TRAINING REPORT

ON
(EMPLOYESS SATISFACTION INDEX OF SJVN Ltd.)

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE DEGREE OF
MASTERS OF BUSINESS ADMINSTRATION
SESSION(2015-2017)

SATLUJ JAL VIDYUT NIGAM LIMITED

SUBMITTED BY:

NITIKA DANG

MBA -SEM. 4th

ROLL NO. -3258

 ACKNOWLEDGEMENT

This dissertation would not have been possible without the guidance and the help of several
individuals who in one way or another contributed and extended their valuable assistance in
the preparation and completion of this study.

I would like to express my gratitude to H.P University for including internship program
which has provided an opportunity to gain practical working experience in the organization.

My sincere gratitude to Mr. ANURAG BHARDWAJ HR MANAGER for giving me a chance

to do my internship in the HR Department in this organization, SJVN LTD.

I would like to express my sincere thanks to Ms. ADITI SEN for giving me an opportunity to
explore the practical knowledge practiced by the company. I am very glad to work with the
organization as a trainee. I am grateful to HR DEPARTMENT OF SJVN LTD. for helping me
to get the information and an invaluable experience.

I would also like to extend special thanks to the entire staff for their full co-operation,
guidance and support during my internship.

Working on this project has proved to be an enlightening experience for me.

 ABSTRACT
The project work entitled EMPLOYEE SATISFACTION INDEX with special reference
to SJVN LTD. the various factors that are concerned towards the policies of the employees.

The project is aimed to cover maximum knowledge of the HR Policies followed in the
organization and how the policies implement in the organization and what primary factors are
considered, how data is maintained and finally the evaluation done. Here the HR policies of
the company have been explained to understand how the company follows these practices
and the performance appraisal adopted. The practical knowledge has been gained mainly by
observing all the activities taking place in the H.R. Department. This is a brief study done to
have understanding of the subject H.R. how it is practically implemented, why it is necessary,
its implementation, benefits and principals.
 TABLE OF CONTENT
Training Certificate

Acknowledgements

Abstract

1. Introduction

1.1 Background and context

1.2 Scope and objectives

2. Profile of organization

4. Research methodology

4.1 First Section

4.1.1 First subsection

4.1.2 Second subsection

4.2 Second section

5. Data analysis

6. Conclusion

6.2 Suggestions and recommendations

6.3 Bibliography
 INTRODUCTION

BACKGROUND OF STUDY:

SJVN has immense faith in the capabilities of its human resource and is committed to
fostering a culture of openness, honesty and integrity. Human Resource Management
function has undergone a significant change in recent years. SJVN attaches tremendous
important the management and development of its people. There is increasing recognition
that the individual in an organization is a key resource and should not be simply looked upon
as a cost. SJVN has now moved to a strategic human resource management system, which
looks as an individual as a vital resource to be valued, motivated, development and enable to
achieve the vision, mission and objective of the corporation.

SJVNs efforts towards its employees and society at large have been duly recognized and it
has been conferred with many awards like Most Caring Company Award Vishwakarma
Award for CSR, Vishwakarma Award for Health, Safety and environment, Gold Shield for
meritorious performance by Ministry of power, Subir Raha CSR Award 2012 in addition to
individual awards like IPE HR Leadership Award, Indian Human Capital Award, etc.
Organizations do not exist in vacuum. We understand that it is only through effective people
management that success is achieved. If managed properly, people will maximize
performance and ultimately give an impetus to the organizations long term success.

OBJECTIVE AND SCOPE:

Objective:

Operating and maintaining power stations with maximum performance efficiency.

Establishing and following sound business, financial and regulatory policies.
Taking up of other hydropower projects.
Completion of the new projects allocated to SJVN an efficient and cost effective
manner.
Use of the project management practice for the project implementation by applying
latest universally accepted Project Management Techniques, and by enabling its
Engineering, to become certified Project Managers through further trainings.
Dissemination of available in house technical and managerial expertise to other
utilities / projects.
Creating work culture and work environment conducive to the growth and
development of both the organization and the individuals through introduction of
participative management philosophy.
Fulfilling social commitments to the society. Achieving constructive corporation and
building personal relations with stakeholders, peers, and other related organization.
Striving clean and green project environment with minimal ecological and social
disturbances. To strive for acquiring Navaratna Status.

PROFILE OF ORGANISATION

SJVN Limited, a Mini Ratna: Category-I and Schedule A CPSE under administrative
control of Ministry of Power, Govt. of India, was incorporated on May 24, 1988 as a joint
venture of the Government of India (GOI) and the Government of Himachal Pradesh
(GOHP). SJVN is now a listed Company having shareholders pattern of 64.46% with Govt.
of India, 25.51% with Govt. of Himachal Pradesh and rest of 10.03% with Public. The
present paid up capital and authorized capitals of SJVN are Rs. 4,136.63 Crore and Rs. 7,000
Crore respectively. The present Net Worth is Rs.10, 203.04 Crore.

Beginning with a single Project and single State operation (i.e. Indias largest 1500 MW
Nathpa Jhakri Hydro Power Station in Himachal Pradesh) the Company has commissioned
two projects namely 412 MW Rampur Hydro Power Station in Himachal Pradesh and 47.6
MW Khirvire Wind Power Project in Maharashtra. SJVN is presently implementing Power
Projects in Himachal Pradesh, Uttarakhand, Bihar, Gujarat, Rajasthan and Arunachal Pradesh
in India besides neighboring countries viz. Nepal and Bhutan.

