New Report

 

.REPORT   ON 

PERFORMANCE APPRASAL In BHEL

A STUDY ON PERFORMENCE APPRASIL OF BHARAT HEAVY ELECTRICAL LIMITED VARANASI

 

 

BY: ARCHANA MISHRA

A report submitted in partial fulfillment of the Requirement of MBA program of Shri Ramswaroop College of Engineering & Management

 

 

 ACKNOWLEGEMENT Co-operation and building up of moral are the essence of success. These are two factors that go a long way in achieving it. It is a Herculean task, which lacks these two det determ ermina inants nts of suc succes cess. s. Sum Summer mer tra traini ining ng was an exp exposu osure re to cor corpor porate ate environment. It was an opportunity and great pleasure for me to be in such an environment and having interaction with concerned people.

I am highly obliged to those who permitted me for summer training at BHARAT HEAVY HEA VY ELE ELECTR CTRICA ICAL L LIM LIMITE ITED D VAR VARANA ANASI SI an and d wo woul uld d li like ke to th than ank  k  Mr.SANJAY SHAH (Sr.DGM) for his guidance and help which had made it

 possible for me to complete my my project work successfully. I would like to pay special thanks to Mr. KSHITIJ JAIN for his guidance in completing this report without which it would not have been possible and also   for  their immense moral support and providing me this topic.

I wish to give my sincere regards to my respected teachers who guided me to build a concrete platform before sending me on training so that I can land out firmly in all respects. My parents blessing and co-operation from entire family had been my strength to complete this study. Thanks are due to employee of the company and friends who co-operated in this work.

ARCHANA MISHRA MBA II nd SEM

 

DECLARATION

I declare that the project report entitled “PERFORMENCE APPRASIL IN BHEL VARANASI” under the guidance of  Mr. MANVENDRA GUPTA from 31st of July 2011 is prepared by me as a part of partial fulfillment of the requirement of award of MBA.  

ARCHANA MISHRA

 

CONTENTS

 

1. PREFACE.

2. INTRODUCTION TO BHEL 

Vision,Mission,and Values



Company profile



Unit profile



Business policy



Quality policy



Energy management policy

3. EMPLOYEE MOTIVATION SCHEMES IN BHEL (ACCORDING ( ACCORDING TO FACTORIES ACT) 4. RESEARCH METHODOLOGY 5. OBJECTIVES OF STUDY 6. EXECUTIVE SUMMARY 7. DATA ANALYSIS &INTERPRETATIONS 8. FINDINGS 9. SUGGESTIONS & FEEDBACK OF WORKERS W ORKERS 10. LIMITATIONS 11. ANNEXURE 12. BIBLIOGRAPHY

 

 

PREFACE

Summe Sum merr Tr Trai aini ning ng co cons nsti titu tute tess an im impo port rtan antt pa part rt of a go good od prac practi tice ce Or Orie ient nted ed management course. According to the syllabus of MBA each student of department has to go 6 week practical training in a commercial organization or industry. So on  partial fulfillment of this requirement, I under went this training at BHARAT HEAVY ELECTICALS LTD. Practical training is necessary to learn as to how

theoretical can be put to the practical uses. I went to the training knowing fairly well some basic principal of management and it’s allied out in the books are meant for ideal situation of a concern. So, much of that, at time, it seems as if they have lost their identity.

During my short stay at the organization, I had a proper visit in factory . The way in which I collected information -

1. Discu Discussion ssion w with ith m managem anagement ent and its em employe ployees es

2. Interaction with workers

As I was working on labour welfare activities so I focused on that and gone through site visit specially “ factory site” I talked to labor, HR person, and collected my information from there.

 

Company background 1956 - Company was set up at Bhopal in the name of M/s Heavy electrical (India) Ltd. in collaboration with AEI, UK. Subsequently, three more plants were set up at Hyde Hy dera raba bad, d, Ha Hard rdwa warr an and d Ti Tiruc ruchy hy.. Th Thee Bh Bhop opal al Unit Unit wa wass co cont ntrol rolle led d by th thee company, the other three were under the control of Bharat Heavy Electricals Ltd. The Company`s object is to manufacture of heavy electrical equipments. 1972 - In July the Operations of all the four plants were integrated. 1974 - In January Heavy electrical (India) Ltd was merged with BHEL. - For the manufacture of a wide variety of products, the company has developed technological infrastructure, skills and quality to meet the stringent requirements of the power plants, transportation,  petro chemicals, oil etc. - BHEL has entered into collaboration which are technical in nature. Under these agreements, the collaborators have transferred, furnished the information, documentation, including know-how relating to design, engineering, manufacturing assembly etc. 1982 - BHEL also entered into power equipments, to reduce its dependence on the power sector. BHEL Heavy Equipment Repair Plant (HERP), Varanasi set up in 1984.

BHEL has 1. Inst Instal alle led d eq equi uipm pmen entt for for ov over er 1,00 1,00,0 ,000 00 MW of po powe werr ge gene nera rati tion on-f -for  or 

utilities ,captive and industrial users worldwide. 2. Su Supp ppli lied ed ov over er 22 2250 5000 00MW MW a tran transf sform ormer er capa capaci city ty an and d ot othe herr eq equi uipm pmen entt operating in transmission and distribution network up to 400Kv (AC& DC) 3. Sup Suppli plied ed over 2500 25000 0 mot motors ors with driv drivee con contro troll system system to pow power er proje projects cts,,  petro chemicals, refineries, steel, aluminum, aluminum, fertilizers, cement plants etc.

 

4. Su Supp ppli lied ed tra tract ctio ion n elec electri trics cs an and d AC AC/D /DC C lo loco coss to po powe werr ov over er 12 1200 000k 0kms ms railway network. 5. Suppl Supplied ied over on onee millio million n valves to pow power er plants and and other ind industrie ustries. s.

