employee satisfaction on NBCC

A THESIS ONTO STUDY THE EMPLOYEE SATISFACTION IN NBCC IN

RELATION WITH THE EXISTING HR POLICIES AND

PRACTICES. BY

MAHUA DAS

08ATPA038

MBA-2010 Batch

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http://www.bing.com/images/search?q=icfai+university+#focal=8ff753c86c128760af3d324c6c4eb84f&furl=http://z.hubpages.com/u/1088397_f260.jpg

A THESIS ON

TO STUDY THE EMPLOYEE SATISFACTION IN NBCC IN

RELATION WITH THE EXISTING HR POLICIES AND PRACTICES.

BY MAHUA DAS

08ATPA038

MBA-2010 Batch

A REPORT SUBMITTED IN THE PARTIAL FULLFILLMENT OF THE REQUIREMENT OF

MBA PROGRAM (2010 BATCH).

I C F A I U N I V E R S I T Y T R I P U R A

TABLE OF CONTENT 1. Cover page 1

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2. Title page 23. Table of content 34. Acknowledgement 45. Abbreviations 56. Summary/ Abstract 67. Introduction 78. Objective 99. Limitation 10

10. Research Design 1111. Research Methodology 1212. Company Profile 1913. Review of Literature 2714. HR policy Of NBCC 2915. Empirical Analysis 3416. Response of employees 38 17. Findings 5318. Conclusions 5619. Employees satisfaction survey 5920. Recommendation 61 21. Appendices 6222. Questionnaire 6323. Reference 6524. Glossary 66

ACKNOWLEDGEMENT

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I am Grateful to the Honourable Management Guide and I Express my deepest gratitude to Mrs. Sangjukta Das for his extremely valuable guidance for completing the Project/Management Thesis.

My heartiest regard to Mr. M.K.Dey our coordinator and Mrs. Mousomi Biswas our MBA coordinator for their valuable advice and suggestions.

My sincere thanks to Mr. R.Krishna Kumar for his kind help and advice and all the others employees of NBCC who are directly indirectly help me to complete this management thesis.

I am also very thankful to my Parents who encourage me and help me a lot to make the project.

Last but not the least; I thank GOD for his blessing on me forever.

ABBREVIATIONSHRM – Human Resource ManagementHR – Human Resourcei.e. – That is

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MT – Management ThesisNBCC - National Buildings Construction Corporation& - andPMNRF - Prime Ministers National Relief FundNE – North EastNTPC – National Thermal Power CorporationISO – Indian Standard OrganizationFDI – Foreign Direct InvestmentMLCP - Multi-level Car ParkingUASB - Up flow Anaerobic Sludge Blanket GPRA - General Pool Residential Accommodation GPOA - General Pool office Accommodation MoUD - Ministry of Urban DevelopmentBSHB - Bihar State Housing BoardSWM - Solid Waste Management CAGR - Compounded Annual Growth Rate

SUMMARY OR ABSTRACT

NBCC was incorporated as a Public Limited Company in November, 1960, as a

wholly owned Government of India Enterprise under the aegis of the Ministry

5

of Urban Development. As it a government company the company are feeling

hesitation to give the information. But through the help of questionnaire I can

able to collect or can analyse the satisfaction level of the employee. So I

prepared a set of questionnaire keep in my mind of my research objectives and

after that I start my research work through survey and asking the questions to

the employees of the NBCC regarding their satisfaction of doing the job in the

organization. I meet some of the executives of NBCC to know about their HR

policies and the steps taken by the management to satisfy the employees. I

directly or face to face interview with the employees and collected the required

information which is essential for my thesis. I also come to know the problems

faces by the employees while doing the work in the organization and what are

the requirements of the employees and what the employees expectation from the

organization. As we know that my thesis is on employee satisfaction of NBCC

employees and in Tripura there are many branches of NBCC. So to avoid all

complication we select the branch of NBCC which is situated in 79 tilla.

Moreover there are very few employees are working in that branch of NBCC.

Due to which the size of population of my thesis is very limited & these is the

only reason of not doing any hypothesis on my MT.

INTRODUCTIONTo become a successful company we have to satisfy our employees without

these we cannot reach our goal. Previous company shown little relationship

between job satisfaction, job attitudes, and performance for individuals, but

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little work has investigated these relationships at the organizational level of

analysis. This study investigated the relationship between employee satisfaction,

other job-related attitudes (commitment, adjustment, and psychological stress),

and organizational performance. Job satisfaction describes how content an

individual is with his or her job. The happier people are within their job, the

more satisfied they are said to be. Job satisfaction is not the same as motivation,

although it is clearly linked. Job design aims to enhance job satisfaction and

performance; methods include job rotation, job enlargement and job

enrichment. Other influences on satisfaction include the management style and

culture, employee involvement, empowerment and autonomous work groups.

Job satisfaction is a very important attribute which is frequently measured by

organizations. The most common way of measurement is the use of rating

scales where employees report their reactions to their jobs. More or less

employee satisfaction is related to job satisfaction.

We can also able to analyse what are barriers that we have to overcome by

improving the existing policies and also by adopting new and innovative

policies in the organizations. So it is an important and vital factor to analyse the

employee satisfaction level of the company.

To measure the employee satisfaction there are many tools through which we

can measure the employee satisfaction. It is one of the important topics of

Human Resource Management. As we know that it will help the organization

i.e. NBCC. So through these I can able to open a good opportunity for my

carriers or in life. Because the main task of HR is to manage the human resource

in a proper way and also full fill the needs and requirement of the employee.

And the topic of my management thesis is appropriate for these functional

areas.

Mood and emotions while working are the raw materials which cumulate to

form the affective element of job satisfaction. Employee Satisfaction can be an

important indicator of how employees feel about their jobs and a predictor of

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http://en.wikipedia.org/wiki/Emotion

http://en.wikipedia.org/wiki/Individual

work behaviours such as organizational citizenship, absenteeism, and turnover.

Further, employee satisfaction can partially mediate the relationship of

personality variables and deviant work behaviours. All the HR policies should

be effective and efficient for all the employees of any particular organization.

Management as a process which involves planning, organizing, staffing, leading

and controlling activities that facilitates achievements of an organizations

objective. All these activities are accomplished through efficient utilization of

physical and financial resources by the company’s human resource, so it is very

important to satisfy the employees of the organization because ultimately

everything is implemented by the employees and once the employees are happy

in the organization their productivity increases and achieve the organizational

goal efficiently and effectively.

In today’s competitive environment and world if any

company wants to achieve maximum profit at less cost than the company’s

main focus should be towards the human resource or employees of the

organization which provides a competitive edge over its rivals. Now a day’s

human resource considered as the most precious among all the resources of an

organization so, the organization should give more concentration on the needs

and wants of the employees and simply we can say that the happy and satisfied

employees are productive employees. My topic of research is satisfaction level

of employees in NBCC Agartala (79 tilla branch) and in NBCC there are well

made HR policies are present which give emphasis to the employee’s benefits.

