A Training Report On Employee Satisfaction Submitted for the partial fulfillment of MBA Degree Mangalayatan University, Aligarh

Submitted By Amit Sharma 2008PHR003 (MBA IIIrd Semester) Under the Guidance of Mr. Manoj Tiwari Under the supervision of Dr. Sandeep Shandilya

2009-10

INSTITUTE OF BUSINESS MANAGEMENT, MANGALAYATAN UNIVERSITY, rd 33 KM STONE, ALIGARH-MATHURA HIGHWAY (BESWAN, ALIGARH)

DECLARATION
I Amit Sharma student of MBA second semester of Mangalayatan University Aligarh hereby declare that the project report entitled Employee Satisfaction is my own original work based on the survey undertaken by me. I also declare that this report has not been submitted to any university/Institute for the award of any degree or any professional diploma.

Date:

Amit Sharma

CERTIFICATE

Dated

This is to certify that the project work done on Employee Satisfaction in Aligarh City is a bonafide work carried out by Mr. Amit Sharma under my supervision and guidance. The project report is submitted towards the fulfillment of two-year, full time Master of Business Administration .

This work has not been submitted anywhere else for any other degree/diploma. The original work was carried during 15st July. to 31th Aug. in Heinz India Pvt. Ltd..

Name & Signature of Faculty

Students Name & Signature Amit Sharma Enroll No. 2008PHR003

Dean IBM

ACKNOWLEDGEMENT

It is a matter of pleasure for me to have the privilege of having practical training in one of the best organizations at Heinz India Pvt. Ltd., Manzoorgarhi, Aligarh. It is very difficult for me to express the deepest sense and gratitude to Mr.Manoj Tiwari, who guided me time to time by devoting his precious time towards me.

I have deep sense of gratitude to Mr. Anil Kumar Sharma, for his support, motivation and valuable guidance, which helped me in the completion of the project in planned and systematic manner. Finally I am thankful to all the people who willingly responded to my innumerable questions and whose contribution is invaluable. This project would not have participation. been completed effectively without their active

PREFACE

In todays work scenario, problems outside work place play an important in persons life; therefore a deep relationship exist between persons life and their work. An individual has many needs, expectations associated with his job, so a good working relationship should be existed among employers , employees and within the organization.

Management of modern business requires an appreciation of multidisciplinary concepts and in depth knowledge of specific analytical tools, geared to the solution the real life problems. No doubt every real situation is unique but a set of theoretical tools of knowledge, itself based on empirical foundation. It can help in developing the mechanism for handling such

situation. So the MBA curriculum has been desired to provide to the future managers ample practical exposure to the business world.

Summer training is essential for the fulfillment of MBA curriculum, it provides an opportunity to the student of understand the organization, working environment in organization and how to deal different situations?

ABSTRACT
The need for the said project arose from the fact that there are various features in the present salary structure of the non management staff at Heinz India Pvt. Ltd. Aligarh that led to employee and employer dissatisfaction alike. These points of concern led to my carrying out this project work. In this project I started with the analysis of the present level of employee satisfaction and the various related components thereof. Then under the able guidance of Mr.Manoj Tiwari, after a lot of brains storming various curacities were arrived at, employees satisfaction level was thoroughly analyzed and their feasibility judged at each level. After that, the work was done to improve the conditions. Increments in various organizational related issues were added to provide them maximum satisfaction. The increments were included in various financial and non-financial issues.

We also look the survey of employee satisfaction taken at Etah tea plant related to their Basic, HR, Pay and Recognition, Leadership etc. The study was done in the form of Questionnaire Survey.

The aim of the survey done at Heinz was to know the actual level of satisfaction in terms of their various needs. Then, the finding of the survey was documented by the means of Graphical representation.

These proposals were presented before the management at the Aligarh Plant for their kind perusal and they were satisfied with the result as well as planning to add those proposals in their Long Term Settlement.

CONTENTS

Description
Declaration Company Certificate Dean Certificate Preface CHAPTER 1 Introduction of the company Mission Vision Topic Overview CHAPTER 2 Company Analysis Products of the co. Competitors & Policies CHAPTER 3 Topic Details Research Methodology49 Objective of the Study48 CHAPTER 4 Data Collection CHAPTER 5 Data analysis60 Findings CHAPTER 6 Conclusion62 CHAPTER 7 Suggestions & Recommedations63 Case Study64 Questionnaire66 BIBLIOGRAPHY65

Page No.

COMPANY PROFILE
INTERNATIONAL HEINZ international company is one of the American paradigms. It began shortly after the civil war was in a family garden near Pittsburgh Pennsylvania. In the year 1869, its founder HENRY JOHN HEINZ was a pioneer in food processing and product marketing. He was a remarkable man, an energetic entrepreneurial boy from a pastor and a village near Pittsburgh, who was not only a business genius, but also a man of high moral, principles and personal rectitude, set a new standard for an entire world.