SJVN A Mini Ratna Company

SJVN Limited was conferred with the prestigious "Mini Ratna: Category-I" status by the
Government of India in the year 2008.

SJVN Schedule 'A' Company

Meeting the criteria laid down by the Department of Public Enterprises, SJVN on qualifying
both qualitative and quantitative parameters was upgraded as Schedule 'A' PSU in 2008.

1500 MW Nathpa Jhakri Hydro Station (NJHP)

The Nathpa Jhakri Hydroelectric Station of 1500 MW capacity is the countrys largest
hydropower plant.

The run of the river project is located on River Sutlej, a major tributary on the Indus basin, in
Shimla district of Himachal Pradesh in North India.
The Nathpa Jhakri plant is designed to generate 6950.88 (6612) million units of electricity
each year but quality management at the plant has enabled generation to exceed yearly
targets.

A Memorandum of Understanding for execution of the Nathpa-Jhakri project was signed

between Government of India and Government of Himachal Pradesh in July, 1991.

The Nathpa Jhakri Hydroelectric project has been financed on a 50:50 debt equity ratio basis.

The project had the backing of World Bank. The project was completed at a cost of Rs 8187
Crore.

The Nathpa Jhakri project was commissioned in May, 2004 and officially dedicated to the
nation by Prime Minister Manmohan Singh on May 28, 2005.

Power allocation from Natpha Jhakri hydroelectric plant to the North Indian states of
Haryana, Himachal Pradesh, Punjab, Jammu & Kashmir, Rajasthan, Uttar Pradesh,
Uttarakhand and the cities of Delhi and Chandigarh has enabled the grid to overcome power
shortages in the region.

412 MW Rampur Hydro Power Station (RHEP)

Rampur Hydro Power Station of 412 MW installed capacity is located on River Satluj, a
major tributary of Indus basin, in Shimla and Kullu district of Himachal Pradesh in North
India.

The plant is designed in tandem with run of the river plant Nathpa Jhakri (1500 MW).

A Memorandum of Understanding for execution of Rampur Project was signed between

Government of India and Government of Himachal Pradesh on October, 2004.

Major works project began in February 2007, after completion of HRT, Surge Shaft, Valve
House. Power House, TRT and other associated works, water filling of water Conductor
System completed in March, 2014 successfully without any leakage.
The Project has been financed on a 70:30 debt equity ratio basis.

The Project had the backing of World Bank. Estimated cost of the project at March, 2006
price level was Rs. 2047.06 corers. Revised Cost Estimates (RCE-I)/ Cost to completion
submitted to MOP on 24.04.2015 for approval.

Rampur HPS is designed to generate 1878 million units of electricity each year.

Power generated from Rampur HPS is distributed to Northern Regional states i.e. Himachal
Pradesh, Haryana, J&K, Punjab, Rajasthan, UP, Uttrakhand as per their percentage allocation
by ministry of Power.

47.6 MW Khrivire Wind Power (KWP)

Company has set up a 47.6 MW capacity Wind Power Project at Khrivire/ Kombhalne
village of Ahmedanagar district of state of Maharashra. The project comprises 56nos. Wind
Energy Generation (WEGs), each of capacity 0.85 mw. The Project started generation w.e.f.
20th January-2014 with commissioning of first lot of 25 WEGs and attained full generation
capacity by commissioning the last 56th WEGs on 20th may, 2014.

THERMAL ENERGY: SJVN is also venturing into the field of thermal power generation
with capacity of 1320 MW(2x660MW) super critical plant in Bihar and MoU signed with
Govt. of Bihar during January 2013. To meet with the requirement of coal a coal block is
allotted by GOI in west Bengal.
 SWOT ANALYSIS OF SJVN Ltd.

STRENGTHS:

SJVN has the following strengths:

SJVN has gained wide experience and expertise in development of large hydro power
projects from concept to commissioning including operation & maintenance and management
of silt during project operation. 'State of art' hard coating facility has been installed at project
site and being operated in-house.

SJVN has in house capability for complete design of hydro power projects, large value
contract award, its management and project management.

SJVN has stable revenue stream through long term power purchase agreements with state
electricity boards and distribution licensees. The allocation of power from its power station is
made by the Ministry of Power, Government of India.

SJVN has a competent and committed workforce. SJVN fully recognize that the
contribution of its employees is integral to the achievement of SJVN's ambitious plans and
have thus adopted an organizational philosophy which acknowledges and rewards their
contributions.
 Historical financial performance and steady cash flows over the years make SJVN believe
that existing operation are capable of funding the equity contribution portion for our existing
pipeline of projects.

B. OPPORTUNITIES:

India has an estimated hydro potential of about 1, 50,000 MW out of which only about
42783.42 MW (as on 31.03.2016) has been commissioned so far. The bulk of the unharnessed
potential is located in the hill states of Himachal, Uttarakhand, Arunachal Pradesh and
Sikkim.

SJVN is diversifying into alternate energy sources such as Wind & Solar Energy and Power
Transmission. SJVN is constantly striving to expand its base both in National and
International arena.

C. WEAKNESS:

NJHPS and RHPS are cascade schemes and operating in tandem. Any difficulties faced in
the operation of NJHPS will have direct consequences on power generation of RHPS and
shutdown of NJHPS results into loss of total revenue.

