

Quality, Price, Delivery, Design, we have to focus on DETAILS. Hence involvement of all

employees in the drive towards excellence has become more important. Management has

selected a group of 60

plus employees representing all areas of operation, who will take care at various stages to

eliminate small mistakes that lead to customer complaints/ dissatisfaction. The list is dynamic,

and will keep on including new players or even deleting old players as per their performance

level.

Sharda Exports has won the Exporter of the Year Award, yet this is no time to bask in the past

glory. The competition is ever- changing, the benchmarks are changing and Sharda is seeing new

mega players from Germany and China in the International trade fairs. Even from India, at least

8 to 10 companies are exporting home furnishings worth more than Rs.100 Crores per annum.

One of our competitors has a turnover of USD 2 billion. On the other hand, Sharda’s growth has

tapered off last year. Yet, Sharda is upbeat, and sure that it has some very valuable customers on

its side, where a single large order can award us a significant growth. This is not difficult but we

have to change our management style. Those days are gone when the two directors could focus

on details or do inspections or monitor your daily work. The need of the hour is for the

employees to get empowered, and take over the routine task, leaving the directors free to expand

their horizons. In this direction, the management has already taken the step of selecting the first

team of 65 to 70 key players, who can make a difference. The journey has only started- many of

the members will take more and more active part in the decision- making.

According to the scheme, SE offer 1% of company’s turnover minus whatever we lost as

‘Avoidable’ errors/ debits by the customer, as incentive to the key players who are selected to be

in the group ‘Advantage Sharda’

Brief outlines of the strategy for the employees to win the better part of the incentive are

mentioned below:

1. Follow the systems that are there in the company.

2. Do your daily jobs without short-cuts.

3. Identify certain critical errors for ‘zero- tolerance’.

4. Identify and run a few improvement programs.

5. Avoid under/ overproduction beyond 2- 2.5% of the last lot.

6. Reduce the lead time for the activity under ‘your’ control.

7. Be alert so that others can’t take away your physical or intellectual property.

8. Respond quickly and suitably retain your e-mails.

9. Honor your commitments.

10. Be honest in your feedback & reporting.

11. Put forward your suggestions freely to ISO & HR dept.

QUALITY ASSURANCE

In order to maintain its lead in the international business, Sharda not only produce

quality but also it maintains the same through its Quality Assurance practices as per the

international standard ISO 9001. It involves in-coming/stage-wise/final inspections, data

gathering, analysis & actions for improvement. Statistical techniques are extensively used

in this process.

PARTICIPATION IN INTERNATIONAL FAIRS

Every year, Sharda displays its collection, created in-line with the latest trends, at many

International shows, mainly at HEIMTEXTIL-FRANKFURT, DOMOTEX-HANNOVER &

IMM-COLOGNE. From a humble 6 square meter stand in the year 1992, today Sharda

exhibits in around 1000 square meters of space! As these shows provide an ideal platform

to meet with around 600~700 customers, both existing as well as new, and to keep abreast

with the happenings of the industry. Currently we exhibit in prominent International Trade

Shows like Heimtextil-Frankfurt, Domotex-Hannover, IMM-Cologne, Maison & Object-

Paris (Twice in a year), Ambiente-Frankfurt, International Furniture Fair-Singapore,

Domotex Asia/CHINA FLOOR-China, Hong Kong International Home Textiles Fair-

Hong

Kong,Tendence-Frankfurt, Mega Show Part-I in Hong Kong & India International

Furniture Fair-Mumbai. Apart from the above, we also visit a number of other shows like

The Atlanta Market -USA, The High Point Show -USA, Las Vegas Market -USA, NEC -

Birmingham, Harrogate Rug Show –UK, Eveteks -Turkey etc.

Various Stands of Sharda Exports in 2011 International Fairs

Sharda @ Heimtextil-Frankfurt (Jan 2011)

Sharda @ Domotex-Hannover (Jan 2011)

Sharda @ IMM-Cologne (Jan 2011)

CERTIFICATIONS

QUALITY SYSTEM

Sharda Exports is an ISO 9001 certified company. We at Sharda Exports endeavor to

make/produce & deliver quality products to achieve our main goal i.e. satisfaction of our

valued customers. This is only possible through:

Modern Management Systems.

Defined Quality Parameters.

Use of equipments of latest technology, like: Digital Planimeters, Moisture Meters,

automated Latexing machine for bath rugs, state-of-

The-art dyeing machines, automated Chenille yarn manufacturing machine, etc. to

support & maintain our quality standards.

A vigilant QA team, dedicated for continuous improvement of our products &

services.

A special Forum to address any complaints from customers and ensure that they are

eradicated in the future.

Modernized Hi-tech laboratory

Risk analysis of new products.

ENVIRONMENTAL MANAGEMENT SYSTEM

An ISO 14001 certified company, Sharda Exports is committed towards implementation

of an effective environment management system, in the process of manufacturing floor

coverings. We strive to continually improve and enhance the environment conditions and

prevent pollution by:

Use of eco-friendly dyes & chemicals only.

Application of recycling technologies like Vermiculture to convert wool waste to

manure.

Complete water recycling & reutilization by use of Effluent Treatment Plant, thus

saving 2,00,000 liters of water per day.

Strict wastage control at every stage.

Solar Water Heater in dyeing Plant.

Using recycled products/ new materials to create new designer products.

Studying and reducing use of packaging material in product.

Social Responsibility

Sharda Exports is committed towards the implementation of an effective environment

management system, in the process of manufacturing floor coverings. We strive to continually

improve and enhance the environment conditions and prevent pollution by:

Third Party Audits

Evaluated many times by third party inspection agencies like CSCC, INTERTEK, SGS, AVE

etc, the Sharda factories & systems are today compliant as per the requirements of some of the

most demanding retailers & mail-order companies, globally.

CERTIFICATIONS: Labels, Registrations & Awards

‘Care & Fair’, “Rugmark”, “Kaleen” and “CRY”:

Guarantees production with clear conscience & regard

for ‘No Child Labor’.

‘ Wool mark’ : Guarantees the quality of wool & production.

PRODUCTION PROCESS

1.1.1.1.1.1 Dyeing process

Receiving of dyed yarn from our own dyeing unit

1.1.1.1.1.1.1 Tufting process

In tufting process yarn is tuft into the cloth stretched on the frames using tufting guns and

weaving of carpet.

1.1.1.1.1.1.2 Hand woven carpets

The hand woven carpets are made on looms in our dyeing unit and at our vendor’s sites.

1.1.1.1.1.1.3 Latexing process

Here, a mixture of different chemicals is used to stick yarn with the cloth i.e. it works like an adhesive. Also it gives tightness to the piece.

1.1.1.1.1.1.4 Backing and binding process

In this process, cloth is fixed on the back of the piece using an adhesive. Then edges of the piece are sewn with the yarn.

Packing processRolling and packing of carpet after putting labels on it and store them

in a warehouse. The packed pieces are loaded into container.

1.1.1.1.1.1.5 Final passing process

At this stage, carving, embossing, are done to make the design on the plain piece and clipping is done to keep the length of the yarn on the

piece called pile same and even.

CHAPTER 3

3.2PROCESS OF SURVEY

1) Need Analysis

The survey was conducted to achieve the determined goals and objectives of the organization, as

well as the content of the project.

2) Focus Groups

The survey was conducted across all levels in the organization including each and every

employees working on the payrolls of Sharda Exports. The Survey covered 236 employees in the

total across the organization in Rithani, Partapur, Kadarabad and Noida units.

3) Survey design

The employees were divided in to four levels on the basis of compensation.

