Chintan Project Report

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A

Project Report

On

EMPLOYEES SATISFACTION LEVEL

At

United Phosphorus Limited

(Unit -2)

Submitted to

SHREE J. M. PATEL INSTITUTE OF SOCIAL WORK, ANAND

Affiliated to

SARDAR PATEL UNIVERSITY, V.V.NAGAR

In partial fulfillment of the

Requirement for the degree of

MASTER OF HUMAN RESOURCE MANAGEMENT

Submitted By

CHINTANKUMAR P. MODI

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DECLARATION

I, Chintankumar P. Modi, hereby declare that the project work entitled

EMPLOYEES SATISFACTION LEVEL is a result of my own work and my

indebtedness to other work/Publication, if any have been duly acknowledged

Place : ANKLESHWAR.

Date : 30.06.2012 (Chintankumar P. Modi)

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ACKNOWLEDGEMENT

This project work is the core part of my educational programme, MHRM (Master of

Human Resource Management). I take this opportunity to express my deep gratitude

and feel especially indebted to Mrs. Shreeji Pandey (Manager- HR) for giving me an

opportunity. Mrs. Pooja Jain (Executive HR) and Mr. Jignesh R. Prajapati

(Executive personal department) for giving the opportunity to undertake the project

work at United Phosphorus Limited Unit-2 I am also thankful to all the employee of

UPL who directly or indirectly help me in successful completion of this project report.

Lastly, I am much thankful to my family members and my friends who are directly or

indirectly help me throughout fulfillment of this project.

Yours sincerely,

Chintankumar P. Modi

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CONTENTS

Chapter No. Topic Page No.

1 General Information of the company 052 Functions of HR department 09

3 Review of literature 33

Employees Satisfaction level

4 Introduction 36

5 Objective of the study 37

6 Research Methodology 38

7 Data Analysis and interpretation 39

8 Findings of the study 74

CHAPTER - 1

Background of the company

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United Phosphorus Ltd. (UPL) was promoted by Mr. R.D.Shroff in the year

1969 to manufacture Phosphorus and its compounds. In the year 1972, the

company started by making red Phosphors. Having established itself as a

leading producer, it subsequently added to its list of products.

United Phosphorus Ltd. (UPL) is a leading global producer of generic crop

protection Product, intermediates and other industrial chemicals it is one of the

largest agro chemical Producers in India with a wide range of Products the

includes Fumigants, Fungicides, Insecticides and Herbicides.

UPL ranks 3rd amongst the top 8th agrochemical Companies in the World. UPL

manufactures and markets both technical and markets both formulations. The

companys branded Products are, well recognized and have reputation for

Quality. UPL has customer base in 86 countries which makes the global Player

of crop Protection Products in the world UPL has a world wide network of

Subsidiaries, affiliate, offices selling branded agrochemicals, bulk pesticides

and industry chemicals.

The underlying Philosophy of the company is to provide cost effective, quality

solution in crop Protection for farmers. UPL has been able to achieve this

through managing change and making most of the opportunities that opened up

with liberation and globalization. A focus on our Core Competence, a vision ofbeing a global Player and a commitment to provide cost effective quality

solution in crop protection for farmers, have been the driving forces of the

company.

UPL is constantly looking for new ways to improve their products and Services

and the efficient synthesis of active ingredients is the core of our success UPL

has started Pioneered backward integration in agrochemicals and is one of

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the worlds few companies to manufactures complex organ phosphorus

compounds starting from the basic raw materials, rock phosphate. The strategy

has now been extended to other products.

Their main aim is to build successful long term relationship with customers to

understand their needs and deliver real performance in huge benefits. As a

reliable and dynamic partner their area of experience covers registration

manufacture and formulation, technical support and marketing.

UPL is also concerned with product development and their aim is to accurately

meet the needs of their markets across the world through the development and

introduction of existing and new products. These products are developing to

meet and exceed their customers expectation in the area of quality and

performance.

The quality control policy of the UPL is based on the clear target of zero

Defect. Each stage of production from raw material through manufacturing to

postproduction is closely monitored. UPL has also committed substantial

investment to maintain and improve high standards of environmental care. This

concern is designed in to UPLS process and manufacturing plants at the outset

to minimize effluents and energy use. Care is taken to ensure that raw material

and energy are used efficiently across the production process. They recognizethat their process may have an impact on the environment and as a result they

are committed to continuously improving their environmental performance to

minimize the effluent.

To work closely with the customer in the market place, UPL recognizes the

requirement of the support in product research, development and registration.

The company has invested in research team, which undertakes extensive filed

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trials for developing innovative formulations. New products have been

introduced every year of the companys history, in response to the specific

needs of the changing market.

The company is committed to maintaining and expanding its portfolio of

registration throughout the world. Considerable investment has been focused on

the regularity requirement for registration support.

Through acquisition, subsidiaries, UPL has built a network across the globe in

Europe, America, Asia-pacific, Africa, Australia with fully owned subsidiaries

in Argentina, Bangladesh, china, Cuba, Denmark, Honk Kong, Japan,

Mauritius, Mexico, Russia, South Africa, USA, UK, Zimbabwe and

representative offices in Sri Lanka and Vietnam.

UPL has established a marketing and distribution network, comprising of more

than 5000 dealers and 25 offices that works closely with the farmers. UPL has

the commitment and capabilities to offer total solution from start to finish in the

agriculture sector.

All the units of UPL are certified under the ISO 9001 for Quality Assurance,

14001 for environment pollution control norms and OSHAS 18001 for health

and safety.

Vision and Mission Statement

Vision Statement

To be world class organisation by

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Enhancing values to our customers and other stakeholders.

Caring for employee to work as a motivated team in an open and learning

environment.

Setting challenging new standards of performance.

Focusing on total quality, innovation and responsible care towards the

environment.

Mission Statement

We are in the business of:

Manufacturing and Supplying Crop Protection and Specialty Chemicals

Worldwide.

Providing solutions to optimise farm productivity for the farmer through

innovative and cost effective products to provide the customer better

value for money.

UPL Goals

Provide customers with prime quality products and services, backed by

efficient and courteous customer services.

Earn enduring respect of customers and the community.

Continually innovate and add value to the existing products and services,

and develop new markets in the Region.

CHAPTER 2

FUNCTIONS OF HR DEPARTMENT

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Human resource management is one of the important parts of the organization.

Because its play very important role in the organization. Employee in the

human resource management is talented not only as economic man but also

psychological man. Thus the complete man is viewed under this department.

HRD is the central of the entire department.

In UPL, the Human Resource Department is categorized as

Human Resource Department

Personnel Department

Departmental Structure (HR Department)

Activities of Human Resource Department

Human Resource Planning

Recruitment

DGM HRM

(Corporate)General Manager (Works)

Assistant Manager (HRD)

Trainee

(HRD)

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Selection

Performance Appraisal

Training and Development

Wages and Salary Management

Organization Development activity

Co-ordination Environment

Employee engagement Program

Human Resource planning

Human Resource Planning like all Planning is forward looking or future

oriented. It involves forecasts of the manpower needs in a future time period In

Employeeengagement

Program

Co-ordinationEnvironment

OrganizationDevelopment

activity

Wages and

SalaryManagement

Training &

Development

PerformanceAppraisal

Selection

Recruitment

HumanResourcePlanning

HRD

Activities

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UPL Human Resource planning is carried out on yearly basis. The meeting for

human resource planning is carried out in March in the Head office. Human

Resource review is done and then gap of human resource is calculated. With the

help of man-machine chart calculation the gap of the human Resource, with the

use of this chart they know the gap of manpower. The requirement of the

manpower is approved by the COO and CEO concerned. Then the Human

Resource Department gets the man power requisition and the concerned

department or the plant Head has to fill the man power requisition form.