H.J HEINZ Company is well known player in FMGC category. It stands second in the world among food product companies next to nestle. It has been certified by ISO-9000. HEINZ is the company known as good place to work since 1869 and is still known by this name Heinz follow good food manufacturing practices.

1994 was a significant year in the life of the H.J.HEINZ Company. It marks the 125th anniversary of the company. It also mark HEINZ in mid 1990s vigorous and full of beans both executing todays strategies and forgoing
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those that will become the foundation of Heinz in the 21st century the Heinz of tomorrow .

The H.J.HEINZ Company is constantly looking backward into the future and forward into past. By US standard, the Heinz company. At 125 is also one of the dwindling numbers of surviving companies. Fewer and fewer since take over day of the 1980s to still bear the name of its founder. But by any standard, it is a remark. Arable distinguished and successful company genuinely beloved by the citizens of its hometown, as well as by the loyal employees and customers around the global, its brand name has increased in stature and value over years, as has its reputation for world class employees.

HENRY JOHN was different he treated its factory as his mothers spotless kitchen given importance to hygiene and cleanliness. he insisted one the best ingredients and clear jars to display the purity of Heinz product. He also treated his employees as through they were members of his family. Of course, like any family, Heinz has had its ups and downs. At successful and lies-successful and lies-successful ventures, inspired ideas lucky accidents missed opportunity, fiascoes and funny stories.
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Heinz corporate office of HEINZ INDIA PVT LTD is situated at Mumbai. Succeeding generations sustained the company and maintained its public following throughout a period enormous social, political and economic upheaval, the constancy of Heinz proved a great comfort in time of depression and world war. A global economy is emerging, uneven but inexorable. In the course of the 125 years, Heinz has grown from an American dream to global brand. That achievement is treatment to the universal appeal of the Heinz ideal pure food and healthful, affordable nutrition. It is also a tribute to the tenacity, inventiveness world. As a new generation of customers enters a widening world market place the appeal of Heinz ideal remains unceasingly durable and filled with promise. In September 1993, at the annual meeting ORELLY amplified the strategies and shared the good news to shareholders. A new Heinz had emerged, poised for substantial growth in 1990s beyond. HISTORY CHANGING NAME FROM GLAXO TO HEINZ The GLAXO INDIA LTD was incorporated in India on November, 1924 as an agency house for distributing. The well known baby food GLACTO of a British co. it was recognized internationally 5 one of the leading manufacturers of the research based pharmaceuticals and food products.
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In the early 1990s Glaxo was going in losses in the manufacturing of food products all over the world. Glaxo asked to close all its food products over the entire globe. However, Aligarh plant was running in profits so it did not want to close the unit and hence asked the Galax headquarter at Britain to permit her to continue the production. The headquarter agreed on a condition to continue the food product after changing the name so Glaxo India Ltd was remaining as Glaxo Laboratories India Ltd [GLINDIA].

This change in name caused a negative effect on sales of pharmaceutical product so GLINDIA further enquired the Headquarter again to allow using the old name Glaxo India Ltd. The permission was granted. But due to competition in food product market Glaxo India ltd thought that as the headquarter is not facilitating R and D program regarding food products so it would become difficult in the near future to survive in the growing stiff competition. Therefore Glaxo India Ltd though that they should sell them Aligarh plant at the time when it is making profits so that good value could be earned from it.

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Ultimately in1994 Glaxo India ltd took a decision to sell its food products manufacturing unit in Aligarh. Heinz India private ltd took over from Glaxo India ltd. In October 1984, as Glaxo had decided to concentrate only on pharmaceuticals.

Heinz India private ltd by 1999 has become Deemed Public co. as it has crossed the average annual turnover of Rs. 10 crores for three consecutive years. A limit set by companys act, 1956 which permits a co. to omit writing the word private in its name. So Heinz India private ltd was renamed as Heinz India ltd, and again renames the co. Heinz India ltd.

THE NEW HEINZ In February 1992, a world wide growth forum attended by the companys top 35 managers, ORELLY and his senior advisor presented the two and his senior advisor presented the improvement in the market share and profit and implement radical change. A revolutionary idea emerged to replace the company decentralized purchasing system with a centralized negotiable strategy. The leveraging the companys global strength made an eminent financial sense it would save the companys million over the next decade.

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Procurement of keys material was centralized. In the area of marketing, Heinz began to challenge to conventional wisdom about media spending. Taking a more fixable and timely approach to trade, consumer and point of purchase promotion as well as media buys, affiliated aimed to move their marketing dollar towards consumer promotion self-pricing. Heinz already enjoying $2 billion business in the European community targeted further growth.

During 1992 and 1993, ORELLY and senior management hammered out new reasonable and demanding goals for each affiliate and successful led the company out the complacency and mentality that inevitably accompanies two decades of unparallel financial growth and profitability.