The levels are as follows:

Level 1 : up to 7500 INR

Level 2 : 7500-15000 INR

Level 3 : 15000-35000 INR

Level 4 : above 35000 INR

Then the Survey instrument was developed by synthesizing information gathered through need

analysis, focus groups and other documents available.

The rating scale to be used was determines as follows:

1) Excellent/Good/Average/Poor.

2) Should be compulsory/Very Important/Needed/Lower priority need.

3) To a very large extent/ To a large extent/To some extent/ Not extent at all.

4) Marks out of 4 from 4to 1, where 4 indicates the highest and 1 is lowest.

5) Always/Usually/Seldom/Never.

4) Questionnaire designing & development

A questionnaire is an instrument which translates the objectives of the study in the form of

questions. In our HR Survey we used a questionnaire which typically contained item that are

rated on a 4-point scale. These items were developed to measure different dimensions of the

organization ( like: Career growth, Training and development program, Suggestion Scheme,

Stress management, Relationship among the employees, Evaluation of Advantage Sharda

Program and Health, safety & Housekeeping etc.)

Questionnaires also included one or more open ended questions to solicit written feedback.

Questionnaire included 22 questions distributed among 5 sections.

5) Instrument pre-testing

Pre-test helps us to find:

Errors in lay out

Additional Question and response categories

Any negative repercussion the survey may have on employees.

6) Ensure confidentiality of participants

The confidentiality helps to ensure genuine results.

7) Response seeking

For the purpose of getting responses, questionnaire was administered to each and every

employee.

8) Data collection

Data was collected by filling the questionnaire by every employee of the organization.

9) Data analysis

Basic data analysis included average of ratings. To remove the complication of data analysis,

we use the following technique. For every response we gave points to each options

depending upon the Question. For example, the question says-‘Rate the following factors as

how much it enhances your performance. “More & more training”. The points were either of

1, 2, 3 or 4. Having counted the number of respondents going along with 1, 2, 3 or 4

separately, we multiplied this number with the points and found the sum. Then we calculated

the percentage by following formula:

Composite percentage= 100* (Points scored)/ (maximum possible points)

Where,

Points scored= (4*no. of respondents favoring it) + (3*no. of respondents)+

(2* no. of respondents) + (1* no. of respondents)

Maximum possible points= (4* total no. of respondents)

Finally the graph was plotted.This way all the questions were analyzed individually.

10) Conclusion

Conclusion was drawn on the basis of interpretation of the results

CHAPTER 4

RESEARCH METHODOLOGY

4.1) RESEARCH APPROACH:-

Research design is the plan and structure of investigation conceived in order to obtain answers to

research questions. The plan includes an outline of what the investigator will do from writing

hypothesis or deciding the objective and their operational implications to the final analysis of

data. The purpose of research is to discover answers to questions through the application of

scientific procedures.

The main aim of research is to unravel the truth which is hidden and which has not

been discovered as yet. Research means search for knowledge. Increased account of research

makes progress possible. Research has its special significance in solving the various operational

& planning problems of business & marketing.

Logical and systematized applications of the fundamental of science to the general and overall

question of a study, and scientific techniques which provide precise tools, specific procedure and

technical, rather than philosophical means for getting and ordering the data prior to their logical

and manipulation.

RESEARCH PROCESS

Research pertaining to any field of study cannot be conducted abruptly. The researcher has to

proceed systematically in a planned direction following a number of steps in sequence. This

gives rise to a research process.

To carry out project effectively whole process is divided into several steps as under:

RESEARCH DESIGN

1. Problem Definition

2. Research Plan

Sampling plan.

Data Collection Methods.

Field Work.

Analysis & Interpretation.

Research design is the plan and structure of investigation conceived in order to obtain answers to

research questions. The plan includes an outline of what the investigator will do from writing

hypothesis or deciding the objective and their operational implications to the final analysis of

data.

Research design is divided into the following parts:

1. FORMULATION OF RESEARCH PROBLEM

The formulation of problem is done after deciding the nature of research design. It is the first &

foremost step in any research process is the definition of the problem chosen for investigation in

a clear and concise manner.

2. DEVELOPING THE RESEARCH PLAN

After formulating the research problem an efficient prepared so that it yields the desired results

with minimal expenditure of effort, time & money. The information needed in the project could

only be provided by companies.

Sampling plan

All the items under the consideration in any field of enquiry constitute a universe or population.

The unit selected from the population constitutes the research sample. For the purpose of present

study the sample was selected through simple random sampling (lottery method) .The

respondents were contacted for the collection of responses. For the collection of primary data the

researcher has used questionnaire as a tool, the collected data was than tabulated and analyzed

with the help of the percentage method and Ms Excel package. This is then presented and

interpreted to drive findings and recommend suggestions.

Sampling area

I covered three unit of meerut. Interactions with the people provide me experience, knowledge.

It also helped me to get information regarding employee choice and their choices.

Sample size

The numbers of participants were 236. These candidates included employees who had been

Working in three units of sharda exports.

. What is sampling?

sampling is concerned with the selection of a subset of individuals from within a

population to estimate characteristics of the whole population. It is divided into two

techniques:

Probability sampling:

Under this sampling every item of the universe has an equal chance of inclusion in the sample.

Simple random sampling-In this each unit of population has equal chance of being included in

the sample

Area sampling-the area divided into no. of small over lapping areas and then select a no. of these

small areas.

Non-probability sampling:

In this sampling any one can be part of sample.

Convenience sampling-In this sampling we choose the sample on the basis of own convenience.

Quota sampling: in this sampling we choose the sample on the basis of demographic e.g. age,

sex, income.

4.3DATA COLLECTION

Data is defined as raw facts that need to be processed so that information is produced. For

achieving useful results it is necessary to collect accurate data. If the data on the basis of which

we reach to the accurate conclusion, is no correct. It is worthless to do survey. So, for getting the

useful results of research it is very necessary to consider methods of collecting data and the

quantity of information they be expected to produce.

Kinds of data collection

Primary Data

Secondary Data

PRIMARY DATA

A data which is collected for the very first time to fulfill a specific purpose directly from the

field of enquiry by engaging trained investigators and which has not been used for any other

purpose is called primary data.

METHODS OF COLLECTNG PRIMARY DATA

Questionnaires

Sample

Personal Interview

SECONDARY DATA

Secondary data are such numerical information, which have been already collected by some

agency for a specific purpose and are subsequently compiled from the source of application in a

different connection.

METHODS OF COLLECTING SECONDARY DATA

Internet

Magazine

Prior report of the company

Newspapers

LIMITATIONS

1. Many consultants had to be visited more than once to contact as the person in concern was

busy or was some time unavailable.

2. The reluctance on the part of respondent to give information was yet another limitation

facedduring the course of study.

SAMPLE DESIGN

DATA : Primary Data, Secondary Data

RESEARCH DESIGH : Exploratory Research Design

FORMAT OF DESIGN : Questionnaires

SAMPLE SIZE : 236 Employees

AREA : Sharda Exports Rithani, Meerut

DATA COLLECTION

METHOD : Through Questionnaires

PART III

DATA ANALYSIS&

INTERPERTATION]

CHAPTER 5

DATA ANALYSIS & INTERPRETATION

5.1 ANALYSIS AND INTERPRETATION

In order to extract meaningful information from the data that has been gathered by the

researcher, data analysis is carried out. It is basically aimed at giving inferences of association or

differences between various variables present in the research.

Data analysis generally includes the use of statistical techniques and diagrammatic presentations

to seek clarification and appropriate responses.