OBJECTIVES

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http://en.wikipedia.org/wiki/Turnover_(employment)

http://en.wikipedia.org/wiki/Absenteeism

1) To study the various HR policies which are being

implemented in NBCC.

2) To study the impact of these policies towards the

employee satisfaction.

3) To study the employee satisfaction level of NBCC.

LIMITATION

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The major limitation of the study is some HR policies which are very

confidential and the management or HR department is very reluctant to provide

that information. So sometimes there is a need of taking some assumption

which might not give the actual and expected result. One more limitation on the

part of the employees is that they are not providing the information correctly

because of some kind of fear that if they provide the exact information then the

management might give them some kind of unfamiliar restriction. So, because

of these entire problems the study might not give the desired level of accuracy.

Another limitation is time as in this short period of time it is not possible to

complete the whole management thesis. Moreover the population i.e. the no of

employee is so less that it cannot define the exact satisfaction level.

RESEARCH DESIGN OR METHODOLOGY

Research strategy can be said as the plan, proper structure of enquiry and survey

method formulated in order to obtain and fulfil the research objectives. The

planning process includes the framework of the entire research process, starting

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from the selection of the title and company to the final thesis submission. The

research strategy can be understood as that which gives the blue print for

collection and analysis of the primary and secondary data. Research strategy

helps me to identify the series of steps to be followed right from the identifying

or defining the problem of satisfaction level among the employees of the NBCC

Agartala, (79 tilla branch) after that there is a need to draw a pathway through

which able to get the research objective very easily. After that there is a need to

focus on to the method which will apply and achieve the primary data and

secondary data and also what is the observation techniques should be follow so

that data should be contain less error and give more accurate results. Then there

is a next step is sampling procedure where give concentration on small number

of population but in my thesis there are limited no of employees are present so

my sample size is less & it is difficult to perform any hypothesis on these type

of low sample size. After that he full fledges data collection i.e., total primary

data or getting the over view points of the employees and also getting the

secondary data. The next step is to evaluation of the data and analysis of the

data. In the final step the research report on the level of employee satisfaction in

NBCC Agartala is going to present before the faculty guide. So this is my

research strategy that how to complete my research work and try to achieve my

research objectives in a planned manner.

RESEARCH METHODOLOGY

CHOICE OF THE SUBJECT

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The choice of this subject i.e. employee satisfaction is very obvious in the field

of HRM because my interest is very much lies on this subject and I want to

understand or know about what are the most important factors which plays a

vital role towards satisfying the employees of any organization and in turn give

maximum productivity to the organization and achieve the goals. As my

specialization is in Human Resource Management so it’s give me an

opportunity or scope to do some research work on the field of HR. As we know

that human resource considered as a very valuable and unique asset for an

organization in today’s context of competitive environment. So, I choose this

subject for my research work. This study investigated the relationship between

employee satisfaction, other job-related attitudes (commitment, adjustment, and

psychological stress), and organizational performance. To measure the

employee satisfaction there are many tools through which we can measure the

employee satisfaction. It is one of the important topics of Human Resource

Management. But in these project or management thesis it is mainly focus on

companies i.e. NBCC human resource policy.

RESEARCH PERSPECTIVE

Here both organization and employees plays a considerably vital role. My

research perspective is the human resource of NBCC Agartala ( 79 tilla Branch)

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and at the same time without organization this research cannot complete. So my

research work gives more emphasis the human resource because without the

human resource all other resources are useless because everything is doing by

the employees of the organization. So there are some responsibilities of the

organization that they provide or give at most priority to the employees and try

to satisfy their expectations and at the same time the employees should give

more importance to the organizational goals and try to achieve those goals

efficiently and effectively by utilizing all the resources at maximum level. We

can also able to analyse what are barriers that we have to overcome by

improving the existing policies and also by adopting new and innovative

policies in the organizations. So it is an important and vital factor to analyse the

employee satisfaction level of the company. So my research perspective is focus

mostly on employee’s satisfaction through different benefits or HR policies

provided by the organization.

RESEARCH PHILOSOPHY

In this research philosophy there are some basic questions arises while doing

my research. The first question is Why the research is needed? The next

question is What the research all about? Then the next question is Where to

study? And apart from these there are some more questions arises like How to

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do the research? And the last question is When to do the research? To answer

the first question the research is needed because as I am a student of MBA and

my specialization in HRM. So I need to know each and every aspect related

with the human resource in the organizations. And to become a good HR

manager it requires all the knowledge like what are benefits of HR policies in

the organization etc.The second answer is research is all about the employees

satisfaction level in relation with the existing HR policies and practises adopted

by NBCC in Agartala. The third answer is I am doing my research in Agartala

79 tilla branch because it is very convenient for me to do the research in a well

manner as it is near to my home. There are some other questions answer is that

to do the research by taking some non probability judgmental sampling and also

preparing some questionnaire and taking face to face interview. The next

answer is to do the research after completing the 3 rd sem of MBA as it is a part

of our curriculum.

CRITICISM OF THE SECONDARY

DATA

Lack of availability - Secondary data might be available in many research

studies, it might happen that there is no secondary data available for special

cases or that the organization holding such data is not willing to make it

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accessible to outsiders. And my management thesis is totally depends on

primary data as it take the suggestion as well as their (employees of NBCC)

opinion about the existing HR policies. Sometimes, it is difficult to get the

required information.

Lack of relevance- Sometimes secondary data are irrelevant because of the

changes in competitive situation, changing trends and other variables in

research environment from the time the data was initially collected. Thus, its

usage for current research study might be limited.

Inaccurate data- Secondary data can be subject to doubt because of the error

that can occur in any of the step or due to personal bias. Errors of this sort can

make the secondary data inaccurate and therefore unusable.

COLLECTION OF PRIMARY DATA

The title of my management thesis is “To study the employee satisfaction in

NBCC in relation with the existing HR policies and practices”. So I have

selected a branch of NBCC in Tripura. Moreover there are many branches of

NBCC in Tripura. As we know that perusing MBA is a very tough job and side

by side making time for these type of challenging management thesis is also a

very hectic work foe we student. So to overcome these entire problem and also

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to fulfil all the requirement of my management thesis I choose a area which is

more convenient for me as well as gain a lot of knowledge not only explicit but

also tacit knowledge for these organization. This branch is a very small part of

NBCC, due to which my sample size is very less (26 employees). I have been

collected the data by using questionnaire and face to face interview and survey

method. The primary data collected from the employees of the NBCC and also I

got some related information from the human resource department of the

NBCC. The employees respond positively in my questions and in their view the

NBCC is providing a benefit which is satisfying their needs. While collecting

the primary data the employees talks freely and give all the answer by citing the

examples from the NBCC prospective i.e. HR policies that is implemented or

practises in the organization.