Recruitment and Selection

Manpower is one of the most important resources as utilization of other

resources depends upon this. A well-motivated workforce will make the

organization effective. In order to achieve optimum utilization of the workforce

it is necessary to diligently deploy manpower in both qualitative and

quantitative terms.

It is the policy of the company

To recruit the best talent for the right job which would meet the

companys present and future needs.

The sourcing of the talent could be done internally as well as externally.

Sources of recruitmentIn UPL two types of sources are used to recruit the candidate.

1. Internal

2. External

Recruitment is done internally as well as externally but they prefer to recruit the

candidate by using the internal sources like employee reference, existing

employees, promotion, transfer of the employee because employees are already

familiar with the company and company has also all the details of the

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employees and it also saves the cost and time for induction program. But to

bring the new talent and skill in the company, they also recruit the candidate by

externally.

1. Internal recruitment

Employee reference

Existing employees

Promotion

Transfer

2. External recruitment

Employee exchange

Consultancy

With in the Ankleshwar

Ankleshwar Employeement service

Perfect placement

Owford placement

Outside the Ankleshwar

India placement service

Havoc placement service

Fact personnel

Omkar placement

Friends placement

Website

www.naukri.com

www.monster.com

Recruitment and selection process

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The process of recruitment starts from manpower assessment and manpower

planning. The company forecasts the manpower requirement to meet existing as

well as future business needs.

Each department head or functional head has to prepare proposals for additional

manpower. He should take into account separations by way of resignation,

retirement etc. This manpower requirement will be raised in the manpower

requisition form. This requisition form mentions the job specification and the

job descriptions and a justification for the requirement.

The Chief Operating Officer or Executive Director duly approves the manpower

requisition form for new positions. In case of replacements in the factories the

factory head is responsible for authorizing the same.

The HR department fills this requirement approaching various external

agencies, posting on websites, scanning existing database, and internal transfers

and through employee reference.

The candidate undergoes three rounds of interviews

I. Personal Interview with the HRD

II. Technical Interview with the concerned Department Head

III. Final Interview with the Senior/Top ManagementThe outstation candidates are reimbursed for their travel expenditure by train

(IInd / IIIrd A.C or 1st Class).

Once a candidate is finalized, an offer letter is given to him detailing the terms

of employment, documents required, his break up of emoluments etc.

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The candidate is then required to undergo a comprehensive medical

examination in a company authorized medical centre. The reports are sent only

to the HRD and not to be discussed with the candidate.

Presently, the company has a tie up with N M Medical Centre for corporate,

Jayaben Modi Hospital for Ankleshwar, Halol and Jhagadia and Haria

Hospital for Vapi. The centre sends the HRD the medical reports, which are

then examined by the company doctor.

On receiving the medical reports, the candidate is asked to resign from his

present position and join the company.

The Management reserves the right to select or reject a candidate, and the

decision of the management is final and binding

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Performance Appraisal System

Performance appraisal is a management tool designed to encourage

communication in the organization, improve quality of work produced and

promote individual accountability.

Objectives of the Performance Appraisal System

Open two way communications between the immediate superior and the

subordinate.

Provide an opportunity for the superior to give positive and constructive

feedback to his team.

Set mutually acceptable and achievable goals and objectives.

Provide a platform for the HOD to discuss how the team/department

objectives align with the strategy of the company.

Develop personal growth and career development strategies for the

individual team members.

Provide a basis for rewards and benefits.

Policy

The performance management system at UPL provides a structured and formal

platform for interaction in order to obtain a review of goals and objectives set

by individuals and teams.

Types of Performance appraisal in UPL

1. Annual Performance Appraisal

2. Quarterly Appraisals

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1. Annual Performance Appraisal

Objectives

To review employee performance and provide feedback so as to facilitate

employees overall growth and development

To decide the rewards (i.e. annual increment and incentive) that would

accrue to the employee.

Period of Review and timing

The annual performance appraisal reviews an individual for the financial year

for e.g. April 2009 March 2010. The review is done during the month of April

Process

The appraisal and Quarterly review process follow a similar pattern. The

process begins with the employee filling up his self review stating the

achievement in the key result areas and process areas. The process can be

jointly done with the HOD or may be first done by the employee and then

appraised by the immediate superior.

For all those employees who have preset objectives, the appraisee would enter

the ratings against the preset objectives after discussion with the concerned

employee. For all those employees whose objectives have not been preset the

appraiser could evaluate the performance of the employee for his contribution in

result areas, based on:

Quantity of work handled.

Quality of output

Timeliness with which the job is done

(These are general guidelines, which may be used to set a framework for the

appraisee)

The completed appraisal form is then sent to the next reviewer for his/her

comments, who would then forward the same to HR. This entire process is to be

completed before the 15th

of April.

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2. Quarterly Reviews

Objectives

Quarterly reviews are meant to be specific, measurable, achievable,

Result Oriented and time-bound.

To set goals/objectives keeping in view the focus of the organization in

view of changes in the organizational direction

To decide the incentive amount an individual is entitled to.

Period of Review

The quarterly review is done for an individual for every quarter in the financial

year i.e.

Quarter 1: April June,

Quarter 2: July September

Quarter 3: October December

Quarter 4: January March.

Process

The quarterly review process begins at the start of the quarter, where the team

members discuss the team strategy at the onset of the quarter along with the

H.O.D. They then set their goals or targets for the quarter and accord

weightages to each goal. At the end of the quarter a review of achievements

against the set targets is carried out and based on this review a ranking is given

to the individual. This ranking decides the incentive amount an individual

receives.

The final rankings should reach HRD by the 10th day of the month immediately

succeeding the quarter.

In order to make the KPI system more reward oriented while constantly

endeavoring for higher standards of performance, we have defined the metrics

of evaluation. This will enable an individual to be able to earn up to 120% of hisKPI in each quarter.

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Keeping the above in mind, the new system for setting the goals and the system

of evaluation will be as follows:

The targets set in every quarter should be much focused and the number

of targets taken would vary depending on the different focus areas.

The weightage for each target would depend on the level of priority up to

a maximum score of 100.

A level of difficulty will be defined at the end of all the targets. Level of

difficulty is the extent to which the targets set for the quarter are difficult

to achieve.

The range should be between 0.7 to 1.2, where 0.7 would be a fairly low

level of difficulty in achieving the goal and 1.2 would be a high level of

difficulty in achieving the goal. The level of difficulty is agreed upon

mutually by the subordinate and superior.

The level of difficulty will be decided at the beginning of the quarter.

The evaluation of the targets at the end of the quarter would be scored on the

following methodology

For e.g

Goals Results

Achieved

Weight

age

Achieved

Target 1 30 25

Target 2 25 20

Target 3 25 24Target 4 20 17

Total 100 86

The level of difficulty set for the above was 1.2. The person has achieved a

score of 86 points. The score for actual achieved is arrived at by multiplying the

level of difficulty with the achieved score. Hence the score would be 103.2.

The criterion for scoring is as follows:

Grade Range Percentage Criteria for scoring

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earned

Z+ 111-120 120 Sets more than 2 benchmarks

Z 101-110 110 At least 2 benchmarks

A 90-100 100 Achieves more than set targetsB 75-89 85 Achieves set targets

C 60-74 70 Slightly below target

D 59 below 0 Unacceptable

Training and Development activities including feedback process

Training is provided for improving the skills of employees and developmental

activities are for improving the overall behavior and personality of the

employees. Training and developmental activities are carried out so that

accidents are minimized, productivity is enhanced and skills are improved. The

personal growth of employee is possible with these different training and

development activities.

In UPL, training activities are Need Based. The training need assessment is

done by the employee himself and for the workers it is done by their immediate

superior. A form is been given to the person who needs training. He has to fill

the form specifying the area in which he needs training. The training program is

then designed by the HR person and finally the training is provided.

After the completion of the training program, feedback forms are given to the

trainees where they have to mention that they are satisfied or not.

