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TRANSCRIPT
WINTER INTERNSHIP REPORT
Employee Engagement
At
Hager
By
Manisha Pattnaik
(165)
Under the guidance of
Amol pujari
(Head HR)
Winter Internship Report, Pune Institute of Business Management
ACKNOWLEDGMENT I am privileged that I got an opportunity to undergo winter internship at HAGER
ELECTRO PVT LTD at Pune. My project name is “EMPLOYEES ENGAGMENT” and it
has been very useful for me to understand the employee’s mind of company and
how to do make employees engaged apart from their work.
I express my deep sense thankfulness to Mr. AMOL PUJARI (HEAD HR) for his
assistance and support during project. I would also like to express my
appreciativeness to all the members of Hager Electro Pvt. Ltd. for their assistance
and constant motivation which will help me in my career ahead.
Above all, I would like give my special thanks to my internal mentor Ms. Payal
Trivedi and all my colleges, faculties who have guided me at my every phase of
project, which will give benefit me in future.
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COMPANY CERTIFICATE
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1
ContentsAcknowledgment......................................................................................................0Company Certificate..................................................................................................2Project Synopsis.......................................................................................................6manufacturing Sector................................................................................................7
1.1 Introduction to Manufacturing Sector:............................................................71.2 Market Size.................................................................................................71.3 Investments in Manufacturing Sector:.............................................................81.4 Government Initiatives.................................................................................91.5 Road Ahead...............................................................................................11
2 Power and electrical machinery.........................................................................123 Hager..............................................................................................................13
3.1 Mission and Vision of Hager.........................................................................143.2 Portfolio of Hager Brands...........................................................................15Portfolio of Hager Products....................................................................................16
4 Employee Engagement......................................................................................174.1 Introduction..............................................................................................174.2 Why Employee Engagement.........................................................................174.3 Three behaviors of an engaged employee......................................................174.4 Levels of Engagement.................................................................................17
4.4.1 Actively Engaged......................................................................................17
4.4.2 Not Engaged............................................................................................18
4.4.3 Actively Dis-engaged.................................................................................18
4.5 Factors of Engagement...............................................................................184.6 Importance of Engagement.........................................................................19
5 An Over-View of Employee Engagement..............................................................205.1 Question Arises?........................................................................................205.2 Answer to Their Questions...........................................................................215.3 How?........................................................................................................225.4 Result.......................................................................................................235.5 Impact......................................................................................................245.6 Again.......................................................................................................255.7 How to Do?................................................................................................26
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6 Employee Engagement at Hager.........................................................................276.1 Various Activities in Hager for Employee Engagement.....................................27
6.1.1 A Glimps of Such Activities at Hager..............................................................27
6.1.2 ............................................................................................................27
7 PROJECT METHEDOLOGY...................................................................................337.1 Introduction..............................................................................................337.2 Motivation & Learning................................................................................337.3 Research Objectives PRO & SRO....................................................................33
7.3.1 PRIMARY RESEARCH OBJECTIVE (PRO): “To determine whether the employee engagement activities influences the psychology of employees at Hager”..........................33
8 SURVEY QUESTIONS OBJECTIVE..........................................................................34Q12. To determine whether you have received any growth opportunity in an organisation with the weightage of 45%....................................................................................................34
9 ACTION PLAN...................................................................................................3510 OBSERVATIONS............................................................................................3911 Out of 21 employees 8 of them say they almost always have the opportunities to learn more and grow 9 of them say they got chance to a considerable degree to learn and grow and 3 0f them say occasionally they got chance to learn and growLEARNING OUTCOMES..................................................50Objective of the study......................................................................................51 In the project...............................................................................................51 Understand the psychology of employees......................................................51 Understand how to give value to employees..................................................51 Understand the expectation of employees from organisation........................51 Understand how to make em[ployees comfortable in an organisation...........5112 CONCLUSION................................................................................................5213 REFERENCES................................................................................................53
13.1 APPENDIX-1..............................................................................................5413.2 APPENDIX-2..............................................................................................5513.3 APPENDIX.3..............................................................................................5613.4 APPENDIX.4..............................................................................................5713.5 APPENDIX.5..................................................................................................5813.6 APPENDIX-6..................................................................................................59GALLUP SURVEY.....................................................................................................59
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PROJECT SYNOPSIS
Project Title Employee Engagement
Company Name Hager
Student Name Manisha Pattnaik
Student Roll No P15FC165
Project Guide Name Mr. Amol Pujari
Project Guide Designation Head HR
Duration of project From 21/12/15 To 29/01/16
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MANUFACTURING SECTOR
Indian economy is classified in three sectors — Agriculture and allied, Industry and
Services. Agriculture sector includes Agriculture (Agriculture proper & Livestock),
Forestry & Logging, Fishing and related activities. Industry includes Manufacturing
(Registered & Unregistered), Electricity, Gas, Water supply, and Construction.
