Employee Satisfaction Project Report Original

EMPLOYEE SATISFACTION
CHAPTER - 1
INTRODUCTION
Emerald's DEGREE COLLEGE, TIRUPATI Page 1

INDUSTRY PROFILE

INDUSTRY PROFILE
The businesses of Saint-Gobain signup in India are housed in to two large entities,
Grindwell Norton limited(GNO),a publicly traded company and Saint-Gobain India private
limited. Listed on the Bombay and national stock exchanges, the GNO company pioneered
the manufacturing of the grinding wheels in India in 1941.
Today , GNO’s businesses includes :
 Abrasives
 High performance refractories
 Performance plastics
ABRASIVES:
An Abrasive is a material, often a mineral , that is used to shape or finish a workpiece
through rubbing which leads to part of the workpiece being worn away by friction. In short,
the ceramics which are used to cut , grind and polish other softer materials are known as
abrasives.
At Norton , we offer powerful , precise and user friendly solutions that enable our
customers to shape and finish all types of material even in the most complex and challenging
applications. From simple cutting, grinding, sanding and finishing activities in the DIY
market to highly technical, precision operations in specialist manufacturing industries, we
understand abrasive safety, quality, performance and cost is critical and can provide a range
of solutions to meet any demand.
GNO’s abrasives business in the Indian arm of saint-gobain abrasives. In 1941,GNO
pioneered the manufacturing of grinding wheels in India. Today , the abrasives business is a
market leader with a pan-India presence. In 2015-16 , the business registered sales of Rs.840
crores and employs 1100+ people.
Types of abrasives:
 Bonded abrasives
 Coated abrasives

Bonded abrasives:
Bonded abrasives are a mixture of abrasive grinds , fillers and bonding materials. The
bonding agent can be vitreous; resin, rubber, shellac, epoxy, magnesite and a range of
bonding materials oftne referred to as a ‘plastic’.
Coated abrasives:
A coated abrasive is an abrasive grain bonded to a flexible substrate using adhesives.
Common subrstrates are paper, cloth , vulcanized fibre and plastic films. Sandpaper and
emery cloth are coated abrasives for hand use, usually non-precision. These two terms are
used by general public in place of “coated abrasives”.
Applications of abrasives:
Metal fabrication segment:
 Cutting sheet metal
 Grinding and sanding all kind of metals
 Derusting of steels
 Cleaning and finishing
Building and construction segment:
 Tile cutting
 Wood cutting
 Stone grinding
 Industrial sawing and grinding
Automobile component manufacturing segment:
 Cylindrical grinding
 De-burring
 Weld removal and blending
Bearing segment:
 Face grinding
 Center less grinding
 Bore grinding
 Profile dressing

Foundry segment:
 Removing cracks
 Shaping
 Cutting-off
Steel segment:
 Roll grinding
 Plate grinding
 High pressure coil grinding
Precision engineering segment:
 Steel conditioning
 Micro finishing
 Light removing
Medical segment:
 Rough grinding
 Intermediate finishing
 Needle grinding and shaping
Glass segment:
 Edge breaking
 Beveling
 Finishing and brightness finishing
 Silicon Carbide:
Silicon Carbide , exceedingly hard , synthetically produced crystalline compound

of silicon and carbon. Its chemical formula is Sic Since the late 19th century silicon carbide
has been an important material for sand papers, grinding wheels and cutting tools.
GNO’s silicon carbide business is a major supplier to all leading refractory,

metallurgy and abrasives manufacturers in India. The business is a part of Saint-Gobain’s
ceramic materials division. Globally , Saint-Gobain is the world’s largest manufacturer of
silicon carbide. All our products are manufactured in accordance with international standards
or customized fulfill specific customer demands . GNO and its subsidiary have two fully
integrated manufacturing plants ( own furnacing as well as sizing plants).

Applications of Silicon Carbide:
 Metallurgical applications
 Abrasion resistance applications
 Refractory applications for steel industry
 High performance refractory applications
 Abrasive applications
 Slurr wire sawing
 Technical ceramics
High performance refractories:

“Non-metallic materials having those chemical and physical properties that make
them applicable for structures , or as components of systems , that are exposed to
environments above 1000° F. Refractory materials are used in furnaces, kilns, incinerators
and reactors.
The high performance refractory’s business of GNO is a part of saint-gobain’s
ceramic materials division which offers complete solutions with expertise in design and
engineering , product manufacturing for refractory systems for high temperature applications
, ballistic applications and wear applications.
PERFORMANCE PLASTICS:
High performance plastics differ from standard plastics and engineering plastics
primarily by their temperature stability , but also by their chemical resistance and mechanical
properties , production quantity, price.
The performance plastics business develops products with high performance
properties used to produce energy and reduce consumption, provide protection, improve
comfort and sustain the environment.
Applications:
 Composites
 Fluid systems

