SIP

Employee Satisfaction At Positronics Pvt Ltd

(Employee Satisfaction At Positronics Pvt Ltd)

A

PROJECT

ON

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

In Partial Fulfilment

Of the Requirements for the Degree of

Master of Business Administration

Prepared by:

VEER J THAKKAR (012013018)

MBA (2013-15)

Presented to the Faculty of the

School of Management & Entrepreneurship

AURO University

Surat

DEED OF DECLARATION

I, Veer Thakkar, hereby submit our Summer Internship Report entitled EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD and truthfully declare that the above-titled project is a product of our original research investigation.

We further declare that, should the school eventually discover that a substantial portion of my paper is lifted, in to, from original sources, using exactly the words of the author in more than 50% of the whole content, I reserve the right to AURO University, Surat to recall my MBA Diploma and cancel the degree granted to me.

Signed this day of __________________________ at AURO University, Surat

___________________________

MBA Candidate

ACKNOWLEDGMENT

I heartily wish to extend heartfelt appreciation and gratitude to numerous Mentors, benefactors, and constituents who have collectively endowed the Wherewithal, faith and encouragement for me to navigate and complete my internship journey.

I am profusely thankful to Mr. Jayesh Prajapati, HR Manager, Positronics Pvt Ltd, vadodra for his valuable guidance and suggestions in my Summer Internship Project.

I am indebted to Positronics Pvt Ltd for considering me as a trainee and giving me precious time for my summer internship project. I am also indebted to the staffs and members of Positronics Pvt Ltd for their support and help.

I take this opportunity to express my profound gratitude to Professor Kamlesh Mishra, my primary advisor and unflagging advocate, who mustered devoted, continuing, innovative and adaptive mentorship to impel and shepherd my checked efforts through diverse and abounding challenges, I extend my deep and abiding respect and many, many thanks.

I also take this opportunity to express a deep sense of gratitude to Assistant Professor of Auro University and my internship mentor, Ms Indrani Sengupta for her cordial support, valuable information and guidance.

To the faculty and staff of the School of Management and Entrepreneurship, AURO University, Surat.

TABLE OF CONTENT

CH.

CONTENTS

PAGE NO.

1

2

3

4

6

7

8

9

EXECUTIVE SUMMARY

The internship was conducted at Positronics Pvt Ltd, Vadodara, The Company has been Turnkey electrical, Automation of Power plant, Oil and gas and many others. An insight view of project will included the Companies organisational structure and core product of the company. A brief about the companies HR department work and other facilities.

The objective of studies included the EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD, which help the company to know about the employee are stratify with companies facilities and other works.

COMPANY PROFILE

Positronics Group is the leading provider of Turn-Key Electrical, Instrumentation, Automation to Power plants, Oil & Gas, Water supply, Chemical, Defence utilities & other Industries. Since its inception in the 1973, Positronics has been one of the few Indian companies that served the local market in India as well overseas for Oil & Gas, Water and other industrial projects. Over the years since its incorporation, the company expanded its operations by adding innovative manufacturing capabilities. It added new manufacturing locations in Ahmedabad and Vadodara in India to its portfolio till date.

Positronics offers full turnkey solutions from Design to commissioning. Our greatest strength is over 3 decades of experience in the design and implementation of integrated systems. Positronics offers solutions to meet specific client requirements and expectations, as no two products are exactly the same. From something as simple as choosing the right product to Implementing a turnkey project, every decision is crucial and important. Every single project requires informed equipment choices and system design, even for the most basic systems also. Our In-house Design & Engineering team is available to confer with clients, consulting engineers, and other specialists in the preparation of system design and documentation including Client Consultation, Requirements Analysis, Detailed Systems Design, and Design Documentation.

MISSION:

Our mission is to maintain our standing in the industry as the leader by delivering a Quality and Cost effective solution that will best fit the clients requirements.

We continue pouring new technologies into our projects to improve the performance, reliability and its functionality, thus maintaining our competitive advantage as we deliver products of excellence. Through this process every completed product withstands the test of time throughout its life, resulting in a customer willing to engage in repeat business.

