Final Project On Employee Engagement

EMPLOYEE ENGAGEMENT AT AYURVET LTD.
A SUMMER TRAINING PROJECT REPORT ON
Employee Engagement at Ayurvet Ltd.
Submitted To:-
Submitted By:-
Jamia Hamdard University
Name- SHIVANI ARORA
New Delhi
University Enroll no-2009-502-116

University- Jamia Hamdard University
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TABLE OF CONTENTS
S.No
Topics
Page No
1.
Acknowledgement
2.
Executive Summary
3.
Introduction
4.
Objective of the Study
5.
Research Methodology
6.
Company Profile
7.
Introduction to the Employee Engagement
14
8.
Primary Findings
23
9.
Conclusion of the study
41
10.
Recommendations
42
11.
Limitation of the study
43
12.
Annexure
44
13.
Questionnaires
44
14.
Bibliography
48
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ACKNOWLEDGEMENT
Through this acknowledgement I express my sincere gratitude towards all those people who
helped me in this project, which has been a learning experience.
I am highly grateful to Mr. Shibu John, HOD, Deptt of management studies, Jamia Hamdard
University, NEW DELHI, for providing this opportunity to carry out the six weeks training at
Dabur Ayurvet Ltd, Delhi.
I express my sincere gratitude to Syed Nadimul Haque (Faculty of HR) Jamia Hamdard
University, for his consistent intellectual support throughout the course of this work.
I am thankful to Mr. VINOD RUHELA, HR-HEAD, DABUR AYURVET LTD. & Ms.
Swati Gupta (HR) for guiding me throughout this study. Without their help this dissertation
would have not be completed.
The help rendered by Mr. Gurdev Singh (HR) for experimentation is greatly acknowledged.
I appreciate the co-ordination extended by my family, friends & peers for their motivation &
support & at the same time understanding my goals.
EXECUTIVE SUMMARY
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The research conducted at Ayurvet Limited, Delhi was descriptive as well as exploratory in
nature. Division was surveyed to attain the objective of the research. The topic of the project
was EMPLOYEE ENGAGEMENT AT AYURVET LTD. The research was conducted
keeping in mind the following objectives:
To study the employee engagement on the basis of varied parameters in Ayurvet

Ltd.
To determine the employee engagement score department wise in the

organization.
To analyze the engagement level of employees.

To provide appropriate suggestions and recommendation.
To carry out the survey questionnaire method was used to obtain the required information.
Random/judgmental/convenient sampling was used as the mode of conducting the research.
35 employees were surveyed in the survey including employees from HR, Finance, IT,
Marketing, Export, ARF, Customer care department.
All the information generated from the survey and interaction was compiled in the form of a
highly presentable and comprehensible report.
After doing the analysis of the questionnaire it was found that the Engagement level among
employees is quite high. From the response it can be seen that there is a high degree of
agreement on various aspects of engagement. Most important agreement is that employees
enjoy their work in the physical setting, always extend their effort beyond the requirement of
job, recreational activities develops emotional bond between employees & company & they
proud to work as a member of Ayurvet team.
Engagement has been identified high & strong. Employees are intrinsically motivated and
trust their management.
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INTRODUCTION
Engagement is defined as the extent to which people value, enjoy, and believe in what they
do. Engaged employees are committed to their organization and its bottom line; have
tremendous pride and job ownership; put forth more discretionary effort in terms of
time and energy; and, on average, demonstrate significantly higher levels of performance
and productivity than those who are not engaged.
Employee engagement is the thus the level of commitment and involvement an employee
has toward their organization and its values. An engaged employee is aware of business
Context, and works with colleagues to improve performance within the job for the benefit
of the organization. The organization must work to develop and nurture engagement,
which requires a two-way relationship between employer and employee. Thus Employee
Engagement is a barometer that determines the association of a person with the
organization.
The study focuses on employee engagement and what should company do to make the
employees engaged. It also looks at the questionnaire prepared by us that identifies strong
feelings of employee engagement and the steps which shows how to drive an engaged
employee.
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OBJECTIVE OF THE STUDY

To study the employee engagement on the basis of varied parameters in Ayurvet
Ltd.
To study the employee engagement score department wise in the organization.

