Академический Документы
Профессиональный Документы
Культура Документы
ON
JOB SATISFACTION OF
EMPLOYEES
UNDERTAKEN AT Jindal Industries Ltd,Hisar
Submitted to :
Controller of examination
Submitted by:
RUBINA GAGNEJA
2K8-MRCE-MBA-044
Submitted to:
PREFACE
It is well evident that work experience is indispensable part of every
professional course. In the same manner practical training in any organization is
must for each and every individual.
Entering the organization is like stepping into altogether a new world.
Before training I felt as if everything I had studied in the classroom was not
sufficient for corporate environment and only experience could teach me how
the different processes worked. But gradually I realized that all the basic
fundamental concepts that I had studied are linked in one way or another to the
process, I was asked to study. Here I first of all take look over the industry that
how ACC cement worked. After taking some knowledge about it I start doing
my project on the in the company.
It has been a very memorable experience throughout which is no doubt will
immensely help me in attaining my goals.
RUBINA
DECLARATION
Name of faculty
( Dr. S banerjee
of the candidate
Signature
ACKNOWLEDGEMENT
I express my gratitude towards all the companies officials, for their co-operation for
providing the invaluable data and information.
I am also thankful to all the people who helped me in completion of my project. That is the
employees and the customers of the company.
Training is the most important part of the Management study as it puts out theoretical
knowledge to execution. We can never explain things properly if we do not see them. It
widens our managerial skill and helps us to clearly understand the various functions of
Management.
I am highly obliged towards my training guide, Ms. Nidhi Gupta (HR Executive ) who
helped me a lot in the completion of my industrial training; he had been the guiding force,
motivating and inspiring us through out the enriching journey of the project.
I sincerely thank to all the faculty members and the staff associated for their support given to
me time to time. Also, I would like to thank to all my friends and family members for their
support given to me time to time. I dont have words to express my thanks, but still my heart
is full of gratitude for the favors received by me from the every person.
I really feel that training at JINDAL INDUSTRIES LIMITED, HISAR will help me a long
way in my career.
(RUBINA)
INDEX
S. No.
Introduction
Company Profile
Objectives
Research Methodology
Limitations
Data Analysis
Recommendations
Conclusion
Bibliography
10
Annexure
Introduction
The most significant resource of any organization is often said to be its people of course,
an organization is nothing but a group of people whose activities have been planned and
coordinated to meet organizational objectivities.
Organizations encounter several obstacles in meeting their goals and in a similar way all
employees report some problems in their attempts to be productive and efficient in their
jobs and to feel satisfied in their work lives. The challenges of human resource
management are to minimize these obstacles and problems.
Human Resource Management is a process of bringing people and
organizations together so that the goals of each are met. It is that part of the human
resources in an organization It tries to secure the best from people by winning their
wholehearted cooperation.
In short, it may be defined as the art of procuring, developing and maintaining
competent workforce to achieve the goals of the organization in an effective and
efficient manner.
HRM has the following features :Pervasive force ;
Action oriented;
Individually oriented;
People oriented;
Development oriented;
Integrating mechanism;
Comprehensive function;
Auxiliary service;
Inter-disciplinary function;
Continuous function
Scope of HRM
The scope of HRM is very wide. Research in behavioral sciences, new trends
in managing knowledge workers and advances in the field of training have
expanded the scope of HR function in recent years.
The Indian institute of personnel management has specified the scope of
HRM thus:
Personnel aspect
This is concerned with manpower planning, recruitment, selection, placement, transfer,
promotion, training and development, lay off and retrenchment, remuneration, incentive,
10
productivity, etc.
Welfare aspect
It deals with working conditions and amenities such as canteens, crunches,
rest and lunch rooms, housing, transport, medical assistance, education, health and safety,
recreation facilities, etc.