SAMPLING METHOD

The head office of NBCC is situated in New Delhi. However in Agartala they

have small branches, where the no of employees are not remarkable. Due to

these things I have to present all the employees in my management thesis & my

sample size is 26 employees. Census method of sampling was adopted.

INTERVIEW PROCESS

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In the interview process first I went to the office of NBCC which is

situated in 79 tilla, Agartala. Then I talk informally with them i.e. the

employees of NBCC about the HR policies that what their opinion or

any suggestion that can be a competitive advantage for NBCC in HR

sector after that I gave the printed questionnaire to the employee and

explain him\her each and every question after that he tick mark the

questions on appropriate options whichever s/he thinks perfect for

particular parameters and also there are two to three open ended

questions. I asked some of the question to the employees of NBCC

and whichever is necessary I note it down in my note book. The

interview was very structured and the mode of communication is in

English, Hindi & Bengali.

CRITICISM OF PRIMARY DATA

Primary Data is basically a kind of Data that is collected directly from the

source. It is a firsthand experience of the patient. Primary Data involves some

sort of measurement which could be taken through sketching, counting, reading

instruments etc. One of the major drawbacks of primary data is the collection of

data which is taken by entering into the field i.e. collected from the office as

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well as from the employees and within this limited time frame is somewhat

difficult. It does not help in forming any analysis or deductions unless and until

it is refined through statistical methods. Another major limitation is due to some

fear respondent are reluctant to give the correct answers.

COMPANY PROFILE of nbccFOUNDATION

NBCC was incorporated as a Public Limited Company in November, 1960, as a

wholly owned Government of India Enterprise under the aegis of the Ministry

of Urban Development. Beginning with a turnover of INR 52,000, the

Corporation, over the years, achieved many milestones in its operation and has

posted a turnover of INR 2025 crore as at March 31, 2008 ranking itself as the

number one PSU construction company of the country. NBCC has obtained ISO

9001Certification for its Project Management and Consultancy Divisions. The

Corporate Mission inter alia enshrines building a high degree of customer

satisfaction and providing services conforming to ISO 9001: 2000 series.

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PERFORMANCE RECOGNITION

Ministry of Urban Development and Bureau of Public Enterprises of the

Government of India have ranked NBCC as Excellent Corporation during the

year 2003-04, 2004-05 and 2005-06 as the Corporation achieved all the targets

set in the MoU with the Government. Because of its such outstanding

performance, Government of India awarded the Top Ten PSU Awards for the

financial years 2004-05 & 2005-06 and SCOPE Turnaround Award 2005-06 to

NBCC which were presented by Dr. Manmohan Singh, the Hon'ble Prime

Minister of India on March 8, 2007. The Corporation has also been receiving

Appreciation Letters from all its client organizations, Ministries, State

Governments and Government Departments for its delivery of projects on time

with quality and economy.

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nbcc Vision

An exclusively diversified and vertically integrated construction major of National Pride and of Global Repute with a human face and a showcase of absolute excellence. Medium term vision is become a Rs. 5000 crore company by 2010.

nbcc Mission

To be a leading player in the Public Sector Construction Engineering and Consultancy Services, providing efficient and quality execution of projects, building a high degree of Customer Confidence, providing of services confirming to ISO 9001:2000 series and Development of Human Resources in tune with globalisation and economic reforms.

AREAS OF OPERATION

NBCC is touching upon the lives of people all around the globe with its

activities in the fields of Water and Environment Management, Earthquake

Resistant Building Technology & Retrofitting, Disaster Management, Project

Management & Consultancy, Infrastructure Projects, Institutional, Housing and

Industrial Projects, Real Estate Works, Power Projects, RCC Chimneys &

Cooling Towers, Bridges, Airports, Railway Projects including Underground &

Elevated Metro-tracks and Stations, Post Completion Maintenance Works,

Transmission lines, Marine Structures, Border Fencing jobs, PMGSY works,

JNNURM Projects.

To maintain its competitive edge in the market, NBCC is always obsessed to make value addition to

its areas of operation. Use of new technology such as Up flow Anaerobic Sludge Blanket (UASB)

technology in implementation of Environmental Engineering plants, Slip-form Technology for

execution of Cooling Towers & Tall Stacks, Trenchless Technology in implementation of underground

utility services etc. are some significant engineering initiatives of NBCC that have made it a leader in

the industry.

REAL ESTATE Real Estate is one of the major areas of Corporation. Entering the sector in

1985, NBCC has executed a number of Commercial Real Estate Projects at

various major towns of the country viz. Delhi, Kolkata, Vadodara, Cuttack,

Tripura, Ahmadabad etc. To provide quality housing to Govt. and Public Sector

Employees and also to the general public, the Corporation has, of late, started

its venture into Residential Real Sector and has launched its first Residential

Real Estate Project “NBCC VIBGYOR TOWERS" in Kolkata. A few more

mega Housing Projects are also to be launched in near future. To meet the

requirement of General Pool Residential Accommodation (GPRA) and General

Pool office Accommodation (GPOA), the Ministry of Urban Development

(MoUD) of the Govt. of India is exploring the possibility of densification of the

existing GPOA/GPRA through Re-development Schemes. While one scheme at

Netaji Nagar is under construction and one scheme at East Kidwai Nagar in the

Capital has already been entrusted to the Corporation by the MoUD. In

addition, projects such as Re-development of INA Market and Sarojani Nagar

Achievements

NBCC pays its Maiden Dividend to Govt. of India on 22- 08 – 2007.

NBCC pays its Dividend to Govt. of India for the years 2007- 08 & 2008 – 2009.

Hon'ble Prime Minister of India giving away Scope Excellence Award 2005-06 and MOU Excellence Award for 2004-05 of the Government of India & 2005-06 to NBCC on March 08, 2007.

NBCC figured in the top 225 international construction companies of the world as per the survey report of “Engineering News Record ", published from New York.

Ministry of Urban Development & Bureau of Public Enterprises, Government of India, ranked NBCC as " Excellent Corporation " from 2003-04 onwards as NBCC achieved all the targets set in the MoU with the Government.

NBCC is a flag ship company in the construction of Multiple RCC Chimneys using Slip form Technology.

NBCC has established its expertise in construction of Cooling Towers. It has, to its credit, the honor and the reputation of constructing Asia's largest Cooling Tower at Simahdri ( Andhra Pradesh).

The major client, M/s NTPC has awarded Safety Award to NBCC for construction of chimneys.