LOCATIONS

HEAD OFFICE:

POSITRONICS PVT.LTD. - UNIT-1

"POSITRONICS HOUSE "

882/2, G.I.D.C.,

MAKARPURA,

VADODARA-390 010.

PH - (0265) 2642496, 9687684641/42/43

FAX: (0265) 2647033/2632699

E-MAIL: [email protected]

POSITRONICS PVT.LTD. - UNIT-2

POSITRONICS PVT.LTD.

223, G.I.D.C., Por-Ramangamdi,

Dist.: VADODARA-390 010.

PH: (0265) 6543890,

FAX: (0265) 2831532


POSITRONICS PVT.LTD. -UNIT-3


111, G.I.D.C., Por-Ramangamdi,

Dist.: VADODARA-390 010.

PH - (0265) 6548988,

FAX: (0265) 2831547


POSITRONICS PVT. LTD. UNIT-4


272/292, G.I.D.C., POR-RAMANGAMDI

DIST:-VADODARA.

PH : (0265) 6542819

FAX: (0265) 2830169


AT: AHMEDABAD

POWER ELECTRONICS & CONTROL

145/2, G.I.D.C., NARODA,

AHMEDABAD.

Ph-079-2813432

Fax-079-2821397

E-mail: [email protected]

PRODUCT PROFILE

A. LT ELECTRICAL PANELS:

1. LT PCC UPTO 6300A FIXED TYPE

2. LT MCC UPTO 6300A FIXED TYPE

3. LT BUSDUCTS 4000/5000A

4. LT DISTRIBUTION BOARDS

5. SYNCHRONIZING PANELS

B. INSTRUMENTATION & AUTOMATION

1. PURGE TYPE PANELS FOR ALL KIND OF HAZARDOUS AREA

2. FLAMEPROOF PANELS FOR ALL KIND OF HAZARDOUS AREA

3. CONTROL DESK PANELS

4. MOSAIC PANELS

5. MIMIC PANELS

TYPE OF CUSTOMER

Power Plants

National Thermal Power Corporation Limited (NTPC) - Various Power Plants in India

Uttar - Pradesh State Electricity Board

KONA SEEMA Power Plant

Gujarat State Energy Generation etc.

Oil & Gas Installations

Oil & Natural Gas Corporation (ONGC) - Various Locations in India

Clough Oil & Gas, Australia

Reliance industries Limited - Patalganga

Reliance industries Limited Hazira

Petroleum Refineries

Indian Oil Corporation Limited (Panipat, Mathura, Baroda, Haldia, Barauni, etc)

Bharat Petroleum Corporation Limited (Mumbai)

Hindustan Petroleum Corporation Limited (Mumbai, Vishakapatnam, etc)

Reliance Industries Limited Jamnagar

Fertilizers

Gujarat State Fertilizer corporation Limited (GSFC) - Vadodara

IFFCO Limited - Kandla

IFFCO Limited - Kalol

Gujarat Narmada Fertilizer Corporation Limited - Bharuch

Kribhco Limited Etc.

Gas Compression & Distribution System

Indraprastha Gas Limited (IGL) - New Delhi

Gujarat State Petroleum Limited (GSPL) - Hazira

Mahanagar Gas Limited (MGL) - Mumbai

NIKO Reources Limited - Hazira

Gujarat Gas Company Limited - Hazira.

Gas & Air Compressors

Dresser-Rand(India) Private Limited

Burckhardt Compression (Formerly Sulzer India Limited)

Kirlosar Pneumatic Company Limited

Ingersoll-Rand(India) Limited

.

Pumping Systems

Weir Pumps Limited

Kirloskar Brothers Limited

Mather & Platt India Limited

Voltas Limited

Blue star Limited

Cement Plants

Gujarat Ambuja Cement Limited

L&T Cement Limited

Madras Cement Limited

Chanakya Cement Limited

Chemical & Process Plants

Gujarat Alkalies and Chemicals Limited (GACL)

Gujarat Chemical and Port Trust Corporation Limited

Heubach Colour Pvt. Limited

Eusa Pigments Pvt. Limited

Cadila Pharmaceuticals Limited

Iron & Steel Plants

Remi Metals Limited

Mukund Limited

Bhushan Limited

Bokaro Steel Limited

Lloyd Steel Limited

Steel Authority of India - Rourkela

TISCO Limited

Panchamahal Steel Limited

Essar Steel Limited

Textile Industries

Garden Silk Mills Limited

Grasim India Limited

Rajshree Polyfil

Century Enka Limited

Modern Textiles Limited

Power Distribution Systems

Voltamp Transformers Limited

Bajaj Electrical Limited

Crompton Greaves Limited

Reliance Energy India Limited (Formerly B.S.E.S. Ltd.)