11
HRM
FUNCTIONS
MANAGERIAL
FUNCTIONS
OPERATIVE
FUNCTIONS
Planning
Organizin
g
Directing
Controllin
g
Employment
Development
Compensation
a)Job
Analysis
b)Human
Resources
Planning
a)Performanc
Appraisal
b)Training
c)Recruitmen
Selection
c)Executive
Development
d)Placement
d)Career
Planning &
Development
e)Induction
f)Transfer
g)Promotion
e)Organisatio
Development
a)Job
Evaluation
b)Wage &
Salary
c)Administra
-tion
d)Bonus &
Incentives
e)Payroll
Integration
a)Motivation
a)Health
b)Job
Satisfaction
b)Safety
c)Grievance
Redressal
d)Collective
Bargaining
e)Conflict
Management
f)Participatio
of employees
g)Discipline
Maintenance
c)Welfare
Schemes
d)Personnel
Records
e)Social
Security
f)Personnel
Research
g)Personnel
Audit
12
Defining job satisfaction:Job satisfaction describes how content an individual is with his or her job.
The happier people are within their job, the more satisfied they are said to be. Job satisfaction
is not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance, methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous work groups. Job satisfaction is a
very important attribute which is frequently measured by organizations.
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal
of ones job ; an affective reaction to ones job and an attitude towards ones job
This definition suggests that we form attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviors
Job satisfaction is an individuals general attitude toward his or her job.
13
Nature of job:It includes hours of work, fellow workers and opportunities on the job for promotion and
advancement, physical environment etc.
Management:It includes supervisory treatment, participation, reward and punishment, praise and blame,
favoritism etc.
Social relation:It includes colleagues, friends and associates, attitude of the employee towards people in
community and participation in social activities.
Personal adjustment:It includes emotionalism, health home and living conditions, relation with
other family members.
Apart from these other factors are:-
Ability utilization;
Advancement;
Company policies;
Co-workers;
Creativity;
Independence;
Moral values;
Recognition;
Responsibility;
Security;
Social service;
Working condition.
14
There is clear evidence that dissatisfied employees skip more often and are more likely to
resign.
It has been demonstrated that satisfied employees have better health and live longer.
Satisfied on the job carries over to the employees life outside the job.
but the correlation is moderate usually less than +40. while it certainly makes
sense that dissatisfied employees are more likely to miss work, other factor have
a impact on the relationship and reduce the correlation coefficient.
17
Active
Exit
Voice
Destructive
Constructive
Neglect
Loyalty
Passive
18
Staff rewards
Rewarding staff appropriately is important. Experi-enced human resources consultancies and
practitioners who are engaged in staff selection, assessment and recruitment are often able to
evaluate and assess the needs and wants of individuals fairly accurately. By having them,
especially those with many years of expertise and experience on your human resources
maintenance team, organisations can develop strategic and creative benefits and wages to
attract, retain and motivate talent who will achieve high performance for the organisation and
job satisfaction for themselves.
Job satisfaction is often achieved where performance is recognised by appropriate and
equitable performance related pay supplemented with other perks, benefits and non-financial
recognition and rewards, which meets the team members expectation. Non-financial rewards
have more impact than financial recognition in attaining job satisfaction.
A strong motivator
Job satisfaction is often a strong motivator in work endeavors. Research has shown that job
satisfaction can lead to high job performance especially for professionals and high-level
employees, commonly known as talent. As jobs and work in the new economy shift to
professionalised knowledge-based, info-tech, infocomm and bio-science characteristics, job
satisfaction will increasingly become a key driver of individual motivation and effort.
Research has also shown that there exists a relationship between individual performance
measured at a certain time and later job satisfaction. However, this relation is conditional to
performance being fairly rewarded in appropriate form as perceived by the recipient.
Quality of work-life
One hallmark of a socially responsible organisation is its success in achieving not only high
performance outcomes, but also in helping its team members experience a high level of job
19
satisfaction. Quality of work-life (QWL) is a key indicator of the overall quality of human
experience in the workplace. QWL expresses a clear way of thinking about people, their
work, and the organisation in which their careers are fulfilled. QWL establishes a clear
objective that high performance can be achieved with high job satisfaction.
Achieving high job satisfaction needs some simple strategies. Offer your team members a
variety of meaningful tasks. Repetitive routine work often leads to job dissatisfaction. As a
leader, think about introducing application of creativity in their work. Rotate the staff to
different tasks at regular intervals so that their work remain challenging. If you have to
supervise do it unobtrusively. Give more responsibility by empowering your team members.