The questionnaire framed for the concerned study consisted of queries pertaining to the

employee’s personal detail as well as those related to the subject under investigation. As the

question were simple, close ended in nature.

The researcher has made an effort to project the findings ion a precise manner. After data

collection the next step was that of analysis and interpretation. For this purpose researcher first

made up a list of employee responses related the question asked in the questionnaire.

Categorization was followed by mathematical calculation of the answers, adopting the

percentage formula and a tabular, graphical presentation of the results. The responses to all the

queries were then compared to find out the correlation between all of them and identify the

response.

SECTION 1: Career growth, Training & Development and Suggestion Scheme

Q5.1. How long you have been working in Sharda?

Level 1(Lowest) Level 2 Level 3

Level 4(Highest)

0-6 Months 24% 26% 22% 7%

6-12 Months 9% 10% 10% 20%

1-5 Years 40% 27% 27% 13%

5-10 Years 24% 31% 31% 27%

> 10 Years 3% 6% 6% 33%

0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years0%

5%

10%

15%

20%

25%

30%

35%

40%

Level 1

Level 1


5%

10%

15%

20%

25%

30%

35%

Level 2

Level 2


5%

10%

15%

20%

25%

30%

35%

Level 3

Level 3


5%

10%

15%

20%

25%

30%

35%

Level 4

Level 4

INTERPRETATION

This question of Annual HR Survey state the time period of employees to serving this organization. Majorities are different according to different levels as, majority of Level 1 employees are those who have been working in Sharda between “1 to 5 years”, followed by “0 to 6 month” and “5-10 years” equally 24%. It can be explained that some more employees joined level one through recruitment and who have tenure between 1 to 5 associated with Sharda for learning opportunities and growth.24% employees in 5-10 years shows that employees at this level prefer to continue working with Sharda for longer duration.

In the case of level 2, maximum employees are those who have been served this organization for “5-10 years”, followed by the ones who have been working for “1-5 year”. The least percentage being of those who belong to the time period , of “> 10 years” as after this much of experience they are posted to high salary and considerin next level.In case of level 3, almost the same pattern can be observed as level 2. Maximum employees belong to this category of those who have served for “5-10 years”. It cabe explained as when

the employee become experienced they got promoted to high salary cadre and continue their association with Sharda.

In Level 4, employees are those who serve this organization “more than 10 years”. This indicate that employees who are experienced & gave much time to this organization got high post .Result also shows a few recruitments done on higher salary this year as we observed that some percentage of employees in “0-6 months and 6-12 months”.

Q5.2. Why do you prefer to work in Sharda?

Level 1(Lowest)

Level2 Level 3

Level 4(Highest)

A Attractive Salary 31% 39% 51% 36%

B Career Prospects 71% 73% 71% 68%

C Proximity to home 54% 56% 61% 45%

D Creative interest 61% 58% 50% 67%

ELearning Opportunities

83% 80% 70% 80%

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 1

Level 1

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

Level2

Level2

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 3

Level 3

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 4

Level 4

INTERPRETATION

This is one of the interesting questions of HR Survey about the preference to work with Sharda. Majority of employees at all the level prefer to work because of the “learning opportunities” and second priority to “career prospects”. But the employees of Level 3 have given a little bit more majority to “Career prospects”.

Thus it indicates that organization provided learning opportunities that is helpful for the career of their employees.

Next preference of employee’s is “creative interest “ and “ proximity to home” as most of employees especially level 3 basically belong to Meerut or nearby Meerut.

Lowest preference given to attractive salary by majority of employee at all the levels.

Q5.3. Where do you see yourself three year from now?

Level 1(Lowest) Level2 Level 3

Level 4(Highest)

A

High responsibility with high salary

71% 71% 94% 87%

B Same job with high salary 14% 16% 6% 13%

C Same job with same salary 3% 2% 0% 0%

D

May not be a part of Shardateam

12% 11% 0% 0%

zA B C D

0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 1

Level 1

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 2

Level 2

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 3

Level 3

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 4

Level 4

INTERPRETATION

Concerning the future aspects, the majority of employees at all levels foreseen “High Responsibility with High Salary” as it concern with their future and career. Every employee want growth thus they choose this one and followed by second choice “Same Job with high Salary”. When they were asked reason they mention that they are still satisfied with their job responsibility they have but need high salary.

Although a Few number of employees, 12% in Level 1 and 11% in Level 2 said that “may not be a part of Sharda Exports”. The one and only reason behind this is lower salary of lower level employees with busy time schedule.

A very few number no. of employees 3% of level 1 and 2% of level 2 have gone with “Same Job with Same Salary” that indicates that they are less motivated or not satisfied.

There is not a single employee of level 3 & 4 who wants to leave Sharda or want to continue with same job this year. This indicates that proper learning opportunities are provided and employees are motivated.

Q5.4. According to you, what is the most effective way to enhance performance?


Level 4(Highest)

A Work hard and follow the system 95% 91% 92% 88%

B More and more training 80% 71% 74% 75%

C With more authority 78% 76% 81% 68%

D Positive incentives 87% 85% 89% 80%

E Negative incentives 39% 41% 44% 42%

F

A proper job description/job profile 90% 87% 89% 83%

G Regular performance appraisal 93% 88% 96% 82%

A B C D E F G0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1

A B C D E F G0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 2

Level 2

A B C D E F G

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 3

Level 3

A B C D E F G0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 4

Level 4

INTERPRETATION

Undoubtly, Hard work is always mentioned as the best way to enhance the performance and the majority of level 1, 2& 4 have been given to “Hard work & Follow the system”. They all agree that individual have to hard work in the parameter of systematic approach to enhance performance.

But in the case of level 3, a little bit more majority is given to “Regular Performance Appraisal” and other level 1,2, & 4 also indicate it as 2nd priority. They mentioned that every employee do hard work but if he get the proper feedback and appraisal of their work he can work on his improvement area and encouraged to do work better.

The very least importance in all the levels has been given to “Negative Incentive”.They mention that negative incentive can force that to do work harder and may enhance the performance but cannot create interest in employees to do that work better.

At the time of collecting information it is seen that at all the level 3rd priority is given to proper job description. In this regard many employees of lower level don’t have proper awareness about their Zero-T .

Thus to increase the productivity and performance of the employees a proper description and awareness should be there so that they can so that they can focus on their KRA(Key Result Areas) and do their work accordingly, which may enhance their performance.

Level 3 also seems interested to have more authority as they have responsibility.Training has scored relatively lower preference at all levels. The reason may be that the employees consider themselves well trained or they do not know what type of training can help them to enhance their performance.

Q5.5. Please rate the training topics as to how much they can enhance your performance?


Level 4(Highest)

Training topics Office Oriented A Business communication 85% 77% 86% 78%

BOutlook express & files folder management

75% 68% 78% 57%

CISO 9001 &14001 requirement &importance in working

81% 70% 60% 65%

D Typing tutor 57% 50% 50% 42%

Job Related

EStep of carpet production/company processes

84% 80% 75% 73%

F Work basic 79% 75% 90% 73%

GQuality parameters for carpets/samples

84% 82% 72% 78%

H Environmental procedures 82% 79% 81% 67%

I Health, safety & housekeeping 89% 78% 74% 68%

Personal developmentJ Positive attitude 87% 86% 85% 87%

K Code of conduct 82% 74% 71% 77%

LFire drills and use of fire extinguishers

80% 64% 49% 57%

A B C D E F G H I J K L0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 1

Level 1


10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 2

Level 2

A B C D E F G H I J K0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 3

Level 3


10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 4

Level 4

INTERPRETATION

According to the different levels employees the priority of the employees are also different. The choice of all the level’s employees considered differently regarding training topic that can enhance their performance and productivity.