The developmental activities are carried out by the Company. These activities

are common for Units 1, 2, 3, 4 and 5. For fulfilling these needs of the

Company, the seminars, campaign related to good living and personality

development programs are arranged. As the employee is attending the programs

and seminars, he is been asked about the effectiveness of the same.

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Types of training programmes for employees and trainees

ISO Training

Safety Training

SAP Training

IT Training

Induction Training

Soft Skill Training

BBSMS training

ISO Training

EMS (Environment Management System), QMS (Quality Management System)

and IMS (Integrate Management System) are the part of ISO Training. ISO

Training is given every quarterly compulsory. This training is given to upgrade

the knowledge about the ISO.

Safety Training

Because of chemical industry hazardous in nature, safety is very important for

all employees. Thus every month safety training for different topics like drum

handling, material handling solvent handling, fire safety, emergency response

safety, exposure safety is conducted for all workers and staff at UPL. This

training is known as safe train at UPL.

SAP Training

All the systems, data and reports are maintained in ERP named SAP at UPL.

Thus to make everyone aware about all the existing SAP modules Every quarter

SAP training for new joiners and refresher training for existing trainees is

conducted at UPL.

IT Training

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To continuously upgrade the knowledge about computers, internet networking,

IT etc. for every employee IT trainings are conducted at regular intervals. This

helps the employees more competent in todays environment.

Induction Training

Induction training is compulsory for all new joinees for all the units of UPL.

There is 2days safety induction and 1week plant orientation. Without which no

employee is allow to enter the plant.

Soft Skill Training

Every employee needs to upgrade not only the technical skill but also soft skills

in order to become a good leader in future to fulfill this requirement at regular

intervals the soft skill training such as leadership training, communication

training, art of delegation, stress management, performance management etc.

are provided two employees.

BBSMS training

It is a new concept which UPL has taken up in order to improve safety system at

UPL. After continuous training the system has been implemented and to sustain

the system regular training are provided at UPL.

Average training man-days / hours per employee

Total training provided to employees : 757 Man/days

Numbers of employees : 81

Average training man day = Total training provided

Number of employee = 75781

= 9.34 man days / employee

(1 day = 8 hours)

= 9.34* 8

= 74.76

= 75 man hours / employee

Promotion and transfer policy

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Promotions in UPL are given on merit basis only. Promotions are the result of

annual P.A. before the restructuring of the organization the promotions were

based of grading system. e.g.:- if an officer is earning Rs 6000 pm and as a

result of increment his salary reaches to Rs 10000 pm. Then he is automatically

promoted to executive. This was the grading system which was followed before.

But now the promotions are totally based on the performance of the employee.

If the employee covers his targets (KPI) then performance incentive (PI) is

added to his salary on quarterly basis. Eligibility criteria for promotions is the

score of the appraise should be above 90.

In UPL the transfer policy is totally need based of the employee. The HR

persons are in constant contacts with each other, as and when any vacancy

arises, in any unit the interested candidate are been transferred. Thus only

personal transfers are given in UPL.

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Personnel Department

Departmental Structure (Personnel Department)

Activities of Personnel Department

GM (Works)DGM (Personnel &

Administration)

Assistant Manager

Trainees

Officers

Senior Executive /

Executive

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Time Office

Details in employees personal file

Welfare Activities

Administration Activities

Resolving the disputes of the employees

Co-ordination with factory inspector

Industrial Relations

Function of Time office

Industrial

Relations

Details in

employees

personal file

Co-ordination

with factory

inspector

Resolving the

disputes of the

employees

Administration

Activities

Welfare

Activities

Time Office

Activities of

Personnel

Department

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All the factories operate six days a week and the shift timings are as follows:

(Function of Time office)

General shift 09:00am to 05:30pm

First shift 07:00am to 03:00pm

Second shift 03:00pm to 11:00pm

Third shift 11:00pm to 07:00am

In UPL employees are provided with swipe chard system through which their in

coming and out going timings are recorded.

For new employees, till the swipe card is provided to them, they are required tosign in the muster table their arrival & departure time. This muster table is kept

in the personnel dept.

The timings are basically recorded for salary calculation and to count the leave

of the employees, the policy followed for leave in UPL are as follows:

Leave is calculated on working days and is excluding the intervening

weekly offs and holidays The leave balance score card is provided twice a year in January and in

July.

Types of leave

1. Privilege leaves (PL)

2. Casual leave (CL)

3. Sick leave (SL)

Privilege leave and Sick leave are accumulated whereas Casual leave cannot be

accumulated. Privilege leave is available for 21 days in a year; sick leave is

available for 9 days; and Casual leave is available is available for 7 days per

annum.

Details in employee personal file

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In Personal file of and employee, contains some important documents with long

term legal implications. When a person is given the letter of appointment, on the

of joining he has to submit the following documents

Proof of age

Academic certificates

Professional certificate

Experience certificate

Salary certificate

Relieving letter of the pre Company

One stamp size photograph for an identity card

Five passport size photographs

Details which are maintained in their files are as follows:

Name

Post

Date of birth Age

Place of birth

Sex

Nationality

Religion

E-mail

Telephone number

Mobile number

Fax number

Present address

Permanent address

Martial status

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Marriage date

Any relative in UPL group, their name and relationship

Family background

Reference (if any)

Personal strengths and weakness

And as his career progresses other documents also get added, such as

Letter of increment

Promotions

Awards

Appraisals

Letter of appreciation

Disciplinary actions

Welfare Activities

The welfare activities are carried out so that the employees feel that theCompany is taking care of them. Various activities for employees and workers

welfare are being carried out in UPL. These are as follow:

Mediclaim

Canteen

Raincoats

Uniforms for workers

Civil shoes, Gum shoes for workers

Education for employees children

UPL colonies

UPL library

P.F

Environment day celebration

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Environment related training as per the schedules

Wage and Salary structure

In the past, grade system is followed by the UPL .But now flat organization

structure is followed by the UPL. In UPL wage & salary is distributed by

following way

Monthly

Basic -

HRA (House Rent Allowances) -

Transport -

Education -

Special allowances -

Monthly Gross XXX

Yearly

Bonus -

Provided fund -

Medical -

LTA -

Performance incentive (Quarterly) -

Superannuation

(For managers and above post) -

Conveyance(For assistant manager and above post) -

Yearly XXX

Cost to the Company - Annual Gross - YYY

The negotiation is done on cost to the company.

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Industrial relations

The word IR is used to express the nature of relationship between employee and

employer in the organization, when willing cooperation is available from

employees and workers for the achievement of organizations goals, it is said as

the company is having sound industrial relations. UPL has achieved this kind of

sound relationship. UPL is providing fair conducive environment for working.

Induction

We are known for the importance we accord to learning. The time and money

that we invest on strengthening the fundamentals, we believe gives us very good

return in future. We have a formal and structured induction for all new joinees

(from campus and laterals).

Our training provides inputs not only in ones own core functional area but also

across all key cross functions in the company. Each new recruit undergoes the

plant, depot & project training stint irrespective of the function he/she is in.

We have a structured orientation programme for our Executive Trainees

(management graduates and engineers who join us directly from campus).

The induction Process at UPL can be coined as four fold approach. The entire

process is divided into four parts. The layout of the Executive Trainee (E.T)

program (induction Programme) is based on the premise that Training & Cross-

functional exposure are two key organizational levers that promote careergrowth at UPL

Administration

The administration department handles a manifold of activities like

housekeeping of the premises, travel arrangement and ticket booking,

guesthouse arrangements and their maintenance and smooth functioning all

across the country, control on administrative overheads like stationery, courier,

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etc. and their allocations. Allocation of personnel like office assistants and

cleaners and handling of security, procurement and of cars, corporate

communication and organizing conferences also fall in this portfolio.

