Escolar Documentos
Profissional Documentos
Cultura Documentos
OF PROFESSIONAL COLLEGES
LUCKNOW
PROJECT REPORT
ON
A STUDY OF EMPLOYEE
ENGAGEMENT PROGRAMME AT
AIRCEL IN LUCKNOW REGION
SUBMITTED BY:
Bhumija Gupta
Roll No.: 13122700
MBA IIIrd Sem.
Certificate
ii
DECLERATION
iii
ACKNOWLEDGEMENT
iv
PREFACE
A nations prosperity can be judged by the progress it has made in the
business sector. This industrial sector is run by management and
workers, thus there is need to have better scientific selection of the
management and workers to enable efficient running of the business
sector.
Human resource is a most valuable asset in the Organization.
Profitability of the Organization depends on its utilization At AIRCEL
Employee Engagement is of considerable importance which provides
employees an environment of care, comfort and learning and utilizes
the potential and skills of the employees to the maximum.
Employee Engagement is a core practice of HR Which lowers turnover
risk,
employeeretention,
boostsproductivity,
enhances
employee
competency.
My topic is Employee Engagement at Aircel, to study its
effectiveness, analysis of different activities, studying the ways of
employee retention, lowering turnover risk and its impact in an
Organisation as a whole.
TABLE OF CONTENT
1.
Certificate
ii
2.
Declaration
iii
3.
Acknowledgement
iv
4.
Preface
5.
Introduction
6.
Company Profile
7.
Research Methodology
8.
Data Analysis
9.
Findings
10.
Recommendations
11.
Conclusion
12.
Limitation
13.
Bibliography
14.
Annexure
vi
vii
INTRODUCTION
INTRODUCTION
INTRODUCTION
Employee engagement is a psychological commitment to take ownership for
ones work and to go the extra mile.
Engaged employees learn more, grow faster, and show more initiative than
employees who are not. They are committed to finding solutions, solve problems,
and improve business processes.
Therefore, employee engagement is strongly linked to business performance
Employee
engagement,
also
called worker
Employee Engagement
Employee engagement is the extent to which employees think, feel, and act in
ways that represent high levels of commitment to their organization.
Engaged
employees
are motivated
to
contribute
100%
of
their
knowledge,
skills, and abilities to help their organization succeed. They care deeply about
their company, want to contribute to its success, and regularly have peak expe
riences at work
IMPORTANCE OF EMPLOYEE ENGAGEMENT
Engagement represents the motivational capital that exists within an individual, a u
nit, or an organization. It is a valuable resource that can boost company performan
ce. Our research shows that engagement is linked to a number of important busines
s outcomes.
For example, we have found the following:
Engaged employees offer significantly higher levels of service to customers
Engaged managers are more likely to create a work environment that
is
collaborative, creative, and stimulating
Engaged work teams tend to have fewer accidents and injuries
The
vast
majority
of
employees
want
to
Equity: Employees want to be treated fairly when it comes to pay and bene
fits, daytoday treatment, and psychological and physical safety.
This represents our Three Factor Theory of Human Motivation in the Workplace.
When
these needs are met, employees are highly engagedeven enthusiasticat work.
Employee engagement can be defined as an employee putting forth extra
discretionary effort, as well as the likelihood of the employee being loyal and
remaining with the organization over the long haul. Research shows that engaged
employees: perform better, put in extra efforts to help get the job done, show a
strong level of commitment to the organization, and are more motivated and
optimistic about their work goals. Employers with engaged employees tend to
experience low employee turnover and more impressive business outcomes.
Employee engagement is more than just the current HR 'buzzword'; it is essential.
In order for organizations to meet and surpass organizational objectives, employees
must be engaged. Research has proven that wholly engaged employees exhibit,
Higher self-motivation.
Confidence to express new ideas.
Higher productivity.
Higher levels of customer approval and service quality.
Reliability.
Organizational loyalty; less employee turnover.
Lower absenteeism.
Three basic aspects of employee engagement according to the global studies are:
experience
The employers and their ability to create the conditions that promote
employee engagement
Interaction between employees at all levels.
Employee engagement is seen as the outcome of 4 dimensions:Basic needs: Clarity work, materials and equipment
recognition,
person-job-fit.
Teamwork: Best friend, co-workers, commitment to quality, clarity
of
HR
Responsibility
Strategic HR
Planning
Operational HR
Planning
Compensation
and Benefits
Developing HR
Policies
Employment
Legislation and
Standards
Job Descriptions
Performance
Management
Learning,
Training and
Development
Workplace
Diversity
Work Teams
and Group
Dynamics
Conflict
Resolution
Workplace
Wellness
Initiatives
Employee
Recognition
more
counterparts.
9
productive
than
their
disengaged
CONVEY
CONTRIBUTE
CONTROL
CONGRATULATE
CLARITY
CONFIDENCE
CAREER
COLLABORATE
10
CREDIBILITY
CLASSIFICATION OF EMPLOYEES:
1. Fully Engaged employees
3. Disengaged employees
4. Actively Disengaged
ACTIVELY
ENGAGED
PASSIVELY
ENGAGED
DISENGAGED
ACTIVELY
DISENGAGED
Do your very
best
Do as you are
told
Often feel
underutilized
Constantly
learning &
taking
calculated
risks.