BHEL BHE L cat caters ers to cor coree sec sector torss of the India Indian n eco econom nomy y viz viz;; pow power er gen genera eratio tion n & transm tra nsmiss ission ion,, ind indust ustry, ry, tra transp nsport ortati ation, on, tel teleco ecommu mmunic nicati ation, on, ren renewa ewable ble ene energy rgy,, defence etc. the wide network of BHEL’s 14 manufacturing divisions, four power  sector regional centers, over 100 project sites, eight service centers and 14 regional offices enables the company to be closer to its customers and provide them with suitable products, systems and services efficiently and at

competitive prices. Having attained ISO 9000 certification, BHEL is now well on its jou journe rney y tow toward ardss tot total al qua qualit lity y man manage agemen mentt (TQ (TQM). M). On the env enviro ironm nment ental al management front, the major units of BHEL have4 already acquired the ISO 14001 certification, Power sector

Power generation sector comprises thermal, gas, hydro and nuclear power plant  business. As of 31-3-2008, BHEL supplied sets account for nearly 85,786 MW or  64% of the total installed capacity of 1,34,697 MW in the country, Significantly, there sets generated an all-time high 454.59 Billion Units of electricity contributing 73% of the total power generated in the country. BHEL has proven turnkey capabilities for executing power projects from concepts to commissioning. The company has introduced new rating thermal set of 270 MW, 525 MV, 600 MV in subcritical range and possesses the technology & capability to produce large capacity thermal set with super critical parameters and gas turbine-generator sets. Co-generation and combined-cycle plants have been introduced to achieve higher plant efficiencies. To make efficient use of the high

 

ash-con ash -conten tentt coa coall ava availa ilable ble in Ind India, ia, BHE BHEL L sup suppli plies es cir circul culati ating ng flu fluidi idized zed bed combustion boilers to both thermal and combined-cycle power plants. The company manufactures 220/235/500/540 MW, nuclear turbine generator sets. Custom-made hydro sets of Francis, Pelton and Kaplan types for different head discharge combinations are also engineered and manufactured by BHEL. In all, orders for more than 700 utility sets of thermal, hydro, gas and nuclear have been  placed on the company as on date. The power plant equipment manufactured by BHEL is base based d on contempo contemporary rary technolo technology gy comparabl comparablee to the best in the world, and is also internationally competitive. The com compan pany y has pro proven ven exp expert ertise ise pla plant nt pe perfor rforman mance ce imp improv roveme ement nt th throu rough gh renovation, modernization and upgrading of a variety of power plant equipment,  besides specialized know how of residual life assessment, health diagnostics and life extension of plants. Transmission

BHEL also supplies a wide range of transmission products and systems of up to 400KV class. These include high voltage power & instrument transformers, dry type transformers, shunt & series reactors switch gear, 33KV gas insulated substation capacitors, insulators etc. for economic transmission of bulk power over  long distances, High Voltage Direct Current

(HVD (H VDC) C) syst system emss are are supp suppli lied ed.. Se Seri ries es an and d shun shuntt co comp mpen ensa sati tion on syst system ems, s, to minimize transmission loses, have also been supplied. Industry sector Industries

BHEL is is a ma major jor con contribu tributor tor of eequip quipment ment and ssystems ystems tto o indus industries: tries: cemen cement, t, sugar, fertilizer, refineries, petrochemicals, steel, paper etc. the range of systems and equipme equipment nt supp supplied lied iinclud ncludes: es: ca captive ptive powe powerr plant plants, s, dg p power ower p plant lants, s, high

 

speed industrial drive turbines, industrial boilers and axillaries, waste heat recovery  boilers, gas turbines, heat exchangers and pressure

vessels, centrifugal

compressors, electrical machines, pumps, valves, seamless steel tubes and process controls, control systems for process industries, and control and instrumentation system sys temss for pow power er pla plants nts,, def defenc encee and oth other er app applic licati ations ons.. The com compan pany y has commenced manufacture of large scale desalination plants to help augment the supply of drinking water to people. Transportation

Most Mo stly ly of th thee trai trains ns op opera erate ted d by the the Indi Indian an rail railwa ways ys,, in incl clud udin ing g th thee me metro tro in Calc Ca lcut utta ta,, ar aree eq equi uipp pped ed wi with th BH BHEL EL’s ’s trac tracti tion on el elec ectri trics cs an and d trac tracti tion on co cont ntro roll equipment. The company supplies electric locomotives to Indian Railways and diesel shunting locomotives to various industries. 5000/4600 hp ac/dc locomotives developed and manufactured by BHEL have been supplied to Indian railways. Battery powered road vehicles are also manufactured by the company. BHEL also supplies traction electrics and traction control equipment for electric locos, diesel electric locos, and EMUs/ DEMUs to the railways. Telecommunication

BHEL also caters to telecommunication sector by way of small, medium, and large switching systems. Renewable energy

Technologies that can be offered by BHEL for exploiting non-conventional and renewa ren ewable ble res resour ources ces of ene energy rgy inc includ ludes: es: win wind d ele electr ctric ic gen genera erator tors, s, sol solar ar pow power  er   based water pumps, lighting lighting and heating systems. The company manufactures wind electric generators of unit size up to 250 KW for  wind farms, to meet the growing demand for harnessing wind energy.

International operations

 

BHEL has, over the years established its references in over 50 countries of the world, ranging from the united-states in the west to new-Zealand in the far-east. These references encompass almost the entire product range of BHEL, covering turnkey power projects of thermal, hydro and gas based type sub-station projects, rehabi reh abilit litati ation on

pro projec jects, ts, besid besides es a wid widee va varie riety ty of produ products cts,, lik likee swi switch tch gear gear,,

transformer, heat exchangers, insulators, castings and forgings. Apart from over  1100MW of boiler capacity contributed in Malaysia, some of the other major  successes achieved by the company have been in Oman, Saudi Arabia, Libya, Gree Gr eece ce,, Cy Cypr prus us,, Ma Malt lta, a, Eg Egyp ypt, t, Ba Bang ngla lade desh sh,, Az Azer erba baij ijan an,, Sri Sri la lank nka, a, Ira Iraq q et etc. c. execution of overseas projects has also provided BHEL the experience of working with world renowned consulting organizations and inspection agencies. Technology Up gradation and research and development To rem remai ain n co comp mpet etit itiv ivee an and d me meet et cu cust stom omers ers’’ ex expe pect ctat atio ions ns,, BH BHEL EL la lays ys gre great at

emphasis on the continuous up gradation of products and related technologies, and deve de velo lopm pmen entt of ne new w prod produc ucts ts.. Th Thee co comp mpan any y ha hass up upgr grad aded ed it itss pro produ duct ctss to cont co ntem empo pora rary ry le leve vels ls thro throug ugh h co cont ntin inuo uous us in ho hous usee effo effort rtss as we well ll as th throu rough gh acquisitions of new technologies from leading engineering organizations of the world. The corporate R&D division at Hyderabad leads BHEL’s research efforts in a number of areas of importance to BHEL’s product range. Research and product development centers at each of the manufacturing divisions play a complementary role. BHEL’s investment in R&D is amongst the largest in the corporate sector in India. Products developed in house during the last five years contributed about 8% to the revenues in 2007-08.