Housekeeping

Housekeeping is one of the main activities carried out by the administration

dept. which involves the cleaning of roads, canteen area, administration

building, other offices, gardening, and sanitation. All such activities carried out

are basically done through worker on daily basis, and its annual budget is

approximately above Rs.1lac p.a. excluding material used. House keeping in

plant area is basically done by well trained workers as other technical

knowledge is required to work in the plant area.

Canteen handling

The main aim of canteen handling is to provide good quality and quantity of

food to employees from the canteen contractor. Also the house keeping in

canteen is taken good care, as cleanliness is very much required in such places.

Transportation

The transportation carried out by administration department is to provide

transportation to employees on duty hours for official purpose only, which

basically involves two maruti vans in place or the travelers expenses are dulypaid.

Ticket booking

Ticket booking for railway reservation, general reservation In railways, bus

tickets, air tickets for the employees by the ticket provider for employees on

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official purpose only. The tickets are basically booked considering the

employees designation.

Hotel / Guest house booking

Booking in hotel or guest house is basically done by the company for its

visitors, as per the visitors requirement. The grade of service is maintained as

per the persons designation.

Organizational developmental activities

The HR Department is responsible for carrying out the activities related to the

organizational development. Firstly, activities related to give an ambiguous

environment are going on in Unit 1. The shifting of the departments are been

carried out. Secondly, the training programs are been arranged for Unit 2.

Thirdly, the work culture in Unit 3 is lacking as per the requirements. So the

activities related to changing the work culture are been carried out.

GRIEVANCE

According to Breach grievances is any dissatisfaction or feeling of injustice in

connection with ones employment situation that is brought to the notice of the

management.

DISICPLINE

Rules and regulation are essential to maintain peace, prevent anarchy, andregulate behaviors of people and to hold the pieces together. Moreover, most of

the employees prefer to work under disciplined environment as fair rulers

protect the individuals and the organization and enable the team work. Further,

disciplinary measures ensure just and equal treatment to all employee, efficient

two way communication, encourage co-operation and builds term pride.

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UPLS employees are well disciplined, but it is obvious that it may have some

occasions of misconduct or indiscipline. Misconduct, is an act or a conduct

which is prejudicial to the interests of the employee, or which is likely to impair

the reputation of the employee or create interest among other employees. UPL

believes in marination discipline properly, it is the best way of controlling

misconduct of the organization. But for the occasion of indiscipline, there must

be discipline action. Under this, first of tall accurate reasons for discipline

problem must be found and the courses of such problem for discipline found.

After that a specific penalty should be formulated or chosen according to the

disciplinary actions. Guidelines developed by HR department and finally

application of penalty.

Manpower planning

Human resource planning is the process by which management determines how

the organization should move from its current position to its desired man power

position. Through planning, management strives to have the right kind of

people at the right time doing right thing which result in both the organization &

individually receiving maximum long run benefits. At UPL there is no detailed

manpower planning is done what is done that different type of company are

asked it present annually their manpower requirement for different categories of

personal. This requirement is approved if they are valid.

Steps involved in manpower planning1. Anticipating manpower needs.

2. Planning job requirements & descriptions.

3. Analyzing skill to determine the nature of man power needs.

4. Selecting adequate source of requirement.

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CHAPTER 3

REVIEW OF LITERATURE

EMPLOYEE SATISFACTION

Employee satisfaction is the terminology used to describe whether employees

are happy and contented and fulfilling their desires and needs at work. Many

measures purport that employee satisfaction is a factor in employee motivation,

employee goal achievement, and positive employee morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can also

be a downer if mediocre employees stay because they are satisfied with your

work environment.

Factors contributing to employee satisfaction include treating employees with

respect, providing regular employee recognition, empowering employees,

offering above industry-average benefits and compensation, providing

employee perks and company activities, and positive management within a

success framework of goals, measurements, and expectations.

Employee satisfaction is often measured by anonymous employee satisfaction

surveys administered periodically that gauge employee satisfaction. (I do not

support these.) Employee satisfaction is looked at in areas such as:

management,

understanding of mission and vision,

empowerment,

teamwork,

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communication, and

coworker interaction.

The facets of employee satisfaction measured vary from company to company.

A second method used to measure employee satisfaction is meeting with small

groups of employees and asking the same questions verbally. Depending on the

culture of the company, either method can contribute knowledge about

employee satisfaction to managers and employees.

Exit interviews are another way to assess employee satisfaction in that satisfiedemployees rarely leave companies.

What Employers Can Do About Employee Satisfaction

In this environment for employee satisfaction, it is vitally important to know

which factors most affect employee satisfaction. You want to spend your time,

money, and energy on programs, processes, and factors that will have a positiveimpact on employee satisfaction. A 2009 survey, by the Society for Human

Resource Management(SHRM) looked at 24 factors that are regularly thought

to relate to employee satisfaction. The study found that employees identified

these five factors as most important:

job security,

benefits (especially health care) with the importance of retirement

benefits rising with the age of the employee,

compensation/pay,

opportunities to use skills and abilities, and

feeling safe in the work environment.

The next five most important factors affecting employee satisfaction were:

34
http://www.shrm.org/Research/SurveyFindings/Articles/Documents/09-0282_Emp_Job_Sat_Survey_FINAL.pdfhttp://www.shrm.org/Research/SurveyFindings/Articles/Documents/09-0282_Emp_Job_Sat_Survey_FINAL.pdf


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the employee's relationship with his or her immediate supervisor,

management recognition of employee job performance,

communicationbetween employees and senior management,

the work itself, and autonomy and independence in their job.

Factors that were not strongly connected to employee satisfaction included:

the organizations commitment to a green workplace,

networking opportunities,

career development opportunities,

paid training and tuition reimbursement programs, and

the organizations commitment to professional development.

In contrast, Human Resources professionals ranked these ten factors as most

important in employee satisfaction:

job security,

relationship with immediate supervisor,

benefits,

communication between employees and senior management,

opportunities to use skills and abilities,

management recognition of employee job performance,

job-specific training,

feeling safe in the work environment,

compensation/pay, and

overall corporate culture.

Ive consolidated for you the results ofemployee satisfaction surveys and their

implications for the workplace. Most importantly, I have provided research data

that defines the factors most important to employees as you continue to seek to

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provide a workplace that emphasizes employee satisfaction as a recruiting and

retention tool. Use the data to your best advantage.

CHAPTER 4

INTRODUCTION

The project talks about the Employee Satisfaction of the organization given to

its employees and the impact of the employee satisfaction on the

Organisation.The project is aimed at understanding how the Employee

Satisfaction Level richer the organization level.

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CHAPTER 5

OBJECTIVES OF THE STUDY

LIST OF OBJECTIVES

To know whether employees are Satisfied with the Company.

To Know about Job satisfaction level of the Employee.

To find out satisfaction level of the Employees towards the Company,

Job, Working Condition, about his/her supervisor, Development and

other welfare benefits of the company.

To find out employees perception regarding Company and his/her job.

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CHAPTER 6

RESEARCH METHODOLOGY

RESEARCH DESIGN

The study aim at finding out satisfaction level of the employee in Untied

Phosphors Limited Unit 2 Ankleshwer (G.I.D.C.) so for this is a Descriptive

study in nature.

POPULATION OF THE STUDY

The total strength of the organisation is 81 employees. This study covers all the

employees of all the departments of the organization.

TYPE OF THE STUDY

Sample study

SAMPLING PLAN

Sample Size : 33

Sampling method : Random Sampling

DATA COLLECTION METHOD

SOURCES OF DATA COLLECTION

Primary data has been used as a source of data. The Primary data are collected

through direct contact with the employees of UPL Unit-2 (Ankleshwar) GIDC

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TOOL FOR DATA COLLECTION

I have used well structured questionnaire as a tool for data collection.

CHAPTER - 7

DATA ANALYSIS AND INTERPRETATION

1. My company is one of the best companies for work.

T.1 - My Company is one of the best companies for work.

