Contenu connexe


A study on Employee Engagement in HMIL

  1. Agenda : Employee Engagement Industry Profile Company Profile Objective of the Study DONE BY Research Methodology Findings SHARVESH R Suggestions (1341002)
  2. Employee Engagement: Employee engagement is a workplace approach designed to ensure that employees are committed to their organisation's goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being. Attributes of Employee Engagement : 1. Communicate 6. Collaborate 2. Compliment 7.Credibility 3. Connect 8.Contribute 4. Career 9.Confidence 5. Control 10. Clarity Categories of Employee Engagement: 1. Engaged 2. Not Engaged 3. Actively Disengaged
  3. Approaches for New Employees All employees Right person for realistic job preview Communication Activities Training Program Reward Schemes Regular Technical/soft skill updates Team Building Activities Leadership Development Activities Industry Profile: It is an automotive industry. Manufactures over 11 million vehicles and exports 1.5 million every year. A chuck of India's car manufacturing industry based in and around Chennai and Pune
  4. Supply Chain of Automobile Industry : Third Tier suppliers Second Tier suppliers First Tier suppliers Automakers Dealers parts customers Service providers
  5. Company Profile: HMIL starts in the year 1996 in Irungattukottai is a wholly owned subsidiary of HMC. HMIL is the largest passenger car exporter from past 10 years and second largest car manufacturer in India. It has currently has models across segments – Eon, i10,Grand i10,Xcent, Elite i20,Verna, Elantra, Sonata, Santa Fe. It has Currently exports to around 85 countries across Africa, Middle East, Latin America, Australia and Asia Pacific. Currently has 415 dealers and 1100 service points across India. Exports: HMIL began exporting in 1999 20 Santro to Nepal followed by 1,00,000 cars in 2004 In Oct 2005 exports 2,00,000 car followed by 3,00,000 and 4,00,000 car in the yr 2006 and 2007 respectively. By exporting 10,00,000 car HMIL become the fastest Indian passenger car manufacturer to achieve this milestone in record time.
  6. HMIL Vision Statement Our Team provides value for your future. HMIL Mission statement: To create exceptional automotive value for our customers by harmoniously blending safety, quality and efficiency. With our diverse team, we will provide responsible stewardship to our community and environment while achieving stability and security now and for future generations.
  7. Hierarchy of HMIL Share holders Board Financial Center Legal Department Director HR dept Investment dept Marketing dept Technical Dept Production Dept Production planning Technical Design Production QA Manager Maintenance Planning dept Research dept Engineering dept Brand creative Trade Marketing Promotions/ media Public Relation Market Analyst Product design dept Research devlop dept Tech Audit dept Tech service dept Customer service dept Training group Recruitment Team Office support Compensation & benefit
  8. Primary Objective: A Study on Employee Engagement Activities in HMIL Secondary Objective: • To find out the Nature of employee engagement programs • To find out how far the employees are satisfied with such program • To study about the level of employee engagement in the company Scope of the study: Present scenario of huge competition to achieve the corporate advantage the employee are put enormous pressure to work continuously. • This study will help the organization to keep the employees engaged by conducting other activities apart from the regular work • This will give the organization few important inputs in order to improve their stands on current employee engagement activities • The project allows for increased engagement of employees, and loyalty by identifying the root causes of employee engagement and targeting those areas
  9. Limitations : • The normal problems in collection of data like non response and inconsistent responses • Most of the respondents are from rural background and have very less knowledge of understanding the language English. So researcher had to spend more time in explaining the questions in the vernacular language •The findings are based on he use of self – reported survey data, which may be affected by response biases. •All data collected are generally limited by the method adopted. In the current research the sole model of data collection being questionnaire, limits the data to the extent of data generation available through that method. Research Methodology: The methodology of study explains the systematic way of finding the answers to pre determined questions. This provides the clear path to accomplish and achieve the clear solution for the problem stated
  10. Research Design: The research design is the basic framework or a plan for a study that guides the collection of data and analysis of data. In this survey and the design used is descriptive research design. Data Collection: A comprehensive questionnaire was prepared to meet out the needs of the objective. Source of Data: Data collection method is the backbone of the research design. The source of data utilized for analysis and report preparation is both primary and secondary. Primary Data It was collected through the interview and getting the questionnaire filled. The interview was made only to the employees who were willing to share their views
  11. Secondary Data: The main source of secondary data was company old data and official websites. Sampling size: 110 employees were surveyed during the study period Questionnaire design: The questionnaire design is basically closed ended questions. AS multi- option are given to the employees for their convenience. 5 point rating scale is used in the study. Statistical Tools: Simple percentage analysis and tabulation is used to analysis the data. Pie chart and bar diagram is used to give pictorial representation to the analysis. Weighted average method Chi-square analysis
  12. Findings: 90% are male and 10% are female. In that 49% of the respondents in the company are between the age group of 22-25. 48% of the employees of the respondents in the company having less then 2 years of work experience. 66% of the employees are satisfied that they are satisfied with employee engagement activities by the company. 72% of the employees strongly agree that their relationship with the co- workers have improved after the employee engagement activates have been conducted. 34% of the employees strongly agree that their organization conducts all types of engagement activates likes games team building activities and reward scheme. 50% are strongly agree that the company conducting feedback sessions after engagement activities 62% of the employees strongly agree that they are satisfied with the rewards given by the company.
  13. 78% of the employees in the company conducts are not given any suggestion about the engagement activities. From the weighted Average method it was found 38 % of the employees strongly agree that picnic is one of the most preferred activates in the organization. From chi chi-square test it was found that there is a significant relationship between age and engagement activities preferred. And respondents between the age group (22-25) preferred picnic as one of the best way to keep them engaged. Chi-Square test it was found that there is a significant relationship b/w engagement activities attended by the respondents and satisfaction level. And the respondents between the age group (22-25) accepted that they are highly satisfied with employee engagement activities conducted by the organization.
  14. Suggestion: The employee can be given the authority to make decision while executing their tasks in their team; they must not wait to contact their team leader or their department manager for executing simple task. The organization can encourage the employees to come up with their own ideas and suggestion for the betterment of organizations policy and work activity. To improve relationship of the employees with their co workers the activities can be conducted by giving the importance to interpersonal relationship. After each and every engagement activity it is sole responsibility of HR to talk about the activity with the employees and understand the needs to boost the working environment. The rewards given to the employees by the company should be fair and equal to all level in the organization. The rewards and the engagement activities should be given to increase the production thinking and motivation of the employees.
  15. A regular survey should be conducted every month or a fortnight in order to understand the different need of the employees since every individual employee would anticipate for a better experience. Incentive awards must be designed to reward employee ideas, suggestions and solutions that results in cost saving and generate revenue.