The Corporation bagged Third Best Housing Award from Institution of Engineers (I), Belapur Chapter, for construction of housing complex consisting of 1005 houses at Sanpada for CIDCO in Raigad and Thane Region of Mumbai.

The Chief Minister of Delhi gave away cash award to the Engineers of NBCC for completion of Delhi Government Project in a record time of six months.

Governor of Duzce Province,Government of Turkey, awarded shield to NBCC in appreciation of its excellent performance in the Meer Housing Project of Turkey.

For excellent performance in execution of Earthquake Rehabilitation Projects in Gujarat under Prime Ministers National Relief Fund

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AREAS OF OPERATION









JNNURM Projects.






the industry.
















(PMNRF) & MPLADS programs, the Government of Gujarat gave away Appreciation Roll to the NBCC.

NBCC has been adjudged as the “Best Public Sector Unit” and Awarded Building Industry Leadership Award - 2006 by BIB.

NBCC is now Schedule 'A' Company. NBCC bags SCOPE meritorious Award 2007- 2008 for CSR &

responsiveness Govt. of India selects NBCC among top 10 central PSUs, based on

performance parameters. NBCC holds annual press meet to announce business bottom-line & new

focus areas.

REVIEW OF LITERATURE

I take the help of a book those are human resource management, organizational

behaviour, performance measurement and reward system, Managing knowledge

workers, case study book and internet etc. As my study is on employee

satisfaction, which a very vast topic which cover many area but I select only the

HR policies. However in this topic many people have worked some of the

information about the projects or theses are discussed below-:

Employee satisfaction on Metlife Insurance by Mr. Hormaz patel

Employee satisfaction survey on Florida department of children &

families by Edward A. Feaver

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AREAS OF OPERATION









JNNURM Projects.






the industry.
















Employee satisfaction & moral boosting on various FMCG company by

Jitesh Dubey

Employee satisfaction survey by Deepika Tyagii

What is employee satisfaction?

Employee Satisfaction, also known as 'temperature check', 'employee measurement' or 'employee survey', helps employers measure and understand their employees' attitudes, opinions, motivation, expectations and satisfaction. The perceived confidentiality of employee responses to the survey is critical to the success of the measurement. Survey topics often include - Communication, feedback, quality, focus, mission & purpose, opportunities for growth, fairness, and respect for management & employees and personal expression. Such evaluations are often conducted on an annual basis. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. More or less employee satisfaction is related to job satisfaction.

23

AREAS OF OPERATION









JNNURM Projects.






the industry.
















Definition of 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.

HR POLICIES OF NATIONAL BUILDING CONSTRUCTION CORPORATION

LIMITED(NBCC)

The main vision of NBCC is to formulate strategic plan to improve productivity

and performance by developing employees’ capabilities and potential for

sustaining competitive growth. To enhance the knowledge of employees in their

respective fields to enable them to make better use of their expertise in

achieving organisational goals. To augment the quality of life of employees.

Building quality culture for achieving organisational goal by developing

professional attitude and approach. So to full fill all their vision they build

Employees Development Centre, which is located on Meharuli Gurgaon Road

near Ghitorni village. Initially set up to enable the Management to restructure its

workforce by training and re-training members of the work force in the

alternative technical trades and multi-skilling the existing members of the

workforce, the EDC in course of time has graduated itself to provide training to

external agencies also. The Centre has full time qualified and experienced

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instructors for most of the trades. Instructors for the other trades are drawn from

the H.R Pool of the Corporation as and when required. The Centre is fully

equipped for practical training and also arranges on the job training for the

trainees at its projects in Delhi and outside. Contentment and all around

development of employees at all levels is of paramount importance to the

Corporation. Besides, multi-dimensional human resource development

initiatives on an ongoing basis, Corporation has over the years introduced

employees welfare measures in a graduated manner.

Currently the list stands as under:

1. Group Medical Insurance Scheme

In-service / retired employees of the Corporation are covered under a Group

Medical Insurance Policy and are eligible for indoor medical treatment both on

cashless and reimbursement basis in any of the Hospitals listed by the Insurance

Company. Besides, a corpus / flotter are also available to the extent of 25% of the

insured amount in order to cover the requirement of genuine cases.

2. Group Insurance Scheme

The in-service employees in the regular establishment of the Corporation are

covered by a Group Insurance Scheme on payment of subscription by the

employees according to their scale of pay.

3. Interest subsidy on House Building Advance

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Regular employees of the Corporation are entitled to get interest subsidy on

house building advance obtained by them from approved lending agencies. The

difference between the rate of interest charged by the lending agencies and the

rate of interest charged by the Central Government on house building advance

from its employees is reimbursable subject to a maximum of 6%.

4. Housing Subsidy

Employees of the Corporation on transfer from one place to another are entitled

to housing subsidy at the new place of posting in addition to HRA of the station

at which the family is left behind. The Corporation also facilitates the employees

for hiring their own accommodation at the new place of posting by allowing them

interest free advance recoverable in twelve monthly instalments.

5. Company Leased Accommodation

Employees at the level of General Manager and above are entitled to Company

leased accommodation.

6. Transport Allowance to Physically Handicapped employees

Transport Allowance is payable to physically handicapped employees it double

the rate at which it is payable to other employees of the Corporation.

7. Children Education Allowance:

Employees of the Corporation are entitled to Children Education Allowance

subject to fulfilment of certain conditions in respect of children studying up to

12th class. Employees posted to North Eastern Region are allowed almost all the

Special Benefits as applicable to Central Government employees.

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8. Leave Travel Concession:

Corporation has its own rules for granting Leave Travel Concession to its

employees. Each employee is entitled to avail home town LTC every two years.

Against one of the Home Town LTC, employee can avail All India LTC in a

block of four years. Special concession to travel by air by any airline has been

given in case of travel from one place to another provided the destination is

linked by Rajdhani /Shatabadi Express trains. The expenditure is, however,

restricted to the train fare applicable in the case of Rajdhani / Shatabadi Express

trains.

9. Leave Encashment:

Employees of the Corporation are entitled to encashment of leave to the extent of

50% as on 1st July of every year subject to availability and proceeding on leave

for the matching period.

10. Benevolent Fund:

In the event of demise of an employee in harness, there is provision for extending

financial assistance to the kith and kin / legal heirs of the deceased employee

from the Benevolent Fund. For this purpose the Corporation contributes a sum of

Rs.50,000/- per employee and the balance is generated out of contribution from

the employees of the Corporation.

11. Corporate Wear / Uniform /shoes:

Corporation provides corporate wear to all its regular employees except operative

level staffs who are being provided with summer / winter liveries as per their

27

entitlement.

12. Interest free advance:

The eligible employees of the Corporation are entitled to Fan, Cycle, Festival,

Scooter and Car advance as per guidelines / rate of interest applicable to the

Central Govt. employees.