COMPANY PROFILE

COMPANY PROFILE
EVOLUTION:
1947:
Two Parsi gentlemen set up Grindwell Abrasives at Mora, a small fishing village near
Mumbai, with technical assistance from two Czechs. They were soon joined by Mr. Noshir
Sidhva. This was the first Grinding Wheels factory in India.
Mid 1950s:
Grindwell launches its first Brand – Compass. It continues to be a major brand till
date. (Note: Carborundum is the generic name for Silicon Carbide).For many years, GNO’s
registered and Head Office was located in the iconic Army & Navy Building in the heritage
Fort area of Mumbai.
1967:
Grindwell Abrasives enters into a technical collaboration with Norton Co., USA
Early 1970s:
First modernization of the Grinding Wheel plant and start of manufacture of Coated
Discs and Super Refractory’s at Mora.
1971:
Norton Company becomes a partner and Grindwell Norton Ltd. (GNO) comes into
being
1972:
GNO pioneers the manufacture of Silicon Carbide (SiC) in India at its new site in
Bangalore.
1977:
R&D Centre set up in Bangalore to support the manufacturing function, in areas like
process optimization, improvement in furnacing technologies, etc.

1980:
Manufacture of SiC moves to a new site near Tirupati .Second modernization of Mora
plant with introduction of new age machinery and the Pullman tunnel kiln.
1983:
GNO goes Public. Following an Initial Public Offering (IPO), GNO is listed on the
Bombay Stock Exchange. Since then, GNO’s market value has grown at a compounded
annual rate of 18.5%.
1984:
GNO starts manufacture of Fused Alumina grains in the old SiC plant at Bangalore.
Later discontinued.
1986:
GNO forays into marketing of Centralized Lubrication Systems manufactured by

Lincoln GmbH.
1989:
GNO starts manufacturing Centralized Lubrication Systems in Bangalore. In 1993,

Lincoln Helios (India) Ltd. is formed as a JV between GNO and Lincoln GmbH.
1990:
GNO commissions High Performance Refractories (HPR) plant at Bangalore.
1991:
GNO celebrates a major milestone in its history - its Golden Jubilee - with the theme:
‘LIFE BEGINS AT 50’.
1993:
A state-of-the-art plant set up at Bangalore to manufacture a full range of Coated

Abrasive products.

1994:
GNO sets up a new Non-woven Abrasives plant and pioneers its production in India.
1996:
GNO becomes the first majority-owned subsidiary of Saint-Gobain in India. Earlier in

1990, Compagnie de Saint-Gobain had acquired Norton Co., USA, and thus became a
stakeholder in GNO. Super Abrasives plant set up for manufacturing Diamond and cBN
Grinding Wheels.
1997:
A state-of-the-art plant set up at Nagpur for manufacturing Thin Wheels and Bonded
Abrasive products.
2005:
GNO acquires the Grinding Wheels business of Orient Abrasives.
2006:
GNO’s Head Office moves from the heritage Army & Navy Building to a new owned
office at the Leela Business Park, Mumbai (near the International Airport).
2008:
GNO commissions a new Abrasives plant near Baddi in Himachal Pradesh for
manufacture of Thin Wheels and Coated Abrasive products. An ultra-modern Performance
Plastics plant set up on GNO’s Bangalore campus
2009:
Saint-Gobain Ceramic Materials Bhutan, a majority-owned subsidiary of GNO,

commissions a new plant for manufacturing Silicon Carbide near Phuentsholing, Bhutan.
2010:
GNO launches INDEC, a captive, global IT Development Centre in Mumbai for

providing a range of services to the Saint-Gobain Group worldwide.

2012:
GNO commissions a new High Performance Refractories plant at a new site at Halol
in Gujarat. Enters a new business - ADFORS - with a plant at Bangalore for manufacturing
mine-grids. Commissions a new, high-tech Non-woven Abrasives plant at Bangalore.
2013:
GNO commissions a new Bonded Abrasives plant at Nagpur.
2015:
GNO becomes the No. 1 Abrasives company in India.
2016:
GNO celebrates its 75th Anniversary - with the theme: SoAlive@75.