Do Strictly
whats required
Negative or sarcastic
attitude about work
Feel stretched
beyond
comfort zone
Stick to what
you know and
take few risks.
Critical of leaders or
peers.
Take personal
satisfaction in
the quality of
work
See many
barriers to
better results
outside of
personal
control
Do just enough to
get by and not get in
trouble
Work can be
stressful but
also rewarding
and fun.
Rarely
stretched by
new
assignments
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DRIVERS OF ENGAGEMENT
Work-life balance - Whether the
organization is helping to maintain
work-life balance
12
On Board activities
Town hall
13
DELIGHT:
This type of engagement activity deals with the atmosphere at the work place
HR management experts believe that the work atmosphere is mainly chiefly
important for the employee engagement extent in an organization.
A good work force does not mean that the work place should be clean and
good to work at. It means that the work place should also be a fun place apart
from being clean, neat and hygienic. The fun initiative is the key driver of
engagement these days. Today the industry works from 9:00AM to NO PM. At
such working timings and conditions the employees need to have fun at work
place also. In the lack of this fun initiative the employee loses his interest in
work as there is no activity to act as refreshment in his day to day works.
For e.g. follow a delight engagement practice named FUN CALENDAR. This is a
monthly calendar characterized by events which are followed every day. Each day
is given a name and that day is celebrated. One day is always fixed with
BIRTHDAY & ANNIVERSARY CELEBRATIONS day when the birthdays and
anniversaries which occurred during the month are celebrated. There are also other
days like Perspective sharing day.
This is the time of performance evaluation of an employee. At this point of time
the performance of all the employees are evaluated on certain parametes
throughout his life cycle.
The performance calculation is based on the Key Performance Indicators set by the
employees. The KPI includes all the targets which an employee is supposed to
meet at a particular given time. An employee is rated Very good, Good, Averaeg,
poor & very poor based on th KPI set by him and the target completed at the end of
the time period.
The engagement activities carried out at PMS level includes the finalization of KPI
within 15 days for new joinees which is duly agreed upon by the senior manager
and then uploaded online and followed by the individuals. Apart from the KPI
setting the task of performance discussion with the supervisor is also carried out.
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Once the target time duration is completed the discussion, regarding the
performance shown as per KPIs, is carried out with the supervisor.
The level of engagement at this level is measured by the online uploaded KPI &
the progress reviews taken by the HR department. The frequency of the above
mentioned employee engagement is annual where the online uploading is
concerned & when the reviews are concerned the frequency is half-yearly.
organizational goals.
Linking directly to the PLI program of the organization.
Self Development Plans, as the name suggests, is a guideline for the self
development. This is a key framework for personality development. This
plays a very important role in employee engagement framework. A person
feels that the origanization is also concerned about him as person and not
only as an employee. This self development plan is not only useful for the
are its brand ambassadors outside. If they have good personality, they will
represent a good image of the organization.
The action for the SDP assessment includes a formal discussion with the
senior manager and facilitating participation in training. The measurement
of the success of the SDP program is done by counting the signed SDP
documents available with the HR and the percentage of attendance in the
training programs. The frequency of SDP is annual for the discussion
process and on going for training. The timeline for the discussion process
starts from the 15th day of joining and for participation in training is
monthly. The HR Supervisor is responisible for this level employee
engagement. The target people covered under this engegement activity are
no. of people that joined during 1st-15th of the month (upto grade) or the no
of planned participants in the training.
2) Reward & RecognitionReward & Recognition is an emloyee engagement activity which
recognises and rewards people for their good performances on the job. It
acts as a very good motivational factor. When a person is recognised and
rewarded for a particular task/tasks he is motivated to do it even better. If
not recognised for their work the employees will not feel involved in their
work. The actions involved in this engagement activity is to recognize a
certain population and rate them according to their performance and then
announce the winners through various means such as mails, ceremonies etc.
It is measured by number of R&R in a period of time and Functional Head
to ensure sufficient penetration of R&R in their function. The frequency in
monthly and on going and timeline is On going. The timeline decided is
ongoing for both the functions. The area of responsibility for this
engagement activity is under the HR supervisor for the no. of R&Rs and
HR head and Circle heads for ensuring the sufficient penetration of R&R in
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17
SeparationThis is the time of full n final settllement with the organization. This the point
when the employee leaves the organization and goes. The action taken at this time
is the handover and ensuring of appraisals of all reportees of seperating people. It
is a signed document recd. With hr for all bills with minimum one months tenure.
It is an ongoing process. The person responsible for this is the receiving &
relieving supe target is said to be completed after the closureof appraisal of the
direct reportees of Elements of Fun
anything creative to be fun (Im one of those people) so tasks that involve
these elements are often close associated or even sparking new creativity,
innovation and imagination among those involved.