In October 1992, with an eye of dynamic Asia pacific Market Heinz made its largest offshore, acquisition. Purchasing Wattles Limited a min Heinz in New Zealand for $300 million. An excellent complement to existing Heinz operation in Australia, Japan and China, significantly strengthened its presence in this fast growing region of world.

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HEINZ CULTURE Worlds no.2 food product company, Heinz has a conductive environment which is not only integrates and motivates all the employees towards achieving high standard but also makes sufficient room for everybodys growth. People are a value asset as at Heinz, main emphases ate on task. Efforts are towards satisfying the customers and expanding the market share. A good blend of behavior and skill development programs provide stimulus for growth and career development. Over the years Heinz has concentrated on developing internal relationship so that external relationships are enhanced.

HEINZ TODAY A GLOBAL PLAYER Heinz today a global players in the food business specialized in providing processed food products and nutritional services. Heinz is famous in over 200 countries. It is well balanced geographic with above 43percent of its same coming from non U.S. operations with business and territories, has employees approximately plus thousands of part time workers during seasonal peaks. In fruit business brands dominance is sure co. it earns for quality.

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H.J. HEINZ- THE FOUNDER Henry John Heinz: A Man of Uncommon Vision He was the founder of the company HEINZ in the 19th century. He started his compain Pittsburgh (Pennsylvania). His parents taught him thrift rather than greed. He knew nothing of get rich quick business schemes and couldnt bear the thought of ill-gotten game. Many of his ideals and principles, almost unheard at that time, remain progressive this day.

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HEINZ VISION

    

Delivering high quality products. Adhering to standard. Be a company with strong and motivated workforce. Satisfying customers needs. To become renounced in commercial and social sector.

To be the worlds premier food company, offering nutritious, superior tasting foods to people everywhere.

At Heinz India, we have a Vision to be among the most admired food and beverages companies and Rs.1000 Crores in Sales by 2011.

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HEINZ PREMIER VALUES  Passion  Risk tolerance  Excellence  Motivation  Innovation  Empowerment

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CHAIRMANS IMPERATIVES

Drive Profitable Top-Line Growth Growth is to be accompanied by profit. Profitable growth gives that much leverage to the management to invest in future which is prone to risk. Simplify Our Business Remove all obstacles, processes what are more of impediments and unlock idle resources to make them more productive. Reward & Recognize Performance & Quality At Heinz it is imperative to measure performance as only if we measure we can improve. Being a performance driven company, Heinz would make all efforts to recognize and reward performances. Reduce Costs Improving margin ,reducing costs, Improving asset utilization.

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HEINZ STRATEGY One team, one dream  Brands and innovation to bond with customers. Building a foods business through HTK and acquisitions Winning with trade Modern and Traditional.  Supply chain edge- Availability, quality, and costs.  Make talent an Advantage

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ALIGARH FACTORY A BRIEF INSIGHT                 Heinz took from Glaxo on 1st October 1994. They continue with the same brand name. It now manufactures Complan and Glucon-D at Aligarh unit. Sampriti ghee being a by product. Third party manufactures rest Nycil and biscuits Complan, and Glucon-D also. Factory is located 10 kms away from Aligarh city at a place known as Manzoorgarhi. Factory has an area of 41.7 acres. One-third of the area is vacant and rest has permanent infrastructure. Main office is situated in Mumbai. There is no interface of outside unions. It has its three manufacturing units located at Bangalore. Milk collected from its centre, bulk supplier and private contractors. Heinz has collected 80000-90000 tones of milk/annum costing, around Rs.90-100 crores. Its total holding capacity is 4 lakh litres. In flush session (April-July) the milk collection is 4 lakh litres per day. The factory is connected both by roadways and railways. It has a turnover of Rs. 468 crores. Heinz has only one trade union H.S.A (Heinz Staff Association). For security purpose, Heinz has divided the whole into different zones as follows

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Zone A B C D E

Department Administration block, MPO office, analytical lab, godown nos. 17 officers colony, area new boundary well. Engineering office, stores, workshop platforms, and generator house, old and new boiler. Production department, old lab, sprays drier no.1 and no.2, factory stores. R.P.U.1, 2, 3 all eastern wing godown and acid stores. Change and rest rooms, dispensary, fumigation godown, guest house. Aligarh

Factory Established Infant Food Manufacturing Rigid Packing commenced Glucon-D Manufacturing Complan Manufacturing Spray Dryer Packing in Flexible Packs Co-Packer Concept Dairy Restructuring Complan Mfg mechanization 8th Roller installation Dairy capacity enhancement Cogeneration plant

1959 1960 1965 1970 1972 1984 1987 1991 2000 2001 2007 2007 2008

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FUNCTION OF VARIOUS DEPARTMENTS IN THE COMPANY

1.

FINANCE DEPARTMENT

It is connected with the accounts and budgets preparation. Its function is:       Funds management and budgetary control. Purchases and sales accounts control. Statutory and audit compliance. Wages administration. Variance analysis and information technology. Revenue budgeting and sending it to the main corporate office.