Allow them opportunity to self pace themselves.
Give frequent and non-critical feedback on performance and provide opportunity for selfdevelopment to overcome inadequacies. People like to feel in control of them to feel good
about thema key component of job satisfaction!
Employee communications
Unclear targets and objectives and poor communication can contribute to dissatisfaction and
eventually lead to poor work performance. If you are administering rewards, make sure they
match their expectation. If their expectations are unrealistic, take time to make comparison to
equivalent and comparable jobs and broad work related environmental condition to similar
employers. Explain this to your team members.
Job satisfaction needs effective communication about the tasks, which have to be done. The
team member must know the performance achieved in relation to the target. Regular work
appraisal should therefore be provided. More importantly they must have an awareness of
departmental and organisational changes, which affects their job. Change agents should
periodically meet team members to share the progress on changes no matter how small.
Critical to this is listening to employees feedback and their perception as it is more likely to
affect their job satisfaction and work performance.
20
Organisational benefits
Improved job satisfaction in the work place will reduce social problems. The creative aspect
of achieving satisfaction will reduce if not overcome boredom and monotony in work,
physical strain and mental stress. The benefits to an organisation will also include a lower
absenteeism rate and lower staff turn-over. These translate into lower losses, less latecoming, fewer grievances and more effective cost control. Satisfied team members are
generally more committed to the work place success than those who do not find job
satisfaction. A satisfied team member is more likely to perform well cheerfully than other
employees.
Job satisfaction is an emotion, a feeling, an attitude and a matter of perception. It arises from
the employees appraisal of experience at work. It involves likes and dislikes as well as needs
and wants which are internal and external to the employee. As an employer or leader if you
fail to meet them, there is a high probability you will also not achieve high performance.
Creating job satisfaction remains a challenge for many human resources executives and line
executives. By having an experienced business partner skilled in people relations can greatly
help in meeting this challenge. Achieving high job satisfaction for employees or team
members is pre-requisite for becoming a market leader and champion!
STATEMENT OF THE PROBLEM :It is obvious that work is important in every society, the extent of importance will vary,
however, and much of what is Known about work as a motivator often is culture-specific.
Different arena has different attributes which influence job satisfaction among employees.
The belief that satisfied employees are more productive than dissatisfied employees has been
a basic tenet among managers for years. Although much evidence questions that assumed
causal relationship, it can be argue that advanced societies should be concerned not only with
the quality of life- that is, concerns such as higher productivity and material acquisitions
but also with its quality. Those researchers with strong humanistic values argue that
21
22
It should also be noted that the work of W.L. Bryan, Walter Dill Scott t, and Hugo
Munsterberg set the tone for Taylors work.
Some argue that Maslows Need Hierarchy theory, a motivation theory, laid the foundation
for job satisfaction theory. This theory explains that people seek to satisfy five specific needs
in life physiological needs, safety needs, social needs, self-esteem needs, and selfactualization. This model served as a good basis from which early researchers could develop
job satisfaction theories
The largest decline in overall job satisfaction from 60.9 percent in 1995 to 47.2 percent
today occurred among householders aged 35-44. This age group was once the most
satisfied, but is now second to last. The second largest decline took place among
householders age 45-54, with the satisfaction level dropping from 57.3 percent to 46.1
percent. This group recorded the lowest level of satisfaction.
23
"It's intuitive that one might feel a little irritable, but to experience emotional spillover to the
point of actually feeling less satisfied with work is a little surprising," says researcher Brent
Scott, a graduate student assistant in management at the University of Florida, in a news
release.
Researchers say the results suggest employers should think twice about having employees
work long hours if they want to keep them happy and less likely to jump ship
Job satisfaction
With so many organizations undergoing significant change in today's competitive
environment, employee dissatisfaction is a frequent occurrence. When dissatisfaction
occurs, stability and organizational success are threatened. For any organization seeking to
improve processes, downsize operations, improve customer service or grow in
profitability, understanding and enhancing employee satisfaction can benefit both
employees and employer.