Can be a strong change proponent:fun will trigger people to think about
have more fun, often improving systems and processes or tasks along the
way to make them both effective and fun in the process. This creativity is a
wonderful partner to fun when it triggers ideas and rallys support for
change. Change is scary to many people and so making change part of
something that is enjoyable takes the fear out of it and it helps to support
the change instead of add fear to it. The ideas that come from fun programs
then often encourage or reinforce even more change and it can continue to
feed on itself if the systems are dynamic enough to let fun steer some of the
work tasks and processes.
Engages teams and cross functional teams more easily: Most things that are
fun in the workplace will only be successful if they are done with multiple
people and when people have a chance to work together or compete with
one another doing it. Many of the systems and programs Ive seen that are
fun are when multiple departments or teams come together. This can be
anything from team building exercises or job sharing to competitions or
social events. Activities that bring people together from multiple areas that
do not generally work together are more social, and even if the activities
are entirely work focused, the new social aspect is fun, and engages people
more than without these activities in place. And its this engagement
between teams then that really starts to benefit the organization as the
company works more and more integrated among its people instead of in
silos or separate areas.
Builds personal relationships faster for more effective teamwork:The
engagement between teams just above obviously happens within teams as
well and the advantage of this is that personal relationships are build faster
among teams when they are having more fun in their work. People interact
more and communicate much more frequently during fun activities and
ultimately, when they know each other better. People with closer
19
relationships understand one another well and can be much more effective
as a team than people who do not know each other well. This is the case in
all areas of life and it works well in the workplace as well. Fun in the
workplace is simply an element that can encourage this to happy and
provides the environment needed to allow effective teamwork.
Increases employee loyalty and lengthens employee service time: People
who are happy doing something tend to do more of it or to do it longer and
so this is certainly true when it comes to work. If you like your job and
work because you have a lot of fun doing it, you are more likely to stay.
People who are more likely to stay, will provide more value to an
organization through gained expertise, strong relationships and teamwork
with colleagues and by reducing overall training time and learn curve ratios
compared to their delivered results.
Research tells us that fun and laughter
1. Make you feel good
2. Promote optimism
3. Reduce stress
4. Ease boredom
5. Help us cope with problems
6. Build relationships
7. Break down barriers
8. Lighten up serious or tense situations
9. Promote creativity and problem solving
10. Create joy among people
20
Create and support an active social club to organize events, games and
sports for all to participate in outside of work.
Use team names and nick names for people based on their work or areas of
expertise
21
quickly when it is visible at any level, the humour can be kept professional and fun
without the risk of hurting feelings or attacking anyones character.
5. Engagement is all about fit.People are more likely to be engaged if their jobs
and the culture of the organization match both their abilities and skills, and their
motivation and values. Most organizations hire or promote only for the ability and
skill match, ignoring the motivation and value match.
6. No one impacts the state of engagement more than an employees immediate
leader. While this might be a slight exaggeration, we believe most people do not
leave their jobs; they leave their bosses. Show us a highly engaged team, and
theres a strong likelihood we can show you a leader who is coaching for success,
setting clear goals, empowering others, providing open and honest feedback, and
making the winners feel valued.
7. Measuring engagement and demonstrating its business impact is crucial, but
its only a small part of winning the battle. Far too many organizations pour
hundreds of thousands of dollars into measuring and measuring engagement,
leaving little energy or budget for actually improving engagement levels. Keep
your engagement measures simple and cost-effective. Instead, spend your
resources and energy moving the needle in the right direction!
8. Engagement means reaching the heart. Highly engaged employees give that
extra effortbecause inside they care. And, they care becausethey feel someone is
caring for them. A vice president for customer service at Progress Energy, for
example, insists that his managers really get to know the individuals on their teams
as people, not just employees. He wants toknow about their aspirations, interests,
and families. The recognition of the whole person sends a powerful message to
employees that the organization understands and appreciates that they have a life
outside work.
23
ENGAGEMENT&
Brand Name:
Many of the employees consider the brand name of the organization for taking up
assignments. Employees feel prestige of the institution as their personal to run with
the organization. Working in a famous company or organization, generally makes
people to adore with commitment. Dignity of the institution is one of the major
24
factors for attachment of the employees all along without any fear for future. It
gives maximum satisfaction to the employees and diversification of their ideas
towards the Institutional Development. Employees naturally inclined to generate
their future plans and prospects with the existing organization and tend towards
their sustainability and regularity in their firm. This will lead to the Employees
retention more. Employees may not think to leave the organization because of its
brand name and familiarity in the pubic eye and wanted to stay with the
Organization for ever not only for the sake of the Company but also for their future
prospects.
Wage Policy:
The wage policy of the any organization definitely attracts the employees a lot.
Many employees look forward for monetary benefits and Social security measures
adopted by the organization or firm. Adoption of a regular time scale of pay with
proper Efficiency Bars including adoption of Grade Pay System, for various
categories of posts existed in an organization from top to bottom is much more
importance for the retention of employees. Employees naturally observe the salary
structure of each category of post and fringe benefits extended by the organization
or company. A systematic wage policy, revision of pay scales in the convenience
intervals, provisions for additional allowances, rewards for extra-ordinary work of
the employees from time to time, will definitely catch the employees and more
retention is possible.