 

  Products

Thermal Power Plants •

Steam turbines, boilers and generators of up to 800 MW capacity for utility and combined-cycle applications; Capacity to manufacture boilers and steam turbines with supercritical system cycle parameter and matching generator up to 1000 MW unit size.

•

Steam Ste am tur turbin bines, es, boi boiler lerss and gen genera erator torss of CPP app applic licati ations ons;; cap capaci acity ty to manu ma nufa fact cture ure co cond nden ensi sing ng,, ex extr trac acti tion on,, ba back ck pre press ssur ure, e, in inje ject ctio ion n or an any y combination of these types of steam turbines.

Nuclear Power Plants  Steam generator & Turbine generator up to 700 MW capacity. •

Gas-Based Power Plants •

Gas turbines of up to 280 MW (ISO) advance class rating.

•

Gas turbine-based co-generation and combined-cycle systems of industry and utility applications.

There are other products given as follows:

 

Hydro Power Plants DG Power Plants Industrial Sets Boiler Boiler Auxiliaries Piping System Heat Exchangers and Pressure Vessels Pumps Power Station Control Equipment Switchgear Bus Ducts Transformers Insulators Industrial and Special Ceramics Capacitors Electrical Machines Compressors Control Gear Silicon Rectifiers Thyristor GTO/IGBT Equipment Equipment

 

Power Devices Transportation Equipment Oil Field Equipment Casting and Forgings Seamless Steel Tubes Distributed Power Generation and Small Hydro Plants Systems and Services

 

BHEL at a glance (Rs in Millions) 2007-08

2006-07

CHANGE (%)

Orders Received

50270

35643

41.0

Orders Outstanding

85200

55000

54.9

Turnover

21401

18739

14.2

Value added

8323

7182

15.9

Employee (Nos.)

43636

42124

3.6

Profit before tax

4430

3736

18.6

Profit after tax

2859

2415

18.4

Dividend

746

600

24.4

Dividend tax

127

93

36.8

Retained earnings

1986

1722

15.3

Total assets

29352

22280

31.7

 Net worth

10774

8788

22.6

 

Total borrowings

95

89

6.3

0.01

0.01

0.0

Net worth

220.1

179.5

22.6

Earnings

58.4

49.3

18.4

1810

1657

9.2

Debt: equity Per share (in Rupees)

Economic value added  

TURNOVER 25000 )n 20000 o il 15000 li M ( 10000 s R 5000 0 2004-05

2005-06 2006-07 -07  YEAR  YEA R

2007-0 -08 8

 

 

 

 

BOARD OF DIRECTORS CHAIR CHA IRMA MAN N & MANA MANAGI GING NG DIR DIREC ECTO TOR R

Mr. Mr. K. Ravi Ravi Kuma Kumar  r 

Mr. B.S. Meena Dr. Surajit Mitra Mr. Sanjay M. Dadlika Mr. Ashok K. Aggarwal Mr. Manish Gupta Mr. Shekhar Datta Mr. Madhukar  DIRECTORS

Mr. S. Ravi

 

DIRECTOR (Finance)

Mr. C. S. Verma

DIRECTOR (E, R & D)

Mr. C. P. Singh

DIRECTOR (HR) Mr. Anil Sachdev

` DIRECTORS (IS & P)

Mr. B. P. Rao

COMPANY SECRETARY

Mr. N. K. Sinha BHEL, Tarna, Shivpur, Varanasi, 221003

Varanasi, Plant

 

Achievements BHEL has put in place a number of initiatives, as follows,

. 1. St Stre ren n g t h en i n g

co com mpany’s y’s

co corre

businesse sses

of

Power

Generati ration on,,

Transmis Tran smission sion & Distribu Distributio tion, n, Tra Transpo nsportat rtation ion and Indu Industri strial al Syst Systems ems & Products, through accelerated project completion and consequent benefits to customers, along with new initiatives in marketing, technology, facility upgradation and modernization, enhancing operational effectiveness etc. i. . 2. Bu Busi sine ness ss De Deve velo lopm pmen entt effo effort rtss in re rela late ted d an and d al alli lied ed area areass ut util iliz izin ing g th thee organizational strengths and forming customer focused specialized business group gro upss e.g e.g.. form format atio ion n of Oi Oill Se Secto ctorr R& R&M M Busi Busine ness ss Gro Group up to addre address ss

 

 business in Renovation and Modernization of off-shore and on-shore oil  platforms,

downstream

petroleum

refining

areas

and Power

Plant

Opera Op eratio tiona nall Se Servi rvice cess Gro Group up to pro provi vide de Op Opera erati tion onss an and d Ma Main inte tena nanc ncee (O&M), Services for Power Plants.

3. Afte Afterr Market Serv Services ices be being ing the are areas as for futur futuree growt growth, h, spare sparess and R&M services business have been integrated into one focused group. R&M for  hydro sets is an area having major growth opportunity which BHEL is  poised to tap. a. . 4. Explorin Exploring g Busine Business ss opportun opportunities ities in are areas as like Ene Energy rgy Conse Conservation rvation,, Water  Managem Mana gemen ent, t, Po Pollu lluti tion on Co Cont ntrol rol an and d Was Waste te Ma Mana nage geme ment nt,, Po Ports rts,, LNG terminals etc.

5. Pos Positi ition onin ing g for for Info Informa rmati tion on tec techn hnol olog ogy y Bu Busi sine ness ss le leve verag ragin ing g th thee do doma main in know kn owle ledg dgee in Po Powe werr Sec Secto tor& r& Eng Engin inee eerin ring g fie field ld to prov provid idee IT en enab able led d services for Power Sector and software services for Engineering Industry.