But building and maintaining a satisfied workforce is often an elusive and difficult
problem that raises many questions. What is the best way to assess employee satisfaction?
How do organizations identify which employees are satisfied and which are not? What are
key variables in determining job satisfaction? Is it possible to quickly and accurately
assess employee satisfaction while building an open and communicative environment?Job
Satisfaction Challenge by PRC Environmental Management Inc. (PRC-EMI) of Helena,
Mont., seeks to answer those questions and many more.
The company views employee satisfaction as an essential business issue. "A key to
success may be found in the trenches with the employees who have an entirely different
perspective on the competitive front, have enormous potential to become leaders and offer
ideas, and are the backbone of quality and service
24
Company
profile
25
INTRODUCTION
Jindal Industries Limited, Hisar - set up in the nineteen sixties manufactures high quality MS
Black and Galvanized Pipes/Tubes in the range of 15mm to 300mm as per BIS Standards.
The Company is fully equipped with modern manufacturing machineries, Mills, Welding
Plants and galvanizing plants. It has full in-house maintenance workshop and testing
equipments to produce the best quality steel pipes besides other infrastructural facilities.
Jindal Industries Limited has doubled its production and sales during last
Five years. It has achieved this feat by winning a higher share in a very
competitive market, which is also flooded with inferior and duplicate
quality Pipes. Our strength lies in our all time endeavor to provide higher
& higher standards of quality and service to our worthy customers. We
never compromise on Quality front even under the most adverse market
conditions. Mainly SAIL material in Steel and High Grade Zinc from Hindustan Zink Limied
is being used to cater to high quality Pipes/Tubes demand in the Market. Our Pipes are
engraved with ISI Mark and trade Mark Jindal with the device of the Map of India in oval
shape and word HISSAR underneath, which has become synonymous with high quality
Steel Pipes. Each Pipe/Tube manufactured by Jindal Industries Limited is a testimony to our
commitment to Quality and Service.
Jindal Industries Limited is a prestigious Company of JINDALs, who have proved their
unerring might in Steel sector, having unstinted record of Four decade service to the nation.
26
Products
Galvanized Pipes
15 mm NB to 300 NB (1/2 to 12) in
various national and international
specifications
Black Pipes
15mm NB to 300MM NB (1/2 to 12)
in various national and international
specifications.
Rectangle, Squares
From 25mm x 25mm to 150mm x 150mm
27
Manufacturing
1)
2)
At Slitting Section
ii.
At Mill Section
iii.
iv.
At Galvanizing Section
v.
vi.
3)
At Dispatch Section
SPECAIL CHECKS:
i.
ii.
iii.
iv.
Visual Inspection of threads, checking the length of threads, Gauge length with Ring
gauge.
28
We at Jindal industries limited are committed to become one of the most quality conscious
manufacturers of steel tubes maintaining consistently highest standard of quality confirming
to bis standards and to the satisfaction of our customers.
This shall be achieved by :
Core Values
Integrity
Dynamic Thinking
Respect for Individual
Creativity & Innovation
Meritocracy
Social Responsibility
29
Guiding Principles
Value Creation
Transparency
Personal Conduct
Learning Development
Creativity and Innovation
Environment, Safety and Health
Responsible Corporate Citizen
Confidentiality
Research & Development Activities at Hisar :The R&D division at JIL, Hisar plays a pivotal role in retaining and consolidating company's
leadership role in pipe industry business by continuous up gradation of quality, process and
services, and innovating development strategies to come up with new products with cost
competitiveness. Cross-fertilization of knowledge between production, quality control and
commercial units in order to maintain world class standard has been the guiding principle of
R&D
functions.
Major tasks
1. Developments of high value products to serve niche market.
2. Quality up gradation of existing products enabling global acceptance.
3. Cost reduction by process development, optimization and refinement to improve
competitive edge.
4. Technology enhancement to increase production with quality.
5. Market segment improvement by interacting and sharing knowledge with customers and
30
ii.
N.C.Jindal Institute of Medicare & Research at Hisar provides a good quality health
care.
Immunization drives and free health care campus on different medical aspects are
also conducted from time to time.