Services sector includes Trade, repair, hotels and restaurants, Transport, storage,
communication & services related to broadcasting, Financial, real estate & prof
services, Community, social & pers. Services.
Services sector is the largest sector of India. Gross Value Added (GVA) at current
prices for Services sector is estimated at 61.18 lakh crore INR in 2014-15. Services
sector accounts for 52.97% of total India's GVA of 115.50 lakh crore Indian rupees.
With GVA of Rs. 34.67 lakh crore, Industry sector contributes 30.02%. While,
Agriculture and allied sector shares 17.01% and GVA is around of 19.65 lakh crore
INR.
1.1 Introduction to Manufacturing Sector:
The ‘Make in India’ initiative promoted by the Prime Minister of India is ambitious
goal to place India on the global banner as a manufacturing center and to gain the
global recognition of an Indian economy. The Government of India has set a target of
increasing the contribution of manufacturing output of 25 per cent of Gross
Domestic Product (GDP) by 2025, from 16 per cent currently.
1.2 Market Size
According to the data retrieved from Indian Brand Equity Foundation (IBEF), the
manufacturing sector in India is projected to generate about US$ 1 trillion by 2025.
There is prospective for the sector to account for 25-30 per cent of the country’s
GDP and create up to 90 million domestic jobs by 2025. Business conditions in the
Indian manufacturing sector continue to remain positive.
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1.3 Investments in Manufacturing Sector:
In a major boost to the 'Make in India' initiative, the Government of India has
received investment proposals of over US$ 3.05 billion till end of August 2015 from
various companies.
India has become one of the most attractive destinations for investments in the
manufacturing sector. Some of the major investments and developments in this
sector in the recent past are:
Canada’s Magna International Incorporated has started production at two
facilities in Gujarat’s Sanand, which will supply auto parts to Ford Motor Co in
India and will employ around 600 people at both units.
Swedish home furnishing brand Ikea has made a long-term plan of opening
25 stores in India by making an investment worth Rs 12,500 crore (US$ 1.9
billion).
Siemens has announced that it will invest € 1 billion (US$ 1.13 billion) in India
to add 4,000 jobs to its existing workforce of 16,000 in the country.
US-based First Solar Inc and China’s Trina Solar have plans to set up
manufacturing facilities in India. Clean energy investments in India increased
to US$ 7.9 billion in 2014, helping the country maintain its position as the
seventh largest clean energy investor in the world.
Samsung Electronics has invested Rs 517 crore (US$ 77.82 million) towards
the expansion of its manufacturing plant in Noida, Uttar Pradesh (UP).
“Samsung India Electronics is committed to strengthen its manufacturing
infrastructure and will gradually expand capacity at this plant to meet the
growing domestic demand for mobile handsets, as per the company.
Shantha Biotechnics Private Limited has started building a facility to
manufacture In suman, an insulin product to treat diabetes. Sanofi SA, which
acquired Shantha Bio technics, will invest Rs 460 crore (US$ 69.24 million) to
build the facility.
