PRESTIGE INSTITUE OF MANAGEMENT

AND RESEARCH INDORE (M. P.)

SUMMER TRAINING

ON
A STUDY
TO IDENTIFY POSITIVE EXPERIENCES RESPONSIBLE FOR EMPLOYEES
LOYALTY IN
RIL, HAZIRA (GUJARAT)

GUIDED BY- SUBMITED By:-

Prof. RAJESH JANGALWA HEENA JAIN
MBA (PA) III Sem
ROLL NO. 71416
 CONTENTS
 Introduction of RIL
 Rationale of the Study
 Objectives
 Hypothesis
 Research Methodology
 Limitation of Study
 Results
 Suggestions and Conclusion
 Implication for Corporate World
 Reliance at Glance

Mu kes h D. A mb ani
Chairman & Managing Director

 CORPORATE MISSION : “Growth is life”

 CORPORATE VISION : “To Compete with the best in the world”
 CORPORATE STRATEGY : To explore new, while consolidating the old
one.
 Reliance Manufacturing
R2

Naroda Complex
Sites Texturised, Twisted, Dyed Yarn
Fabric

Spun Yarn
Wool, Viscose, Silk, Linen
Textiles

PSF PFY LAB

Patalganga Fibres &

Polyester Chips Polyester Resin PTA PX N - Paraffin
Complex Petrochemicals

PSF PET POY PVC

PP PE
EO MEG Polyester Resin PTA VCM

LPG EDC
C4s Propylene Fuel Gas Ethylene CBFS Xylene Benzene
Chlorine Polyolefines
Fibres &
Hazira Complex Cracker Chemicals
PP PX Acetic acid

Propylene Sulphur Gasoline Diesel LPG Naphtha Iso-Butene ATF Kerosene N-Butane Styrene Ethylene

Jamnagar Refinery /
Petrochemical Complex Refining & Distribution Coke Power
Refining

Bombay High
Off Shore Oil and Gas Exploration and Production Oil & Gas
 Hazira Plant

H.S.Kohli
Executive Director
 Products at Hazira Plant : REON, RECLAIR, RELENE, REPOL, RECRON
and RELPET
 Human Resource Department Activities : Manpower Planning, Training and
Development, Performance Appraisal, Promotion and Transfer, Grievance
Handling, Kaizen Suggestion and Welfare Activities.
JOB FAMILY WISE EMPLOYEE STRENGTH

72, 2%
1029, 31% 1031, 31%

99, 3%
223, 7% 879, 26%

LEADER MANAGER EXECUTIVE

SUPERVISORY TRAINEES FLOATING STAFF NON SUPERVISORY
RATIONALE OF THE STUDY

 Many surveys are done to identify ‘why people leave’.

leave’ But very few
researches are done to identify ‘why people stay’.

 Employees with negative thoughts always identify platform but platform is

rarely provided to express the positive feelings towards organization.

 I choose this topics as this will help me to develop those virtues in myself
so that I too can be valuable to organization and as in future I am going to
be a HR practicenor so by knowing these aspects I can attract employees
to stick in organization for long
Factors responsible for Loyalty of
Employees
 Yes, money matters, but it is not really about money.
If you do not know why people are leaving, you cannot possibly stop the
bleeding.
 Employee engagement is the level of commitment and involvement an
employee has towards their organization and its values.
 Employee involvement is creating an environment in which people have an
impact on decisions and actions that affect their jobs.
 Motivation is the inner drive that directs a person’s behavior toward goals.
 Never tell people how to do things. Tell them what to do and they will
surprise you with their ingenuity (Leadership Quality).
 Nothing can succeed success
Similarly,
Nothing can be better example
Then live experiences.
OBJECTIVES

 To find out those points which an organization must do to retain its

employees.
 To measure the satisfaction level of employees those who continue
working with organization.
 To find such positive factors in organization that can also motivate
employee to work for long with it.
HYPOTHESIS
The most attracting quotes of Reliance for me are: -
 “Growth is life.”
 “We bet on people.”
 “Ideas are no one’s monopoly.”