A Cancer Research Institute and Hospital is also being built to provide medical car to
the community at a nominal cost.
31
32
INTRODUCTION TO HRD
In HRD perspective one of the most talked of subjects in corporate circles in
recent times is how to optimize the contribution of human resources in achieving
organizational goals and objectives. An efficient and satisfied work force is the
most significant factor in the organizational effectiveness and managerial excellence.
Moreover, dynamic employees are essential for any organization that would like to
be dynamic and growth oriented. HRD aims of developing such dynamism in
employees alongwith several other qualities to make the organization perform well.
The central theme in the HRD approach is the development of the individual and
the development of the work groups. The emphasis has shifted from maximization
of performance and compensation towards employee potential awareness and
employees potential realization.
The
focus
is
now
on
enhancing
employee
involvement
in
internalizing
Human resources are not only the most important asset, people can be
developed.
33
The work should offer an opportunity to the employee to deserve his ability.
old or
socially
34
5. The nature of present work force in relation on its changing needs also necessitates
the recruitment of the labour.
6. Manpower planning is also needed in order to identity areas of surplus personnel
or areas in which there is a shortage it can be made good.
35
36
37
FUNCTIONS OF JIL
FUNCTIONS OF HR DEPARTMENT
Recruitment
&
Selection
Apprentices
Welfare
Training
Activities
Direct
Workforce
Executives
&
Staff
Wages &
Salaries
Admn.
SHE Policy
Attendance
Punch Card
Manual
38
APPLICATION
WRITTEN TEST
MOTOR EYE HAND TEST
LOTTO TEST
FINGER TEST
PLANT VISIT
INTERVIEW
APPRENTICESHIP FORM
ESI FORM & PF FORM
39
SIX-DAY TRAIL
FINAL PLACEMENT
40
BY ADVERTISEMENT
BY PLACEMENT AGENCIES
SCRUITINY
INTERVIEW BY HOD HR
INTERVIEW BY CEO
APPRENTICE RECRUITMENT
DIRECT RECRUITMENT
EXECUTIVES & STAFF RERUITMENT
Eligibility:
1. The candidate should be major.
2. The candidate should be atleast 6th pass.
3. The candidate should submit his date-of-birth certificate.
DIRECT RECRUITMENT:Direct recruitment is the process by which we recruit the experienced employees on
six-days trial then permanent placement.
EXECUTIVES AND STAFF RECRUITMENT:Executives and staff recruitment is the process in which we recruit officer rank
employees via advertisements and placement agencies and on the basis of applications the
management first do scrutiny and then send call letters to the selective candidate and then
HOD HR will conduct a interview (PI-1) and then the selective candidate will be send to the
CEO for (PI-2),then issues the appointment letter.
TRAINING
Training provides an effective system to impart adequate knowledge and skill to all levels of
employees in the organization for continual upgradation of their competence through
appropriate education , training, skill & experience.
Training &development manager is responsible for identifying the need of training and then
evaluating its effectiveness assistant supervisor is responsible for keeping training records.
42
Training calendar is prepared and get approved by CEO on the basis of training
identification.
APPRENTICES:Apprentices are placed in their respective department after the successful completion of 3months training.
INDUCTION:All new recruits are imparted induction training before they are inducted in their respective
department.
NEED BASE TRAINING:If the HOD,CEO feels that the particular employee needs some specific training they arrange
an external training for them.
FACULTIES:Faculty profile is maintained in respect of both in house and external faculties.
EVALUATION:Evaluation is done by HODs. It is carried out with in six- months of training.
TRAINING RECORDS:Employee wise record of education, skill, experience. And training is maintained in
electronic media.
TRAINING IDENTIFICATION:Training of workers once in a quarter.
Training of staff once a year.
43
POOR
UNSATISFACTORY
AVERAGE
GOOD
V.GOOD
APPLICABILITY:
The act applies to an establishment where 20 or more persons are employed.
Every employee is covered under the provisions of this act from the date of joining.
EDLI (Employees deposit linked insurance) is a part of provident fund scheme and
mandatory under which every employee is covered for an insurance amount depending upon
his basic salary and length of service with the organization.