BMW and Mercedes-Benz have intensified their localization efforts to be part
of ‘Make in India’ initiative. "The localisation efforts will reduce the waiting
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period and accelerate the servicing process of our cars as we had to
(previously) depend on our plants overseas for supply and will help us on the
pricing front.”
Suzuki Motor Corp plans to make automobiles for Africa, the company’s next
big bet, as well as for India at its upcoming factory in Hansalpur, near
Ahmedabad, Gujarat.
Taiwan-based HTC has decided to manufacture products in India. HTC is
believed to have partnered GDN Enterprises, which has an assembly set up in
Noida.
Foxconn is planning an aggressive expansion in India, building up to 12 new
factories and employing as many as one million workers by 2020
The State Government of Tamil Nadu has signed investment agreements
worth Rs 2,42,160 crore (US$ 36.45 billion) during a two-day Global Investors
Meet in September 2015.
1.4 Government Initiatives
In a bid to push the 'Make in India' initiative to the global level, Prime Minister of
India, pitched India as a manufacturing destination at the World International Fair in
Germany's Hannover earlier this year. Mr. Modi showcased India as a business
friendly destination to attract foreign businesses to invest and manufacture in the
country.
The Government of India has taken several initiatives to promote a healthy
environment for the growth of manufacturing sector in the country. Some of the
notable initiatives and developments are:
The Government plans to organize a ‘Make in India week’ in Mumbai
between February 13-18, 2016 to boost the ‘Make in India’ initiative and
expects 1,000 companies from 10 key sectors to participate in the exhibition
of innovative products and processes, a hackathon and sessions on urban
planning, among other events.
The National Institution for Transforming India Aayog (NITI Aayog) plans to
release a blueprint for various technological interventions which need to be
incorporated by the Indian manufacturing economy, with a view to have a
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sustainable edge over competing neighbor’s like Bangladesh and Vietnam
over the long term.
Ms. Nirmala Sitharaman, Minister of State (Independent Charge) for
Commerce and Industry, has launched the Technology Acquisition and
Development Fund (TADF) under the National Manufacturing Policy (NMP) to
facilitate acquisition of Clean, Green and Energy Efficient Technologies, by
Micro, Small & Medium Enterprises (MSMEs).
The Government of India has asked New Delhi's envoys in over 160 countries
to focus on economic diplomacy to help government attract investment and
transform the 'Make in India' campaign a success to boost growth during the
annual heads of mission’s conference. Prime Minister, Mr. Modi has also
utilized the opportunity to brief New Delhi's envoys about the Government's
Foreign Policy priority and immediate focus on restoring confidence of
foreign investors and augmenting foreign capital inflow to increase growth in
manufacturing sector.
The Government of Uttar Pradesh (UP) has secured investment deals valued
at Rs 5,000 crore (US$ 752.58 million) for setting up mobile manufacturing
units in the state.
The Government of Maharashtra has cleared land allotment for 130
industrial units across the state with an investment of Rs 6,266 crore (US$
943.13 million)
Dr Jitendra Singh, Union Minister of State (Independent Charge) of the
Ministry of Development of North Eastern Region (DoNER), MoS PMO,
Personnel, Public Grievances & Pensions, Atomic Energy and Space,
Government of India, has announced the 'Make in Northeast' initiative
beginning with a comprehensive tourism plan for the region.
Government of India has planned to invest US$ 10 billion in two
semiconductor plants in order to facilitate electronics manufacturing in the
country.
Entrepreneurs of small-scale businesses in India will soon be able to avail
loans under Pradhan Mantri MUDRA Yojana (PMMY). The three products
available under the PMMY include: Shishu - covering loans up to Rs 50,000
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(US$ 752), Kishor - covering loans between Rs 50,000 (US$ 752) to Rs 0.5
million (US$ 7,520), and Tarun - covering loans between Rs 0.5 million (US$
7,520) and Rs 1 million (US$ 15,052).