Sustain and Enha Sustain Enhance nce Exp Exports orts for prod products ucts and serv service icess thro through ugh mul multiti pronged approaches like entering new territories, focus on product sales, entry into IPP

segment, offering O&M and LTSA, EPC, becoming a service center for  international interna tional Origina Originall Equipment Man Manufacturer ufacturerss (OEMs) and setting up of  manufacturing assembly and repair centers in the regions of demand etc.

 

BHEL is also taking steps to re-position it-self to meet the demands of the new ne w ma marke rkett econ econom omy y throu through gh suit suitab able le strat strategi egies es ke keep epin ing g in vi view ew th thee ultimate objective of enhancing value for its stakeholders.

RISKS AND CONCERNS

1. Si Sin nce most of the pro project ctss in industry try are being co cont ntem emp plate ted d on BOO/ BO O/BO BOOT OT ba basis sis,, va vario rious us issu issues es viz. viz. bu busi sine ness ss mo mode dell of th thee Pro Proje ject ct,, reven rev enue ue co colle llect ctio ion, n, op oper erat atio ion n an and d ma maint inten enan ance ce etc etc.. wo woul uld d ne need ed to be suitably addressed to gain entry in the business.

2. Ra Rail ilwa ways ys ha have ve indi indica cate ted d 3% grow growth th in 10 10th th plan as ag agai ains nstt 6% grow growth th during the 9th plan, which would result in scanty order flow for Electric locos and dip in demand for electrics for Locos.

3. Col Collab laborat orators ors are increa increasing singly ly rest restrict ricting ing export territo territories ries under lic licens ensee agreements agreeme nts in order to protect their market share in territories outside outside India  particularly where BHEL has built up references and strengths.

RECENT ACHIEVEMENTS OF BHEL 1. BHE BHEL L got S Shra hram m Bh Bhush ushan an A Awar ward d 2. BHEL BHEL’s ’s Finan Finance ce got ICW ICWAI AI Award ffor or Excel Excellence lence in Co Cost st Mana Managem gement ent 3. BHEL BHEL's 's R&D cont contribut ributed ed Rs 50,27 50,270 0 crore tu turnove rnoverr in 2007-08 2007-08 4. BHEL man manufact ufactured ured 800 M MW W th therm ermal al set setss 5. BHE BHEL L ne nett p prof rofit it up 60 pc

 

Unit profile BHEL (HERP), VARANASI About BHEL: HERP (Heavy Equipment Repair Plant), Varanasi

Varanasi is endowed with five universities; Lord Buddha’s first preaching center and many ma ny re reli ligi gion on/c /cul ultu tura rall cent center ers, s, situ situat ated ed ne near ar ho holy ly Ga Gang nga, a, wi with th Lo Lord rd Ka Kash shii Vishwanath Temple at the heart of it. HERP is located at Shivpur, 11 Kms from main railway station and 15 Kms from fr om Varanasi Airport. HERP is also situated at the center of the largest power belt of northern region. This  power belt supplies 10650 MW of power to the country. In the line with BHEL’s of   providing constant services at their doorsteps, the idea of establishing repair shop in the vicinity of power station was mooted objective. Accordingly two repair at Bombay & Varanasi came into existence, the foundation equipment repair plant sprawling in 29.8 acre area at Varanasi was laid on 20 th September 1984 by Chief Minister of U.P. Shri Narayan Dutt Tiwari with-in a short span of 21 month much before the schedule. Starting a manufacturer of O & M spares for the boiler and boiler auxiliaries, repair  activities got a real break in 1990 when rebooting of TG set bearing was taken up in th thee plan plant. t. Si Sinc ncee than than re rebo boot otin ing g of diff differ eren entt ty type pess of be bear arin ing g in incl clud udin ing g an unconventional synchronous consider has been carried out to the entire satisfaction of the customers. Now HERP manufactures turbine spares, tools & tackles complete spares of bowl mill XRP 623, 803, 883 & 1003. The unit has a plant to add Constant

 

load hanger, Variable load hanger & condensate polishing unit in near future. Through small in size, HERP has been in adequate attention to all the facts of plant operation opera tion like comp computeri uterizatio zation, n, invento inventory ry control, qual quality ity assuran assurance. ce. In order to channelizes the creative energy of employees suggestion scheme and quality circle and productivity improvement project are in operation.

HERP takes pride in being one of the best among BHEL unit in term of value added  per employee. It has a track reward of of continuing harmonious harmonious industrial relations. Being a public sector, HERP is aware of social responsibility as a corporate citizen as quality of like for the residents of nearby area. Heavy Equipment Repair Plant, Varanasi:

Heavy Equipment Repair Plant, Varanasi has highly skilled & dedicated technicians, engineers & specialist catering the requirements of various power plants of their mill and turbine O & M spares. HERP has contributed a lot in refurbishing of various units of NTPC after taking it over from SEB’s and is a major player in Govt. of India PIE program. Range of Products/Services Provided By HERP

Bowl Mill XRP/XRS 623, 703HP, 783, 803, 803HP ,883, 1003 spares Turbine fasteners Repair/Rebabbiting of TG bearings

 

Rotor machining Spares for Boiler Auxiliaries like Coal Burners, Fuel Piping, ESP, Air Pre heater & R.C. Feeder etc. Hydro Turbine component machining like Guide Vanes, Guide Bearings. Tools & Tackles of Steam Turbines Limiter Assembly, Oil Filter Assembly & Speed Changer Assembly of Governing System. Customers HERP HE RP’s ’s cu cust stom omer erss are are va vario rious us SE SEB’ B’ss viz. viz. AP APGE GENC NCO, O, BS BSEB EB,, CS CSEB EB,, MS MSEB EB,, MPEB, PSEB, RVUNL, TNEB, UPRVUNL, NTPCs, OPPs & Private Power Plants. Partners

Our partners & suppliers include our sister units viz. Haridwar, Bhopal ,Tiruchy, Hydera Hyd erabad bad,, Jha Jhansi nsi as wel welll as va vario rious us anc ancill illari aries es dev develo eloped ped by va vario rious us uni units ts of  BHEL. TOTAL QUALITY FOCUS

HERP has achieved certification of ISO 9001, ISO 14001 & OHSAS 18001 and targeted TQM score during 03-04. Unit level TQ council is committed to words improvemen impro vementt on regular basis in line with the organ organizati izational onal goals. The othe otherr apex level committee like HMC, PQC & PEC is also having meetings as per schedule for  reviewing as per agenda keeping in view, the interest of our stakeholders.