Tata Electric Company Limited (TEC)

Water Distribution Systems

Sadar Sarovar Nigam Limited (SSNL),

Gujarat Water Supply & Sewage Board (GWSSB), etc

Air Drying Systems

Gaso Energy System Limited

Puriflair India Limited

Chill Air System Pvt. Ltd., etc.

Construction Groups

Gammon India Ltd.,

National Building Construction Corporation (NBCC),

Essar Construction Ltd. ,

L&T Limited,

Bridge & Roof Company Limited, etc.

Engineering Industries

Elecon Engineering Company Limited

Thermax Limited

Thermopads India Limited.

L&T Group of Companies

Thyssen-krupp (I) Pvt. Ltd

ORGANISATION STRUCTURE

PLANT LAYOUT

CHAPTER: 2

INTRODUCTION ABOUT HUMAN RESOURCE

People are our greatest asset is a mantra that companies have been changing for years. But only a few companies have started putting Human Resources Management (HRM) systems in place that support this philosophy. There are a number of challenges in the Indian industry which require the serious attention of HR managers to find the right candidate and build a conducive work environment which will be beneficial for the employees, as well as the organization. The industry is already under stress on account of persistent problems such as attrition, confidentiality, and loyalty. Other problems are managing people, motivation to adopt new technology changes, recruitment and training, performance management, development, and compensation management. With these challenges, it is timely for organizations to rethink the ways they manage their people. Managing HR in the knowledge based industry is a significant challenge for HR managers as it involves a multi task responsibility. In the present scenario, HR managers perform a variety of responsibilities. Earlier their role was confined to administrative functions like managing manpower requirements and maintaining rolls for the organization. Now it is more strategic as per the demand.

Managing People

In view of the industry dynamics, in the current times, there is a greater demand for knowledge workers. Resumes abound, yet companies still fervently search for the people who can make a difference to the business. Often talented professionals enjoy high bargaining power due to their knowledge and skills in hand. The attitude is different for those who are taking up responsibilities at a lesser age and experience. These factors have resulted in the clear shift in approach to individualized career management from organization career commitment.

Motivating the Workforce

As the competition is growing rapidly in the global market, a technological edge supported by a talent pool has become a crucial factor for survival in the market. Naturally, as a result every organization gives top priority to technology advancement programs. HR managers are now performing the role of motivators for their knowledge workers to adopt new changes.

Competency Development

Human capital is the real asset for any organization, and this makes the HR role important in recruiting, managing, and retaining the best. The HR department has a clear role in this process and determines the success tempo of any organization. An urgent priority for most of the organizations is to have an innovative and competent HR pool; sound in HR management practices with strong business knowledge.

RECRUITMENT AND TRAINING

Recruitment has become a major function from an imperative sub system in HR, particularly in the industry. HR managers play a vital role in creating assets for the organization in the form of quality manpower. Attracting new talent also is a top priority for software companies, but less so for smaller companies. Another challenge for HR managers is to put systems in place to make the people a perfect fit for the job. Skill redundancy is fast in the industry. To overcome this problem, organizations give the utmost priority to training and skill enhancement programs on a continuous basis. Many companies are providing technical training to the employees on a quarterly basis. These trainings are quite useful also in terms of providing security to the employees.

The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based industry. It is essential that Our Company takes more initiatives to improve the security levels of the employees.Work life Balance Factor

Another dimension to the challenges faced by our company is the growing pace of talent acquisition. This aspect creates with it the challenge of a smoother assimilation and the cultural binding of the new comers into the organization fold. The pressure of delivering the best of quality services in a reduced time frame calls for ensuring that employees maintain a work life balance.