Stringent norms and cumbersome procedures for getting environment clearance, forest
clearance and clearance from National Board for Wild Life (where ever applicable) delays the
commencement of construction of projects.

Increase in cost of land after introduction of new Land Acquisition Act are making hydro
power projects more cost intensive and thus higher tariff.

D. THREATS:

In spite of extensive survey and investigations, the probability of geological surprises in

various components of hydroelectric projects in young Himalayan ranges pose great technical
challenge involving extremely cost intensive and time consuming measures.

Most of the hydro-electric projects are located in the remote locations and are prone to
natural calamities such as cloud burst, land slide, road block etc. These natural calamities also
contribute to delays.
 EMPLOYEE SATISFACTION

INTRODUCTION:
Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures meaning that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace. As per Vroom Employee Satisfaction is a
positive orientation of an individual towards a work role which he is presently occupying

Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, and
stay loyal to the company. There are many factors in improving or maintaining high
employee satisfaction, which wise employers would do well to implement.

Employee satisfaction, while generally a positive in organization, can also be a bad luck if
mediocre employees stay because they are satisfied with your work environment. Many
experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel like part of a family or team. Holding office events, such as parties or group
outings, can help build close bonds among workers. Many companies also participate in
team-building retreats that are designed to strengthen the working relationship of the
employees in a non-work related setting. Camping trips, paintball wars and guided
backpacking trips are versions of this type of team-building strategy, with which many
employers have found success.

Of course, few workers will not experience a boost in morale after receiving more money.
Raises and bonuses can seriously affect employee satisfaction, and should be given when
possible. Yet money cannot solve all morale issues, and if a company with widespread
problems for workers cannot improve their overall environment, a bonus may be quickly
forgotten as the daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have a
comfortable, clean break room with basic necessities such as running water. Keep facilities
such as bathrooms clean and stocked with supplies. While an air of professionalism is
necessary for most businesses, allowing workers to keep family photos or small trinkets on
their desk can make them feel more comfortable and nested at their workstation. Basic
considerations like these can improve employee satisfaction, as workers will feel well cared
for by their employers.

The backbone of employee satisfaction is respect for workers and the job they perform. In
every interaction with management, employees should be treated with courtesy and interest.
An easy avenue for employees to discuss problems with upper management should be
maintained and carefully monitored. Even if management cannot meet all the demands of
employees, showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale.

Satisfaction = f(what employee expects, what she gets, time, back ground of the employee-
social, economic, cultural). Satisfaction being a continuous process starts from the day 1 and
gets reinforced with time depending on the importance of the various factors considered to be
important for the individual employee. Loyalty towards the organization starts to develop
when the employee continues to get the positive reinforcements on various important aspects
for the duration of the employment. Core Values as a Foundation of Employee Satisfaction:
These are the values that have enabled employees to build the leading company in industry;
these are the values that will fuel employees worldwide growth in the coming years; and
these are the values that will drive employees career:
 Professionalism Demonstrating professional methods, character and standards. Treating
prospects, clients and co-workers generously and charitably at all times, but especially in the
face of adversity.

Enthusiasm Showing excitement, optimism and passion for your work.

Resourcefulness Acting effectively and imaginatively to produce great results from

scarce resources.

Self-directedness Working independently and autonomously to achieve the goals set by

management.

Ethics Acting in accordance with the accepted principles of right and wrong that govern
the conduct of our profession.

Unselfishness Putting others before yourself, giving your time and effort for prospects,
clients and co-workers. Showing cooperative effort as the member of a group to achieve a
common goal.

Strategic-mindedness Suggesting and implementing long-term improvements springing

from a sequence of short-term task

WHY TO STUDY ABOUT EMPLOYEE SATISFACTION?

The study of "employee satisfaction" helps the company to maintain standards & increase
productivity by motivating the employees. This study tells us how much the employees are
capable & their interest at work place? What are the things still to be satisfy to the employees.
Although "human resources" are the most important resources for any organization, so to
study on employees satisfaction helps to know the working conditions & what are the things
that affect them not to work properly? Always majority of done by the machines/equipments
but without any manual moments nothing can be done. So to study on employee satisfaction
is necessary the Hows and Whys of Employee Satisfaction Mapping: An organization is all
about customer satisfaction. Companies understand this and focus all their energy on their
service or customer experience. However, many companies do this at the cost of employee
experience. What does this mean? Is customer satisfaction not the priority? It is! But it is
important not to lose sight of people who deliver the end product or service to the customers
 the employees. These are the people that need a proper support system. Employee
satisfaction is paramount as this is what will determine the success or failure of a company.
When employees are satisfied and happy about working in an organization, the customer is
the first person to notice that.

With employees getting thin-skinned every day, it depends completely on the employer to
ensure they do not have their top talent drained away by the new competitor on the block. In
the current scenario, the decision of hopping by the employee is triggered by the minutes of
issues, such as being ticked off in a not too friendly tone or even an uneasy office
environment. It becomes important to be aware and understand the signals that are given out
by the employees. The management will do well to catch them before it is too late and the
employee makes the decision to quit. This understanding gives the employers an edge and
gives them the time to take corrective measures if necessary, in order to prevent talent loss. It
could be that the employee is not happy with the environment or is suffering from a
relationship issue with a colleague or a superior. These issues need to be handled before they

get out of hand. How do employers understand their employees ? How do they know what
employees want? How do they map their satisfaction levels? There are several ways of
mapping employee satisfaction. Surveys: This is a traditional method that involves
employees participation. Employers create surveys that have questions on the different
parameters related to the organization. They put forth questions in such a way that every
aspect of an organization is touched and the feedback is returned in the form of an opinion
given by each employee. This helps employers understand how employees think and their
satisfaction levels, and paves the path for problem solving. These surveys can actually
identify problem areas and help come up with solutions to solve the problems. They reveal
the employee attitude on the whole.