To analyze the engagement level of employees.
To provide appropriate suggestions and recommendation.
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RESEARCH METHODOLOGY
NATURE OF RESEARCH
The present research on Employee Engagement is both exploratory and descriptive in nature,
which helps in analyzing and measuring the engagement score in Ayurvet Ltd (Registered
office, Delhi).
DATA COLLECTION AND DATA SOURCE

The methodology for Data collection is a balance of primary and secondary sources. Primary
sources include personal visits to the companies and secondary includes the information
collected from various books, magazines and websites.
For primary data:

Structured Questionnaire/ interviews
Personal visit to the company
For secondary data:

Business Magazines
Books and Journals.
Internet
SAMPLING DESIGN
Sampling Unit:-It is defined as the geographical area from which sampling is to
be done. Here it is Registered office of Ayurvet Ltd, Delhi.
Sampling plan:-Both Random and judgmental sampling is done.
Sample Size:- 35
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STATISTICAL TOOLS AND INSTRUMENTS

The study will be analyzed through statistical tools and instruments such as:
Pie Chart
Bar Diagram
Percentage
Questionnaire(consisting of both open and closed ended questions)
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COMPANY PROFILE
Ayurvet Limited is one of India's leading animal care companies specializing in 100% natural
& safe herbal products. The company's portfolio includes herbal healthcare and nutritional
products catering to a wide range of animal species.
The company - formerly known as Dabur Ayurvet Limited - builds on an expertise with herbs
dating back to the 19th century. Beginning life as a division of Dabur India Limited - India's
leading herbal based Consumer Goods major - Ayurvet is now a stand-alone company
dedicated solely to animal health & nutrition.
Ayurvet commenced operations in the year 1992 with the objective of utilising the goodness
of Ayurveda to help alleviate the problems of the animal population.
Since inception, innovation through intensive research has remained the driving force of the
company as it strives hard to prove the effectiveness, safety and sustainability of herbals in
improving animal health and production.
Quality assurance is the key to achieve high customer satisfaction. Ayurvets activities stem
from the firm conviction that the efficacy and quality of products is no accident or
coincidence. Instead, they can only come from a well thought-out, planned scientific
approach to the collection of herbs, standardization of ingredients, processing of all the raw
materials and proper packaging of formulations.
Recognising the importance of nutrition in maintaining health, Ayurvet has recently entered
the promising area of animal nutrition through the launch of a range of value-added, herbsenriched quality Feed products. Ayurvet is the only company in India with a portfolio of
health-care and nutrition / feed products.
Ayurvet Ltd includes:Ayurvet Registered office, Delhi

Ayurvet Manufacturing and R&D Unit, (ISO: 9001 - 2000 & WHO-GMP Certified), Baddi,
Himachal Pradesh
Ayurvet Feed Business, Chidana, Haryana
Ayurvet Research Foundation, Delhi
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HISTORY
Ayurvet began operations as Dabur Ayurvet in 1992. In the initial years, the company focused
its resources on developing innovative and unique herbal solutions for the most commonly
encountered health problems in animals. Over the last 15 years, Ayurvet has expanded its
horizon vertically as well as horizontally in terms of providing innovative health as well as
nutritional solutions across a range of animal species and problems.
The company went global in 1997 with the start of export operations. Today, Ayurvet has a
presence in more than 21 countries across the globe.
Building on the expertise with herbs, Ayurvet entered the value-added Feed and nutrition
products market in 2005. The company is one of the very few catering to both health and
nutritional needs of animals.
Numerous awards, certifications and milestones later, the 15 years of dedicated efforts has
helped the company to win the trust and acceptance of customers, farmers, scientists and
partners across India and the globe.
MILESTONES:
1884
Birth Of Dabur
1992
Birth of Dabur Ayurvet Limited
1996
Launch Mastelip A Breakthrough Product for mastitis control,

Begins export operation
2002
Ayurvet Limited becomes a separate company
2005
Set up own manufacturing facility, Baddi, H.P
2006
Baddi facility certified as ISO 9001:2000 & WHO GMP compliance
2007
Setup Animal Feed Plant at Sonepat, Haryana.

Got EUGMP Certification compliance
2007 onwards
Obtained product Registration( stressroak in Poland, under new EU norm)
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CREED
GENSIS
AYUR: Life
VET: Animal Health
VISION
Dedicated to improve Animal Health through the wisdom of

Traditional Knowledge & Modern Research
MISSION
To be leader in providing innovative, Safe , Dependable and

Environment-friendly solutions for Animal Health.
ETHOS
To provide EQUAL OPPORTUNITY to our people to realise their

full potential.
To work as A TEAM for achieving our goals and be transparent in
our dealing.
To have a GLOBAL APPROACH for providing scientifically proven
solutions for the Health Care need of animals.
To dedicate ourselves to achieve the highest level of CUSTOMER
SATISFACTION.
To work for SUSTAINABLE DEVELOPMENT and be mindful of the
safety of the environment, human beings and animals.
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AWARDS
Year
Awards
2009
TERI Corporate Environmental Award
2009
GOLDEN PEACOCK Innovation Award
2009
Agriculture Leadership Award
2009
ILDEX India 2009 Award of Honour
2009
WATER DIGEST-Water Award
MAJOR PRODUCTS
Ayurvet produces wide range of products such as Cattle, poultry, Equine, Others (Dog, Pig,
camel) & animal feed.
CUSTOMERS
Customers of Ayurvet are Farmers and Veterinary Doctors.
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AYURVET Head Office- Delhi

