Project On Employee

Commitment at PCCL
Pragati
MBA 2016-18
Amity - Patna
 INTRODUCTION
 An organization with good employer-employee
relationship will sure achieve their objectives without any
loss out of their business.
 Employee commitment plays a vital role in the
development of each and every organization all over the
world.
 Employee motivation, employee engagement, employee
loyalty and employee communication are also some of the
factors important in an organization towards achieving
their objectives.
 A state of emotional and intellectual involvement that
employees have in an organization leads to a greater
success.
 Literature Review
 Joel Barker says, “Vision Without Action…Is Just a Dream, Action Without Vision…Just
Passes through Time, But, Vision and Action… Can Change The World. ”

 ” Tom Peter’s in his book, In Search of Excellence states that, “there is no such thing as
excellent organizations, only those that believe in continuous improvement.”
 Jack Welch says, “Good Business Leaders create a vision, articulate the vision,
passionately own the vision and relentlessly drive it to completion.”

 Former Medtronic CEO in his book Authentic Leadership makes an obvious point that
business leaders rarely say out loud, “Missions Motivate, Dollars Don’t.”

 In awakening Corporate Soul, authors Eric Clien and John Izzo say that employee
commitment requires knowing, “the purpose of our work; it means recognizing the
purpose our organization fulfills that goes beyond the bottom line; and it means
articulating to others how their (workers) efforts contribute to a larger purpose.”

 “Great managers create Great Finishers by reminding their employees to keep their eyes
on the prize, and are careful to avoid giving effusive praise or rewards for hitting
milestones ‘along the way,’ Halvorson writes.
 Objectives and Research
Methodology
Objectives
 To assess the nature of current employee engagement and
commitment towards work in PCCL.

 To analyze the various way which PCCL increase there employee

commitment level.

 To know the manager-subordinate relationship in the organization in

general view.

 To understand the contribution of ethics business towards employee

commitment in an organization.
 Research Methodology
 Data has been collected through one to one interaction and discussion
with various people who are involved in the company of PCCL,
employees, HR Manager, operation manager and others. Newspapers,
Internet, Magazines and Journals would provide ample material about
latest trends and practices in employee commitment. Orient organizes
various activities to boost its employee moral and commitment.
Interaction with employee and HR manager during such activities
would enable to understand the success ratio of such kind of activities.

 Primary Data has been collected through discussions and observation

of various people involved in the business whereas Secondary Data
through annual reports of the company, newspaper, magazines,
journals and internet.

Sampling Methodology
 Sampling chosen with the Random method
 Sample Size: 100
DATA ANALYSIS AND
INTERPRETATION
1.What is your position within
the company?

I have asked this question because for change management decision mostly
taken by the senior management and then after it adding on affect to the junior
or middle management people to became a change management subject.
2.For how long do you work for
your company?

PCCL is very reach in terms of the work culture , 36% people are
working with PCCL is more than of 3 year which shows great
stability among the employees.
3.How was the initial training in
your company?

Asking this question means to judge the training need in PCCL company , out of
100 people 20% respondent said they thing training which they got in PCCL is
above than expectation. And n 28% respondent said training given by the PCCL is
meeting their requirement
4. What is your Salary monthly?

Salary break up shows the employees which contributed in our survey at what
range of their salary . PCCL is an average paymaster because 87% people
responded that their salary is more than 10000 per month.
 5.This organization has a clear focus and
sense of direction for the employee
commitment.

This question brief us about the organization has a clear focus and sense of
direction for the employee commitment or not. Survey result clearly shows
that 66% employees are agrees “ PCCL has a clear sense of direction”.
6. According to you working with PCCL do you have
work commitment level ?

This part of questionnaire mainly are derived from the “high-commitment HRM practices”;
our approach is to make wording amendments in accordance to the corresponding
respondent’s perspective
7.What type of performance appraisal system
exit in your organization?

Above diagram shows Which type of performance appraisal system exit in

PCCL. Here, out of 100 persons 92% says EPRF.
8.How do you find the work commitment of
the employees in your organization?

As per our data suggested that 37% of the people said work
commitment toward there work is fair and justifies while 26% of the
people suggested that comforting & Supportive work culture follows
by the PCCL.
9.In responding to Appraisal, the leadership team
does a good job of keeping employees motivated.

This question brief us about the in responding to when Appraisal us happened, the
leadership team does a good job of keeping employees motivated. We determine what
employee perception about the organizations is According to our survey result out of 100
people which is our sample size said 39% people are strongly agree with this views that
PCCL In responding to Appraisal, the leadership team does a good job of keeping
employees motivated
 10. Employees are actively involved in planning and
implementing so to increase commitment level of employees

This question brief us about the employees of PCCL are actively involved in
planning and implementing Appraisal so this we determine how employee
contributed to the PCCL with their mindset And what is their involvement to
formulation of any Appraisals in their organization.
 Suggestions to Build Employee
Commitment
 The corporate culture or financial rewards will not make employees successful
in their work place. Recognition is the one thing that is completely under the
control of the organization.
 Strong relationship between superior and subordinate creates healthy
employee commitment which leads an organization towards standard growth.
 The organization can provide their employees with simple rewards which may
bring them with large outcome towards their excel. Such rewards may be
inexpensive rewards like tickets to a ball game or half a day off to their
employees by remembering employees’ birthdays and anniversaries.
 Leaders should praise and recognize their employees in a specific manner.
Specific praise links individual accomplishments to organizational goals.
 Valuing the fresh ideas and innovations of each employee in an organization
creates good commitment towards the organizational goals and objectives.
 Every leader should have the motive in the mind that money cannot buy
everything. The real reward an employer can provide to their employees is
their true appreciation of the job done by them for the organization towards
their excellence.
 Suggestions (contd…)
 From top to the bottom level of the organization, each employee should know the vision
and mission statement of the organization as well as their motive towards the goals and
objectives achievement.
 Neglect can bring a poisoned employee in an organization. Employer should be clearer in
recognizing the employee for their work performed. Recognition is the elixir that will
spark better attitudes and performance from employees.
 Leaders must ensure that the succession plan should be linked to and supported by the
organizations overall missions, visions, issues and strategic goals.
 Management should take deliberate action and be honest about the urgency of personnel
shortages. The focus is on developing talent to ensure bench strength in the organization.
The common thread for implementing a succession plan is communication among the
employees from top level to the bottom level of the organization.
 Succession planning is a support function of the Human Resources department, but HR
does not own it; the management team does. They must do the heavy lifting and be the
catalyst for ensuring that the succession planning process succeeds. Without the
constant and consistent support of the management and the executive leadership team,
the process will fail.
 Conclusion
 Good is no longer good enough.
 To survive in today’s competitive environment, every
organization is in need to excel.
 To excel, an organization needs to focus on all parts of their
management, optimizing the use and effectiveness of all of
its resources.
 An organization should concentrate towards the growth of
their employees which automatically creates good
commitment of employees towards their goals and
objectives.
 the fact is employee commitment and engagement towards
an organization paves the way for an organization to
achieve its goals and objectives in a standard approach.
Thank You !!!