Attrition/Retention of the Talent Pool

One of the toughest challenges for the HR managers in the industry is to deal with the prevalent high attrition levels. Though there is an adequate supply of qualified staff at entry level, there are huge gaps in the middle and senior level management in the industry. Further, the salary growth plan for each employee is not well defined. This situation has resulted in increased levels of poaching and attrition between organizations. The industry average attrition rate is 3035 per cent and could range up to 60 per cent.

Employee satisfaction surveys provide valuable data that can ultimately save company money. Our employee satisfaction surveys can:

Measure employee satisfaction levels.

Track changes in employee satisfaction over time.

Improve overall satisfaction and retention.

OVER VIEW ABOUT EMPLOYEE SATISFACTION

What does the term Satisfaction imply to an employee? It implies nothing else than the feeling of either being contended or non-contended on using a product. Employee Satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. A stable and committed workforce ensures successful knowledge transfer, sharing, and creation a key to continuous improvement, innovation, and knowledge-based total customer satisfaction.

When companies are committed with providing high quality products and services; when companies set high work standards for their employees; and when employees are empowered through training and development, provided with knowledge and information, permitted to make mistakes without punishment, and trusted; they will experience an increase in their level of satisfaction at work. This level of satisfaction can be enhanced further if teamwork and visionary leadership are introduced.

Continuous improvement comes from the efforts of the empowered employees motivated by visionary leadership. This is supported by the findings that empowerment and visionary leadership both have significant correlation with employee satisfaction. Teamwork is also supported by the findings. In addition, the study found significant correlation between employee satisfaction and employees intention to leave.

The success of a corporation depends very much on customer satisfaction. A high level of customer service leads to customer retention, thus offering growth and profit opportunities to the organization. There is a strong relationship between customer satisfaction and employee satisfaction. Satisfied employees are more likely to stay with company and become committed and have more likely to be motivated to provide high level of customer service, by doing so will also further enhance the employees satisfaction through feeling of achievement. Enhanced employee satisfaction leads to improved employee retention; and employee stability ensures the successful implementation of continuous improvement and customer satisfaction. Customer satisfaction will no doubt lead to corporate success and greater job security. These will further enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite for customer satisfaction.

Employee satisfaction is closely related to Job satisfaction. In the next few paragraphs, I am going to discuss Job satisfaction at length. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that persons parent. There are a variety of factors that can influence a persons level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness o the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements).

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 workgroups. 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. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1 5 scale 9where 1represents not all satisfied and 5 represents extremely satisfied).

Definitions

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours. This definition suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviours.

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premises of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who does not value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. this theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory

Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her/his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

Two Factor Theory (Motivation Hygiene Theory)

Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want o perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out. Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Herzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Herzbergs original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured.

Measuring Job Satisfaction

3.15There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfacting is the Likert scale (named after Rensis Likert). Other less common methods of for gauging jobsatisfaction include: Yes/No questions, True/False questions, point systems, checklist, forced choice answers. The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or decide in response to whether given statements accurately describe one job. The Job in General Index is an overall measurement of job satisfaction. It was an improvement to the job Descriptive Index because the JDI focused too much on individual facets and not enough on work satisfaction in general.

RESEARCH METHODOLOGY

4.1Introduction.Research is a careful inquiry or examination to discover new information and to expand and verify existing knowledge. According to Clifford Woddy, Research is defined as the process which includes defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deductions and reaching conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

Employee Satisfaction Measurement.

4.2Employee satisfaction has been defined as a function of perceived performance and expectations. It is a persons feeling of pleasure or disappointment resulting from comparing a products outcome to his/her expectations.

4.3 If the performance (Company Services) falls short of expectations, the employee is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction implies more purchase/use of the product or service. The process is however, more complicated then it appears. It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer comes in.

4.4Tools for tracking and measuring customer satisfaction:

(a) Complaint and Suggestion System: Employee can freely deliver complaints and suggestions through facilities like suggestion box, personal meetings with seniors etc.

(b) Lost Employee Analysis: The exit interviews are conducted or employee loss rate is computed.

(c) Employee Satisfaction Survey: Periodic surveys by use of questionnaire or telephone calls to random sample of recent buyer help to find out customer satisfaction and relate to repurchase intention and word of mouth score.