MESSAGE FROM MANAGING DIRECTOR
Born in 1941, in a 40'x40' room at Mora, a fishing village across Bombay harbour,
Grindwell pioneered the manufacture of grinding wheels in India. Promoted by two Parsi
entrepreneurs, the company has grown steadily and, over the years, has established itself as a
strong leader in Abrasives, Silicon Carbide, High-Performance Refractories and Performance
Plastics.
In 1983, GNO, which was by then a JV between Norton Company and the Indian
Promoters, was listed on the Bombay Stock Exchange. In 1996, GNO became a majority-
owned subsidiary of Compagnie de Saint-Gobain (which had acquired Norton a few years
earlier). With its headquarters in Paris, Saint-Gobain is a large, transnational Group (Sales of
€39.6 billion in 2015) with a presence in 67 countries.
I have had the privilege of leading GNO since 1991. That was the year that GNO
celebrated its Golden Jubilee. The theme for the Golden Jubilee was: "Life Begins at fifty".
And it certainly did. The last 25 years have been a period of extraordinary expansion and
growth in sales and profits.
In 1991, GNO had three manufacturing sites (Mora, near Mumbai, Bangalore and
Tirupati). Since then, besides making significant investments in the existing sites (especially,
Bangalore), GNO has built plants at four new sites: Abrasives plants in Nagpur (1997) and
Himachal Pradesh (2008), a Silicon Carbide plant near Phuentsholing in Bhutan (2009) and a
High Performance Refractories plant in Halol near Vadodara (2012).
In 2016, GNO reached another historical milestone and celebrated its 75th
Anniversary. It has been quite a journey – one that we take pride in. For, it is the people of
GNO, who have made this journey possible, who have made a difference. Reflecting the
energy, the spirit and the liveliness of the people of GNO, our theme for the 75th Anniversary
was SO ALIVE@75!

During the 33 years that I have been with GNO, I have had the privilege of working
with many talented, committed, enthusiastic people who have made GNO what it is today and
who will lead GNO into an exciting future - a future that will be marked by sustained growth,
strong profitability and market leadership.
Product Range:
The company manufactures the below:
A) Abrasives - in 1941,grindwell made the first grinding wheel in India. It has since been
offering the best abrasives technology to Indian industry. It offers six kinds of
abrasives:
 Bonded abrasives
 Coated abrasives
 Non-woven abrasives
 Super abrasives
 Construction abrasives
 Thin wheels
B)Ceramics – ceramics, the material of the future has a wide range of industrial
applications ranging from high temperature refractories, wear parts, fused cast
ceramics to filters for chemical plants and much more.
BUSINESS DIVISIONS:
 Performance plastics - The performance plastics division is a recognized authority in

advanced polymer technology. It produces and markets more than 800 standard and
custom polymer products through three businesses: Engineered Components, Fluid
Systems and Composites. Each demonstrates innovation, responsiveness to customer
needs and polymer expertise.
 Project Engineering Group – The Project Engineering Group (PEG) is a division of
Grindwell Norton. Established in the early seventies, primarily for setting up
Grindwell Norton's plants and equipment in– house, PEG has come a long way and
has several achievements to its credit. Over the years, it has set up large scale

complex projects for Grindwell Norton and for other Saint–Gobain group companies
in India and abroad.
Awards:
 GNO had featured in Forbes Asia best under a Billion lists in October 2006. It was
one of just 23 Indian companies listed among the top 200 companies, with sales of
under a billion dollars, in the Asia–Pacific Region.
 The company got ISO 9001:2000 certifications in the year 2003.
Recent Development:
Saint–Gobain Ceramic Materials Bhutan, the joint venture between Grindwell Norton
and bhutanSingye Group for manufacturing silicon carbide, commenced commercial
production during the first week of May 2009.
General Principles of Conduct and Action:
Principles of conduct:
 Professional commitment:
It means mobilizing to the best of one’s ability the knowledge and know-how of
the individual and also calls for training to keep both up to date. It requires personal
commitment and a willingness to take on the tasks assigned and to acquire knowledge
necessary to do the job. It implies the effective contribution of each person in caring
particularly for the environment and for worker health and safety.
 Respect for others:
It is an absolute prerequisite for the professional and personal development of

each person. It applies throughout the Group worldwide. It implies an acceptance of
pluralism and other cultures and of people of all origins. It is expressed in a readiness to
listen to others, to inform, to explain, and to engage in dialogue.
 Integrity:
It requires a rigorous adherence to probity in all professional activities. It

means that no individual may compromise the interests of the Group entrusted to that
individual in favor of his or her own private interests – whether in dealing within the
Group or in dealing on behalf of the Group with thirdparties, whatever local practices
might be. Detailed rules of conduct may be adopted for certain categories of Group
personnel where the nature of their responsibilities so requires.
 Loyalty:
It requires honesty and fairness in dealing with superiors, colleagues,