One-on-One Interviews: A non-conventional tool, this involves discussions with every

employee on a one-to-one basis every few months. Their thoughts are recorded and trouble
parameters identified and taken care of.

Exit Interviews: This comes into action after an employee submits his resignation papers.
The problem with exit interviews is that most employees, once they decide to leave, are not
forthright. In an attempt to keep good relations with the employer, they usually do not tell-all
as they ought to. Many of them in fact give personal reasons for leaving and make the
employer feel that all is well on the work front.
Employers who fail at HR and see high attrition rate are those that consider monetary
compensation as highly important. In spite of the fact that employees work for money,
emotional rewards go a long way at keeping the employer-employee relation strong and have
a larger impact on employee satisfaction. Tracing and improving this satisfaction level has to
be top priority for the HR department of an organization. Employee satisfaction mapping can
be the key to a better motivated and loyal workforce that leads to better organizational output
in the form of better products and services and results in overall improvement of an
organization. If a person is not satisfied by the job he is doing, he may switch over to some
other more suitable job. In todays environment it becomes very important for organizations
to retain their employees. The reason may be personal or professional. These reasons should
be understood by the employer and should be taken care of. The organizations are becoming
aware of these reasons and adopting many strategies for employee retention. The basic needs
other than routine tasks are to be taken care of on priority before it becomes late by HR
department.

THEORIES OF EMPLOYEE SATISFACTION

The company's ability to fulfill the physical, emotional, and psychological needs of its
employees. Satisfying the employee's all needs, so that he can give 100% to the company.
Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be
experienced in various levels or degrees. Vital ingredients for any employees satisfaction are
physical, security, social and egoistic needs which satisfy individuals psycho social.

1. Physical and Security need: This relates to satisfaction of bodily function like hunger,
thirst, shelter as well as to be secure in the employment.

2. Social Need: Since human beings are dependent on each other. There are some needs
which can be satisfied only when individual is recognized by other people.

3. Egoistic Need: This relates to man desire to mans desire to be dependant to do things of
his own end to sense of accomplishment.

To a considerable extent however physical needs are satisfied off the job. Social needs are
satisfied through personal contacts around the job where egoistic needs are chiefly satisfied
through the job.
MASLOW'S HIERARCHY OF NEEDS:

Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his

1943 paper A Theory of Human Motivation. Maslow subsequently extended the idea to
include his observations of humans' innate curiosity. Maslows hierarchy of needs is most
often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic
needs, while the more complex needs are located at the top of the pyramid. Needs at the
bottom of the pyramid are basic physical requirements including the need for food, water,
sleep and warmth. Once these lower-level needs have been met, people can move on to the
next level of needs, which are for safety and security. As people progress up the pyramid,
needs become increasingly psychological and social. Soon, the need for love, friendship and
intimacy become important. Further up the pyramid, the need for personal esteem and
feelings of accomplishment take priority. Like Carl Rogers, Maslow emphasized the
importance of self-actualization, which is a process of growing and developing as a person to
achieve individual potential. Maslow believed that these needs are similar to instincts and
play a major role in motivating behavior. Physiological, security, social, and esteem needs are
deficiency needs (also known as D-needs), meaning that these needs arise due to deprivation.
Satisfying these lower-level needs is important in order to avoid unpleasant feelings or
consequences. Maslow termed the highest-level of the pyramid as growth need (also known
as being needs or B-needs). Growth needs do not stem from a lack of something, but rather
from a desire to grow as a person.

There are five different levels in Maslows hierarchy of needs:

1. Physiological Needs: These include the most basic needs that are vital to survival, such as
the need for water, air, food and sleep. Maslow believed that these needs are the most basic
and instinctive needs in the hierarchy because all needs become secondary until these
physiological needs are met.

2. Security Needs: These include needs for safety and security. Security needs are important
for survival, but they are not as demanding as the physiological needs. Examples of security
needs include a desire for steady employment, health insurance, safe neighborhoods and
shelter from the environment.

3. Social Needs: These include needs for belonging, love and affection. Maslow considered
these needs to be less basic than physiological and security needs. Relationships such as
friendships, romantic attachments and families help fulfill this need for companionship and
acceptance, as does involvement in social, community or religious groups.

4. Esteem Needs: After the first three needs have been satisfied, esteem needs becomes
increasingly important. These include the need for things that reflect on self-esteem, personal
worth, social recognition and accomplishment.

5. Self-actualizing Needs: This is the highest level of Maslows hierarchy of needs. Self-
actualizing people are self-aware, concerned with personal growth, less concerned with the
opinions of others and interested fulfilling their potential.

DETERMINANTS OF EMPLOYEE SATISFACTION

Employee satisfaction is a multi-variable and indescribable concept. There are number of

factors that influence employee satisfaction. These factors can be classified into two
categories.

A) Organizational Variables: The organizational determinants of employee satisfaction play

a very important role. The employees spend major part of their time in organization so there
are number of organizational factors that determine employee satisfaction of the employees.
The employee satisfaction in the organizations can be increased by organizing and managing
the organizational factors.