13. Computer Advance:

The employees of the Corporation are entitled to an interest free advance to be

recovered in 24 instalments.

14. Tea Allowance:

The regular employees of the Corporation are paid a tea allowance on monthly

basis.

15. Refreshment charges for attending office beyond office hours /

holidays:

The refreshment charge is being paid to the employees in HO & ZO for working

on holidays / for sitting late after office hours.

NBCC are very much concern about the Employee retention, satisfaction and

28

productivity. So they are using new, innovative and creative idea or HR policies that can improve the performance of all the employee of NBCC. These can be improved through sensitive monitoring of employee attitudes, implementing improvements based on survey results and providing feedback to employees about those improvements. EDC i.e. Employees Development Centre of NBCC also undertakes short term training for the unemployed youth sponsored by the National Federation of Labour Co-operatives and has been training persons in various trades. EDC is capable of designing programmes on its own and imparts training in its own premises and at the premises of the client organizations as per their specific needs. The design and delivery including duration of training is shaped in consultation with the client organization. Employees Development Centre offers full time courses in the following trades:

1. Carpentry

2. Masonry

3. Plumbing

4. Internal Wiring, repair of domestic appliances and motor winding.

5. Auto Electrician

6. Barb ending

7. Welding

8. Painting etc.

EMPIRICAL ANALYSISIn this analysis part I use all the respondent views and opinions and answers, so

that it gives my thesis more authentic and also give more value to my thesis.

29

Here I got several kinds of responses like some are good and some are bad and

some are how to improve the employee satisfaction, so based on all these

feedback from the employees of NBCC I prepare the analysis.

Here in this analysis I find out that 90% of the people are very much satisfy in

the organization and 5% employees are partially satisfy and partially dissatisfy

and 5% employees are totally dissatisfy with the organization. In this analysis I

find out that there are two kind of working environment is present in NBCC,

one is those employees who are totally working in the offices and another is

those employees who are working in the construction sides, as we know that the

NBCC is a construction company which are engaged in making building,

bridges and other construction related work in the hilly and remote areas. So,

the workers who are doing duty in the construction side areas among them the

work satisfaction is considerably low against those employees who are doing

duty in the proper offices.

According to my analysis the NBCC management is showing great support to

their employees but in spite of that some of the employees are dissatisfy and

which is common in every organization as it is not possible to satisfy each and

every employee of the organization but the NBCC human resource department

is taking so many measures and steps to satisfy those employees who are not

satisfy for some reasons. As NBCC believes that a happy worker is productive

worker and employees are their greatest strength, so the organization tried their

30

level best to satisfy all the employees of the organization and also NBCC

continuously doing the human resource accounting which help them to identify

that the employees are satisfy or not in the organization and also with this

method and technique it is very easy to measure the potential or ability of the

employees across the organization, to produce value out of their knowledge and

skills. NBCC employees are getting lots of other benefits like interest free loan,

free medical benefits and free oil for the vehicles of the employees and other

benefit also which is provided by NBCC. There are some of the problematic

areas are like the employees those have to work in the construction sides they

were not getting proper food , clean water and the security as the places are so

remote which are so far from the main city. As we know that NBCC is wholly

owned by the government of India so it is a public company and it is mostly

seen that in public company the employees are so much relaxed than the other

private company and they are getting the job security as a addition benefit. To

satisfy any employees the main factor that makes happy or pleasant feeling is

job security. Because in these recession period no other companies (mainly

private companies) can take these initiative which is taken by NBCC. Another

very important problem that come in front of the NBCC is some of the

employees need job variance in their job but it is not possible in NBCC. As we

know that NBCC is a construction company so their work is mainly roaming

around this area not more than that & these is the main reason for employee

leaving the job. So the NBCC management need to identify the ways to retain

31

the good and experience employees in the organization and they need to give

focus on paying more salary to employees and other extra incentives and more

support to their families these strategies might proven to be excellent tools to

retain and improving the bottom line and other employees in the organization.

Employee’s benefits that an NBCC offer are a long-term investment that can

result in a sustained competitive advantage for the organization.

One of the vital things which I notice while talking with the NBCC employees

is most of the employees of NBCC are basically from other states & they are

not satisfy as there are several reasons for that like in other states lots of

shopping malls and multiplexes etc are there but in Tripura this things are not

present, so they might feel bad but the employees who are belongs to Tripura

they are much more satisfy. The NBCC employees are getting proper training

and development program which is very good and can able to transfer policy of

the NBCC very effective and efficiently.

NBCC provides some benefits to the employees which leads to the satisfaction

cost. Some of the scheme or HR policies are - Group Medical Insurance

Scheme, Group Insurance Scheme, Interest subsidy on House Building

Advance, Housing Subsidy, Company Leased Accommodation, Children

Education Allowance, Transport Allowance to Physically Handicapped

employees, Leave Travel Concession, Leave Encashment, Benevolent Fund,

Corporate Wear / Uniform /shoes, Interest free advance, Computer Advance,

32

Tea Allowance & Refreshment charges for attending office beyond office hours

/ holiday. In case of the employee avails of external medical facilities

reimbursement of the incurred express is made to the employees. The employee

are getting paid holidays or vacation and the employee insurance is also

provided by the organization, then the maternity leave to the women employees

of the organization. Then educational allowance for employee’s children as

NBCC provides a fixed educational allowance towards the school and colleges

related expenses of the employees’ children. Merit scholarships for employee’s

children and NBCC encourage the children of employees to excel in their

studies by awarding merit scholarship. Company transportation facilities as

NBCC provides facilities to their company cars and serve to ease the difficulties

associated with commuting to work. NBCC provides the facilities to many

workers in urban and semi-urban areas have to commute long distance between

their place of work and their homes.

RESPONSE SHOWING THE SATISFACTION LEVEL OF THE EMPLOYEES ON VARIOUS HR POLICIES OF NBCC.

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

33

Group Medical

Insurance Scheme

04 0 02 20

Group Insurance Scheme

15 0 01 10

Housing Subsidy

02 04 08 12

Children Education Allowance

02 10 08 06

Leave Travel Concession

13 01 03 09

Leave Encashment

15 01 01 09

Benevolent Fund

14 0 02 10

Interest free advance

24 0 0 02

Computer Advance

21 01 0 04

Tea Allowance

19 02 0 05

Refreshment charges

24 0 0 02

Working Environment

14 04 04 04

Pay Structure

20 0 02 04

34

Analysis 1

35

These analysis is based on employees views regarding a scheme which is known as Group medical insurance scheme. In-service / retired employees of the Corporation are covered under a Group Medical Insurance Policy and are eligible for indoor medical treatment both on cashless and reimbursement basis in any of the Hospitals listed by the Insurance Company. Table 1

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Group Medical

Insurance Scheme

04 0 2 20

Interpretation

Group medical insurance scheme is a popular scheme which is related with the employees’ health. From this survey we can say that most of the respondents are satisfied i.e. 77%, 15% & 8% are satisfied, extremely satisfied and dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

36

Analysis 2

This analysis is based on Group insurance scheme. GIS covers the entire insurance segment which is on the basis of payment of subscription by the employees according to their scale of pay.