Business Policy

 

“ In line with companies Vision, Mission, Values, we dedicate ourselves to sustained growth with increasing Positive Economic Value Addition and Customer focused  business leadership in the Power Power & Industry Sector” One of the major strengths of HERP Varanasi is its free, open and consistent work  culture for making continuous improvement. To recognize employee’ participation & va valu lued ed sugg sugges esti tion onss HE HERP RP ha hass alwa always ys be been en reco recogn gniz izin ing g th thei eirr go good od effo efforts rts.. Felicitation letters are distributed on 15th & 26th January regularly.

VISION: •

•

To become a continuously growing world class company. To harness the growth potential & sustain profitable growth.

•

To deliver high quality & cost competitive products & to be the first choice of customers.

•

Create an inspiring work environment to unleash the creative energy of  people.

•

Achieve excellence in enterprise management.

•

Be a respected corporate citizen, ensure clean & green environment & develop vibrant comm communities. unities.

MISSION: To be an Indian Multinational Engineering Enterprise providing Total Business Solution through Quality Products, Systems Systems and Services in the fields of Energy, Industry, Transportation, Infrastructure and other potential areas.

 

VALUES: •

Commitment

•

Customer satisfaction

•

Continuous improvement

•

Concern for environmen environmentt

•

Creativity & innovation

 

•

 

BUSINESS POLICY In-line with company's vision, mission and values, we dedicate ourselves to sustained growth with increasing positive economic value addition, customer focused Business Leadership and welfare of society. society.

QUALITY POLICY

In its quest to be World-class, BHEL pursues Continual Improvement in the Quality of its Products, Services and Performan Performance ce leading to Total Customer Satisfaction and Business Growth, through dedication, commitment commitm ent and team work of all employees.

 

Employee Motivation Schemes  

Organizations provide benefits and facilities to their employees to keep their  motivation levels high. The employee motivation schemes can be classified into two categories viz. statutory and non-statutory motivation schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include  provisions provided in industrial acts like Factories Act Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES The statutory motivation schemes include the following  provisions: 1. Drinking Water: At all the working places safe hygi hygienic enic drinkin drinking g water  should be provided. 2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. 3. First aid appliances: First aid appliances are to be provided and should  be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. 4. Latrines and Urinals: A sufficient number of latrines and urinals are to  be provided in the office and factory premises and are also to be maintained in a neat and clean condition. 5. Canteen Canteen facil facilities ities:: Ca Cafe fete teria ria or cant cantee eens ns are are to be prov provid ided ed by th thee employer so as to provide hygienic and nutritious food to the employees. Spittoons: 6. dock In every place, such as are ware store in places, in the area and officework premises spittoons to houses, be provided convenient

 

 places and same are to be maintained maintained in a hygienic condition. condition. 7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. Washing plac places: es: Ade 8. Washing Adequa quate te was washin hing g pla places ces suc such h as bat bathro hrooms oms,, was wash h  basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory motivation schemes may include the following schemes: Personal al Hea Healt lth h Car Caree (R (Regu egular lar me medic dical al che check ck-up -ups): s): So 1. Person Som me of th thee companies provide the facility for extensive health check-up

2. Flexi-time: Th Thee ma main in ob obje ject ctiv ivee of th thee flex flexti time me poli policy cy is to prov provid idee oppo op port rtun unit ity y to em empl ploy oyee eess to wo work rk wi with th flex flexib ible le wo work rkin ing g sche schedu dule les. s. Flexib Fle xible le wo work rk sch schedu edules les are ini initia tiated ted by emp employ loyees ees and app approv roved ed by management to meet business commitments while supporting employee  personal life needs 3. Emplo Employee yee Ass Assist istanc ancee Pr Progr ogram ams: s: Va Vari riou ouss assi assist stan antt progr rogram amss are are arranged like external counseling service so that employees or members of  their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. Medi-clai laim m Ins Insura urance nce Sch Schem eme: e: Th 5. Medi-c This is in insu sura ranc ncee sche scheme me prov provid ides es adeq ad equa uate te insu insura ranc ncee co cove vera rage ge of em empl ploy oyee eess for for ex expe pens nses es rela relate ted d to hospitalization due to illness, disease or injury or pregnancy.

6. Employee Employee Refer Referral ral Sche Scheme: me: In sev severa erall com compan panies ies emp employ loyee ee ref referra errall sc sche heme me is im impl plem emen ente ted d to en enco cour urag agee em empl ploy oyee eess to refe referr fri frien ends ds an and d relatives for employment in the organization. 

 

Research Methodology The data for the proposed study in BHEL will be obtained through a mix of data sources like:Primary Data:

The p primary rimary data iiss the iinforma nformation tion w which hich iiss coll collecte ected d for tthe he

first time and thus happens happens to be origina originall in character character. It is obtained through through observation and through direct communication with the respondents. It includes the collection of data through questionnaires.The primary data for the thesis will  be collected through the following tools lik like: e: 

A questionnaire that includes different parameters like job security,

training, flow of communication, Health Safety and Environment aspects,  job satisfaction, Physical infrastructure infrastructure etc., and 

Personal interaction with the employees.

Seco Se cond ndary ary Data Data::

Th Thee Se Seco cond ndar ary y da data ta is th thee in info forma rmati tion on wh whic ich h is al alrea ready dy

avai av aila labl blee i. i.e. e.,, th they ey ref refer er to the the da data ta,, wh whic ich h ha hass al alre read ady y be been en co coll llec ecte ted d and and analyzed by someone else.The secondary data for the thesis is collected through the following tools like: 

Personal files of employees



Internet



Magazines

SAMPLE SIZE As we know that the study is based on the sample size so having this point in mind, I have determined the sample sample size of employees. One questi questionnaire onnaire was given to

 

every employee and after discussion and taking their opinion; I have analyzed them carefully with aid of my guides and concluded the result.