1) Overall Individual satisfaction: Employees be should satisfy with the organization as a

great place to work

2) Compensation and Benefits: This is the most important variable for employee satisfaction.
Compensation can be described as the amount of reward that a worker expects from the job.
Employees should be provided with competitive salary packages and they should be satisfied
with it when comparing their pay packets with those of the outsiders who are working in the
same industry. A feeling of employee satisfaction is felt by attaining fair and equitable
rewards.

3) Nature of Work: The nature of work has significant impact on the employee satisfaction.
Employee satisfaction is highly influenced by the nature of work. Employees are satisfied
with job that involves intelligence, skills, abilities, challenges and scope for greater freedom.
Job dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustrations and
failures.

4) Work Environment and Conditions: Employees are highly motivated with good working
conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor
working conditions brings out a fear of bad health in employees. Employees spend 6 to 8
hours at their workplace every day which makes a workplace their second home. It is up to
the employers to see and make sure that the office is fully facilitated and is in good working
order. It must be well lit and well ventilated with the right amount of lights, fans, air-
conditioning. Cleanliness is of utmost importance as there are a huge number of workers
working at a job place. The offices, cubicles, rest area, washrooms, kitchen & serving area
must be neat and clean. The more comfortable the working environment is more productive
will be the employees.

5) Job Content: Factors like recognition, responsibility, advancement, achievement etc can be
referred to as job content. A job that involves variety of tasks and less monotonous results
delivers greater employee satisfaction. A job that involves poor content produces job
dissatisfaction.

6) Job Satisfaction: Job satisfaction is the favorableness or un-favorableness with which

employees view their work. As with motivation, it is affected by the environment. Job
satisfaction is impacted by job design. Jobs that are rich in positive behavioral elements
such as autonomy, task identity, task significance and feedback contribute to employees
satisfaction. Likewise, orientation is important because the employees acceptance by the
work group contributes to satisfaction. Each element of the environmental system, can attract
or detract from job satisfaction.

7) Organizational Level: The jobs that are at higher levels are viewed as prestigious,
esteemed and opportunity for self-control. The employees that are working at higher level
jobs express greater employee satisfaction than the ones working at lower level jobs.

8) Opportunities for Promotion: Promotion can be reciprocated as a significant achievement

in the life. It promises and delivers more pay, responsibility, authority, independence and
status. So, the opportunities for promotion determine the degree of satisfaction to the
employees.
9) Work Group: There is a natural desire of human beings to interact with others and so
existence of groups in organizations is a common observable fact. This characteristic results
in formation of work groups at the work place. Isolated workers dislike their jobs. The work
groups make use of a remarkable influence on the satisfaction of employees. The satisfaction
of an individual is dependent on largely on the relationship with the group members, group
dynamics, group cohesiveness and his own need for affiliation.

10) Leadership Styles: The satisfaction level on the job can be determined by the leadership
styles. Employee satisfaction is greatly enhanced by democratic style of leadership. It is
because democratic leaders promote friendship, respect and warmth relationships among the
employees. On contrary, employees working under authoritarian and dictatorial leaders
express low level of employee satisfaction.

11) Communication Methods: When administrative policies and all important announcements
are communicated to the employees, it boosts their morale. The methods chosen for
communication also play an integral role. Some of the methods that could be used are
intranet, monthly newsletters, weekly meetings etc...

12) Safety measures: An employer must make sure that he provides a safe environment to
his/her employee. The security measures outside office include security guards and parking
facility. While inside the office, there must be introduced a safe environment for male and
female employees to work so that if an employee has to work late hours she/he should feel
safe and comfortable working in his/her office. There must be no discrimination or
harassment practiced and the employee should be given equal opportunity to grow as an
individual despite being male or female.

B) Personal Variables: The personal determinants also help a lot in maintaining the
motivation and personal factors of the employees to work effectively and efficiently.
Employee satisfaction can be related to psychological factors and so numbers of personal
factors determine the employee satisfaction of the employees.

1) Personality: The personality of an individual can be determined by observing his

individual psychological conditions. The factors that determine the satisfaction of individuals
and his psychological conditions is perception, attitudes and learning.

2) Age: Age can be described as a noteworthy determinant of employee satisfaction. It is

because younger age employees possessing higher energy levels are likely to be having more
employee satisfaction. In older age, the aspiration levels in employees increase. They feel
completely dissatisfied in a state where they are unable to find their aspiration fulfilled.

3) Education: Education plays a significant determinant of employee satisfaction as it

provides an opportunity for developing ones personality. Education develops and improvises
individual wisdom and evaluation process. The highly educated employees can understand
the situation and asses it positively as they possess persistence, rationality and thinking
power.

4) Gender Differences: The gender and race of the employees plays important determinants
of Employee satisfaction. Women, the fairer sex, are more likely to be satisfied than their
male counterpart even if they are employed in small jobs. The employee satisfaction can also
be determined by other factors like learning, skill autonomy, job characteristics, unbiased
attitude of management, social status etc. It is important for managers to consider all these
factors in assessing the satisfaction of the employees and increasing their level of employee
satisfaction.

HOW EMPLOYEES CAN EXPRESS THEIR DISSATISFACTION?

