A Project Report

On

“A STUDY ON JOB SATISFACTION EMPLOYEE AT ILS HOSPITAL, AGARTALA (GPT

HEALTHCARE PVT. LTD)”

SUBMITTED TO

MR. PRASENJIT DASGUPTA

ASSISTANT PROFESSOR, FACULTY OF MANAGMENT STUDY
ICFAI UNIVERSITY, TRIPURA

SUBMITTED BY

PRIYAM PODDER
MBA (SEC A) 1st semester
ROLL NO = 19IUT0160021

ICFAI UNIVERSITY, TRIPURA

 Acknowledgement

To begin with, I would like to acknowledge and extend my heartfelt gratitude

to Mrs. MINU KAPOOR, SENIOR EXECUTIVE, HR ILS HOSPITAL AGARTALA
(G.P.T HEALTHCARE PVT. LTD) my Internship Supervisor for providing me this
great opportunity to work on this Report concerning JOB SATISFACTIONof a
organisation. I am grateful to her for guiding me and showing her best interest
in helping me prepare this report. Without her patience, sincere guidance and
suggestion I would not have been able to finish this report properly. Secondly, I
heartily thank all the officials of ILS HOSTPITAL AGARTALA (G.P.T HEALTHCARE
PVT LTD) for their supporting as well as cooperating me as an intern in their
organization. After that, I would like to convey my sincere gratitude to the
CHIEF OPERRATING OFFICER, Mr.Shuvomoy ghosh and my supervisor SENIOR
EXCEUTIVE, HR, Mrs.MINU KAPOOR providing their valuable time and
cooperate with me. Moreover, I am also thankful to them for providing
necessary and valuable information regarding this organisation and also for
being kind to me. Without their help kthis Internship report would not have
been easy to prepare.

PRIYAM PODDER
MBA (SEC A)
ROLL NO: - 19IUT0160021
 DECLARATION

I hereby declare that the project work entitled “A STUDY OF EFFICTIVNESS OF

EMPLOYEE TRAINING & DEVELOPMENT PROCESS AT ILS HOSPITAL
AGARTALA (GPT HEALTHCARE PVT.LTD)” is a record of an original work done
by me under the guidance of Mr .PRASENJIT DASGUPTA, ASSISTANT
PROFESSOR, FACULTY OF MANAGMENT STUDY , ICFAI UNIVERSITY TRIPURA &
MY SUPERVISOR Mrs. MINU KAPOOR, SENIOR EXECUTIVE, HR ILS HOSTPITAL
AGARTALA(G.P.T HEALTHCARE GROUP) In partial fulfilment of the
requirement of BBA Degree offered by the TRIPURA UNIVERSITY ( A central
university) Department of the Business Management, SURYAMANINAGAR

I further declare that this project has not been submitted in full /part to any
other institution / university for the aware of any degree / diploma thereof
CHAPTAR TITLE

I INTRODUCTION OF THE STUDY

1.1 INTRODUCTION TO JOB SATISFACTION
1.2 OBJECTIVE OF STUDY
1.3 SCOPE OF STUDY
1.4 IMPORTANCE OF STUDY

1.6 LIMITATIONS
1.7 RESEARCH METHODOLOGY

Ii PROFILE OF THE ORGANISATION

III INTRODUCTION TO THE HR

Iii DATA ANALYSIS AND INTERPRETATIONS

IV OBSERVATION & FINDING

V CONCLUSION & SUGGESTION

 INTRODUCTION OF THE JOB SATISFATION

Job satisfaction or employee satisfaction is a measure of workers' contentedness

with their job, whether or not they like the job or individual aspects or facets of jobs,
such as nature of work or supervision.[1] Job satisfaction can be measured in
cognitive (evaluative), affective (or emotional), and behavioural
components.[2] Researchers have also noted that job satisfaction measures vary in
the extent to which they measure feelings about the job (affective job
satisfaction).[3] or cognitions about the job (cognitive job satisfaction).[4]
One of the most widely used definitions in organizational research is that of Locke
(1976), who defines job satisfaction as "a pleasurable or positive emotional state
resulting from the appraisal of one's job or job experiences" (p. 1304).[5] Others have
defined it as simply how content an individual is with his or her job; whether he or
she likes the job or not.[6] It is assessed at both the global level (whether or not the
individual is satisfied with the job overall), or at the facet level (whether or not the
individual is satisfied with different aspects of the job).[1] Spector (1997)[1] lists 14
common facets: Appreciation, Communication, Co-workers, Fringe benefits, Job
conditions, Nature of the work, Organization, Personal growth, Policies and
procedures, Promotion opportunities, Recognition, Security, and Supervision.

Hulin and Judge (2003) have noted that job satisfaction includes
multidimensional psychological responses to an individual's job, and that these
personal responses have cognitive (evaluative), affective (or emotional), and
behavioral components.[2] Job satisfaction scales vary in the extent to which they
assess the affective feelings about the job or the cognitive assessment of the job.
Affective job satisfaction is a subjective construct representing an emotional feeling
individuals have about their job.[1][3][4][7] Hence, affective job satisfaction for
individuals reflects the degree of pleasure or happiness their job in general induces.
Cognitive job satisfaction is a more objective and logical evaluation of various facets
of a job. Cognitive job satisfaction can be unidimensional if it comprises evaluation of
just one facet of a job, such as pay or maternity leave, or multidimensional if two or
more facets of a job are simultaneously evaluated. Cognitive job satisfaction does
not assess the degree of pleasure or happiness that arises from specific job facets,
but rather gauges the extent to which those job facets are judged by the job holder to
be satisfactory in comparison with objectives they themselves set or with other jobs.
While cognitive job satisfaction might help to bring about affective job satisfaction,
the two constructs are distinct, not necessarily directly related, and have different
antecedents and consequences.[4]
Job satisfaction can also be seen within the broader context of the range of issues
which affect an individual's experience of work, or their quality of working life. Job
satisfaction can be understood in terms of its relationships with other key factors,
such as general well-being, stress at work, control at work, home-work interface, and
working conditions.[8]
 OBJECTIVE OF THE STUDY