Ayurvet Head office is located at Sagar Plaza district centre Laxmi Nagar, Delhi.
This Head office looks over the activities of various zones such as North, South, East
& West zone.
Management of the company controls the activities of Head office Delhi & of Animal
Feed Plant, Chidana.
Ayurvet Research foundation is a sister concern which runs under the shadow of
Ayurvet Ltd.
About Human Resource Department
Ayurvet (HO)s HR Department is highly concentrated & equipped with the

responsibilities of Delhi office & Chidana plant.
As Baddi plant is very large, so it has its own HR department.

Key Responsibilities of HR Department
Recruitment & Selection of employees
Designing training programme for employees & providing training to them
Appraising the performance of employees both half yearly & annually
Completion of joining formalities
Look over the Salary & leaves of employees
Gratuity & Pension schemes for employees
Bonus & Ex-gratia distribution
Providing Soft loan & Advance to needy employees
Designing of various recreational programs for employees such as Family day
celebration, Get together parties, Quarterly Internal magazine, wishing employees on
their birthday sending aspiring articles to employees.
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INTRODUCTION
TO
EMPLOYEE ENGAGEMENT
It happens many times that an organization that provides top wages and benefits loses a great
employee to a competitor for no apparent reason. Of course, some employee turnover is to be
expected, but if the company is truly engaging its employees, there is no good reason for the
unexpected loss of quality staff members. Many companies already know that wages and
benefits are important to employees, but compensation alone is not enough to keep the highly
skilled, motivated and experienced workforce.
The challenge before HR is to engage employees in the organization to make them feel the
part of the organization and to help them grow. Organizations need employees who are
committed, flexible, and ready to participate in decisions over how, when and where they
work to best suit customers lives and their own work-life balance. Employee engagement
recognizes that the workforce as a whole is entitled to have a say, not just those individuals
who shout the loudest, those who are union members, or those who are closest to the boss.
Without it, people feel disempowered, demotivated and performance is likely to suffer.
All companies are aware that they need to do a better job of managing their people. Research
shows that engaged employees are more likely to stay, and be an advocate of the company, its
products or services. They contribute to the overall success of the organization. A greater
number of loyal employees ensure low recruitment and training costs, in effect enhancing the
productivity of the organization. They are also more willing to put in extra effort when the
organization needs it.
What is employee engagement?

Employee engagement is a concept that is generally viewed as managing discretionary effort,
that is, when employees have choices, they will act in a way that furthers their organization's
interests. An engaged employee is a person who is fully involved in, and enthusiastic about,
his or her work. Engagement is about motivating employees to do their best. An engaged
employee gives his company his 100 percent. This is what makes the difference in an
industry where the most valuable resource of a company walks out of the door every evening.
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Higher productivity, reliability, higher self-motivation, confidence to express new ideas,
organizational loyalty, less employee turnover, lower absenteeism and higher levels of
customer approval and service quality are some of the characteristics of a wholly engaged
employee. Striving to do the best they can for the organization, remaining committed and
having a desire to continue working with them and always speaking positive about their
employer is what an engaged employee is all about.
Engagement is a state where an individual is, not only intellectually committed, but also has a
great emotional attachment with his/her job that goes above and beyond the call of duty, so as
to further the interest of the company. It is important to note, the employee engagement
process does require a two-way relationship between employer and employee.
In todays highly competitive work environment, such engaged employees act as a valuable
assets, which ultimately lead to an increase in the business performance and lower staff
turnover.
Engaged employees feel a strong emotional bond to the organization that employs them. This
is associated with people demonstrating willingness to recommend the organization to others
and commit time and effort to help the organization succeed. It suggests that people are
motivated by intrinsic factors (e.g. personal growth, working to a common purpose, being
part of a larger process) rather than simply focusing on extrinsic factors (e.g., pay/reward).
It has been proved that there is an intrinsic link between employee engagement, customer
loyalty, and profitability. The concept of employee engagement can also be connected to
the concept of Maslows hierarchy of needs. Maslow speaks about the 5 stages of human
development (Physiological needs, Safety needs, Social needs, Esteem needs, and Selfactualization needs). Research has shown that employee moving upwards in the hierarchy
tends to be more engaged in the organization. As one need of the employee is addressed,
employee moves towards next needs, these needs when fulfilled, motivate employee to work
for the organization with greater enthusiasm and involvement which gives rise to the
concept of employee engagement in the organization.
Employee Engagement Model