I presume that people stay with the organization because they see their
personal and professional growth in tandem with organization’s growth.
RESEARCH METHODOLOGY
 Data was collected through Purposive Random Sampling.
 Then responses were collected through Face-to-Face interviews
with the help of open-ended question.
 Profile of the employees converted in the survey was as follow: -

PARTICULARS JOB LEVELS TOTAL

LEADERS MANAGERS EXECUTIVES NON-
SUPERVISOR
Total numbers 14 28 23 10 75

interviewed
Numbers 9 20 14 7 50
considered in

project analysis
 Then responses were analyzed for deriving conclusion.
 Data were statistically analyzed through percentile distribution.
 AN OVATION TO LOYALTY

Purpose: To Capture the driving forces for employees to continue with

Reliance.
Employee Name:
Employee Level:
Department:
 What is that glue which binds you with Reliance so strongly?
 Most pleasant experience in Reliance. Life long memorable professional/
personal experience. (Tell me a story).
 Also tell me about any major crisis in which Reliance Parivar stood up for
you. (If any)
 Tell me three things that will encourage you to continue working with
organization till your retirement?
 Areas of improvement in RIL according to you?
1. TOTAL
2. TOTAL
8 15% Top Magt & Pol
Grow th & Oppo
11%
Recognition Personal
39%
Auth & Resp
10% 22% Pay & Benefits
Others
Professi
N & F of Co. 61%
8%
onal
Culture
8 Exposure
12% 5%

3.
TOTAL
18% 17%

Financial Help
Moral Support
Medical Help
24% Natural calamities
25%
Never Needed

16%
4. 7%
TOTAL 5(a). 7%
TOTAL
Grow th opp
14% A Dream Come
6% 25% Pay Struc.
True
19% Like a Story Mgt Supt.&Poli.
11% Culture
I got w hat I Welfare Acti.
deserve Other
Over all Grow th 9% Satisfied
13%
33% Chall. in Job
Inspired w ith 7% Recognition
27% others 13%
9%

5(b). 8% TOTAL
11%
5% HR Policies
3% 6% CSR Acti.
Prof. aspects
Work Stress
Welfare Acti.
16% Other
26% Hierarchy
Auth.&Resp.
Too initiatives
6%

19%
RESULTS
 Glues with Reliance: Employees see growth and opportunities as the
highest valued parameter to attach them with Reliance in longer

perspective.

 Memorable Experiences: Being professional company life long memorable

professional experiences of employees are larger in number

 Support from Reliance Parivar: Reliance offers the support to his

employees in their personal crisis.
 Journey in Reliance: Though Overall Growth is dominating factor with
employees in Reliance but apart of it for many of them their journey in
Reliance is like a story or a dream comes true.

 Working with Reliance till retirement: Employees feel that in future also
management will going to support them with good policies and of course
most needed factor handsome pay structure and because of all these
factors employees want to be with Reliance in future also.
LIMITATION OF STUDY
 60% of employees have been with organization for more than 10 years, so
it was not possible to interview all of them (approx 2000 employees).

 Few of the respondents were apprehensive to give the correct feedback.

Such responses are not considered.

 Sufficient time wasn’t available to carry out the detailed survey.

 Getting an appointment of senior executives was consuming time.

 Though non-supervisory employees are more but not covered

proportionately because it was difficult to make them understand this topic.
SUGGESTIONS
The employees are satisfied with the working of the company and they are
having full faith in the top management of the company. They are satisfied
with the work and the working environment of the company. The employees
are sharing good relationship with each other yet there is some scope of
improvement in some areas.
 As employees are very busy here so some more activities can be started
for their recreation with their families and their workload can be reduced up
to some extend.
 Canteen Facilities can be improved.
 Few welfare facilities are also need to be improved

as compare to other sites of RIL.

Suggestion Cont……

 Professionalism is more in HR department and transparency is lacking in it

sometimes, that can be developed.
 As Reliance is known brand internationally so employees think that its
infrastructure must be improved.
CONCLUSION
 Hence hypothesis is true that people stay with the organization because
they see their personal and professional growth in tandem with
organization’s growth.
 Employees see potential growth, personal recognition and at the top of all
very warm and caring experience with organization in tune with
management support and culture of organization.
 From survey it is summarized that majority of employees have full trust on
Top Management and they are proud to work with Reliance.
 IMPLICATION TO CORPORATE
WORLD
 Reliance will get areas on which they can build upon.
 This initiative will also at least make other companies’ management start
thinking on such areas.
 Industries as a whole will get points which would help them to retain its
employees for long with satisfaction in their respective jobs.
Thank you