1.5 Road AheadThe Government of India has an ambitious plan to locally manufacture as many as
181 products. The move could help infrastructure sectors such as power, oil and gas,
and automobile manufacturing that require large capital expenditure and revive the
Rs 1,85,000 crore (US$ 28.42 billion) Indian capital goods business.
India is an attractive hub for foreign investments in the manufacturing sector.
Several mobile phone, luxury and automobile brands, among others, have set up or
are looking to establish their manufacturing bases in the country.
With impetus on developing industrial corridors and smart cities, the government
aims to ensure holistic development of the nation. The corridors would further assist
in integrating, monitoring and developing a conducive environment for the industrial
development and will promote advance practices in manufacturing.
*FOR GRAPHICAL PRESENTATION SEE APPENDIX-1
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2 POWER AND ELECTRICAL MACHINERY
By 2022, the installed power capacity in India is expected to reach 350 gig watts
(GW) from 243 GW in 2014, on the back of increasing industrialization and economic
development. The total market size of electrical machinery in India is anticipated to
reach Rs 667,3crore by 2022 from Rs.1607.76crore in 2013.
The electrical machinery sector consists of generation, transmission and distribution
machinery. The transmission and distribution market expanded at a compound
annual growth rate (CAGR) of 6.7 per cent over FY07-13. Boilers (16 per cent), cables
(15 per cent) and transmission lines and conductors (12 per cent) account for a large
chunk of the revenue. The generation equipment market is expected to expand at a
CAGR of 12.7 per cent over FY12–22.
The Government of India has been de-licensed the electrical machinery industry and
has allowed 100 per cent foreign direct investment (FDI) in the sector. It plans to set
up the Electrical Equipment Skill Development Council (EESDC) which would focus on
identifying critical manufacturing skills required for the electrical machinery industry.
With many bilateral nuclear agreements in place, India is expected to become a
major hub for manufacturing nuclear reactors and associated components. Foreign
participation in the development and financing of generation and transmission
assets, engineering services, equipment supply and technology collaboration in
nuclear and clean coal technologies is also expected to increase.
Electricity production in India stood at 1,048.7kilowatt in FY15, a 8.4 per cent
growth over the previous fiscal
•Over FY10–15, electricity production expanded at a CAGR of 6.3 per cent
•The Planning Commission’s 12th Plan projects that total domestic energy
production would reach 669.6 million tons of oil equivalents (MTOE) by 2016–17 and
844 MTOE by 2021–22
* FOR GRAPHICAL PRESENTATION SEE APPENDIX-2
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3 HAGER
(Hager is a leading manufacturing company stands for comprehensive safe
and easy electrical installations in residential, industrial and commercial
building)
The company was founded in 1955 by Hermann Hager and Dr. Oswald
Hager together with their father Peter and today remains an
independent business, owned and run by members of the Hager family,
with its head office in Blieskastel, Germany
Before Hager has tied up with L&T where Hager focused on
manufacturing part of business and L&T focused on marketing part of
business
It was apart from L&T in the year of 2012.
The organization of the company as a European Company (Societal
European, SE) underlines both its cultural diversity and its European
roots
Hager Group is, though, a worldwide business venture: 11,400
employees generate a turnover of around 1.7 billion euros (2014)
Components and solutions are produced in 23 production sites around
the globe and customers in more than 95 countries all over the world
trust in them
Together with the customers from industry and the electrical trade,
Hager Group is working on future topics such as electro-mobility,
Ambient Assisted Living, where building automation facilitates the
everyday life of the elderly and individuals who require care, and on the
networking of energy-efficient housing, which will provide greater
comfort while requiring less energy consumption
The link between many of these technologies will be the distribution
board, the product with which the company has achieved its growth
For the development and production of these solutions, Hager Group
relies on a portfolio of proven specialists
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The Hager brand, with products ranging from energy distribution
through cable management and wiring accessories to building
automation and security systems, represents the core business of the
company
3.1 Mission and Vision of Hager
To contribute to a safe and efficient distribution of electrical energy and
actively participate in improvement of building comfort.