Frequency Percent

Very Disagree 0 0Disagree 0 0

Neutral 7 21.2

Agree 17 51.5

very Agree 9 27.3

Total 33 100.0%

C.1 - My Company is one of the best companies for work.

Form the table T.1 it can be depicts that 51.5 percent (n=17) respondents were

Agree, 27.3 percent (n=9) respondents were Very Agree and reaming 21.2

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percent (n=7) respondents were neutral to the statement that my company is one

the best companies for work

2. My company treats me well.

T.2 - My Company treats me well.

Frequency Percent

Very Disagree 0 0

Disagree 1 3.0

Neutral 8 24.2

Agree 20 60.6

very Agree 4 12.1

Total 33 100.0%

C.2 - My Company treats me well.


Agree, 12.1 percent (n=4) respondents were Very Agree, 24.2 percent (n=8)

respondents were neutral and only 3 percent (n=1) respondent is disagree with

the statement

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3. I am proud to tell people I work for this company

T.3 I am proud to tell people I work for this company

Frequency Percent

Very Disagree 0 0

Disagree 1 3.0

Neutral 5 15.2

Agree 17 51.5

very Agree 10 30.3

Total 33 100.0%

T.3 I am proud to tell people I work for this company

Form the table T.3 it can be shows that 51.5 percent (n=17) respondents were



the statement

4. I am satisfied working with my company at the present time.

T.4 - I am satisfied working with my company at the present time.

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Frequency Percent

Very Disagree 0 0

Disagree 2 6.1

Neutral 3 9.1

Agree 24 72.7

very Agree 4 12.1

Total 33 100.0%

C.4 - I am satisfied working with my company at the present time.



respondents were neutral and only 6.1 percent (n=2) respondent is disagree with

the statement

5. I am satisfied with my job and the kind of work I do.

T.5 - I am satisfied with my job and the kind of work I do.

Frequency Percent

Very Disagree 0 0

Disagree 1 3.0

Neutral 9 27.3

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Agree 14 42.4

very Agree 9 27.3

Total 33 100.0%

C.5 - I am satisfied with my job and the kind of work I do.




the statement that I am satisfied with my job and the kind of work I do.

6. My job is challenging and interesting.

T.6 - My job is challenging and interesting.

Frequency Percent

Very Disagree 0 0

Disagree 3 9.1

Neutral 2 6.1Agree 17 51.5

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very Agree 11 33.3

Total 33 100.0%

C.6 - My job is challenging and interesting



respondents were neutral and 9.1 percent (n=3) respondents is disagree with the

statement that My job is challenging and interesting

7. I am getting enough relevant training for my present job.

T.7 - I am getting enough relevant training for my present job.

Frequency Percent

Very Disagree 0 0

Disagree 3 9.1

Neutral 7 21.2

Agree 16 48.5

very Agree 7 21.2

Total 33 100.0%

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C.7 - I am getting enough relevant training for my present job.




the statement

8. I understand what is expected of me in my work.

T.8 - I understand what is expected of me in my work.

Frequency Percent

Very Disagree 0 0

Disagree 1 3.0

Neutral 3 9.1

Agree 25 75.8

very Agree 4 12.1

Total 33 100.0%

C.8 - I understand what is expected of me in my work.

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the statement

9. I have the material/equipment and tools I need to do my job well

T.9 - I have the material/equipment and tools I need to do myjob well

Frequency Percent

Very Disagree 1 3.0

Disagree 2 6.1Neutral 9 27.3

Agree 15 45.5

very Agree 6 18.2

Total 33 100.0%

C.9 - I have the material/equipment and tools I need to do my job well

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respondents were neutral, 6.1 percent (n=2) respondents disagree and 3.0percent (n=1) respondent is very disagree for the statement.

10 . I am satisfied with my working conditions.

T. 10 - I am satisfied with my working conditions.

Frequency Percent

Very Disagree 0 0


Agree 16 48.5

very Agree 6 18.2

Total 33 100.0%

C.10 - I am satisfied with my working conditions.

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respondents were neutral and only 15.2 percent (n=5) respondent is disagree

with the statement that I am satisfied with my working conditions.

11. My Supervisor recognizes and acknowledges my good performance.

T.11 My Supervisor recognizes and acknowledges my good performance.

Frequency Percent

Very Disagree 0 0

Disagree 0 0Neutral 7 21.2

Agree 15 45.5

very Agree 11 33.3

Total 33 100.0%

T.11 My Supervisor recognizes and acknowledges my good performance.

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percent (n=5) respondents were neutral for the statement.

12. Overall, I am satisfied with my present job.

T. 12 - Overall, I am satisfied with my present job.

Frequency Percent

Very Disagree 0 0


Agree 16 48.5

very Agree 8 24.2

Total 33 100.0%

C.12 - Overall, I am satisfied with my present job.

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Agree, 24.2 percent (n=8) respondents were Very Agree and 27.3 percent (n=9)

respondents were neutral for the statement

13. The Company makes every effort to fill vacancies from within before

T.13 - The Company makes every effort to fill vacancies from within before

Frequency Percent

Very Disagree 0 0

Disagree 2 6.1

Neutral 12 36.4

Agree 14 42.4

very Agree 5 15.2

Total 33 100.0%

C.13 - The Company makes every effort to fill vacancies from within before

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respondents were neutral and only 6.1percent (n=2) respondents are disagree

with the statement.

14. I am satisfied with the job opportunities in the company.

T.14 - I am satisfied with the job opportunities in the company.

Frequency Percent

Very Disagree 0 0

Disagree 1 3.0


very Agree 4 12.1

Total 33 100.0%

T.14 - I am satisfied with the job opportunities in the company.

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the statement.

15. Promotion goes to those who most deserve it.

T .15 - Promotion goes to those who most deserve it.

Frequency Percent

Very Disagree 1 3.0


Agree 15 45.5

very Agree 4 12.1

Total 33 100.0%

C.15 - Promotion goes to those who most deserve it.

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respondents were neutral, 6.1 percent (n=2) respondents are disagree and 3.0

percent (n=1) respondent is very disagree with the statement.

16. I was given enough feedback on my performance.

T.16 - I was given enough feedback on my performance.

Frequency Percent

Very Disagree 0 0


Agree 24 72.7

very Agree 4 12.1

Total 33 100.0%

C.16 - I was given enough feedback on my performance.

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the statement

17. I am satisfied with the opportunities for given training.

T.17 - I am satisfied with the opportunities for given training.

Frequency Percent

Very Disagree 0 0


Agree 20 60.6

very Agree 5 15.2

Total 33 100.0%

17. I am satisfied with the opportunities for given training.

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respondents were neutral and only 6.1 percent (n=2) respondent is disagree withthe statement.

18. My Manager/Supervisor trusts on me.

T.18 - My Manager/Supervisor trusts on me.

Frequency Percent

Very Disagree 0 0


Agree 19 57.6

very Agree 12 36.4

Total 33 100.0%

C.18 - My Manager/Supervisor trusts on me.

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respondents were neutral with the statement

19. My Manager/Supervisor helps me to improve myself.

T.19 - My Manager/Supervisor helps me to improve myself.

Frequency Percent

Very Disagree 1 3.0


Agree 12 36.4

very Agree 1 3.0

Total 33 100.0%

C.19 - My Manager/Supervisor helps me to improve myself.

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respondents were neutral, 6.1 percent (n=2) respondents are disagree and 3.0

percent (n=1) respondent are very disagree with the statement

20. My Manager/Supervisor takes prompt and fair corrective action on

employees who fail to perform their work satisfactorily.

T. 20 - My Supervisor takes prompt and fair corrective action on employees

Frequency Percent

Very Disagree 1 3.0

Disagree 2 6.1

Neutral 7 21.2

Agree 18 54.5

very Agree 5 15.2

Total 33 100.0%

C. 20 - My Supervisor takes prompt and fair corrective action on employees

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respondents were neutral, 6.1 percent (n=2) respondents are disagree and only 3

percent (n=1) respondent is very disagree with the statement

21. My Supervisor establishes plans and work objectives with me.

T.21- My Manager/Supervisor establishes plans and work objectives with me.