Top Triggers of Employee Dissatisfaction:

Ambiguity in role and responsibilities

Responsibility without accountability. If one has responsibility but no power to take

decisions or accountability on one gets de-motivated as one cannot show results or move
things forward.

Sometimes employees set too high unrealistic standards/ expectations for themselves and
that too sometimes lead to against within them. In this case if they do not have a good
mentor, it may lead to a lot of stress and pressure as inability to achieve unrealistic goals may
be due to circumstances beyond their control.

Lack of professionalism, lack of systems and processes also leads to employee angst.

Biased approach/favoritisms/discrimination at work

Lack of challenge in the work/lack of opportunities to move up the career ladder the
employees sent out some signals to express their discontent and the organization should not
take it lightly.
 1) Excessive absenteeism: When a regular employee suddenly begins to take leave or is
late to work, it could indicate either his personal problems or job dissatisfaction.
2) Lack of interest: When an employee who stays at work until his job is done, now
begins to leave at sharp 5 pm no matter his job is done or not.
3) Lack of quality and quantity in work: When an employee is dissatisfied in his job then
automatically his mental state is reflected in his quality of his work.
4) Complaints by employee: Many complaints are put forward by the employee
regarding salary, benefits, working hours, working conditions etc.
5) Off the job work: Misusing the company facility for his personal use during working
hours
6) Misbehavior: An employee may express anger, frequent argument with association
and team member, which come out due to frustration. Effects of Dissatisfaction:
Recognizing the dissatisfaction is only half the battle. The company should consider
the reason for the burnout and should try to solve those problems because it will affect
other employees also. Otherwise it will affect the company in many ways like

* Low productivity

* High employee turnover cost

* Poor employee morale

WHY IS EMPLOYEE SATISFACTION IMPORTANT?

Purpose / benefits of employee satisfaction include as follows:

1. Importance of employee satisfaction for organization

Enhance employee retention.

Increase productivity.

Increase customer satisfaction.

Reduce turnover, recruiting, and training costs.

Enhance customer satisfaction and loyalty.

More energetic employees.

Improve teamwork.

Higher quality products and/or services due to more competent, energized employees.
2. Importance of employee satisfaction for employee

Employee will believe that the organization will be satisfying in the long run.

They will care about the quality of their work.

They will create and deliver superior value to the customer.

They are more committed to the organization.

Their works are more productive. Outcome of Employee Satisfaction:

a. Satisfaction and Productivity: Satisfied employees are not necessarily more

productive. Employee productivity is higher in organization with more satisfied
employees.

b. Satisfaction and Absenteeism: Satisfied employees have few avoidable absenteeism.

c. Satisfaction and Turnover: Satisfied employees are less likely to quit. Organization

takes actions to retain high performers and to weed out lower performers.

d. Satisfaction and Organization Behavior: Satisfied employees who feel fairly treated by

and are trusting of the organization are more willing to engage in behaviors that go

beyond the normal expectation of their job.

Why employee satisfaction survey?

Employee satisfaction survey are systematic efforts undertaken by organizations to measure

job satisfaction levels, by surveying employees opinions on several themes, the most
important of which are the work environment and the processes.
 FACTORS AFFECTING JOB SATISFACTION

GROWTH
OPPORTUNIT
IES IN THE
ORGANISATI
ON
INTERDEPARTMEN
TAL JOB
COMMUNICATION SATISFACTION

ORGANISATIO
N POLICIES
WORK
AND
ENVIRONMENT
IMPLEMENTATI
ON
SENSE OF
IDENTITY IN
ORGANISATIO
N
 Research methodology
RESEARCH: Research is a common parlance refers to search for knowledge. It is a
scientific and systematic search for pertinent information on a specific topic.

According to Clifford Woody research comprises defining and redefining problems,

formulation hypothesis or suggested solutions; collecting, organizing and evaluating data;
making deductions and reaching conclusions

Research methodology is the way to systematically solve the research problem. Research
methodology just does not deal with research method but also consider the logic behind the
method. It may be understood as a science of studding how research is done scientifically and
systematically. In it, we study the various steps that are generally adopted by the researcher in
study of his research problem along with logic behind them. It is necessary for researcher to
know the research method, technique he must also clearly understand the producer would
apply to problem giving to him. All this means that it is necessary for the researcher to design
methodology from problem to problem.

Research methodology is a way to solve systematically the research problem. In it the

researcher studies the various steps that are generally adopted by researcher in studying his
research problem along with the logic behind them.

OBJECTIVES OF STUDY:

To Measure the satisfaction levels of employees on various factors in SJVN.

To study the relationship between the personal factors of the employee (Gender,
Designation, Qualification, Age, and Years of Service in a company) with
satisfaction level.
To derive and analyze the current satisfaction level of the employees in the
company.
To study the various factors which influencing employee satisfaction.
HYPOTHESIS:

1.There is no significant relationship between gender and level of satisfaction.

2. There is no significant relationship between designation and level of satisfaction.
3. There is no significant relationship between educational qualification and level of
satisfaction.
4.There is no significant relationship between age and level of satisfaction.

SCOPE OF THE STUDY:

The scope of the study is SJVN LTD.