Career Advancement Schemes:
Career Advancement Scheme is one of its kinds to introduce for the regular
promotions, professional growth and development of an employee in any firm.
Every employee expects advancement in his career by way of promotions, grades,
and relocation to next higher category or grade for furtherance of his interests. A
lucrative policy on Career Advancements of employees is much more than enough
for retention of employees in a firm. Automatic Advancement of the Career is also
to be thought of by the firms for the benefit of its employees. For every 5/10/15
years of service of an employee, automatically, the employee should be placed in
the next higher category or scale of pay or Grade with monetary benefits so that the
Employees would be in a greater satisfactory mood to work for the promotion of
25
This will strengthen the employees calibre and dedicated employees will be
formed in any institution without fear and favour leading to much retention in the
concerns.
Conduct Rules :
It is also necessary to frame certain Conduct Rules for the interest of the
Institution. The conduct rules must specify the attitude, behaviour and conduct of
each and every employee while discharging their duties. Employees tend to
discharge their duties utmost care and devotion. Violation of conduct rules attracts
the provisions of the Disciplinary rules. Hence Employees regularity and sincerity
will be developed and sustained. This can be termed as one of the causes for
retention of employees.
Organizational Culture:
There is emphatically need to formulate organizational culture in every
organization. The organization must resort to plan where it wants to go before
trying to make any changes in the organization culture. The organization must
choose for Mission, Vision, and Values to provide a frame work for the assessment
and evaluation of the current organizational culture. Organizational culture grows
over time. People are comfortable with the current organizational culture. They
need strategic changes to suit to the present day needs. People in every work place
talk about organizational culture. They need to expect some sort of convenient
organizational culture. Culture is the environment that surrounds us at work all of
the time. Culture is a powerful element that shapes our work, enjoyment,
relationships and work processes. A congenial Organizational Culture makes
people happy and retain for ever. It leads to definitely Employees retention.
Terminal benefits:
Providing terminal benefits at the end of the service of an employee will be a
added advantage now a days for future secure. Each and every employee must
expect some quantum of money at the end of his service to lead a peaceful life
after retirement. However there are statutory obligations on the part of the
organizations to provide EPF, Gratuity, etc. Apart from that, Organizations must
plan for creation of further monetary benefits as a retirement plans for the welfare
of its employees. This will give much relief to its employees to retain in any
27
organization till the end of his service. This may also cause for retention of
employees.
Category A: These are the employees who lack communication with their
employers.
Category B: These employees can be converted into category C if
precautions are taken.
Category C: These are the employees who have proper, well structured
communication with their employers
28
COMPANY
COMPANY PROFILE
PROFILE
29
Company Profile:
The Aircel Group, formed in 1994, offers affordable and outstanding mobile
services to a vast subscriber base in India. Aircel has a vision of delighting its
customers by giving them the respect they deserve. Our goal is to provide our
customers with exemplary service and persistently look for new ways to surpass
their expectations.
Aircel commenced operations in 1999. In our first decade of operations, we
concentrated on building our foundations in the southern part of the country, and
soon emerged as the regional market leaders. We worked hard and achieved that
success by remaining focused on growth opportunities. Soon after our company
began with its expansion in 2005 and has now set its sight on becoming a pan India
operator. Our project pipeline is robust, allowing for sustainable long-term growth.
In addition to our leadership position in Tamil Nadu, Aircel met with extraordinary
success in the Eastern frontier circles. We pride ourselves on customer satisfaction
and managed to emerge as the market leaders in Assam and North Eastern states
within 18 months of operations. During this period, our company gained a strong
30
Aircel offers its customers, services and products that are easy to understand and
use. All offerings are stimulating and at the same time extremely unique as
Aircelcontinues to re-invent itself constantly to deliver the best and most up-todate services. The brand instils a felling of pride, confidence and reliance among
all stakeholders by anticipating their desires and fulfilling the same efficiently.
With our foundations deeply set on our brand vales of simplicity, creativity, trust
and excitement, we will continue to deliver superior services to our customers and
will do our best to live up to their high expectations.
VISION INDIA:
Vision India Staffing Pvt. Ltd. is a privately owned and operated HR service
provider, servicing world class companies and partnering them in their manpower
expansion plans. Vision India play a third party role in Aircel. And it provides
expert and innovative staffing solutions to recruit the best talent available across
industry sectors through its network of offices in major cities across India.
ABOUT US:Vision India Staffing Pvt. Ltd started the journey of Staffing Solutions in 2008 and
has been offering innovative workforce management solutions to the Indias most
respected and growing organizations as well as many multinationals operating in
India. Their services enable us to exceed the expectations of our esteemed clients.
Our unique strengths and experience will benefit your business wherever it
operates around the nation. Vision India Staffing Ltd. with you with a difference
make a difference because of our
31
Strong HR support
Company origin:
and Apollo
Hospital
Enterprise
Ltd
of
India,
with
Maxis
Maxis, Aircel's majority stake holder at that time, raised RM11.2 billion (USD 3.36
billions) for its shareholders (UTSB), making it the largest IPO in Malaysia and
Southeast Asia.