subordinates and third parties dealing with the Group. In particular, it is
incompatible with the pursuit of self-interest where the latter conflicts with the goals
of the individual company or the group as a whole. It implies the adherence to the
guidelines and internal rules of individual companies and of the Group.
 Solidarity:
It is based on a sense of individual responsibility at work, which prevails over

self-centered thinking. It encourages team work and bringing out the best in each
person, in order to achieve the objectives of the company and the Group. It means
rejecting management or operational methods geared more to the self-satisfaction of
given individuals rather than the interests of the individual company or the Group as a
whole.
Principles of Action:
 Respect for the law:
All Group companies must apply in all areas all laws and regulations of the
countries where they do business. Particular attention is drawn to the areas
described below. All Group companies must prohibit all actions which might breach
applicable norms of competition law. They must refrain from law. They must also
reject all forms of active or passive corruption whether in domestic or international
transactions (2). Further more, group companies must not exploit loopholes or
inadequacies in any such laws or regulations where this would mean non-compliance
with the norms of the Saint-Gobain Group in the areas described below.
 Caring for the environment:
Group companies are to actively promote the protection of the environment.

All company sites, wherever they are located, must be managed in a way that allows
the setting of clear environmental targets and the regular monitoring of environmental
performances and measuring the same against these targets. They must strive to raise
the main relevant environmental performance standards of their own sites to the level
of particularly effective performance standards found in the Group for comparable
sites even if that means going beyond the requirements of local legislation.
 Worker health and safety:
Group companies are to take particular care to adopt all measures necessary to
ensure the best possible protection against health and safety risks in the workplace.
They must adopt risk reduction policies and follow-up on the due application of the
same, checking actual results against the applicable standards. Such policies apply
both to their own employees and to employees of sub-contractors, when the latter are
working on a Group site. They must strive to raise the main relevant health and safety
performance standards of their own sites to the levels of particularly effective
performance standards found in the Group for comparable sites – even if that means
going beyond the requirements of local legislation.
 Employee rights:
Group companies must scrupulously ensure that employees’ rights are

respected. They must promote an active dialogue with their employees. In addition,
and without limitation, they must respect the following rules, even if not provided for
by applicable local law. They must refrain from any form of recourse to forced
labour, compulsory labour, or child labour(3) – whether directly or indirectly or
through sub-contractors when the latter are working on a Group site; and they must
refrain from any form of discrimination with respect to their employees, whether in
the recruitment process, at hiring, or during or at the end of the employment
relationship.

Corporate Social Responsibility
Within the global framework of Corporate Social Responsibility (CSR), the Saint-
Gobain Group in India focuses on a few, specific priority actions under each of the five broad
areas. In addition, as an important element of its Corporate Social Responsibility, the Group
in India lays great emphasis in ensuring that its business practices meet the highest standards
of corporate governance and ethics.
Five broad areas:
 Limiting environmental impacts

 Inventing and promoting sustainable buildings
 Encourage employees professional growth
 Supporting community development
 Saint-Gobain India foundation
World class manufacturing

CHAPTER - 2

REVIEW OF LITERATURE
MEANING:
Employee satisfaction is a measures of how happy workers are with their job and
working environment keeping morale high among workers can be tremendous benefit to any
organisation. As happy workers will be likely to benefit to any company. There are many
factors for maintaining high employee satisfaction.
IMPORTANCE OF EMPLOYEE SATISFACTION:
Purpose or benefits of employee satisfaction include as following.
 Enhance employee retention

 Increase productivity
 Increase customer satisfaction
 Reduce recruiting and training cost
 Enhance customer satisfaction and loyality
 Energetic employers
 Improve team work
 Higher quality products and services due to more competent, energized employees.

POLICIES OF COMPENSATION AND BENEFITS FACTORS:
 Wages and salary

 Benefits
 Rewards and penalties
PROMOTION AND CAREER DEVELOPMENT FACTORS:

 Oppurtunities for promotion
 Training program participated or will do
 Capacity of career development.
WORK TASK FACTORS:

 Quality of task
 Difficult level of task
RELATIONSHIP WITH SUPERVISOR FACTORS:
 Level of coaching
 Level of assignment for employee
 Treatment of employee etc.

CHAPTER -3
RESEARCH
METHODOLOGY

3.1 Need of the study
 To identify the employees satisfaction levels in order to know the cause for
employees dissatisfaction in Grindwell Norton Ltd (Saint Gobain) Tirupati
.
 As it was suggested by the HR Department of Grind well Norton Ltd (Saint Gobain)
Tirupati.