OBJECTIVES OF STUDY

The main objectives of the study conducted on the title “ EMPLOYEE MOTIVATION OF BHEL” were as follows          

To know about the medical facilities provided to the employees e mployees in BHEL. To know about job security in BHEL. To collect information about the satisfaction of workers for canteen services and rates of food. To know about the restroom facilities. To collect information concerned with the New Year gifts and satisfaction level of the workers for it. To collect information related to the training and development imparted to the employees. To know about the job satisfaction to the employees. To search about the facilities related to the festival/ vehicle/ house building advances etc. To collect information about the benefits and facilities provided to the employees.

Keeping all these objectives in mind the data was collected.

 

EXECUTIVE SUMMARY

MOTIVATION : Motivation is processes that account for an individual’s intensity, direction, and  persistence of effort toward attaining attaining a goal. •

•

•

Motivation is the willingness of a person to exert high levels of effort to satisfy some individual need or want. Motivation is usually strong, when one has a vision, a clear mental image of  a certain situation or achievement. Motivation can be applied to every action and goal.

Motivatio Motiva tion n str streng engthe thens ns the amb ambiti ition, on, inc increa reases ses ini initia tiativ tivee and giv gives es dir direct ection ion,, courage, energy and the persistence to follow one's goals.

DEFINITION Motivation has been defined as: the psychological process that gives behavior   purpose and direction ; a predisposition to behav behavee in a purposive manne mannerr to achieve specific, unmet needs ; an internal drive to satisfy an unsatisfied need ; and the will to achieve . All in all, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals .

THEORIES OF MOTIVATION

Abraham Maslow’s “Need Hierarchy Theory”:

 

One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator. As per his theory this needs are : (i) Physiological needs :

These are important needs for sustaining the human life. Food, water, warmth, shelter, sleep, medicine and education are the basic physiological needs which fall in the primary list of need satisfaction. Maslow was of an opinion that until these needs were satisfied to a degree to maintain life, no other motivating factors can work. (ii) Security or Safety needs:

These are the needs to be free of physical danger and of the fear of losing a job,  property, food or shelter. It also includes includes protection against against any emotional harm. (iii) Social needs:

Since people are social beings, they need to belong and be accepted by others. People try to satisfy their need for affection, acceptance and friendship. (iv) Esteem needs:

According to Maslow, once people begin to satisfy their need to belong, they tend to want to be held in esteem both by themselves and by others. This kind of need  produces such satisfaction as power, power, prestige status and self-confidence. self-confidence. It includes  both internal esteem factors like self-respect, self-respect, autonomy and achievements achievements and external esteem factors such as states, recognition and attention. (v) Need for self-actualizat self-actualization: ion:

Maslow regards this as the highest need in his hierarchy. It is the drive to become what one is capable of becoming; it includes growth, achieving one’s potential and self-fulfillment. It is to maximize one’s potential and to accomplish something.

 

As each of these needs are substantially satisfied, the next need becomes dominant. From the standpoint of motivation, the theory would say that although no need is ever fully gratified, a substantially satisfied need no longer motivates. So if you want toismotivate someone, you needthose to understand ofthat the level. hierarchy that  person on and focus on satisfying needs or what needslevel above above Maslow’s need theory has received wide recognition, particularly among  practicing managers. This can be attributed to the theory’s theory’s intuitive logic and ease of understanding. However, research does not validate this theory. Maslow  provided no empirical evidence evidence and other several studies studies that sought to validate validate the theory found no support for it. “Theory X and Theory Y” of Douglas McGregor :

McGregor, in his book “The Human side of Enterprise” states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. After viewing the way in which the manager dealt with employees, McGregor concluded that a manager’s view of the nature of human  beings is based on a certain grouping of assumptions and that he or she tends to mold his or her behavior towards subordinates according to these assumptions. Under the assumptions of theory X :

 

•

•

•

•

Employees inherently do not like work and whenever possible, will attempt to avoid it. Because employees dislike work, they have to be forced, coerced or  threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. Most workers place a greater importance on security over all other factors and display little ambition.

In contrast under the assumptions of theory Y : •

Physical and mental effort at work is as natural as rest or play.

•

People do exercise self-control and self-direction and if they are committed

•

•

to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization. That the way the things are organized, the average human being’s  brainpower is only partly used. used.

On analysis of the assumptions it can be detected that theory X assumes that lowerorder needs dominate individuals and theory Y assumes that higher-order needs dominate individuals. An organization that is run on Theory X lines tends to be authoritarian in nature, the word “authoritarian” suggests such ideas as the “power  to enforce obedience” and the “right to command.” In contrast Theory Y organizations can be described as “participative”, where the aims of the organization and of the individuals in it are integrated; individuals can achieve their own goals best by directing their efforts towards the success of the organization.

Frederick Herzberg’s motivation-hygiene theory :

 

Frederick stated that there are certain satisfiers and dissatisfiers for employees at work. In- trinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his theory on the question : “What do  people want from their jobs jobs ?” He asked people to describe describe in detail, such situations when they felt exceptionally good or exceptionally bad. From the responses that he received, he concluded that opposite of satisfaction is not dissatisfaction. Removing dissatisfying characteristics from a job does not necessarily make the job satisfying. He states that presence of certain factors in the organization is natural and the presence of the same does not lead to motivation. However, their nonpresence leads to demotivation. In similar manner there are certain factors, the absence of which causes no dissatisfaction, but their presence has motivational impact.

Examples of Hygiene factors are : Security, status, relationship with subordinates, personal life, salary, work  conditions, relationship with supervisor and company policy and administration.

 

Examples of Motivational factors are : Growth prospectus job advancement, responsibility, challenges, recognition and achievements. McClelland’s Theory of Needs :

David McClelland has developed a theory on three types of motivating needs : 1. Ne Need ed fo forr Pow Power  er  2. Ne Need ed for for Aff Affil ilia iati tion on 3. Ne Need ed for for Achi Achiev evem emen entt Basically people for high need for power are inclined towards influence and control. They like to be at the center and are good orators. They are demanding in nature, forceful in manners and ambitious in life. They can be motivated to  perform if they are given key positions positions or power positions. In the second category are the people who are social in nature. They try to affiliate themselves with individuals and groups. They are driven by love and faith. They like to build a friendly environment around themselves. Social recognition and affiliation with others provides them motivation. People in the third area are driven by the challenge of success and the fear of  failure. Their need for achievement is moderate and they set for themselves moderately difficult tasks. They are analytical in nature and take calculated risks. Such people are motivated to perform when they see atleast some chances of  success. McClelland observed that with the advancement in hierarchy the need for power  and achievement increased rather than Affiliation. He also observed that people who were at the top, later ceased to be motivated by this drives.