2.

PRODUCTION DEPARTMENT

Its functions are: (A)- Processing Area    To conduct the dairy activities effectively. To separate fat from milk for the preparation of ghee. To dry up the skimmed milk for the preparation of complan.

(B)- R.P.U This unit is setup for the purpose of packing the products.

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3.

PERSONNEL DEPARTMENT

Its functions are:     Selection and recruitment of employees. Maintaining the personnel record. Provision of training, promotion and job rotation. Maintaining the record of temporary causal, contract and

apprentice workmen.

4.

F.S.U

Heinz has a wide range of products, which are mainly the food products. The co. has F.S.U., which mainly after safe delivery of the goods to the customers since the factory is located at far away distance from the city.  Cleaning the production units, machines, godown and other

places in the factory.     Pest control and infestation control. To provide fumigation to the raw material and packed products. Maintaining temperature for different goods. Maintaining accounts for incoming outgoing materials.

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5.

ENGINEERING DEPARTMENT

Its main functions are:  To help in the operation and maintenance of various equipment

used in production process.  To provide effluent treatment and pollution control.

TRANSPORT DEPARTMENT The chief functions are as follows:   To provide tankers for carrying milk from milk collection centers. Provision for transportation of raw material and finished product

to the distributors.  Provision of contract based conveyance facility to the employees. QUALITY ASSURANCE DEPARTMENT

6.

As the name suggest quality is not just an accident, it is a collective work of intelligent people with a team of well trained and experienced people in quality assurance department. Quality policy:

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Heinz India private ltd. Is committed to: 1. Procurement, development, production, and marketing of safe clean

wholesome food of high quality, keeping focus on needs of customer by establishing and maintaining proper facilities necessary for controlled production consistency in a controlled manner, so as to ensure that customer confidence is generated and maintained consistently. 2. Establishing and maintaining appropriate operating and monitoring

procedures necessary for controlled appropriate production. Establishing and maintaining training programmed so that every person responsible for product integrity and safe guarding quality environments competent to carry out his responsibility. 3. Achieving high safety, occupation health and environment standards

establishing interval review procedure to ensure compliance of applicable laws and regulations. Its main functions are:  equipment.  To conduct quality assurance test of raw materials and Maintenance of quality assurance department and lab

packing materials.

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7.

MILK PROCUREMENT UNIT

Its main functions are:     Collection of milk from various collecting centers. To conduct milk purity test. To provide storage and refrigeration to the milk. Safe transportation of milk collecting centers to the company. PURCHASE DEPARTMENT

8.

Its main functions are:    Material procurement. Asking for quotations and their evaluation. Order to the suppliers and procurement of order. Planning &Stores DEPARMENT

9.

Its main functions are:  Ensure storage of material under hygienic conditions and meet

good food manufacturing practices standards.   balance. Ensure compliance of ISO norms. Ensure safe unloading of stock and no discrepancy with ledger

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SAFETY

10. For the purpose of providing safety to the company:

  Every department in the company has been equipped with fire. Extinguishing and first aid boxes. At the time of any contingency, the

security officers appointed for different zones perform there responsibilities. There main functions are:   Safety of employee and companys property. Companies own staff is engaged for security. Controlling and guarding the movement of guards at the gate. Security alert around the factory boundary wall area.

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PRODUCTS OF HEINZ INDIA

nycil Prevents prickly heat most effectively

_ 38 yr old heritage of being the most effective prickly heat powder _ Category leader _ For large Pan Indian consumer franchise of 16 million HHs

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GLUCON-D: Body glucose lautaye.Shakti jagaye

y Dominant market leader with a large user base of 40 million HHs. Extremely strong Brand equity ranked the 3rd most trusted beverage brand (Brand Equity Survey). Available in more than 1.1million outlets & consumed across geographies and the socio-economic strata.

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COMPLAN: Height badhani ho to complan piyo.

Fastest growing brand in the Milk Food Drinks category, even the price premium of 40-45 %. Largest brand in the Heinz India portfolio, used in 12 million HHs. Gold standard of nutrition in the mothers mind for over 4 decades now. 9th most trusted beverage brand (Brand Equity Survey)

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HEINZ TOMATO KETCHUPJyada lal.Jyada Gada..Jyada Tasty

    

Worlds No.1 ketchup. Synonymous with ketchup around the world Made from the special supervision No preservatives, all natural ingredients Rated as No. 1 Ketchup in India Thickness is the core equity of the brand

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SAMPRITI GHEE - Mehek bhara swad

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COMPANYS COMPETITORS

(a) Energy Drink Category: GLUCON-D Coca Cola (TA_G), Dabur (GLUCOSE), Pepsi (GATORADE), and other local & homemade drink.