Table 2

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied


15 0 1 10

Interpretation

Group insurance scheme is a popular scheme which is related with the employees’ health and also with other benefit. From this survey we can say that most of the respondents are extremely satisfied i.e. 58%, 38% & 4% are extremely satisfied, satisfied and dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

37

Analysis 3

This analysis is based on housing subsidy. Employees of the Corporation on transfer from one place to another are entitled to housing subsidy at the new place of posting in addition to HRA of the station at which the family is left behind. The Corporation also facilitates the employees for hiring their own accommodation at the new place of posting by allowing them interest free advance recoverable in twelve monthly instalments.

Table 3

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Housing Subsidy

2 4 8 12

Interpretation

Housing subsidy is a scheme which is related with the employees’ accommodation especially when they are transfer from one place to another. From this survey we can say that most of the respondents are satisfied i.e. 46%, 31%, 15% & 8% are satisfied, dissatisfied, extremely dissatisfied and extremely

38

satisfied respectively. Here we can see that employees’ dissatisfaction is somehow more than other scheme.

Analysis 4

This analysis is based on children education allowance. Company provide good scholarship to only those children of an employee who have scoring good marks in board exam. However there are some benefits for N.E employees.

Table 4

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Children Education Allowance

2 10 8 6

Interpretation

Children education allocation is a scheme which is related with the children’s education of the employees of NBCC. Employees of the Corporation are entitled to Children Education Allowance subject to fulfilment of certain conditions in respect of children studying up to 12th class. So most of the

39

respondents are extremely dissatisfied i.e. 38%, 31%, 23% & 8% are extremely dissatisfied, dissatisfied, satisfied and extremely satisfied respectively. Here we can see that employees’ are extremely dissatisfaction because they need scholarships not only for 12th class but also for other student on different class.

Analysis 5

This analysis is based on leave travel concession. Each employee is entitled to avail home town LTC every two years. Against one of the Home Town LTC, employee can avail All India LTC in a block of four years.

Table 5

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Leave Travel

Concession

13 1 3 9

Interpretation

Leave travel concession is mainly deals with the travel allowance which is given by the company to their employees. From thesis analysis we can say that most of the respondents are extremely satisfied. However 50%, 35%, 11% and

40

4% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.

Analysis 6

This analysis is based on leave encashment. Employees of the Corporation are

entitled to encashment of leave to the extent of 50% as on 1st July of every year

subject to availability and proceeding on leave for the matching period.

Table 6

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Leave Encashment

15 1 1 9

Interpretation

Leave encashment is mainly deals with the leave which is given by the company to their employees. From thesis analysis we can say that most of the respondents are extremely satisfied. However 58%, 34%, 4% and 4% are

41

extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.

Analysis 7

This analysis is based on Benevolent Fund. The company contributes a sum of

Rs.50, 000/- per employee and the balance is generated out of contribution from

the employees of the Corporation.

Table 7

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Benevolent Fund

14 0 2 10

Interpretation

42

Benevolent fund is mainly deals with the fund which is rises from the existing employees when any of the employees of NBCC is died (for any reason). From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 54%, 38% and 8% are extremely satisfied, satisfied, & dissatisfied. and extremely dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

Analysis 8

This analysis is based on questionnaire method for IFA. The eligible employees

of the Corporation are entitled to Fan, Cycle, Festival, Scooter and Car advance

as per guidelines / rate of interest applicable to the Central Govt. employees.

Table 8

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Interest free

advance

24 0 0 2

Interpretation

These bar diagram show the clear picture of respondent views regarding IFA. This scheme is mainly deals with the luxury item or heavy goods like car,

43

scooter, fans, coolers etc. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 92% & 8% are extremely satisfied & satisfied respectively. However take a note that no respondent are extremely dissatisfied and dissatisfied.

Analysis 9

This analysis is based on computer advance scheme. The employees of the

Corporation are entitled to an interest free advance to be recovered in 24

instalments.

Table 9

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Computer Advance

21 1 0 4

Interpretation

44

These pie charts show the clear picture of respondent views regarding computer Advance. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 81%, 15% & 4% are extremely satisfied, satisfied and extremely dissatisfied respectively. However take a note that no respondent are dissatisfied.

Analysis 10

This analysis is for tea allowance. So the provide tea to all the employee of

NBCC which in turn cut some amount from their salaries.

Table 10

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Tea Allowance

19 2 0 5

45

Interpretation

These pie charts show the clear picture of respondent views regarding tea allowance. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 73%, 19% & 8% are extremely satisfied, satisfied and extremely dissatisfied respectively. However take a note that no respondent are dissatisfied.

Analysis 11

This analysis is for refreshment charges.

Table 11

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Refreshment charges

24 0 0 2

Interpretation

These bar diagram show the clear picture of respondent views regarding refreshment charges. From thesis analysis we can say that most of the

46

respondents are extremely satisfied i.e. 92% & 8% are extremely satisfied & satisfied respectively. However take a note that no respondent are extremely dissatisfied and dissatisfied.

Analysis 12

This analysis is for working environment so that we can able to know about the

working condition of NBCC and how much they (NBCC) are concern about the

employee’s safety and health.

Table 12

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Working Environment

14 4 4 4

47

Interpretation

These pie charts show the clear picture of respondent views regarding working conditions. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 54%, 16%, 15% and 15% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.

Analysis 13

This analysis is for pay structure. As we know that every organization has their

own pay structure which is different from other company. Here they have

different pay structure for different group i.e. group A, B, C & D.

Table 13

Parameters

Extremely

Satisfied

Extremely

Dissatisfied

Dissatisfied

Satisfied

Pay Structure

20 0 2 4

Interpretation

48

These pie charts show the clear picture of respondent views regarding their own pay structure. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 77%, 15%, and 8% are extremely satisfied, satisfied & dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

FINDINGSAfter getting all the data we can say that most of the employees of NBCC are

extremely satisfied. These analysis is totally based on HR policies and practices

which is being implemented in the organization i.e. NBCC. On the basis of

questionnaire and also through the help of personnel interview I have analysed

all these findings which are as follows-:

Group medical insurance scheme is a popular scheme which is related with the

employees’ health. From this survey i have analysed that most of the

respondents are satisfied i.e. 77%, 15% & 8% are satisfied, extremely satisfied

and dissatisfied respectively. No respondent are extremely dissatisfied.