According to the suitability of employees the priorites of different level employees Are :

LEVEL 1: 1. Health Safety and Housekeeping2. Positive Attitude3. Business Communication4. Steps of carpet production/ Quality Parameters5. Environmental Procedures

LEVEL 2:1. Positive Attitude2. Quality Parameters3. Steps of carpet production4. Environmental Procedures5. Health Safety and Housekeeping

LEVEL 3:1. Work basics2. Business Communication3. Steps of carpet production4. Environmental Procedures5. Health Safety and Housekeeping

LEVEL 4:1. Positive Attitude2. Quality Parameters3. Code of Conduct4. Steps of carpet production/ Quality Parameters5. Health Safety and Housekeeping

Q5.6. Please indicate your participation in the training during the last one year.

During survey we didn’t found proper numeric data to interpret the result because most of the employees don’t know that how many training they have been invited during last year.

Q5.7. How useful is the Suggestion Scheme?

Very useful Useful Some what useful Not at all0%

10%

20%

30%

40%

50%

60%

70%

80%

Level1

Level1


Level 4(Highest)

Very useful 75% 61% 50% 47%

Useful 9% 22% 16% 20%

Somewhat useful 7% 9% 28% 13%

Not at all 9% 8% 6% 20%

Very useful Useful Somewhat useful Not at all0%

10%

20%

30%

40%

50%

60%

70%

Level 2

Level 2

Very useful Useful Somewhat useful Not at all0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Level 3

Level 3

Very useful Useful Some what useful Not at all0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Level 4

Level 4

INTERPRETATION

In response to this question, majority of all the level feels that Suggestion Scheme is very useful to present their views as it create openness to employee to share their ideas in front of the Management. But percentage decreases as we move to level 1 to level 4.

During survey majority of all level employees accepted the usefulness of Suggestion Scheme are very high. Two equal proportion of level 4 employee 20% consider that it is useful as well as not at all useful.

Q5.8. How many suggestions you have given during last one year?


Level 4(Highest)

None 75% 55% 55% 39%

1 10% 22% 17% 0%

2 To 5 12% 20% 28% 47%

More than 5 3% 3% 0% 24%

None 1 2 To 5 More than 50%

10%

20%

30%

40%

50%

60%

70%

80%

Level 1

Level 1


10%

20%

30%

40%

50%

60%

Level 2

Level 2


10%

20%

30%

40%

50%

60%

Level 3

Level 3


5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Level 4

Level 4

INTERPRETATION

After considering the response of employees of the previous question the majority has been given to “Very Important” for the suggestion scheme. But when employees where asked about their participation in suggestion scheme the majority of Level 1 is “None”. The reasons for this are not very clear except that possibly most of them are not able to think beyond their daily routine. In case of level 2 & 3 majority has been given to “None”, according to them suggestions have given sometime but it was not implemented. Some employee of level 2 & 3, 20% and 28% respectfully given 2 to 5 suggestion.

In the case of level 4, majority of the employees is “2 to 5” some also given “more than 5”( 24%) as most the employees of this level are managers and much experienced and given suggestion time to time.

Some employees have some complaints with this scheme that the suggestion is not implemented. If suggestions have been implemented than employees should also informed about that.

Q5.9. Please rate the motivational factor by which no. of suggestions can be increased?


Level 4(Highest)

A

HOD,s to submit Teamsuggestions

83% 75% 65% 67%

B

Giving suggestionmade mandatory

80% 66% 67% 63%

C

,SUGGESTION OFTHE MONTH, Award

86% 78% 78% 88%

D

Your contribution in implementation

82% 70% 83% 75%

A B C D76%

77%

78%

79%

80%

81%

82%

83%

84%

85%

86%

Level 1

Level 1

A B C D60%

62%

64%

66%

68%

70%

72%

74%

76%

78%

Level 2

Level 2

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 3

Level 3

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 4

Level 4

INTERPRETATION

In response to increase the number of suggestions in Suggestion Scheme, the majority of level 1 2 & 4 is given to the best reward as “Suggestion of the Month” they mention that this is helpful to encourage other employees also to participate in suggestion scheme.

According to the level 3 the majority has “Indicated their willingness to contribute toward implementation of their suggestion” .

The second important factor according to level 1 & 2 is “H.O.D to submit their team suggestion” and according to level 4 it is “Your willingness to contribute”.

SECTION-2: Stress Management and Relationship with your Senior.

Q5.10. Rate the following factors which would be helpful in reducing stress at work place.


Level 4(Highest)

A Flexible work timing 87% 79% 79% 82%

B Job Rotation 71% 68% 64% 70%

C Focus on result 83% 81% 83% 77%

D Improvement in tools 77% 84% 86% 75%

EIntroducing food products 78% 82% 81% 63%

F Team work 91% 94% 100% 90%

GImprovement in junior senior relationship 94% 92% 94% 82%

HMotivational physical facilities 95% 83% 86% 75%

I Short tea breaks 87% 81% 75% 72%J Increase in holidays 76% 76% 75% 77%K Reduction in overtime 85% 70% 78% 60%L Recreational Facilities 82% 76% 78% 63%M Increase in ECA 78% 73% 69% 67%

A B C D E F G H I J K L M0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 2

Level 2


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 3

Level 3


10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 4

Level 4

INTERPRETATION

In response to get the important factor to reduce the stress the priority of level 1 is motivational physical facilities & the priority of level 2, 3 & 4 is “Team work”. Employees of all the level have been also given importance to “Flexible work timing” but not more than “Team work & Motivational Physical Facilities”.

The second choice of different level employees is different as “Improvement in junior-senior relationship, Improvement in tools & Flexible work timings”. According to employees Flexible work timing in one way can reduce their stress but they also accept this fact that it may reduce the quality and performance.

The most important stress reducing factors according to different levels are as under:

LEVEL 1:

1. Motivational Physical Facilities2. Improvement in junior-senior relationship

3. Introducing food products4. Flexible work timing/ Short tea breaks5. Reduction in over time

LEVEL 2:

1. Team work2. Improvement in junior-senior relationship3. Improvement in Tools4. Motivational Physical Facilities5. Short tea breaks/Focus on result

LEVEL 3:

1. Team work2. Improvement in junior-senior relationship3. Improvement in Tools / Motivational Physical Facilities4. Focus on result5. Introducing food products

LEVEL 4:

1. Team work2. Flexible work timing3. Focus on result/ Short tea breaks4. Motivational Physical Facilities5. Improvement in Tools

As per analysis of above all the information, most of the employees of level 1, 2&3 feels that “Job Rotation” can’t help them to reduce their stress, as they do have their specific work area and they need to improve the same for better satisfaction towards their job and it is also very time consuming and may increased complexity in their work.

One another point that is also mentioned is that Flexible work timing can reduce their stress but most of the employees think in that quality may suffer.

Q-5.12. Rate the following factors that will help us in the identifying the relationship with your seniors.