Frequency Percent

Very Disagree 0 0

Disagree 3 9.1

Neutral 7 21.2

Agree 17 51.5

very Agree 6 18.2

Total 33 100.0%

C.21 - My Manager/Supervisor establishes plans and work objectives with me.

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the statement22. My Manager/Supervisor gives me clear instructions.

T. 22 - My Manager/Supervisor gives me clear instructions.

Frequency Percent

Very Disagree 0 0

Disagree 0 0


very Agree 7 21.2

Total 33 100.0%

C.22 - My Manager/Supervisor gives me clear instructions

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.



percent (n=6) respondents were neutral with the statement

23. My Manager/Supervisor is available when I need advice.

T.23 - My Manager/Supervisor is available when I need advice.

Frequency Percent

Very Disagree 0 0


Agree 18 54.5

very Agree 10 30.3

Total 33 100.0%

23. My Manager/Supervisor is available when I need advice.

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the statement

24. I feel free to talk openly and honestly to my Manager/Supervisor.

T.24 - I feel free to talk openly and honestly to my Manager/Supervisor.

Frequency Percent

Very Disagree 0 0

Disagree 0 0Neutral 0 0

Agree 16 48.5

very Agree 17 51.5

Total 33 100.0%

C.24 - I feel free to talk openly and honestly to my Manager/Supervisor.

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Agree and 51.5 percent (n=17) respondents were Very Agree with the statement

that I feel free to talk openly and honestly to my Manager/Supervisor

25. My Manager/Supervisor praises me when I do a good job.

T.25 - My Manager/Supervisor praises me when I do a good job.

Frequency Percent

Very Disagree 0 0


Agree 15 45.5

very Agree 10 30.3

Total 33 100.0%

C.25 - My Manager/Supervisor praises me when I do a good job.

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respondents were neutral and only 6.1 percent (n=2) respondents are disagree

with the statement that My Manager/Supervisor praises me when I do a good

job

26. My Supervisor helds regular meetings with my work groups.

T.26 - My Supervisor helds regular meetings with my work groups.

Frequency Percent

Very Disagree 0 0


Agree 16 48.5

very Agree 5 15.2

Total 33 100.0%

C.26 - My Supervisor helds regular meetings with my work groups.

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with the statement

27. My Manager/Supervisor is effective in making decisions.

T.27 - My Manager/Supervisor is effective in making decisions.

Frequency Percent

Very Disagree 0 0

Disagree 0 0

Neutral 5 15.2

Agree 19 57.6

very Agree 9 27.3

Total 33 100.0%

C.27 - My Manager/Supervisor is effective in making decisions.

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Agree, 27.3 percent (n=9) respondents were Very Agree, and 15.2 percent (n=5)

respondents were neutral for the statement

28. My Manager/Supervisor knows what is going on in my work group.

T.28 - My Manager/Supervisor knows what is going on in my work group.

Frequency Percent

Very Disagree 0 0


Agree 22 66.7

very Agree 7 21.2

Total 33 100.0%

C.28- My Manager/Supervisor knows what is going on in my work group.

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the statement

29. My Manager/Supervisor is doing a good job.

T.29 - My Manager/Supervisor is doing a good job.

Frequency Percent

Very Disagree 0 0


Agree 19 57.6

very Agree 12 36.4

Total 33 100.0%

C.29 - My Manager/Supervisor is doing a good job.

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Agree, 36.4 percent (n=12) respondents were Very Agree, and 6.1 percent (n=2)

respondents were neutral for the statement that My Manager/Supervisor isdoing a good job.

30. Work is fairly distributed in my work group.

T.30 - Work is fairly distributed in my work group.

Frequency Percent

Very Disagree 0 0


Agree 18 54.5

very Agree 5 15.2

Total 33 100.0%

C.30 - Work is fairly distributed in my work group.

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the statement

31. I am satisfied with how members of my work group solve problems.

T.31 - I am satisfied with how members of my work group solve problems.

Frequency Percent

Very Disagree 0 0


Agree 21 63.6

very Agree 3 9.1

Total 33 100.0%

C.31 - I am satisfied with how members of my work group solve problems.

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with the statement

32. My work group works well together.

T. 32 - My work group works well together.

Frequency Percent

Very Disagree 0 0

Disagree 0 0

Neutral 6 18.2

Agree 20 60.6

very Agree 7 21.2

Total 33 100.0%

C.32 - My work group works well together.

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respondents were neutral with the statement that My Work group works well

together

33. I feel free to talk openly and honestly with members of my work group.

T.33 - I feel free to talk openly and honestly with members of my work group.

Frequency Percent

Very Disagree 0 0

Disagree 0 0


very Agree 14 42.4

Total 33 100.0%

C.33 - I feel free to talk openly and honestly with members of my work group.

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respondents were neutral with the statement that I feel free to talk openly and

honestly with members of my work group

34. I am satisfied with the companys employee welfare programs such as

rewards, incentives, food coupons, insurance and health care, etc.

T.34 - I am satisfied with the companys employee welfare programs

Frequency Percent

Very Disagree 0 0

Disagree 3 9.1

Neutral 9 27.3

Agree 13 39.4

very Agree 8 24.2

Total 33 100.0%

34. I am satisfied with the companys employee welfare programs

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with the statement

35. I am satisfied with the recreational activities provided by the company,

e.g. picnics and annual dinner.

T.35 - I am satisfied with the recreational activities

Frequency Percent

Very Disagree 0 0


Agree 11 33.3

very Agree 2 6.1

Total 33 100.0%

C.35 - I am satisfied with the recreational activities

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respondents were neutral and only 33.3 percent (n=11) respondent is disagree

with the statementCHAPTER - 8

FINDINGS OF THE STUDY

As per above table, I found that the satisfaction level of the Employees

towards the company is 79.70 percentage which is the very high, so we

can say that the Employees are highly satisfied with company and the

work condition.

About Job satisfaction, 78.26 percentage employees are satisfied with his/

her Job or kind of work they do, they believe that My job are

challenging and interesting. They have the material/equipment and tools

which they need to do job well.

About Career and Development, 75.85 percentage Employees satisfied

with the Career and Development plan with company provide.

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About 81.4 percentage Employees are satisfied with his/her supervise or

Manager. This indicted high level of satisfaction. They believe that my

supervise help at that time when they need. And also His/her supervisor

trust on his/her work

About work group, the level of satisfaction is 79.55 percentages which

indict very high level of team work and good team building.

68.09 percentage employees are satisfied with employees benefit which

company providing to the Employees or worker.

Rating

1=Very Disagree

2=Disagree

3=Neutral

4=Agree

5=Very Agree

S.L = Satisfaction Level

R. No. = Respondent Number

S.L =Total of Rate

No. Question X 5

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S.L (%) =Total of Rate

X 100No. Question X 5

Table No. F.1 - About Company

R. NoRating

Total S.L.S.L.(%)Q-1 Q-2 Q-3 Q-4

1 3 4 4 4 15 0.75 75.00

2 4 3 3 3 15 0.75 75.00

3 5 5 5 5 20 1.00100.0

0

4 4 2 4 4 14 0.70 70.00

5 4 4 5 4 17 0.85 85.00

6 5 4 4 4 17 0.85 85.00

7 5 3 5 4 17 0.85 85.00

8 5 4 4 4 17 0.85 85.00

9 5 5 5 5 20 1.00100.0

0

10 4 4 4 4 16 0.80 80.00

11 3 4 4 2 13 0.65 65.00

12 4 4 4 4 16 0.80 80.0013 4 4 4 4 16 0.80 80.00

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14 3 3 3 2 11 0.55 55.00

15 4 3 4 4 15 0.75 75.00

16 4 4 4 4 16 0.80 80.00

17 3 3 3 4 13 0.65 65.00

18 5 4 4 4 17 0.85 85.00

19 5 5 5 5 20 1.00100.0

0

20 3 3 4 3 13 0.65 65.00

21 4 4 5 4 17 0.85 85.00

22 4 4 4 4 16 0.80 80.00

23 4 4 4 4 16 0.80 80.00

24 5 4 5 5 19 0.95 95.00

25 4 3 4 4 15 0.75 75.00

26 4 5 5 4 18 0.90 90.00

27 3 4 3 3 13 0.65 65.00

28 4 4 4 4 16 0.80 80.00

29 4 4 5 4 17 0.85 85.00

30 4 4 3 4 15 0.75 75.00

31 3 3 2 4 12 0.60 60.00

32 4 4 5 4 17 0.85 85.00

33 5 4 4 4 17 0.85 85.00

Total 134 126 135 129 526

S.L. 0.81 0.76 0.82 0.78 0.80

S.L.

