Lv Switchgear Case Study

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CHAPTER 1- INTRODUCTION 1.1 Company profile INDOASIAN have the experience of more than 5 decades in manufacturing and marketing LV Switchgear Products, Indo Asian delivers very good quality products.
INDOASIAN has been making MCBs for decades and INDOASIAN have a good hold in power, protection and distribution sector.
The company values and resources has helped meeting the customer's expectation,

 Started LV switchgear operations in 1958
 It is a fully owned subsidiary of Legrand group
 Became part of Legrand Group in 2010
 Infrastructure & Facilities
 Manufacturing Units
 15 Sales Offices
 11 warehouses
 700+ Channel Partners
 10000+ Retailers
 Over 2000 employees
 240+ strong Sales Professionals
 Over 1 Million satisfied customers with global sales network INDOASIAN CORE VALUE CUSTOMER AWARENESS As an Indian Company, we shall be aware of the needs of Our Customers and Commit ourselves to address every requirement of our Customer with our Products & Services and be seen as a Go-to- Indian partner. INNOVATION We believe in providing Value for Money proposition to all our Stake Holders and develop products relevant to the needs of Today & of Tomorrow by Breaking down Complexity while maintaining Quality RESOURCE ENHANCEMENT To meet Market Expectations we believe in optimal use of Resources and consider it a key strategic tool for Continual Improvement in Efficiency & ensuring Sustainable Development ETHICS OF BEHAVIOUR Relationship both Internal & External should be based on twin qualities of Respect & Trust. All our Actions & Decisions should strive for growth while being deeply rooted to the virtues of Transparency and Honesty  To always act in consonance with our Values  To imbibe our values in day to day activities  Align our Team Members / Co Workers  Act as Value Ambassadors at all times 1.2 Purpose of the study To know about why employees leaving the organization and what is employees expectation from the company to know the employees turnover Company can use the exit interviews and found many problems, this study is conducted to know and understand many problems like.  Why employees leaving the organization?  What are employee’s expectations from the company?  What employees think about the company?  What is employee’s tenure ratio?  What is the strength and weak point of the organization? 1.2.1 Context of the study Nowadays the employee’s turnover becomes a very big problem for the organization. People are moving from the organization due to many reasons like career opportunity, organizational issues, remuneration, and personal issues. Its affect the whole organization directly or indirectly. Affects of employee’s turnover are productivity loss, budget of the organization, more wastage of time in recruitment and induction procedure because these process are very time and money consuming, poor retention, company have to replace
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The Expectations of Employers & Employees at a New Job by Scott Thompson, Demand Media, Employee expectations include adequate and on time payment of salary and wages, convenient and safe working conditions or working hours, adequate training, adequate information about the company policies rules regulations and the responsibilities, supportive and fair management. But then these expectations not meet with employees’ desire then he/she should need to talk on this with his/her superior or some time these unmatched expectations become a cause of the employee attrition or turnover
On the other hand employers also have some expectation from the employee like he/she should be open minded, employee should be quick learner; employee should follow all the instruction which is provided by the management, employee should be reliable and do their work with honesty, pre inform the management if he/she have some problem or not well
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TABLE 9: 2013 AND 2014 EMPLOYEES TURNOVER REASON WISE
REASON YEAR 2013 YEAR 2014
PERSONAL ISSUES 14 18
ORGANIZATION ISSUES 9 9
REMUNERATION 22 20
CAREER OPPORTUNITY 10 21
TOTAL 55 68

FIGURE 10: 2013 AND 2014 EMPLOYEES TURN OVER REASON WISE

Interpretation: In 2013 maximum people left because of remuneration and in 2014 maximum employees left because of career opportunity in INDOASIAN. This shows employees want more salary or career opportunity.

BRAND IMAGE

COMPANY IMAGE NO OF EMPLOYEES % OF EMPLOYEES
BAD 5 4%
AVERAGE 7 6%
GOOD 93 75%
EXCELLENT 18 15%
TOTAL 123

TABLE 10: Employees think about company image.

FIGURE 11: Employees think about the company image.

INTERPREATATION: 75% people thinks that company is good and have good brand

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