The vision of Hager is to target B to C business and reach 500cr
business in next 5 years.
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3.2 Portfolio of Hager Brands
*FOR BRAND IMAGE SEE APPENDIX-3
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Portfolio of Hager Products
Novello+ distribution board
Manual changeover switches
Automatic transfer switches
Automatic changeover with current limiter
Modular changeover switches
MCBs
RCBs
MCCBs
Isolating switches
Over and low voltage release MZ215
Indicating lights
Plug and sockets
Time switches
Presence and movement detectors
Contactors
Wiring accessories
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4 EMPLOYEE ENGAGEMENT
4.1 Introduction
Employee engagement is a property of the relationship between an organization
and its employees. An "engaged employee" is one who is fully absorbed by and
enthusiastic about their work and so takes positive action to further the
organization's reputation and interests.
4.2 Why Employee Engagement
An engagement employee is aware of business context, and works with
colleagues to improve the job performance for the benefit of an organization
Defined as the level of commitment an involvement of an employee has
towards their organizational value
Engagement is closely related to job involvement and flow
4.3 Three behaviors of an engaged employee
Say- things like “this is a great place to work”, “my colleagues/ boss are
wonderful”, and “ I really identify with company’s mission
Stay- they are more likely to want to stay at the company and less likely to be
looking for work elsewhere
Strive- they are more likely to give extra effort in their job, which is also
known as ‘discretionary effort’
4.4 Levels of Engagement
4.4.1 Actively Engaged
Known as a builder
Realize their role, expectation and strive to meet and exceed them
Perform consistently in high level
Passion, innovative in work are their characteristics
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4.4.2 Not Engaged Concentrate more on their task rather than goals and outcomes
Trends to feel their contribution is being over looked and their potential is
not being tapped
An unproductive relationship with managers and co-workers
4.4.3 Actively Dis-engaged Being unhappy in work they show seeds of negativity at every
opportunities
Undermine the accomplishment of engaged co-workers
Cause great damage to an organization
(* FOR GRAPHICAL PRESENTATION SEE APPENDIX-4)
4.5 Factors of Engagement Career development- opportunity for personal development
Career development- effective management of talent
Leadership- clarity of company’s value
Leadership- respective treatment of employees
Empowerment
Image
Equal opportunities and fair treatment
Performance appraisal
Pay and benefits
Health and safety
Job satisfaction
communication
family friendliness
co-operation
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FOR GRAPHICAL PRESENTATION SEE APPENDIX-5
4.6 Importance of Engagement Reduce in attrition rate
High productivity
Innovative employees
High performance
Business grow
Less idle time
Less leave
Enthusiastic employee
Treat customers as their loyalty
Promotion of organization
Give value to the organization
Employees get opportunity to learn
Focused employees towards their goals
Performance of individual increases
Team work increases
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5 AN OVER-VIEW OF EMPLOYEE ENGAGEMENT
5.1 Question Arises?
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5.2 Answer to Their Questions
1
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5.3 How?WHEN PEOPLE ARE ENGAGED
THEY WORK HARD
AT THEIR BUSINESS
THEY STAY FOR A LONG PERIOD IN AN ORGANISATION
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5.4 ResultTHEY BECAME AN ASSET FOR AN ORGANISATION
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5.5 Impact
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5.6 Again
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5.7 How to Do?
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6 EM
P
L
O
Y
E
E
ENGAGEMENT AT HAGER
In hager they do various kinds of activities for employee engagement.
Through employee engagement Hager group want to value their employees.
Hager treat their employees as their asset of their company.