3G & BWA
On 19 May 2010, the 3G spectrum auction in India ended. Aircel paid 6499.46
crores for spectrum in 13 circles - the least cost per circle compared to other
operators. The circles it will provide 3G in are Andhra Pradesh, Assam, Bihar,
Jammu & Kashmir, Karnataka, Kerala, Kolkata, Madhya Pradesh&Chhattisgarh,
North East, OrissaPunjab, Tamil Nadu, Uttar Pradesh (East) &Uttarakhand and
West Bengal.
On 11 June 2010, the broadband wireless access (BWA) spectrum auction in India
ended. Aircel paid 3438.01 crores for spectrum in 8 circles, the second highest
wins overall - after Reliance Communications. The circles it has won spectrum are
Andhra Pradesh, Assam, Bihar, Jammu & Kashmir, North East, Orissa, Tamil
Nadu and West Bengal.
33
Share holders
Maxis, Aircel's majority stake holder at that time, raised 11.2 billions (USD 3.36
billions) for its shareholders (UTSB), making it the largest IPO in Malaysia and
Southeast Asia, Tamil Nadu.
Social Presence
Aircel placed an actual dinghy lifeboat to a downtown billboard. A rope with a sign
reading, In case of emergency, cut rope, held up the branded raft. July 15, 2009
the monsoon arrived with flooded streets and so did Aircel customer service. The
dinghy was cut down and pedestrians were safely transported. What Aircel calls
Corporate Social Responsibility A Solution. The company was able to generate
positive publicity and show consumers that they care.
Beautification of Anna Flyover has been taken up Aircel for a period of three
years, the contract has been awarded by TNRIDC and executed by Chennai based
outdoor advertising agency Abra Media Networks. This project boasts of first of its
kind lighting solution for the entire stretch of the bridge and many other landscapes
to enhance the look of the whole bridge. As far as the utility is concerned, they are
building a dedicated toilet for the police guarding the Anna Flyover and the US
Embassy. Once this flyover is beautified, Aircel plans to maintain it for 3 years.
Aircel tied up with Tamil Nadu Public Works Department for beautification and
maintaining of Gandhi Mandpam, Guindy in opposite of Anna University.
Market position
The one-time regional operator is today operational in 20 of the 22 telecom circles,
occupying 6.4 per cent of the mobile market, compared to the 2.88 per cent it held
in March 2006. The latest addition to the company's footprint is the Haryana circle,
where it is the tenth operator to launch services.
34
Apart from the Tamil Nadu and Chennai circles, it enjoys market leadership in the
Northeast and Assam circles. In Bihar and Orissa too, it is among the top four
operators.
Overall, Aircel's growth has been commendable. From a subscriber base of 16
million in 2008, it reached 31 million in 2009, registering a 92 per cent growth.
From January 2010 to June 2010, its subscriber base grew by 26 per cent to 41.69
million. In terms of revenue, the company contributed 4.1 per cent to the group's
revenue in 2009, up from 2.1 per cent in 2008.
Strategy so far
With India being a significant market for the Maxis Group, accounting for more
than half of its total subscriber base, Aircel continues to play a major part in the
group's business strategy.
In order to ensure quality and quick rollout of services in the new circles, Aircel
has opted for the outsourcing route and has tied up with specialists like Ericsson
(for network), Wipro (for IT services) and Oracle Communications (for software).
In order to raise funds for the 3G and BWA spectrum and to focus on its core
services, in early 2010, Aircel sold off its tower assets to GTL Infrastructure for Rs
85 billion. Since GTL Infrastructure has a sizeable tower portfolio across circles, it
can also cater to Aircel's 3G and BWA requirements in an effective manner. As part
of the deal, Aircel transferred 17,500 towers to GTL and committed an additional
21,000 tenancies on GTL's towers in the future.
Compared to several other operators, Aircel has shown considerable speed in
tapping the opportunities arising from emerging technologies like Wi-Max and 3G.
Following the rapid launch of Wi-Max services in Chennai in October 2006, Aircel
has expanded its network to cover over 50 cities, servicing thousands of corporate
and other customers. The company believes the initiative will increase its revenue
and check churn among existing customers owing to better quality services. The
company has also successfully tested the complete range of 3G services in
Chennai.
35
40425 -Bihar
40428 -Orissa
40429 -Assam
40441 -Chennai
37
40491 -Kolkata
Competitors
Aircel is the fifth largest carrier in India. Its competitors are (in order of
customer totals):
Bharti Airtel
Reliance Communications
Vodafone Essar
Tata Teleservices
Idea Cellular
Uninor
MTS India
It has a market share of 6.3% among the GSM operators in the country.
Aircel rolled out its GSM Mobile service in Uttar Pradesh East and West
both telecom circles as its 15th and 16th circle on the Companys Pan India
operation.
Aircel launched specially tailored tariff plan for Uttar Pradesh with lowest
local call charges as of 40 paisa. The Aircel lifetime Prepaid Plan for mobile
customers are expected to set off a new tariff war, as the plan boasts of call
rates as low as 40 paisa a minute.