 Equity Theory:

 

As per the equity theory of J. Stacey Adams, people are motivated by their beliefs about the reward structure as being fair or unfair, relative to the inputs. People have a tendency to use subjective judgment to balance the outcomes and inputs in the relationship for comparisons between different individuals. Accordingly :

If people feel that they are ar e not equally rewarded they either reduce the quantity or  quality of work or migrate to some other organization. However, if people perceive that they are rewarded higher, they may be motivated to work harder 

 

Q.1 Job security is there for all the employees of BHEL?

S1

4

E1

4

E2

4

E3

4

E5

4

Interpretation:

It can be seen from the above that at an average of 4of S1,E1,E2,E3,E4 and E5 grade employees agree to the opinion that there is a job security at BHEL.

Q.2 Training and development is imparted to the employees of BHEL.

 

S1

1.67

E1

3

E2

2.67

E3

2.33

E5

3.333

Interpretation:

It can be seen from the above that at an average of 3.33 E5 grade employees are satisfied with the training and development provided to them,average of 3 E1 grade,2.67 E2 grade,2.33 E3 grade and 1.67 S1grade agree to the point.

Q.3 Training, imparted at BHEL, is as per the identified needs.

S1

3

E1

2.67

E2

1.33

E3

2.67

E5

2.33

 

Interpretation:

It can be seen from the above that at an average of 3 S1 grade employees are more satisfied with the training and development provided to them are as per the required job,average of 2.67 E1and e3 grade,2.33 E5 grade and 1.33 E2grade satisfy to the point.

Q.4 Free flow of communication exists between the boss and sub-ordinates at BHEL.

S1

5.33

E1

3.33

E2

2.67

E3

2.33

E5

5.33

 

Interpretation:

It can be seen from the above that at an average of 5.33 S1 and E5 grade employees agree that there exists free flow of communication between seniors and subordinates,average of 3.33 E1 grade,2.67 E2 grade and 2.33 E3 grade agree to the point.

Q.5 Seniors involve sub-ordinates in decision making.

S1

1.67

E1

2.33

E2

1.33

E3

2.33

E5

2.67

 

Interpretation:

It can be seen from the above that at an average of 2.67 E5 grade employees are satisfied that seniors involve subordinates in descision making,average of 2.33 E1and E3 grade,1.67 S1 grade and1.33 E2 grade satisfy with the point. Q.6 BHEL follows the best practices for employee growth?

 

Interpretation:

It can be seen from the above that at an average of 2.33 E5 grade employees are satisfied with the employee growth in BHEL,average of 2 E1, average of 1.67 E3 grade,average of 1 E2 grade and average0.67 S1 grade satisfy with the point. Q.7 Good Suggestion & Award Scheme is satisfactorily implemented at BHEL.

 

S1

2.67

E1

2.67

E2

2.67

E3

3.33

E5

4

 

Interpretation:

It can be seen from the above that at an average of 4 E5 grade employees agree that goo suggestions and award schemes are provided in in BHEL,average of 3.33 E3 and average of 2.67 S1,E1,E2 grade agree to the point. Q.8 The benefits / facilities that are provided by the company boost the morale of  employees. S1

1.33

E1

2

E2

2

E3

2.67

E5

3.33

 

Interpretation:

It can be seen from the above that at an average of 3.33 E5 grade agree that the  benefits and facilities provided provided increases the morale of the emp employees,average loyees,average of  2.67 E3, average of 2 E1 and and E3 grade and average 1.33 S1 grade agree to the  point.

Q.9 The benefits / facilities that are being implemented in BHEL are transparent.

 

S1

1.33

E1

1.33

E2

2.67

E3

2

E5

2

Interpretation:

It can be seen from the above that at an average of 2.67 E2 grade satisfy that their  exists transparency in benefits and facilities provided to the emplees,average of 2 E3 and E5 and average 1.33 S1 and E E1 1 grade satisfy to the point. Q.10 Compensation offered at BHEL is commensurate with the job? S1

1

E1

2.33

E2

2.67

E3

3.33

E5

4

 

Interpretation:

It can be seen from the above that at an average of 4 E5 grade satisfy that compesation offered communserates communserates with the job,average of 3.3 3.33 3 E3, average of  2.67 E2,average of 2.33 E1 E1 grade and average 1 S1 grade sa satisfy tisfy to the point. Q.11 What do you feel about the medical facilities provided in BHEL?

S1

2.67

E1

3.33

E2

2

E3

4

E5

4

 

Interpretation:

It can be seen from the above that at an average of 4 E3 and E5 grade says very good medical facilities are provided provided to the employee employees,average s,average of 3.33 E1, average of 2.67 S1 grade and average 2 E2 grade satisfy to the point. Q.12 Are you satisfied with the qualities of gifts provided to you at different occasions?   S1

1

E1

2.67

E2

2

E3

1.33

E5

2.67

Interpretation:

It can be seen from the above that that at an average of only2.67 E1 and E5 g grade rade are satisfied with the gifts provided to them at different ocassions,average of 2 E2, average of 1.33 E3 grade and average 1 S1 grade satisfy to the point. Q.13 How do you about the festival advance scheme? S1

1.67

E1

3.33

E2

2.67

E3 E5

4 3.33

 

Interpretation:

It can be seen from the above that at an average of 4 E3 grade says very good festival advance schemes are provided to the employees,average e mployees,average of 3.33 E1 and E5 grade, average of 2.67 E2 grade and aaverage verage 1.67 S1 grade satisfy to the point. Q.14 Are you satisfied with the vehicle subsidy, house/ building loan subsidy  provided by the BHEL? BHEL?

S1

1.67

E1

1.67

E2

2

E3

4

E5

4

 

Interpretation It can be seen from the above that that at an average of only4 E3 and E5 grade aare re satisfied with the vehcile vehcile and house loan subc subcidy idy provided,average of 2 E2, and average 1.67 S1 and E1 grade satisfy to the point.