Under this scheme a sum insured amount is payable subject to maximum of Rs.60000/- to
the nominee of the member on his death during the employment.
BENEFITS:
1.Under EPF (Employees Provident Fund scheme):
The amount deducted from the employee as well as employers contribution to
this fund is paid back in full to the employee along with applicable interest at
the time of leaving service or at the time of retirement. In case of death of the
member, the said amount is payable to the nominee or dependent of the member
45
i.
ii.
iii.
COMPONENTS:
46
WELFARE ACTIVITIES
SHE POLICY
SAFETY
HEALTH
ENVIRONMENT
SHE POLICY PROVIDES A HEALTHY AND ACCIDENT FREE WORK ENVIRONMENT.
SAFETY
Training regarding the work
At the time of joining.
Once in a year.
48
Specialized Training
Work Instructions
Personal
Technical
Fire
components
Oxygen
Fuel
Temp.
HEALTH
First-Aid Training to every employee.
*at the time of joining
Health Education.
*adverse effect of the industrial environment
*seasonal disease
Health Examination.
*at the time of joining
a) HR Philosophy.
b) Functions of HR.
c) Recruitment & Selection Process.
d) Training & Development Process.
e) Safety & Health Policy ( SHE Policy)
2. Employee Provident Fund:
a) EPF.
b) ESI.
3. Wages & Salaries.
4. Labor Turnover.
50
The broad objective of this study is to estimate job satisfaction level among employees in
the department.
Specific objectives of the research study are:-
1.
The first and foremost objective is to serve the organization with some fruitful
suggestions for continuous improvement..
2.
3.
4.
5.
6.
7.
8.
9.
51
Research
Design
And
Methodology
Research Design :Research design has been derived from the word research +design. To study research
design we will study what is research ,then design and then research design.
52
Research :Research is the cornerstone of any science. It refers to the organized, structured, and purposeful
attempt to gain knowledge about a suspected relationship. Research in common parlance refers to a
search for knowledge. Research is a scientific and systematic search for pertinent information on a
specific topic. Infact , research is an art of scientific investigation. Research can also be defined as-
a careful investigation or inquiry especially through search for new facts in any branch of knowledge.
Redman and Mory define research as a systematized effort to gain new knowledge. Research can
be very generally defined as an activity that contributes to the understanding of a phenomenon. The
purpose is to discover answers to questions through the application of scientific procedures
53
54
RESEARCH METHODOLOGY
PROBLEM
To know about the satisfaction level of employees in JIL.
A. RESEARCH METHODOLOGY
1.
Scope of the study :- As the study is all about to analyse the satisfaction level of
employees and is confined to JIL only and is conducted by giving personal weightage
therefore there is very vast scope of Study.
2. Area pf the study:- The area of the on the given project was JIL
only.
B. DATA COLLECTION
1.
Data Collection Method :- This include the primary and secondary source of
Data collection.
Secondary Data: -Data collected from companys records , senior managers and
55
56
Data Presentation
Analysis
And
Interpretation
57
No. of persons
0
27
57
6
From the above result we can conclude that the employees are satisfied with the
environment in the company as most of the employees are saying that it is good but if we
talk about the excellent percentage only 6 out of 90 are saying its excellent .So company
should strive towards making the company a knowledge hub for the employees.
58
No. of persons
0
36
49
5
If we take a look at the results we can say the excellent percentage is too less and more
of them are saying its satisfactory so company need to work on providing an excellent
infrastructure and quality of work life to its employees.
No. of persons
0
18
67
5
59
60
No. of persons
0
9
59
22
This answer we have got is satisfactory enough as most of the respondents are saying its
satisfactory enough.and the should move on in this as there is no end of knowledge..
No. of persons
0
0
23
67
This answer we have got is highly postive a large percentage of people saying that
their idea is listen by their superiors as well as appreciated also. At this point we can
say JIL is working extremely well . Their management is quite cooperative also
employees feel like home in that atmosphere.
61
No. of persons
9
45
27
9
If we analyse this question general consensus is not reached but that is for sure that
the company needs to improve its recruitment procedure because only a small
percentage was saying that it is excellent.