Aircel has teamed up with the worlds largest handset maker Nokia the
two have entered into a commercial partnership to provide prepaid bundled
offers to customers across the Mumbai Telecom Circle.
AIRCEL VISION:
39
RESEARCH
RESEARCH
METHODOLOGY
METHODOLOGY
Research Objectives
40
41
42
43
SAMPLING TECHNIQUE:In statistics and survey methodology, sampling is concerned with the Selection of
a subset of individuals from within a statistical item to estimate characteristics of
the whole item. The three main advantages of sampling are that the cost is lower,
data collection is faster, and since the data set is smaller it is possible to ensure
homogeneity and to improve the accuracy and quality of the data.
TYPES OF SAMPLING TECHNIQUES:Sampling methods are classified as either Probability or Non-Probability
Quota sampling
Judgment sampling
Convenience sampling
Deliberate sampling
45
Use and
Importance of
the study
46
Ample opportunities.
Employee engagement has become the major goal of the organization. Initially
recruitment was only talked about, but now in todays world, recruitment has
become just a part of HRM. Major importance is attached to employee
engagement.
This project not only aims to present the theoretical aspects, but the practical
aspects as well. A survey has been done to understand the strategies followed by
various organizations to ensure employee engagement.
47
4. One of the best ways to have highly engaged employees is to hire them! Certain
people have a set of characteristics or attributes that increase their propensity for
engagement(for example, some employees are more likely to have higher levels of
engagement than others, regardless of the jobs they choose or assignmentsthey
receive). Companies should pay close attention to these characteristics in their
hiring process.
5. Engagement is all about fit.People are more likely to be engaged if their jobs
and the culture of the organization match both their abilities and skills, and their
motivation and values. Most organizations hire or promote only for the ability and
skill match, ignoring the motivation and value match.
48
8. Engagement means reaching the heart. Highly engaged employees give that
extra effortbecause inside they care. And, they care becausethey feel someone is
caring for them. A vice president for customer service at Progress Energy, for
example, insists that his managers really get to know the individuals on their teams
as people, not just employees. He wants to know about their aspirations, interests,
and families. The recognition of the whole person sends a powerful message to
employees that the organization understands and appreciates that they have a life
outside work.
49
DATA
DATAANALYSIS
ANALYSIS
AND
AND
INTERPRETATION
INTERPRETATION
50
chandansrivastava@myself.com
mail me 4 data analysis
51
FINDINGS
FINDINGS
52
FINDINGS
Employees are quiet happy and satisfied with AIRCEL and they think that
the Organization is caring and a comfortable place to work .
100% employees says that get immediate help &support of their supervisor
as & when required, in case of any problem or shortcoming.
They have the opportunities to do their work best as per their plans.
The company recognizes their worth & importance &is been constantly
encouraged to serve something bigger than just the bottom line results
53
The employees are highly inspired to go extra mile to help the organization
succeed.
54
SUGGESTIONS
SUGGESTIONS AND
AND
RECOMMENDATIONS
RECOMMENDATIONS
55
Give them a gift voucher - They will enjoy shopping. You can do
the same for Birthday.
Decorate his/her work place and welcome him/her with sweets and
flowers. Arrange for a surprise party and its up to you to decide on
how to conduct the party.
Arrange for a small Cake cutting party for the couple at your
cafeteria. Pick the best picture and gift it to them in a large beautiful
photoframe. Don't forget to get everyone's autograph on backside of
the frame..
Movie Tickets
OTHER INITIATIVES
You can invite people to write short stories, jokes, poems & share
their interesting experiences. Publish it on the notice boards /
promote it online (internal). Best articles can be awarded, you will
find a lot of differences & bring in togetherness.
Even business notes, achievements, best performances, innovative
ideas of process improvements & other things that needs to be
highlighted can be a part of this newsletter, this will give high
energy/motivation for the employees to see their names getting
published through some medium.
One thing change day-wherein employees are asked to do one
noticable change in them,it could be there dress,style etc.
the voting is done, display the baby pic along with the adult pic.
57
You can also have a games break where employee bring their own
game and can play on Saturdays at some fixed time
Once in a while arrange for Team lunch
Gallery : Post employee pictures taken during tours, lunch, team
lunch, Festivals, birthdays etc.
Arrange for a polling session before you initiate any new process in
your company. Probably this will help you to understand the
mindset of your employees.
Give surprises. Everyone likes it
58
Quote for the day : This is done department wise. Any one
employee from each department should write a quote on their white
board. HR should decide the best quote for the day. The department
that gets the highest points for the month would be offered a gift.
Gift is again based on the number of points that they accumulate
(Hats, Shirts, Coffee mugs etc. with Company logo) The HR Team
must focus over the employees under Satisfied Category. Constant
feedback must be given to them on their work performance and
must be recognized if doing well but not best so as to boost up and
59
motivate them to serve bigger part from their side. It will help them
to get engaged.
Rangoli - Give them a concept and their rangoli should reflect it.