Level 1 Level 2 Level 3 Level 4A Explain job properly 95% 94% 92% 83%

B Shows fair treatment 92% 90% 86% 87%

C Appreciates good work 93% 87% 90% 85%

D Solves problem 94% 92% 90% 83%

EInform about performance 87% 89% 86% 70%

FKnows and follow procedures 86% 85% 89% 83%

G Listens to suggestions 91% 85% 83% 77%

HEncourages to do things better 90% 91% 83% 92%

IMaintains two way communication 87% 86% 88% 77%

A B C D E F G H I80%

82%

84%

86%

88%

90%

92%

94%

96%

Level 1

Level 1


82%

84%

86%

88%

90%

92%

94%

Level 2

Level 2


80%

82%

84%

86%

88%

90%

92%

Level 3

Level 3

A B C D E F G H I0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 4

Level 4

INTERPRETATION

A healthy relationship among our colleagues an superior plays an important role to reduce stress. After analyzing all data it seems that all the employees satisfied with their senior and manager. The majority to identify the relationship with seniors is given to “Explain Job Properly” by level 1st & 2nd and 3rd to create more understanding between them.

The employees of level 4th have given a little bit more majority to “Encourages to do things better”. As the majority of these level employees is more than 10 years as they are well known about their job thus they mentioned that encourages to do thing better is most effective way. All employees are satisfied with their seniors as they appreciate good work, solve their problems shows them fair treatment there is a healthy environment and harmony among the junior and senior.

But it is also can be interpreted through data that “Inform about the performance feedback” is least identifying factor for junior & senior relationship by most of the employees.

SECTION 3: Team Work and Decision Making Process

Q5.13. Kindly rate the following reveal important information regarding Teamwork and Group cohesiveness.

Level 1 Level 2 Level 3 Level 4A I feel I am a part of my team 91% 89% 93% 93%

BI am free to use my judgment in getting work done 72% 76% 79% 83%

C We avoid conflict to achieve harmony 86% 82% 88% 87%

DWe share our personal problems with each other 67% 55% 63% 60%

E Other members help in solving problems 85% 81% 76% 78%

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 2

Level 2

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 3

Level 3

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 4

Level 4

INTERPRETATION

Most employees feel that they played important role on their job in team. So, mostly all level employees feel that they work for team and in groups, and followed by “Avoid conflict to achieve harmony” it means that employees at all the level aware that to attain team objective they must avoid conflict.

Most of the employees at all the level specially 3rd interested to keep separate their personal problems to their profession therefore we can observe the least percentage of employees of all level like “Share their personal problem with each other.”

The analyses of all the data indicates that the employees level 1st have the best bonding together. Overall we can say that the analyses of all data indicates that all levels employees present very positive view on all option especially regarding team work and group cohesiveness.

Q5.14. Kindly rate the following factors related to decision making at Sharda Exports.

Level 1 Level 2 Level 3 Level 4

AI am involved important decisions 75% 68% 69% 75%

BSuperior considers other options 83% 75% 74% 70%

CPeople are responsible for their decisions 84% 83% 68% 72%

DDecision making is confinedto top management 86% 94% 89% 73%

A B C D68%

70%

72%

74%

76%

78%

80%

82%

84%

86%

Level 1

Level 1

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 2

Level 2

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 3

Level 3

A B C D67%

68%

69%

70%

71%

72%

73%

74%

75%

76%

Level 4

Level 4

INTERPRETATION

The analyzed data the present that all levels employees as per the authority and duty like involve in important decision making process. As per the employees of level 4th, mostly manager who handle and accountable for their team and they have rich experience and much capable than other levels, so they must involved in all important decisions therefore their majority is more for involvement at organization decision & the employees of level 1st & 2nd and 3rd give majority that to “Decision making is confined to top level management”.

Level 1st employees have given rating secondly to that “People are responsible for their decision “as per observation they are not responsible for any decision in which there is no involvement of them.

Level 2nd employees also focus on that “People are responsible to their decision” as per data collection and interpretation it can also analyze that level 3rd employees focused that decisions depend on top management level. In their point of view “Superior considers other option” is next important term.

Here we may conclude that all levels employees would like to involve in the decision making of Sharda Export. Most of the employees mentioned that they should also involve in the decision so that they can learn for the future.

SECTION 4: Implementation & Evaluation Advantage Sharda Program

Q5.15. How do you rate Implementation of Advantage Sharda Program?

Level 1 Level 2 Level 3 Level 4Excellent 11% 6% 11% 20%Good 64% 61% 33% 27%Needs Improvement 17% 25% 50% 33%

Alternate Program should be thought of 8% 3% 6% 20%

Excel

lent

Good

Needs Im

prove

ment

Altern

ate pro

gramme s

hould be though

t of

0%

20%

40%

60%

Level 1

Level 1

Excel

lent

Good

Needs Im

prove

ment

Altern

ate pro

gramme s

hould be though

t of

0%

20%

40%

60%

Level 2

Level 2

Excel

lent

Good

Needs Im

prove

ment

Altern

ate pro

gramme s

hould be though

t of

0%

10%

20%

30%

Level 3

Level 3

Excel

lent

Good

Needs Im

prove

ment

Altern

ate pro

gramme s

hould be though

t of

0%

10%

20%

30%

Level 4

Level 4

INTERPRETATION

After analyses and observation of the views of all the employees, we got that level 1st

& 2nd employees have given majority to “Good” and also both of these level give least priority 8% and 3% respectively for “Any alternative to this program”. So, it could be easily interpreted through data analyses that most of the employees of level 1st & 2nd

are satisfied with Sharda program.

Many of the employees especially level 3rd & 4th think that pertaining to this program “Need Improvement” like ratio of CA and PC should be in right proportion and some no. of employees are not satisfied to this program so they think alternate program about it.

If we go through the interpretation of level 4th then we can see that variety of responses came into existence. Majority of same percentage choose 20% it as an “excellent program” and 20% employees of this segment choose “alternative of this program should implemented”.

Maximum majority of this level want “Need Improvement” in this program. Finely, we can say that this is some type of system and ways which may helpful to make them more productive and more careful to avoid the mistake.

Q5.16. Rate the factors that you feel have been affected by the implementation of Advantage Sharda Program.


AMotivational factors for member increasing business, avoiding losses 83% 86% 69% 72%

B

Motivational factors for nonmember to be include in the program 73% 72% 60% 55%

C NC's registered and CA's taken on them 77% 72% 67% 62%

DRelationship among departments and colleagues 89% 77% 65% 57%

EMonitoring and reducing customer complaints 86% 78% 72% 73%

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 1

Level 1

A B C D E65%

70%

75%

80%

85%

90%

Level 2

Level 2

A B C D E54%

56%

58%

60%

62%

64%

66%

68%

70%

72%

Level 3

Level 3

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 4

Level 4

INTERPRETATION

In the response of all factors that have been affected by implementation of advantage Sharda program, we found that there was mixed response of employees according to different levels.

In the view of level 1st relationships among department is most affected by the implementation of advantage Sharda program. The relation in both the ways senior can motivate their junior for their outstanding and good works which effect the relation, at the other and for any mistake junior can be rewarded by corrective action.

In the view of level 2nd employees mentioned that it is “a motivational factor for members as that it helpful for increasing business and avoidable losses”.

Level 3rd & 4th has given the majority to “A motivational factor for member and monitoring and reducing complaints” and also good number and level 2nd employees feels the same. They tried to increase self productivity and focused to give some positive contribution by which overall quality oriented outcomes can reduce the customer complaints.

We observe that level 1st, 2nd, 3rd and 4th employees given least percentage for non member to be included in this program and they think that it is not a motivational factor to them.

Q5.17.Up to what extent we are successful in achieving the objectives of Advantage Sharda.