(b) Health drink: COMPLAN Glaxo (HORLICKS, BOOST), _nestle (MILO), Cadbury (BOUR_VITA)

(c) Ketchup: HEINZ KETCHUP HUL (KISSA_), _nestle (MAGGI) & array of local brands

HEINZ Current Market Policy y Providing products, which are safe and cater to highest order of Nutrition and Wellness needs of the consumers and customers consistently and winning their trust. y Developing, upgrading and maintaining processes and procedure in procurement, manufacture, storage & transportation, selling and distribution and marketing that meet all the consumers and customers requirements and adhere to all legal and other compliances. y Engaging in continuous Training and Improvement programs in all aspects of Goods Manufacturing Practices, Quality Risk Management, and Occupational Hazards & Environmental standards. y Monitoring, Tracking and continuously improving our performance.

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HISTORICAL CHRONOLOGY

As the oldest cultural institution in Western Pennsylvania, the Senator John Heinz History Center has become a major cultural asset in the region, an important economic generator, and an integral part of the regions heritage tourism strategy. 1834 1843 "Historical Society and Library of Pittsburgh" forms but does not endure Second formation of Historical Society (does not endure) Books, papers, and historic records of Historical Society destroyed in the "Great Fire" Third Historical Society forms (lasted 17 months) "Old Residents of Pittsburgh and Western Penna." founded (later called Historical Society of Western Pennsylvania) during the 125th anniversary of the French & Indian War Archives Committee forms to care for collections Annual meeting adjourns because

1845

1858

1879

1880 1881

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members prefer to attend comedy act in town 1882 Rival historical society forms (Historical Society of Pittsburg and Western Pa.) Name changes from Old Residents of Pittsburgh to Historical Society of Western Pennsylvania Annual meeting canceled because of "Great Blizzard" Rival society consolidates with HSWP Annual meeting postponed due to revivalists Moody and Sankey being in town Collections moves to new County Courthouse Activities and collections moved to Carnegie Free Library in Oakland Mr. and Mrs. Andrew Carnegie become life members Membership dues rise from $1/year to $2/year Many of HSWP papers and books "absorbed" by Carnegie Library First attempt to launch magazine HSWP helps coordinate celebration of Pittsburghs sesquicentennial Reorganization meeting "to do something about the perilous condition of the society"

1884

1884 1885 1885

1888 1891 1893 1896 1900 1902 1908

1909

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1909 1911

Total membership: 150 State grants $25,000 toward site acquisition and construction of headquarters at Bigelow Blvd. Cornerstone laid for Bigelow Blvd. building Bigelow building opens (regarded as but a part of considerably larger structure) Allegheny County appropriates $500 in annual support City of Pittsburgh appropriates $2,000 in annual support Western Pennsylvania Historical Magazine premieres Dues increase to $2.50/year Dues increase to $3/year State grants $40,000 toward completion of Bigelow building (matched by Buhl Foundation, Carnegie Corporation, Andrew W. Mellon, and others) Enlarged Bigelow building dedicated; launch Western PA Historical Survey(1931-36) Solon J. Buck, Ph.D. becomes museum director (later, Archivist of the United States) Dues increase to $5 Womens auxiliary forms Endowment campaign begins

1912 1914 1915 1917 1918 1920 1921

1929

1931

1936 1944 1949 1952

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1952 1958

Annual grants from City and County cease due to budget cuts HSWP helps plan the Citys bicentennial celebration Renovation of Bigelow building, dedication of Siebeneck Memorial Room Total membership: 382; operating budget: $19,000 Bigelow building closes for five months for new furnace and renovations, elevator installed By-laws revised (divides Trustees into five classes, five elected each year) By-laws revised (re-stated mission) Senator John Heinz presents lecture at HSWP ("Great Grandfathers Pittsburgh") Publishes The Jewish Experience in Western Pennsylvania Issues preliminary plan for Pittsburgh Regional History Center Jewish Archives established Redesign/re-title of magazine, Pittsburgh History: A Magazine of the City and Its Region "Homestead: The Story of A Steel Town" exhibit draws 12,000 visitors Local History Resource Service established in memory of C.V. and Agnes
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1959

1960

1962

1966 1969 1973

1986 1987 1988 1989

1989 1989

Starret 1990 1990 Major expansion of collections; creation of Italian American history project Launch of $20 million capital campaign for History Center; 400 members Allegheny County grants $3.1 million to purchase Chautauqua Lake Ice Co. Building in the Strip District Polish American and Slovak American Collection projects launched State awards $7 million grant for History Center capital campaign Joint operating agreement with Meadowcroft Village executed Renovation of History Center building begins; campaign goal raised to $36.7 million Publication of Beyond Adversity and creation of African American history programs Senator John Heinz Pittsburgh Regional History Center opens its doors Dues rise to $40/year; 5,000 members Publishes Points in Time: Building A Life in Western Pennsylvania to accompany exhibition of the same name Capital Campaign reaches $36.7 million goal Anonymous donor makes $3 million endowment challenge grant
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1990