Traditional dress contest - One male and one female from each
team should participate
60
Facial - Take a plate. Fill that plate with glucose and grapes. The
one who picks the maximum number of grapes using their mouth is
the winner. Note : Tie their hands and at a time only one grape
piece to be picked up.
Dhum sharods - Its like a mime show. Let a member pick a paper
from the bowl that they have. One person from each team should
come forward and read the content in the paper. He/she should
make their team members understand what is there in the paper via
actions alone. If team members get what their team member was
trying to tell then that team wins a point..
Antakshari - Singing songs starting with the last letter of the song.
1minute - The one who eats as many biscuits in one minute will be
the winner.
My story - Let each member from every team describe their daily
activities right from they wake up till they sleep with actions alone.
The best one will get the prize.
To change the look of your company then you can implement these
61
Placing a fish tank in the main hall such that its visible to all.
Beautiful flower vases here and there in the hall / Wall - Either
plastic flowers or original ones
Cute Coffee Mugs each to every employee - They can have tea in
their own cups instead of having it in paper cups.
Flag Hoisting
Give chocolates to everyone.
(OR) Small gifts to all.
(OR) Small flags
(OR) Pen to everyone.
(OR) Sweets
(OR) Conduct lucky draw - The one who wins will get a gift.
Traditional dress contest
Essay competition on Republic day / Independence day
Presentation on importance and significance of Republic day /
Independence day
Decorating their own desks
Debate on a particular topic
1minute game
Singing (OR) Dancing competition
62
Snacks distribution
63
CONCLUSION
CONCLUSION
64
CONCLUSION
1. Employee engagement starts on day one: Effective recruitment and orientation
programs are the first building blocks to be laid on the first day of the new
employee. Managers should be careful in pooling out the potential talent of the
new employee through effective recruitment. The manager has to ensure role-talent
fit when placing an employee in a certain position. Once hiring decision is made
the new employee should be given both general orientation which is related to the
company mission, vision, values, policies and procedures and job-specific
orientation such as his/her job duties, and responsibilities, goals and current
priorities of the department to which the employee belongs in order to enable
him/her to develop realistic job expectations and reduce role conflict that might
arise in the future. For high employee engagement to happen, leadership through
example is of a paramount importance.
65
5. Ensure that employees have every thing they need to do their jobs:
Managers are expected to make sure that employees have all the resources such as
physical or material, financial and information resources in order to effectively do
their job.
6. Give employees appropriate training: Help employees update themselves
increasing their knowledge and skills through giving appropriate trainings.
Generally it is understood that when employees get to know more about their job,
their confidence increases there by being able to work without much supervision
from their immediate managers which in turn builds their self-efficacy and
commitment.
66
8. Incentives have a part to play: Managers should work out both financial and
non-financial benefits for employees who show more engagement in their jobs.
Several management theories have indicated that when employees get more pay,
recognition and praise, they tend to exert more effort into their job. There should
be a clear link between performance and incentives given to the employees.
to
retain
manager
that
is
disliked
by
employees.
68
LIMITATIONS
LIMITATIONS
69
LIMITATIONS OF STUDY
oThe sample size was confined to 25 employees so this study cannot be
regarded as full proof one.
oSome respondents hesitated to give to give actual responses ; they feared that
it wont be kept confidential & management may take any action against
them.
oFew employees were not taking interest in filling the questionnaires.
oAs seen few of them do not take part in engagement activities.
oThe findings and conclusions are based on knowledge and experience of the
respondents sometime may subject to bias.
or documents and, for whatever reason, access is denied or otherwise limited, the
reasons for this need to be described.
years [even a lifetime] to studying a single research problem, the time available to
investigate a research problem and to measure change or stability within a sample
is constrained by the due date of your assignment. Be sure to choose a topic that
does not require an excessive amount of time to complete the literature review,
apply the methodology, and gather and interpret the results. If you're unsure, talk to
your professor.
Cultural and other type of bias -- we all have biases, whether we are
reviewing how you have stated a problem, selected the data to be studied, what
may have been omitted, the manner in which you have ordered events, people, or
places and how you have chosen to represent a person, place, or thing, to name a
phenomenon, or to use possible words with a positive or negative connotation.
Note that if you detect bias in prior research, it must be acknowledged and you
should explain what measures were taken to avoid perpetuating bias.
Sample size -- the number of the units of analysis you use in your study is
dictated by the type of research problem you are investigating. Note that, if your
sample size is too small, it will be difficult to find significant relationships from the
data, as statistical tests normally require a larger sample size to ensure a
representative distribution of the population and to be considered representative of
groups of people to whom results will be generalized or transferred.
will likely require you to limit the scope of your analysis, the size of your sample,
or it can be a significant obstacle in finding a trend and a meaningful relationship.
You need to not only describe these limitations but to offer reasons why you
believe data is missing or is unreliable. However, dont just throw up your hands in
frustration; use this as an opportunity to describe the need for future research.
71
Lack of prior research studies on the topic -- citing prior research studies
forms the basis of your literature review and helps lay a foundation for
understanding the research problem you are investigating. Depending on the
currency or scope of your research topic, there may be little, if any, prior research
on your topic. Before assuming this to be true, consult with a librarian! In cases
when a librarian has confirmed that there is a lack of prior research, you may be
required to develop an entirely new research typology [for example, using an
exploratory rather than an explanatory research design]. Note that this limitation
can serve as an important opportunity to describe the need for further research.