Q.15 The death relief fund scheme contribution per employee is – 

Q.16 Are you satisfied with the group insurance schemes?

S1

2

E1

2.67

E2

2

E3

1.67

E5

1.33

Interpretation It can be seen from the above that that at an average of only2.67 E1 grade are sat satisfied isfied with the group insurance schemes provided,average of 2.67 E1 grade, average of 2 S1 and E2 grade grade and average 1. 1.67 67 E3 grade sat satisfy isfy to the po point. int.

Q.17 Are you satisfied with the services provided in canteen?

 

S1

1.33

E1

2

E2

2

E3

1.67

E5

2

Interpretation It can be seen from the above that that at an average of only2 E1,E2 and E5g E5grade rade are satisfied with the services provided provided in canteen ,average of 1.67 E3 grade and average 1.33 S1 grade satisfy to the point.

Q.18 what do you feel the rewards and incentives provided the employees of  BHEL should beS1

2.67

E1

2.33

E2 E3

2.33 1.33

E5

1.67

 

Interpretation It can be seen from the above that that at an average of 2.67 S1 grade says that rewa rewards rds and insentives prividede should be monetary as well as non monetary ,average of  2.33 E1 and E2 grade,average grade,average of 1.67 E5 grade and average 1.33 E3 g grade rade satisfy

to the point. Q.19 Appraisal system followed at BHEL motivates employees. S1

0.67

E1

1.33

E2

0.33

E3

0.67

E5

1.33

 

Interpretation It can be seen from the above that that at an average of 1.33 E1 and E5 grade are satisfied with the appraisal system of BHEL,average of 0.67 S1 and E3 E3 grade and average 0.33 E3 grade satisfy to the point.

Q.20 Does the employees of BHEL feel empowered? S1

1.33

E1

2.33

E2

1.33

E3

1

E5

2

Interpretation It can be seen from the above that that at an average of 2.33 E1 grade feel that th they ey are empowered,average of 2 E5 grade, grade, average of 1.33 S1 and E2 grade grade and average 1 E3 grade satisfy to the point.

 

FINDINGS Follow Fol lowing ing are the fin findin dings gs tha thatt hav havee eme emerge rged d out of the fee feed d bac back k col collec lected ted through Questionnaire: 

Most of the employees have given positive feed back on every question  pertaining to the company. company.



Most of the employees feel that BHEL is a good place to work.

 

Many associates feel that there is a job security at BHEL. Most of the employees are satisfied with the Suggestion & Award scheme that is available.



Many of the employees feel that excellent Training and Development is imparted as per the identified needs.



Most of the BHEL associates feel that there is free flow of communication and cordial relations exist between boss and sub-ordinates.

 

Many associates feel that seniors involve sub-ordinate in decision-making. Most of the associates agree that the company follows best practices for  employee growth and long term welfare.



Most of the associates are of the opinion that benefits / facilities provided are transperant and boosts their morale to certain extent.



Most of them feel satisfied that they are associated with BHEL.

 

 LIMITATIONS 

1. TIME FAC FACTOR: TOR: The st study udy ha hass been com complete pleted d during a sh short ort perio period d .so it was not possible to study the problems well in details. 2. NON AVA AVAILABIL ILABILITY: ITY: Non –av –availab ailabilit ility y of the right perso persons ns creates creates the  problem in getting right and accurate information.

3. REGIO REGION N FACTO FACTOR R:R Region egion facto factorr was also probl problem em on only ly eexecut xecutives ives of   personnel department were chosen chosen for collecting the information information .

 

 

ANNEXURE

 

I Ankita Kumari student of Bansthali Vidyapeth is conducting a survey for my project work. And, this data will be kept confidential. Age of the employee: ____________ Department:______ Department:_________________  ___________  Employee grade:____________ grade:_______________  ___   ____________________________  _____________ _____________________________ _____________________________ _____________________________  ______________   _____________  Questionnaire

Q.1 Job security is there for all the employees of BHEL? a) Agree b) Disagree c) Partially agree d) Do not agree Q.2 Training and development is imparted to the employees of BHEL. a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.3 Training, imparted at BHEL, is as per the identified needs. a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.4 Free flow of communication exists between the boss and sub-ordinates at BHEL. a) Agree b) Disagree c) Partially agree d) Do not agree Q.5 Seniors involve sub-ordinates in decision making. a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.6 BHEL follows the best practices for employee growth?  a) Satisfied c) Partially satisfied

b) very satisfied d) not satisfied

 

Q.7 Good Suggestion & Award Scheme is satisfactorily implemented at BHEL. a) Agree b) Disagree c) Partially agree d) Do not agree Q.8 The benefits / facilities that are provided by the company boost the morale of  employees. a) Agree b) Disagree c) Partially agree d) Do not agree Q.9 The benefits / facilities that are being implemented in BHEL are transparent. a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.10 Compensation offered at BHEL is commensurate with the job? a) Agree b) Disagree c) Partially agree d) Do not agree Q.11 What do you feel about the medical facilities provided in BHEL? a) Good b) very good c) Average d) needs attention Q.12 Are you satisfied with the qualities of gifts provided to you at different occasions? a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.13 How do you about the festival advance scheme? a) Good b) very good c) Average d) needs attention Q.14 Are you satisfied with the vehicle subsidy, house/ building loan subsidy  provided by the BHEL? BHEL? a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.15 The death relief fund scheme contribution per employee is –  a) Sufficient b) not sufficient c) need to be increased d) can’t say Q.16 Are you satisfied with the group insurance schemes? a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.17 Are you satisfied with the services provided in canteen? a) Satisfied c) Partially satisfied

b) very satisfied d) not satisfied

 

Q.18 what do you feel the rewards and incentives provided the employees of  BHEL should bea) Monetary only b) non-monetary only c) Both d) other than these Q.19 Appraisal system followed at BHEL motivates employees.  a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied Q.20 Does the employees of BHEL feel empowered? a) Satisfied b) very satisfied c) Partially satisfied d) not satisfied  

 

BIBLIOGRAPHY 1. Human Resource Management

(Manvendra Gupta)

2. Person Personnel nel mana managemen gementt

(Kshi (Kshitij tij Jain Jain))

3. BH BHEL EL Ma Manu nuaal 4. BH BHEL EL An Annu nual al repo report rt