3.2 Scope of the Study
The present study is conducted in Grind well Norton Ltd (Saint Gobain) Tirupati
where in the matters related to employees satisfaction taken into consideration. It covers the
employees belonging to various segments.

3.3 Objectives of the study
 To know the level of satisfaction of employees with respect to the company.

 To know the level of satisfaction of employees on various parameters .
 To know the employees satisfaction towards the facilities.
 To analyze and desire current satisfaction level of employee in the organisation.

3.4 Limitations of the study
 Since all employees in the organisation cannot covered for the analysis, only sample
of 60 workers are taken into consideration.
 Most of the respondents are refusing for giving the complete details due to fear with
the management.
 Time was the major constraint as the mentioned period was not enough to collect the
data in detail.
 Most of the respondents are busy with their work schedule at project.

3.5 RESEARCH DESIGN

Research design is defined as the specific methods and procedures used for
acquiring the information needed. It is a plan of organisation framework for doing the
collection of data.
Generally research designs are three types.
1. Exploratory research
2. Descriptive research
3. Casual research
1. Exploratory Research:
The major purpose of this exploratory study is the identification of problems, more
precise formulation and the formulation of new alternative courses of action.
2. Descriptive Research:
Descriptive designs have that the name because they describe phenomenon, without
establishing association between two factors. The data may be,
I. The behavioral variable of people who are under study.

II. The situational variable that existed in fifth coming.
3. Casual Research:
This is to cause and effect relationship.
The research project under study is "Descriptive" in nature.

DATA SOURCES
Collection of the data is the primary aspect in the research process. Data which is
collected for the purpose of research helps in proper analysis to develop findings. This
helpful to conduct research effectively. The source of Primary Data
1. Primary data
2. Secondary data
1. Primary Data:
This consists of original information gathered for specific purpose. The normal
procedure is to interview the people individually and or in groups to get the required data.
2. Secondary Data:
Secondary data has been collected from websites and books.
RESEARCH INSTRUMENT
Questionnaire:
A questionnaire is the most frequently used instrument in survey. In this survey also
same was used. The questionnaire was designed in such a fashion so as to reduce the
respondent's fatigue. The questions are formulated in the style of dichotomous and multiple
choices.
Sampling plan:
Sample unit all level employees of the GRIND WELL NORTON LIMITED
(SAINT GOBAIN), TIRUPATI.

Sample Size:
Sampling Size : 60
Sampling Unit : Employees of Grindwell Norton
Data analysis : Percentage Method
Percentage = No. of Respondents / Total Respondents × 100
SAMPLING METHOD:
The Technique to draw sample: Simple Random Sampling
The student researcher applied the simple random sampling technique as the universe
is pre-determined and the sample size is specified.

TOOLS FOR ANALYSIS:
The tools used for analysis is percentage analysis.
An attempt has been made by the researcher to do percentage analysis with regards to
the entire questions in the questionnaire. Additionally various statistical tools were used.
Percentage Analysis:
Percentage are a measure of central tenancy percentages, which often used is data
presentation. The data are reduced into standard from with the base equal to 100, which in
fact facilities relatives comparison.
It is use to find the percentage value for all different questions used in making
comparison between two or more series of data.
NO. OF RESPONDENTS
PERCENTAGE = × 100
TOTAL RESPONDENTS

CHAPTER - 4
DATA ANALYSIS
&
INTERPRETATION

1. How long you employed in company?
Table - 1
Grade No. of Respondents Percentage

0-5 years 12 20
5-10 years 12 20
10-15 years 6 10
15-20 years 30 50
Total 60 100
Graph - 1
60
50
50
40
30
30 No. of Respondents
20 20
20 Percentage
12 12 10
10 6
0
0-5 years 5-10 years 10-15 15-20
years years
Interpretation:
20% of the employees responded that they had been employed in the company from
0-5 years, another 20% of the employees responded as 5-10 years,10% of the employees
responded as 10-15 years ,50% of the employees responded as 15-20 years.

2. Does the company clearly conveys its mission to employees?
Table - 2

Strongly agree 6 10
Agree 51 85
neutral 3 5
disagree 0 0
Total 60 100
Graph -2
90 85
80
70
60
51
50
30 Percentage
20
10
6
10 3 5 0 0
0
Strongly Agree neutral disagree
agree
Interpretation:
5% of the employees responded as neutral, that the company clearly conveys

its mission to the employees,85% of the employees responded as agree and 10% responded as
strongly agree.

3. Does the employer provide tools and resources needed to do the job well?
Table - 3

Yes 60 100
No 0 0
Total 60 100
Graph - 3
120
100
100
80
60
60 Yes
No
40
20
0 0
0
No. of Respondents Percentage
Interpretation:
100 % of the employees responded as the employer provide tools and resources
needed to do the job well.