(%) 81.21 76.36 81.82 78.18

79.7

0

Table No. F.2 - About Job

R.No

RatingTotal S.L.

S.L.(%)

Q-5 Q-6 Q-7 Q-8 Q-9Q-10

Q-11

Q-12

1 4 4 4 4 4 2 4 4 30 0.75 75

2 3 4 5 4 4 3 3 3 29 0.73 72.5

3 5 5 3 4 5 5 5 5 37 0.93 92.5

4 4 2 2 2 2 2 4 3 21 0.53 52.5

5 5 5 4 4 5 5 4 4 36 0.90 90

6 5 4 4 4 1 4 4 4 30 0.75 75

7 5 5 5 4 5 5 3 4 36 0.90 90

8 4 5 4 4 3 4 4 4 32 0.80 80

9 5 5 5 5 5 5 5 5 40 1.00 100

10 4 4 4 4 4 4 4 4 32 0.80 80

11 3 2 2 3 3 3 4 3 23 0.58 57.5

12 3 4 4 4 4 4 5 5 33 0.83 82.5

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13 3 4 4 4 4 4 5 4 32 0.80 80

14 2 3 3 4 4 3 3 3 25 0.63 62.5

15 3 5 3 5 4 3 4 4 31 0.78 77.5

16 4 5 2 4 4 4 5 4 32 0.80 80

17 4 2 5 4 4 2 3 4 28 0.70 70

18 5 4 4 4 5 4 5 5 36 0.90 90

19 5 5 5 5 5 5 5 5 40 1.00 100

20 3 3 3 3 2 2 3 3 22 0.55 55

21 4 4 3 4 3 3 3 4 28 0.70 70

22 4 4 4 4 4 4 4 4 32 0.80 80

23 4 4 4 4 4 3 4 4 31 0.78 77.5

24 4 4 4 4 3 4 4 4 31 0.78 77.5

25 5 5 4 4 3 4 4 4 33 0.83 82.5

26 4 5 4 3 4 2 5 3 30 0.75 75

27 4 4 3 4 3 5 3 3 29 0.73 72.5

28 4 4 5 4 3 4 5 5 34 0.85 85

29 4 4 4 4 4 4 4 4 32 0.80 80

30 3 4 4 4 3 4 5 5 32 0.80 80

31 3 4 4 4 3 4 4 3 29 0.73 72.5

32 3 4 3 4 4 4 4 3 29 0.73 72.5

33 5 5 5 5 4 4 5 5 38 0.95 95

Total 130 135 126 131 122 122 136 131 1033

S.L 0.79 0.82 0.76 0.79 0.74 0.74 0.82 0.79 0.78

S.L

(%)

78.7

9

81.8

2

76.3

6

79.3

9

73.9

4

73.9

4

82.4

2

79.3

9

78.

26

Table No. F.3 - About Career and Development

R. No.Rating

Total S.L.S.L.(%)Q-

13Q-14

Q-15

Q-16

Q-17

1 4 4 4 4 4 20 0.80 802 3 4 3 4 2 16 0.64 64

3 5 5 5 5 3 23 0.92 92

4 2 2 2 4 2 12 0.48 48

5 3 4 4 4 3 18 0.72 72

6 4 4 3 3 4 18 0.72 72

7 3 4 3 4 5 19 0.76 76

8 5 4 4 4 4 21 0.84 84

9 5 5 5 5 5 25 1.00 100

10 4 4 4 4 4 20 0.80 80

11 4 4 3 4 4 19 0.76 7612 4 4 4 4 4 20 0.80 80

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13 4 4 4 4 4 20 0.80 80

14 3 3 4 3 4 17 0.68 68

15 3 4 4 4 3 18 0.72 72

16 4 4 3 4 4 19 0.76 76

17 4 4 2 4 4 18 0.72 72

18 4 4 5 4 4 21 0.84 84

19 5 5 5 5 5 25 1.00 100

20 3 3 4 2 3 15 0.60 60

21 3 4 4 4 3 18 0.72 72

22 4 4 4 4 4 20 0.80 80

23 3 4 4 3 4 18 0.72 72

24 4 4 4 4 4 20 0.80 80

25 2 3 4 4 4 17 0.68 68

26 4 3 3 4 4 18 0.72 72

27 3 3 3 4 4 17 0.68 68

28 3 4 3 4 5 19 0.76 76

29 4 4 1 3 4 16 0.64 64

30 3 4 3 4 5 19 0.76 76

31 3 3 3 4 3 16 0.64 64

32 4 4 3 4 4 19 0.76 76

33 5 5 4 5 4 23 0.92 92

Total 121 128 118 130 127 624

S.L. 0.73 0.78 0.72 0.79 0.77 0.76

S.L.

(%)

73.3

3

77.5

8

71.5

2

78.7

9

76.9

7

75.6

4

Table No. F.4 - About Supervisor

R.No.

RatingTota

l S.L.S.L.(%)Q-

18Q-19

Q-20

Q-21

Q-22

Q-23

Q-24

Q-25

Q-26

Q-27

Q-28

Q-29

1 4 4 4 4 4 4 4 4 4 4 4 4 480.8

0 80.00

2 4 1 1 2 3 3 4 5 2 3 4 5 370.6

2 61.67

3 5 5 5 5 5 5 5 5 5 5 5 5 601.0

0

100.0

0

4 4 4 2 2 4 4 4 4 4 4 4 5 450.7

5 75.00

5 4 4 3 4 3 2 5 5 3 5 4 5 470.7

8 78.33

6 3 3 3 3 4 5 4 4 3 4 4 4 440.7

3 73.33

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7 5 4 3 3 3 3 4 3 3 3 1 3 380.6