1991 1992 1993

1994

1994

1996 1996 1996

1997 1997

1998 1998 1999 2000 2000 2003

Published Glass: Shattering Notions to accompany exhibition of the same name Society reorganizes and first President/CEO hired Long Range Plan adopted The Meadowcroft Foundation merges with Heinz History Center Smithsonian Affiliation Emmy Award for Donora Smog On Q program collaboration with WQED

Smithsonian Wing with Western Pennsylvania Sports Museum, Mueller Education Center, Special Collections Gallery, and McGuinn Gallery for 2004 traveling exhibitions History Center becomes the largest museum dedicated to history in the Commonwealth of Pennsylvania ($30 million raised) 2004 Young Washington musical collaboration with CLO reaches over 200,000 school students Center for the French & Indian War established at History Center Mayor Murphy and County Executive Onorato authorize History Center to take leadership role in organizing Pittsburghs 250th anniversary events (2008) Meadowcroft named National Historic Landmark Steelers Sundays at the History Center in

2004

2004

2005 2005

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a live studio broadcast 250th anniversary of the French & Indian War commemorated with international traveling exhibition, Clash 2005 of Empires: The British, French and Indian War 1754 1763 and educational films, programs and publications 2006 Hosts national launch of Ben Franklin Web Portal in honor of Franklin's 300th birthday History Centers installation of life-size figures of George Washington and Franco Harris at Pittsburgh International Airport, viewed by 15 million annually National Geographic writes article "What genes and fossils tell us" highlighting the Meadowcroft Rockshelter in its March 2006 issue

2006

2006

History Centers Clash of Empires: The British, French and Indian War 1754 2006 1763 exhibition opens at Canadian War Museum in Ottawa, Canada 2006 National Baseball Hall of Fame in Cooperstown comes to the History Center to celebrate All-Star Week

Grand Opening, Clash of Empires: The British, French and Indian War 1754 2006 1763 exhibition at Smithsonian Institution in Washington D.C. 2006 Establishes off-site storage facility on Railroad Street in the Strip District

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2006

Worlds in Motion online curriculum funded by NEH Exemplary Ed. Grant and establishment of www.worldsinmotion.org the educational Companion to the Clash exhibition History Center receives highest (4-star) Charity Navigator rating Westinghouse Museum Foundation merges with the History Center History Center Web site records a record 61,000 hits in one day as Steelers 75th Anniversary and Dan Rooney autobiography launch Pittsburgh 250 History Center takes leadership role in celebrating the regions 250th anniversary and rebranding efforts Federated Investors Parade of Champions attracts more than 50 athletes and 5,000 fans for a three-day sports fan festival at the History Center "Pittsburgh's Hidden Treasures: An Antiques Appraisal Show" attracts 2,000 visitors to the History Center and spawns new KDKA television series History Center launches Pittsburgh: A Tradition of Innovation exhibition History Center launches new Web site at www.heinzhistorycenter.org

2007 2007

2007

2008

2008

2008

2008 2008

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Human Resources Department:-

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

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HR @ HEINZ

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Department Wise Manpower Strength (Aligarh factory)

S.NO. 1. HR

Departments

Function Canteen Security Time officer OHC Safety TF Maintenance Stores Boilers General Milk Transportation Transportation pool Factory Stores Material Planning FSU Finance Milk Collection center Milk Procurement Production & Retail Retail Packing Unit Purchase Quality Assurance

2.

Engineering & Transportation

3. 4. 5. 6.

7. 8. 9.

Factory Stores & Material Planning Factory Service Unit Finance Milk collection Center & Milk Procurement Production & Retail Packing Unit Purchase Quality Assurance

No. of Employees 19 11 5 1 1 1 33 2 17 4 13 10 27 3 20 8 37 4 83 145 2 24 Total

Total 38

79

30 20 8 41

228 2 24 470

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HR FUNCTION AT HEINZ:-

Recruitment & Induction Performance Management Talent Management Compensation and Benefits Employee Development Rewards & Recognition

Organizational Development Policies and Procedures Admin & Employee Health Care Payroll & Retirement Benefits Ethics and Compliance Employee Engagement

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Employee satisfaction
Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Employee satisfaction is the individual employees general attitude towards the job. It is also an employees cognitive and affective evaluation of his or her job . 1.Overall Individual satisfaction: Employees be should satisfied with the organization as a great place to work. 2. Work Environment: Employees have to feel satisfied with the environment within which they work for it would result in high productivity. 3.Communication Methods :When administrative policies and all important announcements are communicated to the employees ,it boosts their morale. The methods chosen for communication also play an integral role. some of the methods that could be used are intranet ,monthly newsletters ,weekly meetings etc... 4. Compensation and benefits: This is the most important variable for employee satisfaction .Employees should be provided with competitive salary packages and they should be satisfied with it when comparing their pay packets with those of the outsiders who are working in the same industry

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Need of employee satisfaction The study of "Employee satisfaction" helps the company to maintain a standards & increase productivity by motivating the employees. this study tells us how much the employees are capable & their interest at wok place? what are the things still to be satisfy to the employees. although "human resource" are the most important resources for any organization, so to study on employees satisfaction helps to know the working conditions & what are the things that affects them not to work properly. always majority of done by the machines/equipments but without any manual moments nothing can be done. so to study on employee satisfaction is necessary.