62
No. of persons
18
36
25
11
If we analyse this thoroughly then directly 20 percent people are saying that they are
not satisfied with their salary and 40 percent people are saying that its just satisfactory
then company should sincerely think about revising the salary limits
No. of persons
9
45
36
0
If we take a look at this result then the result comes that company is providing
average amount of incentives and perks as no body is saying its excellent and just a
little percentage was saying that its unsatisfactory. So for motivating the employees or
for the retention of employees company should improve on perks and incentives.
63
No. of persons
0
54
23
13
This answers response we have got is quite satisfactory so this is clear that the
remuneration of employees is compareable within the company.
64
No. of persons
29
36
18
7
This response we have got makes us clear that most of the employees are unsatisfied with
the salary they are provided as a large percentage of people think that they are not
provided with the amount as the other similar companies are providing.so company needs
to do something in this regard.
No. of persons
0
23
64
13
The response we have got is good enough as 71 percent of people are saying its good and
14 percent people are saying its excellent as so company is doing pity well in this
direcction so company should move in this way.
65
No. of persons
4
18
68
0
Training requirements provided to the employees are adequate enough but for meeting
competetion company should furthur improve in that direction.
66
No. of persons
0
54
36
0
Employees are saying that hierarchy of the organization is satisfactory and the work is
going smooth.
No. of persons
13
41
36
0
67
No. of persons
4
19
68
0
A large no. of respondents are saying its good so company should strive hard to maintain
that as globalization is moving at a fast pace.
68
No. of persons
9
27
64
0
The work load provided to individual is fine enough but sometimes if a person leave the
job his workload is transferred to its collegues in that case sometimes work becomes a
compulsion.So company should make effort to fill the vacant positions as early as
possible.
No. of persons
0
18
32
40
Highest percentage of population was saying its excellent so no doubts about that the
performance appraisal system of the company is working well and on the basis of that
people are getting their promotions.
69
19)Have your got promotion in the company at the right pace of time?
Options
Unsatisfactory
Satisfactory
Good
Excellent
No. of persons
2
58
30
0
The result shows that its not like that each and every person got the promotion at right
pace of time but most of the respondents are saying that they get the promotion at right
pace of time.
70
No. of persons
85
5
Only a small percentage of people i.e only 6 per. people are saying that they afraid of
their existance rest 94 per. are saying that they are not. This shows that they get the
friendly or homely atmosphere in the company.
71
21) Overal, you like to work in the company for a long period?
Options
Disagree
Agree
No. of persons
0
90
This is the most postive answer we have got that all the 100% respondents are saying that
they would like to work with the company for a long period. That shows that the
organization is making each and every effort to satisfy or retain its employees in the
future also.
72
Conclusions
And
Recommendations
73
As competition is increasing day by day only human resource is an asset which cannot
be duplicated by the competitors so company should make an effort to make the company
A knowledge Hub for the employees.
As the maximum employees are from other states, so employees are generally in the state
of home sickness. So company should make efforts to maintain the friendly environment
in the company so that employees will not feel alone.
Office infrastructure should be equipped with all the modern amenities as companies are
concentrating on providing the quality of work life to its employees so this thing is the
need of the hour.
One important thing that is observed that workers only care for their interests and dont
care of companys progress.
One other problem is absenteeism; it also sometimes becomes the cause of job
dissatisfaction.
74
Sometimes even authorized leaves are not granted to the employees because company is
already having the vacant positions all this cause job dissatisfaction. People of
neighboring areas to mill create problem for workers in the way especially in night shifts.
Company should try to put the right man at the right place. If the job profile of the the
employees does not match with their qualifications then company will have to spend so
much on their training. All this will increase the cost to the company.
Company should revise the salary structure of its employees to retain its employees
because early recruitment will increase the expenses of the company.
Company should make improvement in the grievance handling procedure although
grievances are not too many but it will create a feeling of secureness among the
employees that there is somebody in the company who will lesson to him/her.
Performance appraisal system of the company is too good and the company should make
amendments in it time to time so that if will not be outdated.