6.1 Various Activities in Hager for Employee Engagement CSR activities
Health Week
Festival celebration
Marathon
Utilization of leisure time
Birthday celebration
6.1.1 A Glimps of Such Activities at Hager(Benefits from employee engagement activities)
6.1.2Value Added
To Their
Employees
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Strong-relationship Building Between colleges
Equality
Between
Employees
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Sharing ideas to increase productivity
Reason behind less attrition rate
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Treat their employees as their asset
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CSR Activities
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ULTIMATE PROFIT
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7 PROJECT METHEDOLOGY7.1 IntroductionThe following report is based on the survey of employee’s impact of doing employee
engagement activities. I have conducted this survey among 21 employees. The
report deals with various methods and steps involved in the process. The project
aims at understanding the factors affecting the psychology of the employees. The
research demonstrates different factors that are affected easily. The research deals
with knowing the employees satisfaction.
7.2 Motivation & LearningThe main objective of the project is to understand the psychology of employees and
the behavior of the employees towards their organization and how employee
engagement activities put some impact on employees to work effectively. The study
shows the employee’s perspective towards different factors. The study helps in
understanding the psychology of employees need & preferences. It will also help in
motivate the employees towards their work.
7.3 Research Objectives PRO & SROThe research was conducted through the means of a questioner form that was
prepared on the basis of different PRO and situational analysis. The psychology of
the employees changes due to both personal and environmental factors.
7.3.1 PRIMARY RESEARCH OBJECTIVE (PRO): “To determine whether the employee engagement activities influences the psychology of employees
at Hager”
(FOR QUESTIONNARIES SEE APPENDIX-6)
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8 SURVEY QUESTIONS OBJECTIVEQ1. To determine whether there is proper communication of JD with the weightage of 100%
Q2. To determine whether there are proper amenities provided to do work right with the weightage of 100%
Q3. To determine whether employees are getting proper work every day where they can contribute their best at with the weightage of 90%
Q4. To determine whether employees are frequently getting praise for their work with the weightage of 85%
Q5. To determine whether employees are feeling like a family in an organisation with the weightage of 80%
Q6. To determine whether managers are motivated their employees with the weightage of 75%
Q7. To determine whether the employees are getting acknowledged by the company with the weightage of 75%
Q8. To determine whether employees are feeling like their job is important in the organization of 70%
Q9. To determine whether your colleagues are committed towards the work which assigned to them in an organisation with the weightage of 60%?
Q10. To determine whether your colleagues feel free to share his/her personal as well as professional problem with you with the weightage of 50%
Q11. To determine whether you have received any appraisal in the last 6 months of your working with the weightage of 50%
Q12. To determine whether you have received any growth opportunity in an organisation with the weightage of 45%.
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9 ACTION PLANDate Activity
21st/12/2015 Introduction with HR
Choosing of project
Discussion of activities related to project
Present a presentation relating to activities of project(Christmas
party)
22nd/12/2015 Prepare the ingredient list which are useful for the event
Prepared an estimate budget
Budget finalize by Head HR
23rd Prepare invitation card for employees
Went for shopping for Christmas party
Prepare a presentation for Christmas party event
Invite employees for party
Set some games for employees for Christmas party
24th/12/2015 Meeting with HR regarding our preparation
Feedback from HR regarding our preparation
Execute the work relating to games
Decoration of room
Celebrate party
Distribute gifts
Feedback from all employees
28th/12/2015 Prepare a feedback form of Christmas party
Meeting with HR for further work of project
Calling to new candidates for induction program
Calling to mangers for setting their sessions for induction
program
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Mailing to new candidates regarding their induction
29th /12/2015 Factory visit
Meeting with HR
Appoint for further works for employees engagement
Business meeting with a 35 years consultant Mr. Sanjay
Agarwal
Factory visit to know the procedure of production
30th/12/2015 Prepare induction kit for new candidates
Calling to new candidates for their confirmation
Calling to cake shops
31st Absent as I was not well
04th /01/2016 Preparing forms for new candidates of induction
Greet new candidates of induction
Interaction with new candidates
Checking and verifying the documents of new candidates
Filing new candidates documents
Prepare list of expense claim of existing employees
05th /01/2016 Prepare a presentation regarding marathon
Verifying documents of remaining new employees
Helping our team in preparing new policies letters
07th /01/2016 Work on my own project research
08th /01/2016 Make an invitation card for marathon
11th/01/2016 Pre-planning of kite festival
Planning for making invitation card
12th/01/2016 Make the list of shirts for marathon
Calling to shops for printed caps and silicon bands
13th /01/2016 Packing of t-shirt in respect of employees name
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Re-making of policy forms
14th /01/2016 Went to malls for purchasing shorts for employees
15th/01/2016 Calling to banner shops
Calling to balloons shops
Calling to flag shops
16th to 17th (Mumbai Marathon)
18th leave
19th /01/16 Make presentation for management meeting of Christmas and
marathon event
22nd /01/16 HR activity planning for 2016
Weekend (23rd and 24th )
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10 OBSERVATIONSQ1.