3 63.33

8 5 5 4 4 5 4 5 5 5 5 4 4 550.9

2 91.67

95 5 4 4 5 5 5 5 4 5 5 5 57

0.9

5 95.00

10 4 4 4 4 4 4 4 3 4 4 4 4 470.7

8 78.33

11 3 4 4 4 4 4 5 3 4 4 4 4 470.7

8 78.33

12 4 4 4 4 4 4 5 5 4 4 4 4 500.8

3 83.33

13 4 4 3 3 4 5 5 5 4 4 3 4 480.8

0 80.00

14 4 4 4 4 4 4 4 3 3 3 4 4 450.7

5 75.00

15 4 4 4 3 4 4 4 4 4 4 4 4 47

0.7

8 78.33

16 5 5 4 4 4 5 5 5 4 4 4 5 540.9

0 90.00

17 4 4 3 3 4 4 5 4 2 4 3 3 430.7

2 71.67

18 4 5 5 4 5 5 5 2 4 4 5 5 530.8

8 88.33

19 5 5 5 5 5 5 5 5 5 5 5 5 601.0

0

100.0

0

20 4 3 2 2 3 3 4 4 2 4 3 4 380.6

3 63.33

21 4 5 3 3 4 4 5 4 3 4 4 4 470.7

8 78.33

22 4 4 4 4 4 4 4 3 4 4 4 4 470.7

8 78.33

23 4 4 4 4 4 4 4 4 4 4 4 4 480.8

0 80.00

24 4 4 4 4 4 4 4 4 4 4 4 4 480.8

0 80.00

25 4 4 4 5 3 4 5 3 4 4 4 5 490.8

2 81.67

26 5 5 4 4 3 4 5 4 3 5 4 4 500.8

3 83.33

27 5 5 4 4 4 3 4 4 3 3 4 4 470.7

8 78.33

28 5 5 5 5 5 5 5 5 4 5 5 5 590.9

8 98.33

29 4 4 4 5 4 5 5 4 5 5 5 4 540.9

0 90.00

30 5 5 4 5 5 5 5 4 5 5 5 5 580.9

7 96.67

31 4 4 3 4 4 4 4 4 3 4 4 4 460.7

7 76.67

32 5 4 4 3 4 4 4 2 3 3 4 4 44

0.7

3 73.3333 5 5 5 4 4 4 4 4 4 4 4 5 52 0.8 86.67

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7

Total

14

2

13

9

12

3

12

5

13

3

13

6

14

9

13

2

12

2

13

6

13

3

14

2 1612

S.L.0.8

6

0.8

4

0.7

5

0.7

6

0.8

1

0.8

2

0.9

0

0.8

0

0.7

4

0.8

2

0.8

1

0.8

6 0.81

S.L.(%)

86.

1

84.

2

74.

5

75.

8

80.

6

82.

4

90.

3

80.

0

73.

9

82.

4

80.

6

86.

1

81.4

Table No. F.5 - About Work Group

R. No.Rating

Total S.L.S.L.(%)Q-

30 Q-31 Q-32 Q-33

1 4 4 4 4 16 0.80 80.00

2 4 2 4 3 13 0.65 65.00

3 4 4 4 5 17 0.85 85.00

4 2 2 3 3 10 0.50 50.00

5 5 5 5 5 20 1.00100.0

0

6 3 3 4 5 15 0.75 75.00

7 4 4 5 5 18 0.90 90.00

8 5 4 4 5 18 0.90 90.00

9 5 5 5 5 20 1.00

100.0

0

10 4 4 4 4 16 0.80 80.00

11 4 4 4 5 17 0.85 85.00

12 4 4 4 5 17 0.85 85.00

13 4 4 4 4 16 0.80 80.00

14 3 4 4 4 15 0.75 75.00

15 4 4 4 4 16 0.80 80.00

16 4 4 5 5 18 0.90 90.00

17 3 4 3 4 14 0.70 70.00

18 4 3 3 4 14 0.70 70.00

19 4 4 4 5 17 0.85 85.0020 4 3 4 4 15 0.75 75.00

21 4 4 5 4 17 0.85 85.00

22 4 4 4 4 16 0.80 80.00

23 4 4 4 4 16 0.80 80.00

24 3 4 4 4 15 0.75 75.00

25 4 3 3 4 14 0.70 70.00

26 3 4 5 3 15 0.75 75.00

27 3 4 4 5 16 0.80 80.00

28 3 3 3 4 13 0.65 65.00

29 5 4 4 5 18 0.90 90.0030 3 2 3 4 12 0.60 60.00

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31 3 3 4 4 14 0.70 70.00

32 4 4 4 5 17 0.85 85.00

33 5 5 5 5 20 1.00100.0

0

Total 126 123 133 143 525

S.L. 0.76 0.75 0.81 0.87 0.80

S.L.(%)

76.3

6 74.55 80.61 86.67

79.55

Table No. F.6 - About

Employee Benefit

R.No.

RatingTotal S.L.

S.L.(%)Q-34 Q-35

1 4 2 6 0.60 60.00

2 5 4 9 0.90 90.00

3 5 4 9 0.90 90.00

4 2 2 4 0.40 40.00

5 5 3 8 0.80 80.00

6 5 4 9 0.90 90.00

7 3 3 6 0.60 60.00

8 5 5 10 1.00 100.00

9 5 5 10 1.00 100.00

10 4 4 8 0.80 80.00

11 5 3 8 0.80 80.00

12 4 3 7 0.70 70.00

13 3 2 5 0.50 50.00

14 4 3 7 0.70 70.00

15 4 4 8 0.80 80.00

16 4 3 7 0.70 70.00

17 4 2 6 0.60 60.00

18 3 2 5 0.50 50.00

19 4 4 8 0.80 80.00

20 3 2 5 0.50 50.00

21 3 2 5 0.50 50.00

22 4 4 8 0.80 80.00

23 4 4 8 0.80 80.00

24 4 3 7 0.70 70.00

25 4 4 8 0.80 80.00

26 5 3 8 0.80 80.00

27 4 4 8 0.80 80.00

28 2 2 4 0.40 40.00

29 3 2 5 0.50 50.00

30 2 2 4 0.40 40.00

313 2 5 0.50 50.00

32 3 4 7 0.70 70.00

33 3 3 6 0.60 60.00

Total 125 103 228

S.L. 0.76 0.62 0.69

S.L.(%) 75.76 62.42

69.09

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Respected sir/ madam,

I, chintan P. Modi Student of MHRM, S. P. University I selected UPL for my

training and research. It is a part of our education. So, I kindly request you to

fill all the questions.

PERSONAL DATA

Name : _________________________________________________________

Age : (a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45

Name of the Department: __________________________________________

Experience : (a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs

Designation : ____________________________________________________

STUDY ON EMPLOYEE SATISFACTION

1 - Very Disagree; 2 - Disagree; 3- Neutral; 4-Agree; 5- very Agree

Your Company

1. My company is one of the best companies for

work.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

2. My company treats me well. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

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3. I am proud to tell people I work for this

company( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

4. Considering everything, I am satisfied

working with my company at the present time.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

Your JOB

5. I am satisfied with my job and the kind of

work I do.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

6. My job are challenging and interesting. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

7. I am getting enough relevant training for my

present job.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

8. I understand what is expected of me in my

work.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

9. I have the material/equipment and tools I need

to do my job well( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

10. I am satisfied with my working conditions. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

11. My Manager/Supervisor recognizes and

acknowledges my good performance.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

12. Overall, I am satisfied with my present job. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

Career and Development

13. The company makes every effort to fill

vacancies from within before recruiting from

outside.

( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

14. I am satisfied with the job opportunities in the

company.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

15. Promotion goes to those who most deserve it. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

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16. I was given enough feedback on my

performance.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

17. I am satisfied with the opportunities for given

training.

( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

Your Supervisor

18. My Manager/Supervisor trusts on me. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

19. My Manager/Supervisor helps me to improve

myself.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

20. My Manager/Supervisor takes prompt and fair

corrective action on employees who fail to

perform their work satisfactorily.

( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

21. My Manager/Supervisor establishes plans and

work objectives with me.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

22. My Manager/Supervisor gives me clear

instructions.

( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

23. My Manager/Supervisor is available when I

need advice.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

24. I feel free to talk openly and honestly to my

Manager/Supervisor.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

25. My Manager/Supervisor praises me when I do

a good job.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

26. My Manager/Supervisor helds regular

meetings with my work groups.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

27. My Manager/Supervisor is effective in

making decisions.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

28. My Manager/Supervisor knows what is going ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

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on in my work group.

29. My Manager/Supervisor is doing a good job. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

My Work Group

30. Work is fairly distributed in my work group. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

31. I am satisfied with how members of my work

group solve problems.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

32. My work group works well together. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

33. I feel free to talk openly and honestly with

members of my work group.( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

Employee Benefit

34. I am satisfied with the companys employee

welfare programs such as rewards, incentives,food coupons, insurance and health care, etc. ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

35. I am satisfied with the recreational activities

provided by the company, e.g. picnics and

annual dinner.

( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )

THANK YOU

Chintan Project Report

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