MANAGERIAL USEFULNESS OF THE STUDY:

Employee satisfaction is essential to ensure higher revenues for the organization. No amount
of training or motivation would help, unless and until individual development a feeling of
attachment and loyalty towards their organization. Employees who are satisfied with their job
willingly help their fellow workers and cooperate with the organization even during
emergency situations. So employee satisfaction plays an important role in any organization.
RESEARCH DESIGN:

Set Design
Samplin
Objecti questio
g
ve nnaire

Determi
Data Set ne Data
Collectio Time Collecti
n Frame on
Method

Data Dissemi Recommenda

Analys nate tion and
is Results Corrective
Actions

SAMPLING:

The sample is the representative unit of population. The researcher has taken the employees
as sample for this research.

A) Sampling method: Stratified Random sampling the various strata are:

i) Level- Employees across all the three level i.e., Executives, Supervisors &
Workman were surveyed.
ii) Location- Employee satisfaction survey carried in SJVN LTD.

B) Sample size: 63
Data Collection
Data is of two types Primary data & Secondary data.

Primary data

The primary data are those which are collected, a fresh and for the first time and it is original
and correct. Primary data are collected with the help of questionnaire & personal interviews
and discussions. Out the various tools, the technique adopted here is one of the most practical
and result oriented technique, popularly known as Questionnaire Technique.

In a structured questionnaire, questions are definite, concrete and pre-ordained with

additional questions limited to those that a necessary to clarify in complete or
Inadequate answers for eliciting a more detailed response. In the questionnaire, the questions
are presented with exactly the same wording and in same order to all respondents. The
reason for standardization is to ensure that all the respondents reply to the same set
of questions.

Secondary Data
Secondary data is that data which someone else has already collected and which
have already been passed through the statistical process. Here, secondary data is collected
from journals, magazines, annual reports and publications

METHOD OF DATA COLLECTION

The researcher has chosen the questionnaire methods of data collection due to limited time in
hand. While designing data-collection procedure, adequate safeguards against bias and
unreliability must be ensured. Researcher has examined the collected data for completeness,
comprehensibility, consistently and reliability.
Researcher has also gathered secondary data which have already been collected and analyzed
by someone else. He got various information from journals, historical documents, magazines
and reports prepared by the other researchers.
Type of questionnaire
Close ended questionnaire revealing the intentions and results of survey to both parties
involved has been prepared keeping in mind five major criteria affecting satisfaction of an
employee in our organization.

STATISTICAL TECHNIQUE:

Percentage Method & Technique was used by researcher in the analysis of the data in his
research.

Percentage refers to a special kind of ratio. Percentages are used in making comparisons
between two or more series of data. Percentages are used to describe relations. Percentage
can also be used to compare the relative term, the distribution of two or more series of data.

Measures of Central Tendency tell us the point about which items have a tendency to cluster.
Such a measure is considered ad the most representative figure for the entire mass of data.
Measure of Central Tendency is known as Statistical Average.

Limitation:

A Few limitations and constraints came in the way of conducting the present study:-

Due to lack of time with authority, we could not get full information about
the hr policy of the company.

We cant visit to many companies in such a short time.

Due to the lack of internet facility, we could not get the data of
other companies.

Employees are not so much cooperative in giving the response

of questionnaire.

Though no effort was spared to make the study more accurate.

 EMPLOYEES SATISFACTION INDEX

IN

SJVN:
The study of "employee satisfaction" helps the company to maintain standards & increase
productivity by motivating the employees. This study tells us how much the employees are
capable & their interest at work place. The present study is an attempt to understand the
employee satisfaction SATLUJ JAL VIDYUT NIGAM LIMITED ( SJVN Ltd ).

In todays environment it becomes very important for organizations to retain their employees.
The reason may be personal or professional. These reasons should be understood by the
employer and should be taken care of. The organizations are becoming aware of these reasons
and adopting many strategies for employee retention.
SJVN has immense faith in the capabilities of its human resources and is committed to
fostering a culture of openness, honesty and integrity. Human Resource Management
function has undergone a significant change in recent years. SJVN attaches tremendous
importance to the management and development of its people. There is increasing recognition
that the individual in an organization is a key resource and should not be simply looked upon
as a cost. SJVN has now moved to a strategic human resource management system, which
looks at an individual as a vital resource to be valued, motivated, developed and enabled to
achieve the vision, mission and objectives of the corporation.
SJVN has extended welfare facilities like gym, club facilities, sports facilities & recreational
facilities to its employees and their family members:
Gym facilities extended at Projects & Corporate Office.
Club facilities for Executives, Non-Executives & also for dependents.
Sports infrastructure also being provided at Projects &Corporate Office.
To develop internal bonding & group cohesiveness, Inter Deptt. Sports tournaments &
sports activities (competition) also organized for employees and their family members.
SJVN teams participates in Inter Public Sector Undertaking tournaments like Cricket,
Volleyball, T.T. Badminton, Carrom, Kabaddi, Chess, Athletic etc. organised under the aegis
of Ministry of Power, Govt. of India.
 SJVN teams also took part in Distt. Level / State Level / National Level tournaments.