4. Do you feel the required training was given to you?
Table - 4

Yes 54 90
No 6 10
Total 60 100
Graph - 4
100
90
90
80
70
60 54
50 Yes
40 No
30
20
10
10 6
0
Interpretation:
90 % of the employees responded as they feel that the required training was given by
the organization,10 % of employees feel that the required training is not given to the
employees.

5. Do you get required cooperation from colleagues?
Table - 5
Grade No. of respondents Percentage%

Yes 60 100
No 0 0
total 60 100
Graph - 5
120
100
100
80
60
60 Yes
No
40
20
0 0
0
No. of respondents Percentage%
Interpretation:
100 % 0f the employees responded as "YES", they get required cooperation

from colleagues.

6. Are you comfortable with the working atmosphere?
Table - 6

Yes 54 90
No 6 10
Total 60 100
Graph - 6
100
90
90
80
70
60 54
50 Yes
40 No
30
20
10
10 6
0
Interpretation:
90 % of the employees responded as "YES", they are comfortable with the working
atmosphere and 10 % of employees responded as they are not comfortable with the working
atmosphere.

7. How do you rate your level of job satisfaction?
Table - 7

Highly satisfied 15 25
Satisfied 39 65
Moderate 6 10
Dissatisfied 0 0
Total 60 100
Graph - 7
70 65
60
50
39
40
30 25
20 15 No. of respondents
10
10 6 Percentage%
0 0
0
Interpretation:
25 % of the employees responded as highly satisfied with the job,65 % of the

employees responded as they are satisfied and 10 % of moderate.

8. Are you satisfying in achieving your personal goals by working in this organization?
Table - 8

Yes 51 85
No 9 15
Total 60 100
Graph - 8
90 85
80
70
60
51
50
Yes
40
No
30
20 15
9
10
0
Interpretation:
85 % of the employees responded as "YES", that they are satisfying their goals
by working in this organization and 15 % are not satisfying their goals.

9. If any company offers morethan the present remunation would you like to continue
or leave?
Table - 9

Yes 42 70
No 15 25
Based on Organisation 3 5
Total 60 100
Graph -9
80
70
70
60
50 42
30 25
Percentage
20 15
10 3 5
0
Yes No Based on
Organisation
Interpretation:
70 % of the employees responded as "YES", even if any company offers

more than the present remuneration they will continue in this organization, 25 % of
employees responded as "NO", they leave the organization and 5 % of the employees
responded as based on the company.

10. Are there any restrictions inconviencing your freedom?
Table - 10

Yes 51 85
No 9 15
Total 60 100
Graph - 10
90 85
80
70
60
51
50
Yes
40
No
30
20 15
9
10
0
Interpretation:
85 % of the employees responded as "YES" ,there are restrictions inconviencing

their freedom and 15 % of the employees responded as they don't have any restrictions
inconviencing their freedom.

11. Is there exit interview to leave the organisation?
Table - 11

Yes 42 70
No 18 30
Total 60 100
Graph - 11
80
70
70
60
50
42
40 Yes
30
30 No
18
20
10
0
Interpretation:
70% of employees responded as "YES', there is exit interview to leave the

organisation and 30% of employees responded as there is "NO', exit interview to leave the
organisation

12.What is notice period in your organization?
Table-12
Grade No of respondents Percentage

30 days 15 25
60 days 27 45
90 days 18 18
Not 0 0
applicable
Total 60 100
Graph-12
50 45
45
40
35
30 27
25
25 No of respondents
20 18 18
15 Percentage
15
10
5 0 0
0
30 days 60 days 90 days Not
applicable
Interpretation:
25% of employees responded as the in their organisation in 30 days, 30%

responded as 90 days and 45% responded as 60 days.

13.Does your organization organise any counseling programmes for the employees?
Table-13
Grade No of respondent Percentage

Yes 51 85
No 9 15
Total 60 100
Graph-13
90 85
80
70
60
51
50
Yes
40
No
30
20 15
9
10
0
No of respondent Percentage
Interpretation:
85% of the employees responded as "YES", the organisation organise

counseling programmes for the employees and 15% of the employees responded as they don't
have any counseling programmes.

14.Which of the following factors motivates you most?
Table-14

Salary increase 6 10
Promotion 6 10
Motivational tasks 9 15
Recognition 39 65
Total 60 100
Graph-14
70 65
60
50
39
40
30
20 15 No of respondents
10 10 9
10 6 6
Percentage
0
Interpretation:
10% of the employees responded as the motivation factors is salary increase,

10% as promotion, 15% as motivational tasks, 65% as recognition.