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Engaged employees can be distinguished by 3S. Engagement should be measured through
three key principles - say, stay and strive.
Say This is a measure of how likely an employee is to be an advocate of the organization.
Would they recommend working there to a friend? Would they sing your praises as an
employer?
Speak positively about the organization and show an optimistic attitude towards its working.
Stay Commitment is key, so it is vital to measure your employee's loyalty to the business.
Do they plan to remain in the company? How long do they envisage working there for?
The intense need to be associated with the organization for the longer duration.
Strive Are your employees more than just satisfied with doing their work well? This area
measures whether employees would be prepared to go 'over and above' the call of duty to
ensure organizational success.
Exhibiting behaviors that contribution to the success of the business and putting in extra
efforts for the organizations survival in the tough competitive world.
Categories of Employee Engagement

According to Gallup the Consulting organization there are different types of people:Engaged"Engaged" employees are builders. They want to know the desired expectations
for their role so they can meet and exceed them. They're naturally curious about their
company and their place in it. They perform at consistently high levels. They want to use
their talents and strengths at work every day. They work with passion and they drive
innovation and move their organization forward
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the goals
and outcomes they are expected to accomplish. They want to be told what to do just so they
can do it and say they have finished. They focus on accomplishing tasks vs. achieving an
outcome. Employees who are not-engaged tend to feel their contributions are being
overlooked, and their potential is not being tapped. They often feel this way because they
don't have productive relationships with their managers or with their coworkers.
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Actively Disengaged--The "actively disengaged" employees are the "cave dwellers."
They're "Consistently against Virtually Everything." They're not just unhappy at work;
Theyre busy acting out their unhappiness .They sow seeds of negativity at every opportunity.
As workers increasingly rely on each other to generate products and services, the problems
and tensions that are fostered by actively disengaged workers
Can cause great damage to an organization's functioning.
Gallup research has shown that engaged employees are more productive, profitable,
safer, create stronger customer relationships, and stay longer with their company than
less engaged employees. This latest research indicates that workplace engagement is also
a powerful factor in catalyzing "outside-the-box" thinking to improve management and
business processes as well as customer service.
FACTORS LEADING TO EMPLOYEE ENGAGEMENT
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1. Career Development- Opportunities for Personal Development

Organizations with high levels of engagement provide employees with opportunities to
develop their abilities, learn new skills, acquire new knowledge and realise their
potential. When companies plan for the career paths of their employees and invest in
them in this way their people invest in them.
2. Career Development Effective Management of Talent

Career development influences engagement for employees and retaining the most
talented employees and providing opportunities for personal development.
3. Leadership- Clarity of Company Values

Employees need to feel that the core values for which their companies stand are
unambiguous and clear.
4. Leadership Respectful Treatment of Employees

Successful organizations show respect for each employees qualities and contribution
regardless of their job level.
5. Leadership Companys Standards of Ethical Behavior

A companys ethical standards also lead to engagement of an individual
6. Empowerment
Employees want to be involved in decisions that affect their work. The leaders of high
engagement workplaces create a trustful and challenging environment, in which
employees are encouraged to dissent from the prevailing orthodoxy and to input and
innovate to move the organization forward.
7. Image
How much employees are prepared to endorse the products and services which their
Company provides its customers depends largely on their perceptions of the quality of
those goods and services. High levels of employee engagement are inextricably linked
with high levels of customer engagement.
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8. Other factors
Equal Opportunities and Fair Treatment
The employee engagement levels would be high if their bosses (superiors) provide equal
Opportunities for growth and advancement to all the employees
Performance appraisal
Fair evaluation of an employees performance is an important criterion for determining
the level of employee engagement. The company which follows an appropriate
Performance appraisal technique (which is transparent and not biased) will have high
levels of employee engagement.
Pay and Benefits
The company should have a proper pay system so that the employees are motivated to
work in the organization. In order to boost his engagement levels the employees should
also be provided with certain benefits and compensations.
Health and Safety
Research indicates that the engagement levels are low if the employee does not feel
secure while working. Therefore every organization should adopt appropriate methods
and systems for the health and safety of their employees.
Job Satisfaction
Only a satisfied employee can become an engaged employee. Therefore it is very
essential for an organization to see to it that the job given to the employee matches his
career goals which will make him enjoy his work and he would ultimately be satisfied
with his job.
Communication
The company should follow the open door policy. There should be both upward and
downward communication with the use of appropriate communication channels in the
organization. If the employee is given a say in the decision making and has the right to be
heard by his boss than the engagement levels are likely to be high.
Family Friendliness
A persons family life influences his work life. When an employee realizes that the
organization is considering his familys benefits also, he will have an emotional
attachment with the organization which leads to engagement.
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EMPLOYEE ENGAGEMENT ACTIVITIES AT AYURVET