In group insurance scheme most of the respondents are extremely satisfied i.e.

58%, 38% & 4% are extremely satisfied, satisfied and dissatisfied respectively.

No respondent are extremely dissatisfied.

In housing subsidy scheme most of the respondents are satisfied i.e. 46%, 31%,

15% & 8% are satisfied, dissatisfied, extremely dissatisfied and extremely

49

satisfied respectively. Here employees’ dissatisfaction is somehow more than

other scheme.

Children education allocation is a scheme which is related with the children’s

education of the employees of NBCC. Here most of the respondents are

extremely dissatisfied i.e. 38%, 31%, 23% & 8% are extremely dissatisfied,

dissatisfied, satisfied and extremely satisfied respectively. Here we can see that

employees’ are extremely dissatisfaction because they need scholarships not

only for 12th class but also for other student on different class.

In leave travel concession most of the respondents are extremely satisfied.

However 50%, 35%, 11% and 4% are extremely satisfied, satisfied, dissatisfied

and extremely dissatisfied respectively.

In leave encashment most of the respondents are extremely satisfied. However

58%, 34%, 4% and 4% are extremely satisfied, satisfied, dissatisfied and

extremely dissatisfied respectively.

Benevolent fund is mainly deals with the fund which is rises from the existing

employees when any of the employees of NBCC is died (for any reason). Here

most of the respondents are extremely satisfied i.e. 54%, 38% and 8% are

extremely satisfied, satisfied, & dissatisfied respectively. No respondent are

extremely dissatisfied.

In interest free advance most of the respondents are extremely satisfied i.e. 92%

& 8% is extremely satisfied & satisfied respectively. However no respondent

are extremely dissatisfied and dissatisfied.

50

Most of the respondents are extremely satisfied for computer advance i.e. 81%,

15% & 4% are extremely satisfied, satisfied and extremely dissatisfied

respectively. However take a note that no respondent are dissatisfied.

From this analysis for tea allowance we can say that most of the respondents are

extremely satisfied i.e. 73%, 19% & 8% are extremely satisfied, satisfied and

extremely dissatisfied respectively. However no respondent are dissatisfied.

In refreshment charges most of the employees are extremely satisfied i.e. 92%

& 8% is extremely satisfied & satisfied respectively. However take a note that

no respondent are extremely dissatisfied and dissatisfied.

For working condition most of the respondents are extremely satisfied i.e. 54%,

16%, 15% and 15% are extremely satisfied, satisfied, dissatisfied and extremely

dissatisfied respectively.

For pay structure most of the respondents are extremely satisfied i.e. 77%, 15%,

and 8% are extremely satisfied, satisfied & dissatisfied respectively. However

take a note that no respondent are extremely dissatisfied.

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CONCLUSION

After getting through all the questionnaires which is filled by the

employees of the organization i.e. employees of NBCC we can

conclude that most of the employees are extremely. These is only due

to proper utilization of fund in appropriate sector or area, moreover

their HR policies are very good. However there are some respondent

or employees are not satisfied and it may be due to group difference.

So we can say that maximum employees are extremely satisfied,

moderate employees are satisfied whereas less or small fraction of

people are extremely dissatisfied or dissatisfied.

52

HR VISSION, MISSION AND

OBJECTIVES

HR VISSION

To build and nurture a world class Human Capital

for leadership in construction business.

HR MISSION

To adapt and continuously innovate best-in-class

HR practices to support business leaders through

engaged empowered and enthused employees.

HR OBJECTIV ES

Enrich and sustain the culture of integrity,

belongingness, team work, accountability and

innovations.

Attract, nurture, engage and retain talent for

competitive advantage.

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Enhance employee competencies continuously.

Build a joyous work place.

Promote high performance work system.

Upgrade and innovate HR practices, system and

procedure to global benchmark.

Promote work life balance.

Measure and audit HR performance.

Promote work life balance. Integrate the employee

family into the organization fabric.

Inculcate a sense of corporate social

responsibilities among the employees.

Managing industry, organizational and contractual

relationships in an ethical, fair and professional

manner.

Maintaining human resources management

practices that advocate and advance the well-

being of employees, as well as their personal and

professional development.

54

EMPLOYEE SATISFACTION SURVEYSurveying employee satisfaction and commitment provides an opportunity for

the company to reveal its employees’ real needs, which is a material element of

business efficiency. The purpose of the survey is to explore and understand the

factors and fields that affect employee satisfaction, and what all or a group of

employees are dissatisfied with despite considering it important for their

activities. Another goal of the survey is to compare the extent of satisfaction

across organizational units.

Customized solutions offered to employees on their real problems are attached

particular significance for all employees. In the course of our analyses, we

provide our clients with an accurate, detailed and comprehensive view of the

current situation; at the same time, it is not only the present that is addressed,

but also future tendencies are outlined, as well as the key areas of intervention

identified. The company management is provided information on employees’

judgments of their workplace, on the timescale they reckon with the company

and the extent they feel motivated.

For our surveys, we use a customized questionnaire, which facilitates surveying

the employees’ real satisfaction (i.e. the areas attached high importance and

low satisfaction). In the survey, these are the factors represented that affect

satisfaction most. Areas with bad or deteriorating results can be paid particular

attention in strategic planning.

The survey reveals the positive tendencies seen in the field of employee

satisfaction and commitment, and the inhibiting factors regarding the whole

company and various employee groups.

55

On surveying employee satisfaction, the following aspects are examined:

the relationship of employees to the company (commitment, loyalty)

factors that affect performance (working environment, motivation)

processes that affect company operations (coordination, decision-

making, flow of information)

The survey is anonymous, which ensures that employees’ names are not

revealed, and also provides an opportunity to publish individual opinions.

Employees evaluate the various areas on a scale of satisfaction. They assess

each question in terms of importance and their satisfaction.

The results of employee satisfaction are of key importance to senior

management and the HR management, as these levels of management have

an influence on the resources that affect satisfaction, in addition to managing

such resources and operating any related processes and systems (salaries and

fringe benefits, training - education, performance appraisal systems, career

management, etc. )

Employee satisfaction surveys may equally contain standard and company-

specific aspects. The former provide an opportunity for comparison with the

data of other companies, using external criteria, i.e. benchmarking.

56

SUGGESTIONS/recommendation

As it is seen through survey, research and analysis that about 80% are extremely

satisfied, 15% of employees are just satisfied with the organization HR policy

and remaining 5% are extremely dissatisfied and dissatisfied so, I suggested the

company to take several steps or strategy which will help the employee to

satisfy their needs and wants. As most of the employees are satisfied so they

should focus on other remaining employees who are not satisfied with

companies HR policies. In NBCC human resource department needs to set up

the Grievance redressal department so that the employee’s grievance can be

handling with care and immediate result should be given by the department. To

retain the employees the organization needs to ESOPs (Employee Stock

Options) tools come handy for the organization to retain the employees.