15.Does your organization recognize and acknowledge your work?
Table-15

Strongly agree 9 15
Agree 48 80
Moderate 0 0
Disagree 3 5
Total 60 100
Graph - 15
90
80
80
70
60
48
50
40 No of respondents
30 Percentage
20 15
9
10
0 0 3 5
0
Strongly Agree Moderate Disagree
agree
Interpretation:
15% of the employees responded as strongly agree, that the organisation

recognise and acknowledge their work, 80% of employees responded as agree and 5% of
employees are disagree.

CHAPTER - 5
FINDINGS

5.1 FINDINGS
 20% of the employees responded that they had been employed in the company from
0-5 years, another 20% of the employees responded as 5-10 years,10% of the
employees responded as 10-15 years ,50% of the employees responded as 15-20
years.
 5% of the employees responded as neutral, that the company clearly conveys its
mission to the employees,85% of the employees responded as agree and 10%
responded as strongly agree.
 100 % of the employees responded as the employer provide tools and resources
needed to do the job well.
 90 % of the employees responded as they feel that the required training was given by
the organization,10 % of employees feel that the required training is not given to the
employees.
 100 % 0f the employees responded as "YES", they get required cooperation from
colleagues.
 90 % of the employees responded as "YES", they are comfortable with the working
atmosphere and 10 % of employees responded as they are not comfortable with the
working atmosphere.
 25 % of the employees responded as highly satisfied with the job,65 % of the

employees responded as they are satisfied and 10 % of moderate.
 25 % of the employees responded as highly satisfied with the job,65 % of the

employees responded as they are satisfied and 10 % of moderate

 70 % of the employees responded as "YES", even if any company offers more than
the present remuneration they will continue in this organization, 25 % of employees
responded as "NO", they leave the organization and 5 % of the employees responded
as based on the company.
 85 % of the employees responded as "YES" ,there are restrictions inconviencing their
freedom and 15 % of the employees responded as they don't have any restrictions
inconviencing their freedom.
 70% of employees responded as "YES', there is exit interview to leave the
organisation and 30% of employees responded as there is "NO', exit interview to
leave the organisation.
 25% of employees responded as the in their organisation in 30 days, 30% responded
as 90 days and 45% responded as 60 days.
 85% of the employees responded as "YES", the organisation organise counseling
programmes for the employees and 15% of the employees responded as they don't
have any counseling programmes.
 10% of the employees responded as the motivation factors is salary increase, 10% as
promotion, 15% as motivational tasks, 65% as recognition.
 15% of the employees responded as strongly agree, that the organisation recognise
and acknowledge their work, 80% of employees responded as agree and 5% of
employees are disagree.

SUGGESTIONS

5.2 Suggestions
 It is suggested to strengthen the appreciation / recognition to the employees to get

more output from the employees.
 The incentive scheme in the company is more attractive.It is advised to continue
the scheme to encourage the employees and motivate to get more output.
 Feedback on employees performance has to be strengthned.
 On the Job training may be improved.
 Job security is good in the company.

CONCLUSION

5.3CONCLUSION
The project done in Grindwell Norton Limited (Saint-Gobain) Tirupathi has enabled
in identifying the job satisfaction among the employees. Employees responded to the
questionnaire and it was found that analysis that the job satisfaction among them is
satisfactory.
The management providing all the welfare facilities to the employees and also
continuously striving towards improving the quality of work life of its employees.The
employees are working in the company very satisfactorily.Employees get good monetary
benefits from mangement. The management is providing good leave and canteen facilities
to all its employees.
The management covered the entire employees under the Employee's Provident
Fund(Miscellaneous provisions) Act-1952. Mediclaim policy is very helpful to the
employees. Due to all the activties Maximum number of employees of Grindwell Norton
Limited (saint-Gobaine) Tirupathi expressed their satisfaction levels as highly satisfied.

CHAPTER - 6
ANNEXURE

QUESTIONNAIRE

1. How long you employed in this company?

a. 0-5 years b. 5-10 years
C. 10-15 years d. 15-20 years.
2. Does the company clearly conveys its mission to employees ?
a. strongly agree b. agree
c .neutral d. disagree
3. Does the employer provide tools and resources needed to do job well ?
a. Yes b. no
4. Do you feel the required training was given to you?
a. yes b. no
5.Do you get required cooperation from colleagues ?
a. yes b. no
6. Are you comfortable with the working atmosphere?
a. yes b. no
7. How do you rate the level of job satisfaction ?
a. highly satisfied b. satisfied
c. moderate d. dissatisfied
8. Are you satisfying your personal goals by working in this organization ?
a. yes b. no
9.If any company offers more than the present remuneration would you like to
Continue or not ?
a. Yes b. no c. based on organisation

