employee satisfaction on NBCC
Transcript of 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
1
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
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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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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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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
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
(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
22
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
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
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
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
24
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
25
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.
26
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
Group Insurance Scheme
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.
51
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.
53
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.
57
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
Group 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
61
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.
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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.
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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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