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Objective of the study

To imply theoretical knowledge in to practical knowledge. To know the working environment of the company. To analyze the satisfaction level of the employees. To know the area of dissatisfaction. To arrive at the conclusions and find the effective ways by which problem can be solved and satisfaction level can be improved.  To find out the impact of the various financial and non- financial incentives on the satisfaction levels of the employees.     

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RESEARCH DESIGN AND METHODOLOGY:-

RESEARCH DESIGN:Research design is the systematic procedure of all the activities used to collect data, analyze it, and find the interpretation and reaching at conclusions. Research design should be effective and match with the environment in which it has been taken. It should also be economical. The research design taken in this project is a combination of both explorative and conclusive research design as explorative research design helps in finding out the real problems while conclusive research design helps in finding out the solutions of the problem. As in this project we first come out with the areas of dissatisfaction and then find out the reasons behind this.

UNIVERSE:THE HEINZ INDIA PVT. LTD. ,MANZOORGADI , ALIGARH; a manufacturing unit of Heinz India engage in the production of Tomato Ketchup, Glucon-D, Complain and Sampriti Ghee, consist of a large no. of skilled, unskilled and semiskilled employees, do production on large scale.

Hypothesis:It is generally considered that only financial incentives or rewards have greater impact on the employee satisfaction but in this project I assumed that beside financial incentive , non financial incentives also have greater impact on satisfaction level of the employees. The whole study of this project is based on this assumption.
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Sources of data collection:-

Data collection is the collection of various facts and figure, opinions to get insight in it and find out the causes and effect of such opinions and to fulfill the objectives of the research. There are mainly two type of data that I have usedPrimary Data:I have prepared a questionnaire on employee satisfaction issues and get it filled randomly by the non -managerial staff. Secondary Data:I have also gone through some websites :-to know the effective questions related with employee satisfaction so that better result can be obtained.

Sampling framework and size:-

Sample Unit:- Heinz India Pvt. Ltd., Aligarh factory Sample technique:- Simple random sampling Sample size:- the total non managerial staff consist of 464 employees,.

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For employee satisfaction survey I prepared a questionnaire with the help of my supervisor. It contains 24 questions and I have divided the questionnaire in to 6 fields to better know the mindset and psychology of the employees.

The 6 fields are: Pay and recognition  Training and development  Change and awareness  Team work and feedback  Response and feedback  Communication and behavior Each question has 3 options a, b, and c which shows the satisfaction level of the employees. a represents fully satisfied employees, b represents satisfied employees and c represents non satisfied employees.

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Data Collection
Pay and recognition:1). You are working here from 2). You are also one of the family members of HEINZ, when do you feel so? 3). You salary according to your task is 4). The good task done by you is appreciated by

450 400 350 300 250 200 150 100 50 0 1 2 3 4

a b c

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Training and development:1). Is training provided to you 2). Are you trained to get in order the machine when it get out of order 3).is the training provided to you helps in your task 4).are you provided the training for personal development

300 250 200

a

150 100 50 0 1 2 3 4 5

b c

Change and awareness:-

1). Are you introduced with new techniques 2). Are you aware with changes in working system from time to time 3).are you introduced with Mission and Values of the Company to achieve the goals of the company
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4).how much do you agree that in this scenario of competition we should ready for change

450 400 350 300 250 200 150 100 50 0 1 2 3 4

a b c

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Team working and problems:1). While working main problem is faced because of 2) .how do you solve the problem related to department or machine 3). Are you motivated to work in the team 4). While working the co-ordination of colleagues is

400 350 300 250 200 150 100 50 0 1 2 3 4

a b c

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Response and feedback:1) 2) 3) 4) You are free to voice your opinion When do you feel that your effort is imp. to meet the goals of company do you agree that the decisions made by your supervisor in your working area are transparent. Your management system does what it says, how much do you agree

400 350 300 250 200 150 100 50 0 1 2 3 4

a b c

communication and behavior:1) 2) 3) 4) The behavior of my immediate supervisor is The behavior of my colleagues is My boss communicates me The co-ordination of one department with others is
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400 350 300 250

a

200 150 100

OVER ALL EMPLOYEE SATISFACTION LEVEL

b c

50 0 1 2 3 4

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300 250 200

F.S.

150 100 50 0

S N.S.

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In Terms of Percentage:-

70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00%

A B C

F.S. - Fully satisfied S. - satisfied N.S. - non satisfied

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Analysis and interpretation:-

Analysis:The survey done to measure the satisfaction level of the total 464 employees in the company shows that  63.7% (295 employees) of the total employees are fully satisfied  23.4% (109 employees) of the total of the employees are satisfied  12.9% (60 employees) of the employees are not satisfied or unsatisfied.