Sometimes employees feel bore from monotonous type of work management can
think of job rotation.
Ovearal, company is performing really well and there are so many things which the other
leading companies should opt from them like a perfect superior-subordinate relationship,
friendly atmosphere, focus on human resource development etc.
75
Annexure
76
QUESTIONNAIRE
The purpose of this questionnaire is to assess the morale and satisfaction
level of the employees in the organization:
Disagree
Agree
US
Good
4
Excellent
77
Suggestions
.
5. There is quite opportunity for knowledge
enhancement on your job.
Suggestions
.
6. Your idea is listen by the superiors
in the company.
Suggestions
.
7. The recruitment procedure in you
company is
Suggestions
.
8. How do you feel about Salary
level in the company?
Suggestions
.
9. Does the provides you
with sufficient incentives or perks
Suggestions
.
78
Suggestions
.
13 Training provided to the
employees are adequate
.
Suggestions
.
79
US : Unsatisfactory
S
: Satisfactory
THANK YOU
WE PROMISE THAT THE INFORMATION PROVIDED BY YOU WILL BE KEPT
CONFIDENTIAL. IT iS PURELY FOR OUR TRAINING PURPOSE
80
JIL, HISAR
Period under
STAFF
01.10.2007 to
Name:
Designation:
Date of birth:
Qualifications:
Total experience:
DCM experience:
Grade:
Appraiser's Name:
Designation:
Part 'A' follows from primary responsibilities of Job Descriptions, which are to be spelt out in the beginning
of the year.
Appraisal includes :
81
A).
B).
Appraisal by immediate Manager on part 'A' and 'B' in the form of qualitative assessment only. Rating
to be given only by the Reviewer.
C).
D).
The composite rating is not an arithmetic average of part 'A' & 'B'. However, approximate weightage of
50:50 may be given to both the parts.
Part 'A' is focussed on the Primary Job responsibilities of an individual. It should focus on the major results
expected to ensure complete and smooth operations of the core job. These should be accompanied by
indicators and completion schedules.
Part 'B' is an assessment of behaviours which are considered important to organisational excellence.
(VG)
GOOD
(G)
SATISFACTORY (S)
UNSATISFACTORY (US)
82
JIL, HISAR
Period under
SUPERVISORS
01.04.2007 to
(To be used in respect of staff members in the grade of Supervisor & Sr.Supervisor)
Name:
Designation:
Date of birth:
Qualifications:
Total experience:
DCM experience:
Grade:
Appraiser's Name:
Designation:
Reviewer's Name
Designation:
Part 'A' and 'B' follow from primary responsibilities and Business Plans and are to be spelt out in the beginning
of the year.
83
Appraisal includes :
A).
Self appraisal on part 'A' & 'B' (KRA & Job Descriptions performance)
B).
Appraisal by immediate Manager on part A, B & C in the form of qualitative assessment only. Rating to
be given only by the Reviewer.
C).
Review by Manager's Manager on part A, B & C.
D).
Overall review by Unit Review Committee.
E).
Communication of assessment, development needs & development plan by appraiser to appraisee
including counselling for improvement of performance. (This step is to be taken only after all other steps
are concluded).
The composite rating is not an arithmetic average of part A, B & C. However, approximate weightage of
50:25:25 may be given to the three parts.
Part 'A' is focussed on the Primary Job responsibilities of an individual. It should focus on the major results
expected to ensure complete and smooth operations of the core job. These should be accompanied by
indicators and completion schedules.
KRA setting should include not more than six Key Result Areas based on mutual agreement between
appraisee and appraiser. Those are areas requiring special emphasis to improve the functioning from the
current level.
Part 'C' is an assessment of behaviours which are considered important to organisational excellence.
:
:
:
UNSATISFACTORY-
(US)
84
Bibliography
Reference to books
C.R. Kothari : research methodology , Wishawa Parkashan , 3rd edition
Kumar, K. Gopi & B. Achamamba (1993), "A Comparative Study of Job Satisfaction and Job
Involvement among Public and Private Sector Employees" Psychological Studies, Vol. 38,
No. 2
Reference to magazines:
Human capital volumes of june and july
85