OBJECTIVE

The objective of conducting this Employee Satisfaction Survey is to create an index and get
results via a scientific calculation in a tabulate form to clearly reflect the current satisfaction
rate among the employees so as to improvise the areas of dissatisfaction and further improve
satisfaction in future, through constructive change in Human Resource Management policies
in SJVN.
PARAMETERS & SATISFACTION MEASUREMENT OF SJVN
LTD.
CALCULATING EMPLOYEES SATISFACTION INDEX
OF SJVN

DEGREE SCORE ASSIGNED

STRONGLY AGREE 4
AGREE 3
CANT SAY 0
DISAGREE 2
STRONGLY DISAGREE 1

FORMULA USED:

TOTAL SCORE RECEIVED= (total number of responses of 4*4)+(total number of

responses of 3*3)+(total number of responses of 2*2)+(total number of responses of 1*1)

MAXIMUM TOTAL SCORE: Total number of questions

METHOD USED = PERCENTAGE method

(Total score received /maximum total score*100)

OVERALL EMPLOYEE SATISFACTION INDEX OF SJVN

RESPONSES FORMULAE SCORE RECEIVED

STRONGLY AGREE 4*624 2,496
AGREE 3*1319 3,957
CANT SAY 0*135 0
DISAGREE 2*227 454
SRONGLY DISAGREE 1*64 64
TOTAL 6,971

RESPONDENTS 63
TOTAL NO. OF QUESTION ANSWER(63*38) 2394
TOTAL SCORE RECEIVE 6971
MAXIMUM SCORE(4*2394) 9576
ESI(TOTAL/ MAXIMUM SCORE) 72.79%

APHEP PROJECT:

RESPONSES FORMULAE SCORE RECEIVED

STRONGLY AGREE 4*287 1148
AGREE 3*137 411
CANT SAY 0*38 0
DISAGREE 2*72 144
STRONGLY DISAGREE 1*24 24
TOTAL 1727
RESPONDENTS 15
TOTAL NUMBER OF QUESTION ANSWERED 570
TOTAL SCORE RECEIVED 1727
MAXIMUM SCORE (570*4) 2280
INDEX(TOTAL/ MAXIMUM SCORE) 75.74%

BD&L, DEHRADUN:

RESPONSES FORMULAE SCORE RECEIVED

STRONGLY AGREE 4*45 180
AGREE 3*310 930
CANT SAY 0*25 0
DIAGREE 2*19 38
STRONGLY DISAGREE 1*10 10
TOTAL 1158

RESPONDENTS 42
TOTAL NUMBER OF QUESTION ANSWERED(42*38) 1596
TOTAL SCORE RECEIVED 5196
MAXIMUM SCORE(1596*4) 6384
INDEX(TOTAL/ MAXIMUMSCORE) 81.39%

DATA ANALYSIS
 AND

INTERPRETATION
Question: Are you satisfied with the current promotion Policy.

Agree 21%
Strongly agree 12%
Disagree 27%
Strongly disagree 40%

Agree
Strongly agree
disagree
Strongly disagree

Interpretation:

During the research it was concluded that satisfaction level of promotion policy system was
considerable and 40% employees are strongly disagree with the promotion policy of SJVN.
Question: Which type of compensation is given to you by the company?

Holiday Package 14%

Bonus 60%

Others 39%

700%

600%

500%

400%

300%

200%

100%

60%
0% 14% 26%
Holiday Bonus others

Interpretation:-

Here we can interpret that the company mostly use to give bonus to its employees as a
part of the compensation

QUESTION: REWARD AND RECOGNATION:

1. Are you satisfied with the monetary rewards?

 MONETRY REWARDS

33%

67%

INTERPRETATION: Regarding monetary rewards, 67% of the employees are satisfied

whereas 33% of the employees are not satisfied. It means that some of the employees want to
implement non-monetary rewards in the organization.

Question: Are you satisfied with the current appraisal system?

Agree 40%
Strongly agree 20%
Disagree 25%
Strongly disagree 15%
 Agree
Strongly agree
Disagree
Strongly disagree

Interpretation:

During the research it was found that satisfaction level of appraisal system was considerable
and 60% of the employees were satisfied but yet few employees were not satisfied.
SUGGESTIONS

One of the best ways to have satisfied employees is to make sure they are pleased
from the get-go. Offering a thorough orientation will ensue expectations are realistic.
Proper on boarding encourages positive attitudes and can reduce turnover.
Motivational training should be given to all employees at least in every quarter and it
should be made compulsory for each employee to attend it.
Encourage supervisors and managers to acknowledge employees deeds on daily
basis. Also implement a formal program company wide to recognize top achievers in
every job category.
Staff members can be better prepared for the formal appraisal, giving better results,
and saving management time.
Training and development actions can be broken down into smaller programs,
increasing success rates and motivational effect as a result.
Offering a balanced evaluation of both the employees strengths and their weakness.
Reward Managers who help good employees grow within the company.
Provide your best employees with challenging work, show consequences to those
employees who are underperforming and respond to employees work family balance
and other needs.
Key employees are sent abroad for training to enhance their skill and knowledge on
written bond of 1-3 years.
Including a review of key performance areas where an employee has performed well.
A bit of praise can go a long way to lifting an employees morale and feelings of
success on the job.

BIBLIOGRAPHY
Arun Monappa & Mirza S Saiysdain : Personnel Management, Tata Mc

Graw Hill Publishing Company Limited ,New Delhi, 11th edition, 1991.

Arun Monappa & Mirza S Saiysdain: Personnel Management, Tata Mc

Graw Hill Publishing Company Limited, New Delhi, 2nd edition.

Rudrabasavaraj. M.N: Dynamic Personnel Administration-management of

Human resource, Himalaya Publishing House.

Lakshmipathy : Performance Appraisal in Public Enterprises, Himalaya

Publishing House, 1st edition , 1985.

Jucius . J. Michael : Personnel Management, D.B. Taraporevala Sons &Co.

Private Ltd.