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APPENDICES

58

QUESTIONNAIREName:

Address:

Marital Status: Married Unmarried

Gender: Male Female

Group: A B C D

Phone No:

How far you are satisfied with the various HR policies of NBCC?

Parameters Extremely Satisfied

Extremely Dissatisfied

Dis-satisfied

Satisfied

Group Medical

Insurance Scheme


Housing SubsidyChildren

Education Allowance

Leave Travel Concession

Leave Encashment

59

Benevolent Fund

Interest free advance

Computer Advance

Tea Allowance

Refreshment charges

Working Environment

Pay Structure

Have you undergone any training program in NBCC?

A) Yes B) No

If yes in what way did the training benefit you?

A) Knowledge wise B) Skill wise C) Attitude wise

Any suggestion for NBCC:-

Date: Signature:

THANK YOU

60

REFERENCEBOOKS

Falcons (1991), “Self Assessment & Job Satisfaction in Public & Private Public Organization” Vol – 16, Page no- 388.

Organization Behaviour, Personality and attitudes, Chapter VI, Page No-109, ICFAI University Press, March 2004.

JOURNAL

Training and its development, ICFAI University Press, February 2009, Vol. II, Page no – 27.

Job market, ICFAI University Press, January 2009, Page no – 11.

Organization Behaviour, Vol. III, ICFAI University press, Page no – 29, January 2009.

Knowledge Management, Vol. VII, January 2009, Page no – 7.

WEBSITES

http://www.ultrafeedback.com/Home/Researchservices/OnlineSurveys/tabid/71/Default.aspx

http://en.wikipedia.org/wiki

http://www.nbcc.org.com

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GLOSSARY

A

62

Attitude - A persistence tendency to feel and behave in a particular way towards some object.

Attrition – A process whereby employees leave their jobs for reasons such as retirement, resignation, transfers etc. And those jobs remain unfilled.

Authority- The rights inherent in a managerial position to give orders and expected the orders to be obeyed.

Autonomy – The degree to which the job provides substantial freedom & discretion to the individual in scheduling the work in and determining the procedure to be used in carrying it out.

C

Career – The sequence of positions occupied by a person during a course of a life time.

Career management – The process of designing and implementing plans and strategies that enables HR professionals and manager to satisfy work force needs & enable individuals to achieve their career objectives.

Change – Making things different.

Change agents - People who act as catalyst and assume the responsibility for managing change activities.

Channel – The medium through which the communication message travels.

Charismatic leadership – Leadership qualities originating from a strong leader, which tend to be internalized by members of the group.

Coercive power – Power that is based on fear.

Communication – The use of symbols to transfer the meaning of information.

Compensation – The reward that employees receive in exchange for their contribution to an organization.

Conflict – A process that begins when one party perceives that another party has negatively affected, or is about negatively affect, something that the first party cares about.

63

Controlling – Monitoring activities to ensure that they are being accomplished as planned and correcting any significant deviations.

Culture – The acquired knowledge that people use to interpret experience and generate social behaviour.

D

Decision making – Choosing from among two or more alternatives.

Demotions – The reassignment of an employee to a lower level job with lesser pay, involving fewer skills and responsibilities.

E

Effectiveness – Achievement of goals.

Efficiency – The ratio of effective output to the input required to achieve it.

Employee involvement - A participative process that uses the entire capacity of employees & is designed to encourage increased commitment to the organization’s success.

Employee provident fund - Monetary assistance is provided to employees or their dependents for their post retirement life.

Employee stock ownership plans (ESOPs) – Company established benefit plans in which employees acquire stock as part of their benefits.

Empowerment – Making employees in charge of what they do.

Ethics – Moral issues & choice that deal with right & wrong behaviour.

Expectancy – The belief of an individual that an act will lead to a particular outcome that would his motivational level.

F

Feedback – A message that tells the original sender how clearly his or her message was clearly understood & what affect it has had on the receiver.

Flexitime – Employees work during a common core time period each day but have discretion in forming their total workday from a flexible set of hours outside the core.

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Fringe Benefits – The monetary and non monetary benefits given to employees during their employment tenure.

G

Gratuity – A reward given to an employee as s token for his long and loyal service with the employer.

Grievance – A dissatisfaction or feeling of injustice in connection with one’s employment situation that is bought to the notice of the management.

Group – Two / more individuals, interacting and interdependent, who have come together to achieve particular objective.

H

HR policy – A set of proposals and actions that act as a reference point for managers in their dealings with employees.

HRM – the functions performed in an organization that facilitates the most effective use of people to achieve organizational & individual goals.

Human relations - Motivating people in organizational settings to develop team work that accomplishes individual as well as organizational goals effectively.

I

Individualism – A national culture attribute describing a loosely knit social framework in which people emphasize only the care of themselves and their immediate family.

Intuition – A feeling not necessarily supported by research.

J

Job analysis – The systematic collection, evaluation & organization of information related to jobs.

Job design – The process of structuring work & designating the specific activities at individual or group levels.

65

Job rotations – Placing an employee on different jobs for different periods of time, where he gains job knowledge & experience in each of the different job assignments.

Job satisfaction – The general attitude towards one’s job the difference between the amount of rewards workers receive & the amount they believe they should receive.

Job Sharing – The practise of having two or more people split a forty hour a week job.

L

Leadership – The ability to influence a group towards the achievements of the goals.

Learning – The acquisition of knowledge or skill through study, practise or experience.

M

Motivation – The relationship between the means, drives and incentives.

N

Need – Some internal state that makes certain outcomes appear attractive.

Norms – Acceptable standards of behaviour within a group that are shared by the group’s members.

O

Organization – A consciously coordinated social unit composed of two or more people. That functions on a relatively continuous basis to achieve a common goal or set of goals.

P

Performance appraisals – An ongoing process of evaluating and managing both the behaviour and outcomes of employees in the work place.

Perception – A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.

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Personality – The sum total of ways in which an individual reacts and interacts with others.

R

Reward - Anything that attracts an individual’s attention and stimulates him to work. Rewards can be monetary or non – monetary.

Role conflict – A situation which an individual is confronted by divergent role expectations.

T

Team buildings – High interaction among groups members to increase trust and openness.

Training - The systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

Transfer – The reassignment of an employee to a job with similar pay, status, duties & responsibility.

V

Values – Basic convictions that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence.

W

Wage – the remuneration paid by the employer for the services of hourly, daily weekly or fortnightly employees.

Work group – A group that interacts primarily to share information & to make decisions to help each other perform with in his / her area of responsibility.

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employee satisfaction on NBCC

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