* To,assess the satisfaction level of employees on working conditions

and environment.
* To, study the employee perception to the organisation.
 ORGANISATION PROFILE

FIG 1.1 (ILS HOSPITAL, AGARTALA)

INTRODUCTION OF THE ILS HOSTPITAL

ILS Hospitals is technically and financially viable and regarded as one the
most reputable Institution in Eastern part of the Country under the pioneer
ship of Dr. Om Tantia, the Founder Director of Institute of Laparoscopic
Surgery. ILS Hospitals currently operates 3 state-of-the-art multispecialty
hospitals at Salt Lake & Dumdum, Kolkata (West Bengal) and at Agartala,
(Tripura).
Each of these healthcare units is known for offering quality treatment at an
affordable price for people residing in the respective regions. The excellence
in offering advanced and extensive treatment also brings several patients from
all over the country and even outside. ILS Hospitals is reputed for providing
accessible and affordable healthcare services to patients with care,
compassion and commitment.
ILS Hospital, Salt Lake has been accredited as a Centre of Excellence
for “Minimal Access Surgery” in the field of Bariatric & Endoscopic weight
reduction surgery. ILS Hospitals Salt Lake Department of Minimal Access
Surgery has also been accredited by National Board of Examinations for
Fellowship in Minimal Access Surgery. ILS Hospitals also got accredited as a
leading healthcare provider in eastern India by Times Health Magazine.
The bariatric department of ILS Hospitals has been awarded the title of
Centre of Excellence by SRC and OSSI & Dr. Om Tantia as the Surgeon of
Excellence.
ILS Hospitals is also a FOGSI/IAGE recognized Gynae Endoscopic Training
Centre.
Presently, across these 3 units, GPT Healthcare has bed strength of 400+ and
it also operates 40 Seat Nursing School at Agartala, Tripura.

* INTRODUCTION TO THE ORGANISATION

FIG. 1.2: LOGO OF GPT GROUP

 VISION

* To build a dynamic organization where we are leaders in the businesses in

which we operate

 Setting standards in technical competence, quality and customer

satisfaction by remaining true to our fundamentals and values

 Encouraging professionalism, integrity and team spirit among our

employees

MISSION

“To provide high quality healthcare solutions to our patients with

dedication and the support of our highly qualified and caring team of
doctors and employers, while always striving for the growth of all
stallholder”

* ABOUT THE GPT GROUP

GPT is a business group that repeats its success story with every new
venture. As a fast-growing conglomerate involved in key sectors, such as
infrastructure, civil construction, manufacturing and healthcare, GPT is
confident of sustaining its tradition of success. Group turnover exceeded
Rs. 300 core (around USD 65 Million) and with several projects under
execution and in the pipeline, we are targeting exponential top line growth
 RESEARCH METHODOLOGY

DATA COLLECTION TOOLS:-

The data collection tools was structure questionnaire, Face to face, I chose that
as tool for it is simple to administration & easy to analyze through structure
questionnaire

METHODS OF DATA COLLECTION :-

Following were the steps in my study:-

1. QUESTIONARY:-
Individual questionnaire was served to the entire sample employees asking their
opinion about the effectiveness of the training & development programme ILS HOSTPITAL

2. COMPANY DATA & REPORT :-

Certain reports from the department provide the information as to the total numbers of
employees, schedules of training programme, number of person, attending it and other such
things , which indicate the employee performance on the job after attending training
programme :-

2.6 TOOLS AND TECHNIQUES OF ANALYSIS OF DATA

* RESEARCH:-
Research Includes scientific & inductive thinking & it promotes the
development of logical habits of thinking an organisation. it can be defines as
a systematic approach

* SOURCES OF DATA - :
PRIMARY DATA
Primary data is data that is collected by a researcher from first-hand
sources, using methods like surveys, interviews, or experiments. It is
collected with the research project in mind, directly from primary sources.
The term is used in contrast with the term secondary data.Jul 31, 2018

SECONDARY DATA
Secondary data refers to data which is collected by someone who is
someone other than the user. Common sources of secondary data for
social science include censuses, information collected by government
departments, organizational records and data that was originally collected
for other research purposes
 DATA ANALYSIS & INTERPRETATION

JOB SATISFCTION OF EMPLOYEE

* TOTAL RESPONDENT OF EMPLOYEES: - 30

* DURATION TIME OF SURVEY : - 15 DAYS
* SCALE OF QUESTIONNAIRE :- RANDOM
SAMPLING METHODS

1. 1. TABLE SHOWING GENDER OF THE EMPLOYEES

NO.OF
PARTICULAR EMPLOYEE
MALE 15
FEMALE 15

NO.OF EMPLOYEE

MALE
FEMALE MALE
FEMALE
50% 50%

INTERPRETATION:- So above the data analysis shown that out of 30

sample collection of employees 50% are employees male and 50% employees
are female