Interpretation:It is interpreted from the above study that beside some of the employees are dissatisfied from their basic salary but they are satisfied with their organizational environment and their working condition. This all is the impact of the various facilities provided by the Heinz. The various facilities include  The bus facility  Canteen facility  Medical facility  Sports facility  PDP facility  Rest room facility these all facilities create the maximum satisfaction among employees. So we can say that beside financial incentive, non financial incentive also has the greater impact on employee satisfaction and hence more than 60% employees are satisfied in Heinz.

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Summary and conclusion:Employee satisfaction is the prime requirement of any company. Apart of other assets , employees are also the important assets of any organization. So, for the development of organization and meet its mission and goals , it is very important to find out the employee satisfaction level after a certain interval. The employee satisfaction survey done by me under the supervision of my mentor in HEINZ INDIA PVT. LTD. Provides the satisfaction level of the employees. More than 60% of the total employees are fully satisfied while only 12.9% employees are not satisfied. This is the excellent result of the company because one can not satisfied one completely.

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RECOMMENDATIONS:No doubt Heinz is a good MNC with large no. of satisfied employees but in my opinion the organization also has some drawbacks and by improving these it can become a top level MNC. The improvements should be made in the following manner:-

 Employees are the main productive asset of any organization, so there should be proper employees in any organization.  Practical training should be given to every employee regarding any new machine the plant is going to set up.  The principle of Division of Labor should be applies so that every employees will get his task according to his capacity and capability.  The employees who are not somewhat satisfied with their financial incentives, the company should take step to satisfy them.  The employees should be given the opportunity to actively participate in Decision making this will improve the Participative Management of the company.

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CASE STUDY
There was a small organization where all the employees worked together in a team and have created a bond among them. Mr. Tiwari was the HR Manager of that organization. Due to the effect of team work, employees leads the organization at high position and also increased the production of the company, because of this as the time changed the small organization has converted in to a big organization. That organization consists of various departments for different activities and the employees who worked together in the small organization started working in different departments. This leads to separation of employees from each other. After sometime the production of the company started to decline. The chief executives and Managers at different at different were worried about the declining production of the company. They started to find out the reason behind this. They introduced their first step towards increasement in salary of the employees but they found that there was no much effect of this. Again to improve the position, they make a committee to find out the actual reason. The panel consists of Mr. Tiwari (HR Manager of small organization) who with the help of other members of the committee finds out the reason that the main reason for low production is not the salary but the separation of the employees from each other which cause dissatisfaction among themselves.

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BIBILOGRAPHY

y y y y y y

Guidance by Manoj sir and Rajesh sir www.google.com www.about.com www.citeHR.com Human Resource by -Singh, Mohan and Duggal Human Resources Management by Aswathappa

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Questionnaire

1). You are working here from A). More than 10 yrs B). 5-10 Yrs C). 1-5 Yrs.

2). You are also one of the family members of HEINZ, when do you feel so? A). Always B). Sometimes C). Never

3). Your salary according to your task is A). Well Matched B). Average C). Below average

4). The good task done by you is appreciated by A). By giving Honour B). By providing Appreciation letter C). They provide nothing

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5). Is training provided to you A). Whenever required B). Per year C). Never 6). Are you trained to get in order the machine when it get out of order A). Completely B). Partially C). Not at all 7).is the training provided to you helps in your task A). Completely B). Partially C). Not at all

8). are you provided the training for personal development A). Always B). Sometimes C). Never

9). Are you introduced with new techniques A). Always B). Sometimes C). Never

10). Are you awarded with changes in working system from time to time A). Completely B). Partially C). Not at all

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11). are you introduced with Mission and Values of the Company to achieve the goals of the company A). Always B). Sometimes C). Never

12). how much do you agree that in this scenario ofcompetition we should ready for change A). Completely B). Partially C). No at all

13).While working main problem is faced because of A). No problem is faced B). Colleagues or shift incharge C). Machine

14). how do you solve the problem related to department or machine A). With colleagues B). With your immediate supervisor C). Alone

15). You are motivated to work in the team A). Always B). Sometimes C). Never

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16). While working the co-ordination of colleagues is A). Completely B). Partially C). No co- ordination

17). You are free to voice your opinion A). Completely B). Partially C). Not at all

18). When do you feel that your effort is imp. to meet the goals of company A). Always B). Sometimes C). Never

19). do you agree that the decisions made by your supervisor in your working area are transparent. A) Completely B) Partially C) Not at all 20). Your management system does what it says, how much do you agree A). Completely B). Partially C). Not at all

21). The behavior of my immediate supervisor is A). Co-ordinated B). Average C). Not helpful

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22). The behaviors of my colleagues are A). Very good B). Good C). Bad

23). My boss communicates me A). Always b). Sometimes C). Never

24).The co-ordination of one department with others is A). Helpful B).Average C). Not helpful

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