1. Friendly Atmosphere: Ayurvets atmosphere is friendly for employees, that helps in
Free flow of Information & create a feeling of mutual trust. This offers opportunity to
employees to represent their view in front of higher authorities that generate a feeling of
involvement in employees.
2. Health & Safety Scheme: Research indicates that the engagement level are low if the
employee does not feel secure while working. Ayurvet offers various Health and safety
scheme for their employees such as Medical Reimbursement Policy, Group personal accident
Insurance Policy.
MEDICLAIM POLICY: According to this policy Ayurvet has tie up with Genesis India Pvt
Ltd(TPA) that issues Mediclaim I-Card to the employees of Ayurvet. By this I-card
employees gets the advantage of cash less hospitalization & treatment on presentation of card
at admission of hospitals which comes under Genesis India networked Hospitals.
In case of Hospitalization in non-networked Hospital TPA reimburses all the medical
expenses on submission of original hospital bills, mediclaim report, X-rays, Discharge
summary etc. along with claim Form.
GROUP PERSONAL ACCIDENT INSURANCE POLICY: This policy provide compensation
in the event of accident injury resulting in death or physical disablement of both total/partial,
permanent & temporary in nature.
3. Pay & Benefits: The company should have a proper pay system so that the employees
are motivated to work in the organization. In order to boost his engagement levels ayurvet
gives the Bonus to the employees at the time of Diwali to the employees whose salary is upto
Rs 10000/- pm, and in case of employees whose salary is greater than 10000 are motivated
by means of Ex-Gratia.
STAFF ADVANCE POLICY: Employees who has served the organization for minimum 2
years can take advantage of this policy for purposes such as marriage, education, repair of
house. According to this policy employee can apply for staff advance upto 3 months of
his/her basic salary.
SOFT LOAN POLICY: This Policy helps the employee to meet the emergency expenses.
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4. Quarterly Internal Magazine: For complementing the quarterly activities of

employee releases a quarterly internal magazine named as BIMB PRATIBIMB. This act
as a powerful tool in fostering a new energy in the organization & connecting people. It truly
showcase the various initiatives being undertaken in the organization & significant
achievement being made during the period. This magazine gives the sense of involvement to
employees & their family also by inviting contribution for magazine & also gives the
recognition to the hard work of employees. By means of this magazine ayurvet introduces
new joiners to whole organization & also give heartiest congratulation to the employees of
their newly born.
5. Family Day Celebration: Company celebrates every New Year together as a whole
family, with their employees along with their family from all branches and Head offices. The
fun filled program gives a feeling of togetherness where all employees enjoy together. Special
programs for children were organized such as black magic, pottery, clown etc.
6. Diwali Celebration: On the occasion of Diwali company rewards the employees by

distributing the Diwali bonus and gifts to all the employees and organizes a gala program for
celebration.
7. Birthday Wishes: To make the employee Feel as an important asset Company

maintains a list of birthday of all employee & sends the birth day wish to employee by means
of E-card. This gives a feeling family belongingness to employee.
8. Motivational Article: In order to extract best from the employee organization needs to
motivate their employees, ayurvet motivates their employee by delivering motivational
articles on daily basis.
9. Friday Development Hour: On every alternate Friday company organize a program

for development of their employee at Gurukul, Delhi. Program is carried out to make the
employee more competent & internal development of employee.
10. Annual business meet: Ayurvet conducts All India Annual business Performance
meet annually in which employees from all the branches, zones participates. The main
objective of this meet is to overview the business & product performance, redefining the
boundaries of Ayurvets International business, defining the key role and expectation from
managers follows by skill enhancement activity and management game. This gives a sense of
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involvement to employees in managerial decisions and tasks and develop feeling in
employees to remain associated to organization for longer period of time.
11. TRAINING & DEVELOPMENT: Organizations with high levels of engagement