Level 1 Level 2 Level 3 Level 4A Follow the system 93% 85% 85% 77%

B Do jobs without shortcuts 87% 80% 84% 77%

C Identify critical errors 82% 77% 75% 72%

DIdentify and run improvement programs

84% 77% 67% 65%

EAvoid over and under production

80% 76% 61% 60%

FReduce lead time for activity under your control

81% 72% 60% 58%

GAlertness for physical/ intellectual property

79% 71% 60% 60%

A B C D E F G70%

75%

80%

85%

90%

95%

Level 1

Level 1

A B C D E F G60%

65%

70%

75%

80%

85%

Level 2

Level 2

A B C D E F G0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 3

Level 3

A B C D E F G0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 4

Level 4

INTERPRETATION

This question is concerned that how Advantage Sharda program can achieve their objective, which objective more important in consideration of employees. Overall the employees of all the level think that “Follow The System” is one of the objective which is successfully achieved this year, whereas level 4th given equal percentage in other hand 77% to “Do Daily Job Without Shortcut” because of the reason all the Zero-T are provided to them by which they know about task completion with in systematic time frame. In this context level 4th employees have given least priority to the factor “Reduce Lead Time for Activity under Control” as employee think that this program not helps in achieve to reduce lead time.

It can be observed that the objective of this program have been achieved to a greater extent. Because of this program encourages employees to “follow the rule and system” and “do daily job without shortcut” with Zero Tolerance and mistakes are also identified.

Q5.18. How has Advantage Sharda benefited you as an individual?

Level 1 Level 2 Level 3 Level 4A Monetary Benefit 61% 53% 51% 43%B Improved Performance 74% 68% 69% 65%C Increased self productivity 82% 73% 63% 63%D Increased Confidence 78% 74% 64% 62%E Getting Rewards 60% 59% 44% 42%

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 1

Level 1

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 2

Level 2

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

Level 3

Level 3

A B C D E0%

10%

20%

30%

40%

50%

60%

70%

Level 4

Level 4

INTERPRETATION

The analyses of data show that the employees level 1st & 2nd benefited much in the form of improvement of self productivity and their confidence for doing better thing but not more cash benefit.

At all the level, it can be seen that individual is not benefited through reward and monetary benefit. In this case least percentage is given by level 4th.

Level 1st and level 2nd is very much agreed that the program really help for increase their confidence and their working performance to do a job.

Level 3, employees have perceived improved performance as a benefit of this program.

SECTION 5: Health and Safety

Q5.19. What do you understand by Housekeeping?


A

A perfect workplace and somebody else to look after Housekeeping

21% 20% 28% 33%

B

We must keep everythingat proper place

76% 72% 72% 67%

C

Sweeper cleans the workplace irrespective of things lying around

1% 8% 0% 0%

D

Production has nothing to dowith Housekeeping

2% 0% 0% 0%

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 1

Level 1

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 2

Level 2

A B C D0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 3

Level 3

A B C D0%

10%

20%

30%

40%

50%

60%

70%

Level 4

Level 4

INTERPRETATION

Most of the employees of all the levels observed that housekeeping is concerned with proper management of everything and they themselves play an important role in this .The majority of all the level is “We Must Keep Everything at Proper Place”.

A few no. of employees also prefer that company should provide “A Perfect Work Place and Somebody as to Look after Housekeeping” after observing all the level we found that the percentage is increased from the level 1 to 4 for this point as their 2nd choice.

Through data it can easily conclude that mostly all employees are self concerned with housekeeping and they are not in favor of that “Production has nothing to do with Housekeeping”.

Q5.20. How important is Housekeeping for Health and Safety of employees?

Level 1 Level 2 Level 3 Level 4Very important 91% 80% 93% 100%

Important 7% 12% 7% 0%

somewhat important

1% 8% 0% 0%

Not at all important

1% 0% 0% 0%

Very important Important somewhat importantNot at all important0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1

Very important Important somewhat important Not at all important0%

10%

20%

30%

40%

50%

60%

70%

80%

Level 2

Level 2

Very important Important somewhat important


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 3

Level 3

Very important Important somewhat important


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 4

Level 4

INTERPRETATION

During survey we found that all employees of all level have given a lot of importance to health and safety of employees. The 4 level employees have given the 100% majority the housekeeping is “Very Important”. Only few no. of employees level 1st & 2nd observed as “Somewhat Important”.

In this way it can be concluded that employees at all levels are quite concerned with housekeeping.

Q5.21. How important is keeping Aisles (yellow lines) clear for safety of employees?


Important 7% 12% 39% 27%

somewhat important

1% 8% 0% 0%


1% 0% 0% 7%


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1


10%

20%

30%

40%

50%

60%

70%

80%

Level 2

Level 2


10%

20%

30%

40%

50%

60%

70%

Level 3

Level 3


10%

20%

30%

40%

50%

60%

70%

Level 4

Level 4

INTERPRETATION

The indication of yellow line for safety of employees is given to “Very Important” by all levels employees. In the 1st level employees employee mention it as “very important” option and also in other level its majority is highest because everybody becomes aware by understanding the signals of these yellow lines and it act as a precaution for safety.

A few number of employees in level 2 & level 4 consider that Aisles are “somewhat important or not at all” for the safety of employees. In their point of view there is no need for making it mandatory but it is a compliance requirement.

If we talking about level 4, 7% employees who are working as managerial or similar post also think that there is no need of the indication of these yellow lines for consciousness taking safety of employees.

Q5.22. How important are Personal Protective Equipments for their safety?


Important 7% 14% 17% 27%somewhat important 0% 4% 0% 0%Not at all important 1% 0% 0% 7%


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1


10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 2

Level 2


10%

20%

30%

40%

50%

60%

70%

80%

90%

Level 3

Level 3


10%

20%

30%

40%

50%

60%

70%

Level 4

Level 4

INTERPRETATION

Protective equipment like face mask and goggles are very important for safety for employees. Employees of level 1st treat it as much more important than level 2nd, 3rd

& 4th.. Level 4th employees given 66% majority to “Very Important”.

In the case of second choice of employees majority is with “Important”, the percentage of level 3rd is more than level 1st, 2nd & 4th as they feel that it is for individual safety.

By these analyses we can conclude that personal protective equipments are very important, mostly 95% employees agree to this view so they have given rating between options “Very Important and Important”.

Q5. How important is wearing Helmet for personal safety?


Important 5% 4% 0% 0%somewhat important 0% 2% 6% 0%Not at all important 1% 0% 0% 0%


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 1

Level 1


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 2

Level 2


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 3

Level 3


10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Level 4

Level 4

INTERPRETATION

Personal safety is all important for everyone. A large no. of employees of all the level assumes that wearing helmet is “Very Important” for self safety. Level 4th give 100% majority that it is “Very Important” for the safety as they are much concern with this. Whereas very few employees think that helmet is “Important and somewhat important For the Safety”.

1% employees of 1st level assumed that it is “Not at all important”, but their no. is small. In their view it is not important for Sharda because it is mandatory by government along with should be personal responsibility.