At Hager out of 21 employees,14 employees said that they know what works
are expected from them in organisation and 7 employees said that
v.frequently they know what work are expected from them at company
beacause many times the work is depend upon the situation too.
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Q2.
Out of 21 employees 18 employees say they have proper material and
equipment to so their work right and only 3 employees say they don’t have
proper equipment to do their work right.
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Q3.
Out of 21 employees 6 of them say that they always have the opportunities
to do work in which they are best and 9 of them say that they very frequently
get chances to do in which they are best in and 5 employees of them say that
they get chances to do the work at which they are good in very occasionally
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Q4.
Out of 21 employees 8 of them say yes they have got praise from their
superior in last 7 days and the rest employees say they did not get any kind of
recognition in last seven days.
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Q5.
Out of 21 employees 13 employees say that their supervisor or some one at
work always shows care for them and 7 employees say that usually someone
at work shows care for them at work and the rest employees say that about
half of the time somebody at work shows care for them at organisation
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Q6.
Out of 21 employees 10 employees say that almost always someone at work
encourages them for their development at their work 9 of them say that to a
considerable degree someone at work encourages them and rest employees
say that occasionally they get encouraged by others for their development at
work
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Q7.
Out of 21 employees 4 employees say that their opinion always seems to be
count 12 employees say that very frequently their opinion take into
consideration and rest of employees say that occasionally their opinion take
into considerartion
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Winter Internship Report, Pune Institute of Business Management
Q8.
Out of 21 employees 14 employees say that the mission/ purposes of
company make them feel like their job is important for organization and 6 of
them say very often they feel that their job is important and only 1 of them
say that sometimes he/she feel like his/her job is important as per the
mission or purpose of the company
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Winter Internship Report, Pune Institute of Business Management
Q9.
Out of 21 employees 8 employees say that their colleagues are always
associated with them to doing quality works and 13 of them say very often
their colleagues are associate with them to do quality work
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Winter Internship Report, Pune Institute of Business Management
Q10
Out of 21 employees 13 employees say that they have best friend in
organization and only 7 employees say they don’t have any best friend at
their work place
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Winter Internship Report, Pune Institute of Business Management
Q11
Out of 21 employees 4 of them say that in last 3 months always there is
someone who talk about their progress 9 of them say very frequently they
have someone who talk about their progress and 6 of them say occasionally
there is someone who talk about their progress and rest employees say that
rarely they have someone who talk about thaior progess in an organisation
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Winter Internship Report, Pune Institute of Business Management
Q12
11OUT OF 21 EMPLOYEES 8 OF THEM SAY THEY ALMOST ALWAYS HAVE THE OPPORTUNITIES TO LEARN MORE AND GROW 9 OF THEM SAY THEY GOT CHANCE TO A CONSIDERABLE DEGREE TO LEARN AND GROW AND 3 0F THEM SAY OCCASIONALLY THEY GOT CHANCE TO LEARN AND GROW
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Winter Internship Report, Pune Institute of Business Management
12 LEARNING OUTCOMESObjective of the study
In the project
Understand the psychology of employees
Understand how to give value to employees
Understand the expectation of employees from organisation
Understand how to make em[ployees comfortable in an organisation
Out of the project
How to do formal calls How to greet new comers How to schedule the three days induction program How to filing employees report Verification of documents of new comers How to do business meetings
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Winter Internship Report, Pune Institute of Business Management
13 CONCLUSIONI am very happy to be a part of this project. From the last one month I was feeling that I am an employee and feeling fresh every day. From this internship project I learn many of the important things about employee engagement activities. Daily I observed the HR department that how they work on their process. At a time when I worked on project I realized that what should be the way of talking, what should be the way to present in front of the candidates. Employee engagement should be there in any organization for value adding their employees as well as employee should treat themselves as a family member of organization.