provide employees with opportunities to develop their abilities, learn new skills, acquire new
knowledge and realise their potential. To plan Career Path for their employees Ayurvet has
subscription from Professional Training Institutes such as PHD Chamber of Commerce &
Industry, All India Management Association (AIMA), Delhi Management Association
(DMA). These Institutes organizes Training Program & Ayurvet send their employees to the
training after analyzing the training need of employee.
Beside this Ayurvet provide training by means of Friday Development Hour at Gurukul.
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PRIMARY FINDINGS
VARIED PARAMETERS INFLUENCING EMPLOYEE
ENGAGEMENT
Work Task
49% respondents agree and 37% strongly agree to the fact that they truly enjoy their
day to day work
Physical Environment
49% respondents agree and 37% strongly agree to the fact that physical conditions are
good in Ayurvet Ltd.
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BENEFITS & SCHEMES
46% respondents agree and 17% strongly agree to the fact Health & safety scheme
make them feel secure & 17% didnt give opinion to the statement.
STRESS
40% respondent agree & 22% respondent are strongly agree with the fact & 29% did
not respond at all. 9% of respondent do not agree with the statement.
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RECREATIONAL ACTIVITIES
43% respondent agree & 43% respondent are strongly agree to the fact that they feel
Emotional Bond with the company.
63% respondents are agreed & 23% respondent are strongly agree with the fact that
they feel themselves important member of the organization.
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68% of employees agrees with the fact & 20% are strongly agree with the statement
that quarterly magazine enhances internal communication & brings the employees
closer.
51% respondent agrees & 17% are strongly agrees with the the statement that
company helps the employees in upgrading in knowledge,skills & enhancing their
motivation.
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57% respondent agrees & 9% strongly agrees with the statement & on the other side
17% didnt want to put forward their response for the statement.
COMPANY POLICIES
65% respondent are strongly agree & 6% respondent are agree to the fact that the
companys welfare policies & practices create a positive work environment to them &
27% didnt respond at all.
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49% respondent didnt respond at all for the statement that company policies are
employee friendly & on the other hand 45% agrees with the statement.
RESOURCES
63% respondents agree & 9% respondents are strongly agreed with the fact but 17%
respondent feel that they are not provided with adequate resources.
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QUALITY OF WORK LIFE
74% respondent are agree with the fact that the balance between work, career and
personal commitments is satisfactory but 17% respondent didnt respond to the fact at
all & only 3% Strongly agrees with it.
LEARNING/ TRAINING OPPORTUNITIES
71% respondent agrees & 17% are strongly agrees with the statement which shows
that the employees are satisfied with the training opportunity that Ayurvet provides.
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57% respondent agrees & 17% respondents strongly agree with fact & 15% of
employees are not agree with it.
63% respondent agrees & 14% are strongly agree with the fact they have sufficient
opportunities for personal and professional growth.
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54% respondent agrees & 6% respondent strongly agrees with it & on other side 31%
respondent didnt respond at all to the fact that company give them opportunity for
participation & expression of views on issues/matters related to the company
business.
MANAGER
43% respondents agree & 31% respondent are strongly agree with the fact that their
boss consider their suggestion at work.
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51% respondents agree & 34% are strongly agreed with the fact that their boss will
help them in problem.
29% respondents disagree with the fact at all & 31% respondent didnt respond &
40% agrees with the statement that they seldom worry about losing job.
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MANAGEMENT
63% respondent agrees & 20% are strongly agree with the fact that the management
and employees shares good working relationship.
45% respondents are agree with the fact & 6% are strongly agree with it, but on other
side 40% of employees didnt respond to the statement that organization manages the
exit of employees in an effective and sensitive manner..
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PERFORMANCE & APPRAISAL
57% respondent agrees & 11% respondent strongly agrees with the fact that they get
opportunity for self-appraisal & feedback from their superior on their performance.
REWARD & RECOGNITION
45% respondent agrees & 11% are strongly agrees with the statement. On the other
side 34% respondent did not responded at all to fact that company has adequate
rewards & recognition activities for the employees.
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TEAM WORK
57% respondent agrees & 34% are strongly agrees with the statement that they enjoy
working with their colleagues & strongly feels team spirit in them.
ORGANIZATION CULTURE
65% respondent agrees & 11% are strongly agrees with the statement that company
has cohesive work culture.
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COMMUNICATION
48% respondent agrees & 31% are strongly agrees with the statement that there is
good communication between me and my superior.
47% respondent agrees & 20% respondent strongly agrees with the statement that
they feel free to offer comments & suggestions. On the other side 17% respondent
didnt put forward their opinion in this context.
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INTRINSIC MOTIVATION
60% respondent are agree & 28% are strongly agree with the fact they would not
hesitate to recommend Ayurvet to a friend to a friend to work & they feel it is a good
place to work.
48% respondent are agree & 49% are strongly agree with the fact they always put
effort beyond requirements of the company this shows that employees are selfmotivated to serve the company.
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63% respondent agrees & 20% are strongly agree with the fact that they get a sense of
accomplishment from my work this shows that employees are satisfied with the work
assigned to them. But 11% of employees didnt respond at all for the statement.
54% respondent agrees & 37% respondent strongly agrees with the statement they
proud to work for Ayurvet.
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77% respondent agrees & 9% respondent strongly agrees with the statement they see
their work aligned with short term/long term goal of organisation.
65% respondent agrees & 11% are strongly agrees with the statement this shows that
this portion of employees are loyal & commited for the organisation & on the other
side 20% didnt respond at all.
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MEASURING EMPLOYEE ENGAGEMENT SCORE
The Engagement score of HR department is highest among the other department .i.e.
87% which shows that most of the employees are highly engaged.
The Engagement score of Finance department is second highest i.e. 86%.
The Engagement score of IT department is 76%.
The Engagement score of Marketing department is 72%.
The Engagement score of Export department is 61%.
The Engagement score of ARF Department is 77%.
The Engagement score of customer care Department is 67%.
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CONCLUSION OF THE STUDY