COMPARISION BETWEEN THE RESULT OF 2010 & 2011

SECTION 1

(Career Growth, Training & Development and Suggestion Scheme)

C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%

S.NOLEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

LEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

1 HOW LONG YOU HAVE BEEN WORKING IN SHARDAA 0-6 months 17 18 6 0 24 26 22 7B 6-12 months 10 5 6 0 9 10 0 20C 1-5 years 45 34 31 16 40 27 22 13D 5-10 years 26 36 44 42 24 31 45 27E >10 years 2 7 13 42 3 6 11 33

2 REASON FOR WORKING IN SHARDAA Attractive Salary 9 2 6 25 31 39 51 36B Career Prospect 71 73 71 68C Proximity to Home 20 23 50 17 54 56 61 45D Creative Interest 61 58 50 67E Learning Opportunities 83 80 70 80

3 IN THREE YEARS EXPECT TO BE

AHigh responsibility with high salary 59 48 87 75 71 71 94 87

B Same job with high salary 23 32 13 8 14 16 6 13C Same job with same salary 7 11 0 0 3 2 0 0D Not a part of Sharda 11 9 0 17 12 11 0 0

4 MOST EFFECTIVE WAY TO ENHANCE PERFORMANCEA Hard Work 97 89 100 87 95 91 92 88B More Training 81 72 73 73 80 71 74 75C More Authority 81 78 78 73 78 76 81 68D Positive Incentives 85 85 92 81 87 85 89 80E Negative Incentives 41 37 41 40 39 41 44 42F Proper Job Description 91 78 81 81 90 87 89 83

GRegular Performance Appraisal 90 83 94 73 93 88 96 82

C1 C2 C3 C4 C5 C6 C7 C8 C9 C10

2010% 2011%

S.NOLEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

LEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

5 TRAINING TOPICSA Communication Skills 85 78 80 87 85 77 86 78B Outlook Express 75 68 75 50 75 68 78 57C ISO 9001 & 14001 82 64 64 62 81 70 60 65D Typing Tutor 62 50 50 35 57 50 50 42E Steps of Carper Production 86 88 67 65 84 80 75 73F Work basics 82 82 69 77 79 75 90 73G Quality Parameters 76 80 87 62 84 82 72 78H Environmental Procedure 81 73 66 58 82 79 81 67I Health and safety 87 79 89 60 89 78 74 68J Positive Attitude 86 87 95 83 87 86 85 87K Code of Conduct 78 78 86 73 82 74 71 77L Fire Drills 80 64 55 48 80 64 49 57

6 TRAINING ATTENDED LAST YEARA None 49 36 44 67 NA NA NA NA

B <=50% 7 9 12 8 NA NA NA NA

C >50% 7 11 25 8 NA NA NA NA

D 100% 37 44 19 17 NA NA NA NA

7 SUGGESTION SCHEME USEFULNESSA To a very large extent 50 45 25 42 75 61 50 47B To a large 13 16 37 16 9 22 16 20C To some extent 13 20 13 42 7 9 28 13D Not at all 24 19 25 0 9 8 6 20

8 SUGGESTIONS GIVEN DURING LAST YEARA None 85 66 50 50 75 55 55 39B One 7 9 12 17 10 22 17 0C 2 TO 5 4 25 38 33 12 20 28 47D More than 5 4 0 0 0 3 3 0 24

9 HOW THE NUMBER OF SUGGESTION CAN BE INCREASED

A HOD's to submit their team suggestion every month

76 75 91 62 83 75 65 67

BGiving Suggestion made mandatory

79 68 69 50 80 66 67 63

C Suggestion of the month 80 77 61 77 86 78 78 88

DYour contribution in implementation

76 74 67 61 82 70 83 75

SECTION 2

( Stress Management & Relationship with your Seniors )

C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%

S.NOLEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

LEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

1 RATING THE FACTORS HELPFUL IN REDUCING THE STRESSA Flexible Work Timing 58 65 59 71 87 79 79 82B Job Rotation 64 61 58 67 71 68 64 70C Focus on Result 66 74 75 60 83 81 83 77D Improvement in Tools 87 80 80 71 77 84 86 75E Introducing Food Products 79 73 75 60 78 82 81 63F Team Work 91 91 94 94 91 94 100 90

GImprovement in junior-seniorRelationship

93 89 91 89 94 92 94 82

H Motivational Physical Facilities 95 82 87 77 95 83 86 75I Short Tea Breaks 71 72 69 67 87 81 75 72J Increase in no. of holidays 77 77 75 85 76 76 75 77K Reduction in overtime 71 69 80 64 85 70 78 60L Recreational Facilities 84 70 76 73 82 76 78 63M Increase in ECA 78 78 69 672 SOME FACTORS IDENTIFYING THE RELATIONSHIP OF SENIORS WITH JUNIORS

A Explains Job Properly 87 89 86 85 95 94 92 83B Show Fair Treatment 88 88 81 87 92 90 86 87C Appreciate Good Work 87 89 78 73 93 87 90 85D Solve Problems 91 88 80 79 94 92 90 83E Inform about Performance 87 80 76 73 87 89 86 70F Knows and Follows Procedure 87 87 80 89 86 85 89 83G Listens to Suggestions 84 82 78 79 91 85 83 77H Encourage to do things better 90 86 83 92 90 91 83 92

IMaintains two way communication 88 87 81 81 87 86 88 77

SECTION 3( Team Work & Decision Making Process )

C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%

S.NOLEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

LEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

1 TEAM WORK AND GROUP COHESIVENESSA I feel I'm a part of my team 92 96 94 94 91 89 93 93

BI am free to use my judgmentin getting work done

71 74 78 77 72 76 79 83

CWe avoid conflict to achieve harmony

87 80 84 83 86 82 88 87

DWe share our personal problems with each other

74 61 64 62 67 55 63 60

EOther members help in solving problems

85 66 72 69 85 81 76 78

2 SOME ITEMS RELATED TO THE DECISION MAKING PROCESS

AI am involved in important decision

65 60 73 69 75 68 69 75

B Superior considers other options81 75 78 77 83 75 74 70

CPeople are responsible for their decisions

82 79 72 77 84 83 68 72

DDecision making is confined to Top Management

91 85 97 83 86 94 89 73

SECTION 4 ( Implementation & Evaluation of Advantage Sharda Program )

C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%

S.NOLEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

LEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

1 IMPLEMENTATION OF ADVANTAGE SHARDA PROGRAMA Excellent 15 5 6 0 11 6 11 20B Good 35 43 25 8 64 61 33 27C Needs improvement 33 43 31 84 17 25 50 33

DAlternate Program should be thought of

17 9 38 8 8 3 6 20

2 PERFORMANCE FACTOR AFFECTED BY THE ADVANTAGE SHARDA PROGRAM

AMotivational factor for members 79 74 70 62 83 86 69 72

BMotivational factors for nonmembers 68 60 56 50 73 72 60 55

C NC's being registered 74 63 52 73 77 72 67 62D Relationship among colleagues 78 66 67 67 89 77 65 57

EReducing repetition of customer complaints 72 68 70 69 86 78 72 73

3 SUCCESS IN ACHIEVING THE OBJECTIVE OF ADVANTAGE SHARDA PROGRAM

AHard work and follow the system 88 83 80 81 93 85 85 77

B Do daily jobs without shortcut 86 84 8 75 87 80 84 77C Identify critical errors 79 79 78 75 82 77 75 72

DIdentify and run improvement programs 73 69 64 69 84 77 67 65

E Avoid under over production 71 64 64 60 80 76 61 60

FReduce lead time for activityunder your control 71 69 56 73 81 72 60 58

GAlertness for our physical and intellectual property 85 74 70 71 79 71 60 60

4 HOW HAS ADVANTAGE SHARDA BENEFITS YOU AS AN INDIVIDUALA Monetary benefit 55 49 50 35 61 53 51 43B Helped you to perform better 76 64 47 63 74 68 69 65C Increase self productivity 77 63 63 52 82 73 63 63D Increase Confidence 84 68 59 65 78 74 64 62E Getting rewards 63 63 55 48 60 59 44 42

SECTION 5( Health & Safety )

C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%

S.NOLEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

LEVEL 1

LEVEL 2

LEVEL 3

LEVEL 4

SECTION 51 HOUSEKEEPING MEANS

A

A perfect workplace & somebody to look after housekeeping 20 27 56 25 21 20 28 33