Measure used to collect the data -- sometimes it is the case that, after
completing your interpretation of the findings, you discover that the way in which
you gathered data inhibited your ability to conduct a thorough analysis of the
results. For example, you regret not including a specific question in a survey that,
in retrospect, could have helped address a particular issue that emerged later in the
study. Acknowledge the deficiency by stating a need in future research to revise the
specific method for gathering data.
data or you are conducting a qualitative research study and gathering the data
yourself, self-reported data is limited by the fact that it rarely can be independently
verified. In other words, you have to take what people say, whether in interviews,
focus groups, or on questionnaires, at face value.
72
BIBLIOGRAPHY
BIBLIOGRAPHY
73
BIBLIOGRAPHY
http://bw.businessworld.in/PDF_upload/hrspecial_survey.pdf
http://www.scribd.com/doc/3071101/Employee-Engagement-Impacton-Business-Outcomes
http://forewordcommunications.wordpress.com/2008/06/17/what-isemployee-engagement/
http://ebn.benefitnews.com/asset/article/524821/stayingcurrent/understanding-employee-engagement-through-global-lens.html
http://week.manoramaonline.com/cgibin/MMOnline.dll/portal/ep/theW
eekContent.do?contentType=EDITORIAL§ionName=COVER
%20STORY&programId=1073755753&BV_ID=@@@&contentId=25
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http://www.contentwriter.in/articles/hr/employee-engagement.htm
http://hromanager.com/blog/hr-metrics-series-i-employee-engagement/
http://www.insightory.com/view/503/employee_engagement__running_
on_people_power
http://www.thcu.ca/workplace/sat/pubs/sat_0076_v102.pdf
2010
Corporate
http://www.
chr.
Employee
Survey
Summary.
Retrieved
from
alberta.ca/corporate/eesurvey/executive-summary-
2010. pdf
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http://www.
chr.
alberta.
ca/corporate/eesurvey/deptresults/2010-
H&UA-Topline. pdf
ca/pubs/bcbi/bcbi1001. pdf
Heintzman, R., & Marson, B. (2005). People, service and trust: is there
a public sector service
1177/0020852305059599
1177/0020852309359045
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iccsisac.
org/en/psvc_event/docs/Presentations/10%20-
%20EEIT_J%20Nisbet. pdf
Retrieved from
http://www.
bcauditor.
com/files/publications/2002/report1/report/buildingstrong-workenvironment-british-columbia%E2%80%99s-public-service. pdf
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ca/data/ssa/reports/WES/2009/ANALYTICS09_10. pdf
Seckel, A. (2010, June 9). Goal of public service is being the best:
Employees survey a critical
for the Office of the Chief Human Resources Officer, Treasury Board of
Canada
Secretariat.
Spears, G., Seydegart, K., Zulinov, P., & Schmidt, F. (2008). Citizens
First 5 (ISBN 978-0-9739524-4-5). Toronto: Institute for CitizenCentred Service.
Vu, U. (2008, July 14). Whats the Real Cost of Turnover? Canadian
HR Reporter. Retrieved from
http://www. go2hr.
ca/ForbrEmployers/Retention/StaffTurnover/WhatstheRealCostofTurno
ver/tabid/1624/
Default. aspx
Whyte, K., & Stevenson, M. (Eds. ). (2010). Special Report: The best
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Macleans Magazine,
78
ANNEXURE
ANNEXURE
79
ANNEXURE
Dear Respondent,
As part of the partial fulfillment of the requirement for awarding the
Degree of Post graduation in MBA, a study is been carried out on the topic
Employee engagement at AIRCEL. So, in that concern, I need your kind cooperation and support with your valuable views on the topic to accomplish the
work. I assure you that all the information given by you will be kept secret and will
be used only for research purpose and not for any other matter. I shall be highly
obliged if you do the needful in this regard.
Occupation/Designation:-_________________________
Department:-___________________________________
Educational qualification:-________________________
Age:_____________
Sex: a) Male
Work experience:_____________________
QUESTIONNAIRE
1.How do you rate AIRTEL as an Organisation?
Caring
Comfortable workplace
Learning place
80
b) Female
..........
....................
..
5.Are you clear about your roles and responsibilities?
Yes
Updated
Aware
No
81
..
9.If you have any shortcoming or problem,how many times your immediate
supervisor helped you?
82
13. Do you think job rotation helps an employee to learn about different
department and help gain confidence and skills in the Company?
Yes
No
14.How often do you think Job rotation is reasonable as an employee?
15.Have you ever undergone Job enrichment process?If yes do you think that job
enrichment has a good effect on skill improvement of employee?
Yes, majorly
Yes,quite a bit
Not really
Not at all
83
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
84
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
86
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
A. Strongly Disagree
B. Disagree
C. Slightly Disagree
D. Agree
E. Strongly Agree
F. No Opinion
87