This section summarizes the findings of the study and draws conclusion from them. The
study was conducted to assess the engagement level of employees & to find out the
Engagement score of all department present at Head office, Delhi. Across my research I came
to know that HR employees put their great effort to make other employees Engage for the
organization. They conduct various recreational activities such as Family get together twice
in a year; send birthday wishes & many more. A new initiative was taken this year to release
a quarterly magazine Bimb Pratibimb to enhance the internal communication in
organization. On the basis of analysis following conclusion has been drawn.
HR & Finance department of the company were found to be highly Engaged & motivated
towards their task. They enjoy the work assigned to them in provided physical setting. Some
lesser extent of employees agrees with health & safety schemes thats why they requires a
more secure environment to work.
The Engagement score of IT department is somewhat lesser to the other department. The
main reason for this is that employees feel that they are not provided with adequate resources
(equipment and tools) required to do the job.
The Engagement score of Marketing department & Export department is not good as the
score of the other department. The reason behind this is stressed environment; they do not
feel themselves secure with the Health & safety schemes of the company & lesser training for
them.
The Engagement score of the ARF department is somewhat good in comparison to the other
department but findings say scope of improvement is required to improve score in future.
41 | P a g e

The Engagement score of the customer care department is least in comparison to the other
department, the main reason behind this is Quality of work system, reward & recognition
activities, ideas & suggestion must be encouraged.
RECOMMENDATIONS
Employees feel more engaged when they are able to make a unique contribution,
experience empowerment, and have opportunities for personal growth.
Employees feel more engaged when they have clear direction, performance
accountability, and an efficient work environment.
Employees want to work in an environment that is efficient in terms of time,
resources and budget. Employees feel more engaged when they work in a safe,
cooperative environment.
Measurement of employee engagement can have many applications within an organization.
Engagement can be a general index of HR effectiveness in an HR scorecard. The fundamental
issues measured in engagement provide a quick index of what leaders and HR representatives
need to do to make things better.
On the basis of above key findings, I have been able to recommend following suggestions:
As the study shows that the HR & Finance department has good engagement level,
company should practices the same activities to maintain same engagement to their
work & reward them suitably in proportion to their work.
Company policies must be clearly communicated to all employees to avoid any

feeling to unrest among them on matter pertaining to the policy.
Redesign the reward & recognition system for each department.
Employees training need must be assessed on individual basis & provided with the
more customized training regarding to their job area.
Required infrastructure & tool must be provided to improve the productivity of

employees at work.
42 | P a g e
Key Result Areas must be defined properly to make the work of employees more
interesting & focused to their goal as the study say all employees put efforts beyond
the requirement of job so that their efforts can be utilize.
Companys HR is good at the recreational activities because these made the

employees to feel emotional attachment with the company, so they should continue
their effort at this part.
More opportunities for participation & expression of views on issues/matters related

to the company business should be provided.
Innovative ideas, suggestions, comment must be encouraged from employees.
LIMITATIONS OF THE STUDY

There are certain limitations which were faced during the project:
All the employees were not willing to give their response.
Salary is an important issue of the topic they didnt allow me to maintain single
question of it in questionnaire, according to them it may cause discontent among
employees later on.
Some of the relevant information could not be extracted from employees as it was
meant to be kept confidential.
Employees were facing time constraint while filling the questionnaires.
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ANNEXURE
QUESTIONNAIRE
SURVEY OF EMPLOYEE ENGAGEMENT
GENERAL INFORMATION: To be used only for the purpose of academic project work.
WORKING SINCE
DEPARTMENT
(Month & Year)

Please tick mark the relevant answer as provided against each question.
1. I truly enjoy my day-to-day work.
Strongly Agree Agree No Opinion Disagree Strongly Disagree
2. Physical working conditions are good in Ayurvet
3. Health and Safety scheme of company make me feel secure while working
4. I feel a great emotional bond with company as it involves my family in Get Together &
Celebration etc.
5. Employees do not feel stress here & are truly enthusiastic for their work.
6. The Company's welfare policies & practices create a positive work environment for me
7. The learning opportunities offered at Ayurvet by means of Friday Development Hours &
sponsorship to outside training have benefited me personally & professionally.
44 | P a g e