BWe must keep everything at proper place 67 68 44 66 76 72 72 67

C

Sweeper cleans the work place irrespective of things lying around 11 5 0 9 1 8 0 0

DProduction has nothing to do with housekeeping 2 0 0 0 2 0 0 0

2 IMPORTANCE OF HOUSEKEEPINGA Very Important 89 77 81 75 98 86 93 100B Important 10 18 19 25 2 10 7 0C Somewhat important 1 5 0 0 0 4 0 0D Not at all important 0 0 0 0 0 0 0 03 IMPORTANCE OF YELLOW LINESA Very Important 79 57 56 42 91 80 61 66B Important 18 36 19 50 7 12 39 27C Somewhat important 1 5 12 8 1 8 0 0D Not at all important 2 2 13 0 1 0 0 74 IMPORTANCE OF PERSONAL PROTECTIVE EQUIPMENTSA Very Important 88 79 75 92 92 82 83 66B Important 10 9 18 8 7 14 17 27C Somewhat important 1 12 7 0 0 4 0 7D Not at all important 1 0 0 0 1 0 0 05 IMPORTANCE OF WEARING HELMETA Very Important 94 90 94 92 94 94 94 100B Important 4 7 6 8 5 4 0 0C Somewhat important 0 3 0 0 0 2 6 0D Not at all important 2 0 0 0 1 0 0 0

PART IV

CONCLUSIONS

CONCLUSION

The annual HR survey was conducted successfully in Sharda Exports to consider the valuable information regarding different-different factors. Through this survey we try to find out the needs, requirement and motivated factor of the employees and their feedback toward organization.

This survey considers the following question regarding different-different sections that are:

1. Career Growth & Development and suggestion scheme.2. Stress Management and relationship with your seniors3. Team work and Decision making process4. Implementation and Evaluation Of Advantage Sharda5. Health , Safety & Housekeeping

The following conclusion that is presented is purely based on the analysis data through questionnaire.

SECTION1:-

As per the analysis of very first question of questionnaire , we get that majority of the employs are those who have been working here from 1-5 year, they mentioned their preference to work in Sharda is for learning opportunities and growth.Some employees are preferred as proximity to home.

As per the growth & learning opportunities, the majority of employees are with “High Responsibility with High Salary”.No doubt, Hard Work is the best way to enhance performance, but some employees also stated that Regular Performance Appraisal, Proper Job Description & Motivational physical facilities also some important factor to enhance performance.

Regarding suggestion scheme, the majority of employees is with “Very important & Important” but participation is not equal response of its importance. Employees should be motivated by reward them for “Suggestion of the month”.

SECTION 2:-

Stress Management itself a important topic. To reduce the stress in the organization, the major factor that should be focused is as:

1. Team Work2. Motivational Physical Facilities.

3. Improvement in Junior-Senior Relationship4. Reduction in overtime.

Considering the relationship with seniors, mostly juniors mentioned that they are satisfied with their seniors and they help them in most of the time as and when required. We found main factor to reduce the stress is team cohesiveness and minimum internal conflict which reduces the stress and team work give positive outcomes for overall effectiveness.

SECTION 3:-

There is a very positive analysis of employees regarding team work and group cohesiveness. All employees feel that they are a part of their team. Mostly all the employees are satisfied with their seniors & co-employees and they work in a team. They always try to avoid conflict in their team but all employees do not want to share their personal problem with their members, as they separate their personal and professional life,

In case of Decision Making, the analyze data represent that all levels employees as per the authority and duty involve in decision making process. At the junior level basically, Most of the employees mentioned that decision Making is confined by Top Level Management and they are responsible for their decisions. But some employees of level 4 also mentioned that they must be involved in important decision, taken in the organization.

SECTION 4:-

Regarding the implementation of Advantage Sharda Program, the majority is of employees is with good and need improvement. As the employees of lower salary are benefited more as they got reward for their positive contribution, thus they mentioned that this is a good program but in high cadre salary most of employees feels that it needs improvement.

The factor that is affected more by this program is the relationship with their colleagues. The objective of this program has been achieved to a large extent. In this survey we found monetary benefit of employees is less but they are being motivated and self productive and minimize their mistakes by which customer complaint is reduced.

SECTION 5:-

During Survey we found that employees are well aware about the importance of housekeeping and self responsible for this.

Mostly of them agreed that wearing Helmet while driving two-wheeler & Personal Protective Equipments while working and we need to take precaution by keeping yellow lines clear, this is most important for the safety and housekeeping of employees and for company as well.

SUGGESTION

SECTION 1:-

1. Regarding Training, some employees suggested that trainings related to their work should take place that help them to perform better and enhance their working capacity and process.

2. Regarding Growth, An employee suggested that there should be some kind of individual performance rating system.

3. Regarding Suggestion Scheme, some employees suggested that when the “SUGGESTION OF THE MONTH” announced it should shared at least to the H.O.Ds.

4. For the better performance of Suggestion Scheme, an employee suggested that suggestions should kept private and suggestion of one department should be checked out by another department for privacy and purity.

5. A point that is mentioned or suggested by most of the employees is that there must be a feedback system in the organization.

6. Some employee suggested that some outside training should also be held in the organization, on such topic like ISO 9001 and 14001.

SECTION 2:-

1. Regarding stress management, most of the employees suggested that working timing should be reduced; an employee suggested that some type of benefit should be provided for working overtime.

2. An employee also suggested that flexible work timing should be in the organization with incentives that enhance working profile of employees.

3. To maintain healthy environment & harmony among employees, they suggested that there should be a weekly get together that help to share their problems easily and helpful to improve relationship with seniors.

4. An employee also suggested that seniors should share responsibility to junior as per compatibility; they should keep trust on juniors because no one is brainless.

5. Some employees suggested that in production department the working conditions should be improved, manual work should be reduced and machinery should be provided that enhances working capacity.

SECTION 3:-

1. An employee suggested that their judgment should be free for some extent in getting job done.

2. An interesting point that is suggested by an employee that responsibility is always for the seniors but they should include their juniors as well, so that they can learn for the future.

3. In order to maintain healthy relationship with seniors, an employee suggested that senior should understand the knowledge level of juniors while, he is taking a decision and make him understand.

4. An employee suggested that their superiors should consider other opinions also before making any decision.

5. Employees agreed that decision making is confined by Top Level Management, but that should also consider the welfare of their employees.

SECTION 4:-

1. Most of the employees suggested that there is lack awareness about Advantage Sharda Program.

2. An employee suggested that for the betterment of this program there should be minimum number of participation& incentives should be provided after 3 months.

3. Some employees suggested that Advantage Sharda Program is not only for NC and CA, but it should also work on to find out the cause of this particular profit & loss.

4. In consideration of some employees they suggested that the amount of PC& CA should be informed to the employees properly.

5. An employee suggested that liberty should be given on NC & CA. There should be at least one oral warning before taking any corrective action.

6. An employee suggested that the CAs is not to PC. PC’s should also be in similar ratio in terms of frequency.

7. Some employees suggested that they should have authority to distribute the incentives to their employees for their better performance.

8. A proper analysis must be carried out before Corrective Action as sometimes employees suffer because of wrong doing of others.

SECTION 5:-

1. Regarding Health & Safety an employee suggested half yearly a medical checkup should be held in the organization that helps in enhancing their working capacity.

2. Some employees suggested that to reduce the laziness, some type of cafeteria or music system should be provided, where employees feel relaxed.

3. Employees of production department suggested that no. of bins should be increased.

4. For the purpose of safety some employees suggested that cabs should be provided.