Apart from the project I also learn many things that help me to work in an organization at future. In this time period only I was able to know about the company, about their policy.
I am very gleeful to be a part of Hager for short time and also happy to be a part of HR department for doing employee engagement activities.
<Employee Engagement>, <Hager> 50
Winter Internship Report, Pune Institute of Business Management
14 REFERENCES http://www.ibef.org/industry/manufacturing-sector-india.aspx
http://www.ibef.org/industry/power-sector-india.aspx
http://products.gallup.com/181244/q12-gallup-employee-engagement-survey-adwords- 01222015.aspx?gclid=Cj0KEQiArJe1BRDe_uz1uu-QjvYBEiQACUj6oqYcoUzARnWycW8ef4eCBrkwu2KqAYIevpr4eMvOUWYaAkKa8P8HAQ
http://www.hager.co.in/
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14.1 APPENDIX-1
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14.2 APPENDIX-2
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14.3 APPENDIX.3(Types of Employees)
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Winter Internship Report, Pune Institute of Business Management
14.4 APPENDIX.4
Career development- opportunity
for personal development
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Career development-
effective management of
talent
Leadership- Clarity of
Company’s value
Leadership- Respective
treatment of employees
Empowerment
Image
Equal opportunities & fair
treatment
Performance appraisal
Pay and benefits
Health and safety
Job satisfaction
Feeling Valued
And
Involved
Winter Internship Report, Pune Institute of Business Management
Communication
Family friendliness
Co-operation
13.5 APPENDIX.5(Hager Brands)
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Winter Internship Report, Pune Institute of Business Management
13.6 APPENDIX-6GALLUP SURVEY
1) Do you know what is expected of you at work?
A) Always b) very often c) sometimes d) rarely e) never
2) Do you have the materials and equipment to do your work right?
A) Yes b) No
3) At work, do you have the opportunity to do what you do best every day?
A) Always b) very frequently c) occasionally d) rarely e) very rarely f) never
4) In the last seven days, have you received recognition or praise for doing good work?
A) Yes b) no
5) Does your supervisor, or someone at work, seem to care about you as a person?
A) Always b) Usually c) About Half the Time d) Seldom e) Never
6) Is there someone at work who encourages your development?
A) Almost Always b) To a Considerable Degree c) Occasionally d) Seldom
7) At work, does your opinion seem to count?
A) Always b) Very Frequently c) occasionally d) rarely e) Very Rarely f) Never
8) Does the mission/purpose of your company make you feel your job is important?
A) Always b) Very Often c) Sometimes d) Rarely e) Never
9) Are your associates (fellow employees) committed to doing quality work?
A) Always b) Very Often c) Sometimes d) Rarely e) Never
10) Do you have a best friend at your work?
A) Yes b) No
11) In the last six months, has someone at work talked to you about your progress?
A) Always b) Very Frequently c) occasionally d) rarely e) Very Rarely f) Never
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12) In the last year, have you had the opportunities to learn and grow?
A) Almost Always b) To a Considerable Degree c) Occasionally d) Seldom
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