8. I am provided with the required infrastructure (equipment or tools), I need to perform my
Job
9. The balance between my work, career and personal commitments is Satisfactory
10 I would not hesitate to recommend Ayurvet to a friend as a good organization to work.
11. As the company wishes me on my Birth Day makes me feel that I am important member
of the organization.
12. Company gives me frequent chance to improve my skills and knowledge.
13. My superior consider my suggestions during job
14. My boss will help me when there is a problem
15. I seldom worry about losing my job.
16. Management- Employees shares Good working relationship.
17. I always put effort beyond requirements to help the company succeed.
18. I get a sense of accomplishment from my work.

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19. My organization manages the exit of employees in an effective and sensitive manner.
20. BIMB PRATIBIMB a Quarterly In-house Magazine of the company has helped us in
bringing closer to the company and enhances internal communication.
21. I have sufficient opportunities for personal and professional growth
22. I am
proud to
say that I work with Ayurvet

23.
Generally, I get opportunity for self-appraisal & feedback from my superior on my

performance here.
24. Our
company
has adequate rewards & recognition activities for the employee

25. Our
company
gives us opportunity for participation & expression of views on issues/matters related to the
company business.
26.
enjoy
working with my colleagues & I strongly feel team spirit in all employees.
27.
Companys policies are employee friendly.

28. Our organization has cohesive work culture.
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29. I see my work aligned with short term/long term Goal of company.
30.
There is
Good Communication between me and my superior.

31. I feel
free
to
offer comments & suggestions.

32. The
company
helps me in upgrading my Knowledge, skills and enhance my motivation by way of sending

regular updates/articles etc.
33. I see
myself
continuing to work with this organization two years from now.

34.
Recreational activities play a major role in my choosing to stay at Ayurvet Family.

35. Any more suggestions:
___________________________________________________________________________
___________________________________________________________________________
_________________________________________________________________
47 | P a g e
BIBLIOGRAPHY
Websites:
www.google.com
www.Answers.com
www.citehr.com
www.Human capital.com
www.ayurvet.com
Hand books:
Ayurvets Quarterly magazine
HRM Review from icfai university
The Drivers of Employee Engagement, Robinson D, Perryman S, Hayday S, Report 408
48 | P a g e

Final Project On Employee Engagement

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Final Project On Employee Engagement

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EMPLOYEE ENGAGEMENT AT AYURVET LTD.

A SUMMER TRAINING PROJECT REPORT ON

Employee Engagement at Ayurvet Ltd.

Jamia Hamdard University

Name- SHIVANI ARORA

University Enroll no-2009-502-116

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

Objective of the Study

Introduction to the Employee Engagement

Conclusion of the study

Limitation of the study

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

To study the employee engagement on the basis of varied parameters in Ayurvet

To determine the employee engagement score department wise in the

To analyze the engagement level of employees.

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

OBJECTIVE OF THE STUDY

To study the employee engagement score department wise in the organization.

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

DATA COLLECTION AND DATA SOURCE

For primary data:

For secondary data:

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

STATISTICAL TOOLS AND INSTRUMENTS

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

Ayurvet Ltd includes:Ayurvet Registered office, Delhi

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

Birth of Dabur Ayurvet Limited

Launch Mastelip A Breakthrough Product for mastitis control,

Ayurvet Limited becomes a separate company

Set up own manufacturing facility, Baddi, H.P

Baddi facility certified as ISO 9001:2000 & WHO GMP compliance

Setup Animal Feed Plant at Sonepat, Haryana.

Obtained product Registration( stressroak in Poland, under new EU norm)

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

VET: Animal Health

Dedicated to improve Animal Health through the wisdom of

To be leader in providing innovative, Safe , Dependable and

To provide EQUAL OPPORTUNITY to our people to realise their

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

TERI Corporate Environmental Award

GOLDEN PEACOCK Innovation Award

Agriculture Leadership Award

ILDEX India 2009 Award of Honour

WATER DIGEST-Water Award

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

AYURVET Head Office- Delhi

About Human Resource Department

Ayurvet (HO)s HR Department is highly concentrated & equipped with the

As Baddi plant is very large, so it has its own HR department.

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

What is employee engagement?

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

Employee Engagement Model

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

Categories of Employee Engagement

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

FACTORS LEADING TO EMPLOYEE ENGAGEMENT

EMPLOYEE ENGAGEMENT AT AYURVET LTD.

1. Career Development- Opportunities for Personal Development

2. Career Development Effective Management of Talent