10. Are there any restrictions inconviencing your freedom?
a. yes b. no
11. Is there exit interview to leaves the organization ?
a. yes b. no
12. what is notice period in your organization ?
a.30 days b. 60days
c. 90 days d. not applicable
13. Does your organization organize any counseling programmes for the employees?
a. yes b. no
14. Which of the following factors motivates you most?
a. Salary increase b. Promotion
c. Motional tasks d. Recognition
15.Does your organization recognize and acknowledge your work?
a. Strongly agree b. Agree
c. Disagree d. Strongly disagree

BIBLIOGRAPHY

BIBLIOGRAPHY
Websites:
www.grindwellnorton.co.in
www.google.com
www.wikipeda.com
Reference books:
P. Subba Rao, Essentials of human resource management, Himalaya

Publishing house.


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EMPLOYEE SATISFACTION

Emerald's DEGREE COLLEGE, TIRUPATI Page 1

Emerald's DEGREE COLLEGE, TIRUPATI Page 2

Today , GNO’s businesses includes :

Emerald's DEGREE COLLEGE, TIRUPATI Page 3

Emerald's DEGREE COLLEGE, TIRUPATI Page 4

Silicon Carbide , exceedingly hard , synthetically produced crystalline compound

GNO’s silicon carbide business is a major supplier to all leading refractory,

Emerald's DEGREE COLLEGE, TIRUPATI Page 5

Applications of Silicon Carbide:

High performance refractories:

Emerald's DEGREE COLLEGE, TIRUPATI Page 6

Emerald's DEGREE COLLEGE, TIRUPATI Page 7

Emerald's DEGREE COLLEGE, TIRUPATI Page 8

GNO forays into marketing of Centralized Lubrication Systems manufactured by

GNO starts manufacturing Centralized Lubrication Systems in Bangalore. In 1993,

GNO commissions High Performance Refractories (HPR) plant at Bangalore.

A state-of-the-art plant set up at Bangalore to manufacture a full range of Coated

Emerald's DEGREE COLLEGE, TIRUPATI Page 9

GNO becomes the first majority-owned subsidiary of Saint-Gobain in India. Earlier in

GNO acquires the Grinding Wheels business of Orient Abrasives.

Saint-Gobain Ceramic Materials Bhutan, a majority-owned subsidiary of GNO,

GNO launches INDEC, a captive, global IT Development Centre in Mumbai for

Emerald's DEGREE COLLEGE, TIRUPATI Page 10

GNO commissions a new Bonded Abrasives plant at Nagpur.

GNO becomes the No. 1 Abrasives company in India.

GNO celebrates its 75th Anniversary - with the theme: SoAlive@75.

Emerald's DEGREE COLLEGE, TIRUPATI Page 11

MESSAGE FROM MANAGING DIRECTOR

Emerald's DEGREE COLLEGE, TIRUPATI Page 12

 Performance plastics - The performance plastics division is a recognized authority in

Emerald's DEGREE COLLEGE, TIRUPATI Page 13

General Principles of Conduct and Action:

 Respect for others:

It is an absolute prerequisite for the professional and personal development of

It requires a rigorous adherence to probity in all professional activities. It

It requires honesty and fairness in dealing with superiors, colleagues,

It is based on a sense of individual responsibility at work, which prevails over

 Caring for the environment:

Group companies are to actively promote the protection of the environment.

 Worker health and safety:

Group companies must scrupulously ensure that employees’ rights are

Emerald's DEGREE COLLEGE, TIRUPATI Page 16

Corporate Social Responsibility

Five broad areas:

 Limiting environmental impacts

World class manufacturing

Emerald's DEGREE COLLEGE, TIRUPATI Page 17

Emerald's DEGREE COLLEGE, TIRUPATI Page 18

IMPORTANCE OF EMPLOYEE SATISFACTION:

Purpose or benefits of employee satisfaction include as following.

 Enhance employee retention

Emerald's DEGREE COLLEGE, TIRUPATI Page 19

POLICIES OF COMPENSATION AND BENEFITS FACTORS:

 Wages and salary

PROMOTION AND CAREER DEVELOPMENT FACTORS:

WORK TASK FACTORS:

Emerald's DEGREE COLLEGE, TIRUPATI Page 20

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3.1 Need of the study

Emerald's DEGREE COLLEGE, TIRUPATI Page 22

3.2 Scope of the Study

Emerald's DEGREE COLLEGE, TIRUPATI Page 23