4.5Statement of the Problem.Human behaviour is unpredictable. One can act according to ones own decision. No one can expect the same type of behaviour from anyone at all circumstances. Human behaviour is highly influenced by the environment. Because of this factor, we cannot expect that one can act in the same way on a particular problem in all situations.

4.6Most times human behaviour is influenced by the nature of work group. Friendly cooperative co-workers will definitely have a positive approach towards their work. The work group serve as a source of support, comfort, advice and assistance to the individual workers. A good work group makes the job more enjoyable, and the performance of the group will be very high. This will automatically lead to the attainment of the individual as well as die organizational goals. As a result every one of the organization will have a high job satisfaction and will have a peaceful life.

4.7If there is dissatisfaction with the job it will make the workers become restless which may be reflected in the form of low production, high wastage of materials, accidents, conflicts among workers, absenteeism, high employee turnover, strike and lockouts etc. Therefore, it is more important to study the job satisfaction of workers as it one of deciding factors which will determine the whole operation of an organization.

4.8Scope of the Study.The scope of the study is as under:

(a)Conduct the study in the premises of Avi Electronics & Networks Pvt Ltd, Pune.

(b)Include 30 employees at random.

(c)Seek individual responses to questionnaires.

(d)Collect data from participants.

(e)No comparisons will be made with other organizations.

(f)Include open and close ended questions while seeking data.

(g)Protect the privacy of individuals responding to questionnaires.

4.9Objectives of the Study.The objectives of the study are as follows:

(a)To Measure job satisfaction of the employees of towards Positronics Pvt Ltd, Vadodra

(b) To assess the general attitude of the employees towards Positronics Pvt Ltd, Vadodra

(c) To assess the level of commitment across process and facilities.

(d) To help the management of the company to know about the actions to be taken to increase the level of satisfaction of the employees.

4.10Data Collection

Following are the sources for the collection of data:

(a) Primary source

(b) Secondary source

4.11Data Collection Methods

There are three main methods of data collection

(a) Observation

(b) Experimentation

(c) Survey

(d) Direct interview method

I have selected survey method of data collection which is one of the very common and widely used methods for collection of primary data. We can gather wide range of valuable information about the behavior of the employees viz. attitude, motive and options etc.

4.12Primary Data.The Primary Data required for this project work was collected through Questionnaires. This method consisted of preparing detailed questions covering the Employee satisfaction standards in the Company. Thereafter it was distributed amongst a total of 30 personnel of the Company(respondents) who were randomly selected. Further, no names were sought from those filling in this Questionnaire so as to obtain their free and frank opinion as also to protect their privacy. The format of the Questionnaire is attached as Annexure I to this report.

4.13Secondary Data.As Secondary Data is data which has been collected earlier for other purposes, the requirement of this type of data with respect to this report was obtained from the company website.

4.14Sample Size and Method of Sampling.The details are as follows:

(a)Universe.The Universe for the purpose of this report was finite i.e. Positronics Pvt Ltd, Vadodra

(b)The Sampling Unit was an individual employed by Positronics Pvt Ltd, Vadodra and the Sample Size was limited to a total of 30 personnel of the Company.

(c)Method of Sampling adopted was Simple Random Sampling Method because all employees have relatively different levels of satisfaction, thus a sample size of 30 was considered to be adequate.

(d)Tools Used.

(i)Percentage Analysis.

(ii)Bar Diagram.

(iii)Pie Chart.

4.15Limitations of the Project

The limitations of the project are enumerated as follows:

(a)The student had no prior exposure to the Corporate environment, its work culture, work ethics etc. To that extent, understanding its dynamics in a limited period, was difficult. This reflected on obtaining data/information from the Organization for the purpose of this study.

(b)Employees by and large are reluctant in expressing their feelings/thoughts in the Questionnaire and tend to be biased.

(c)The Organization is reluctant to openly share data/information and tend to keep sensitive data/information confidential which is understandable.

(d)Some personnel in the Organization, irrespective of their seniority, cannot pay adequate attention to the requests of such studies given the constraints of time and the work pressures prevalent in the Industry today.

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS & INTERPRETATION

5.1The analysis and interpretation of the Questionnaire to the Participants (format is as per Annexure I to this report) is enumerated in succeeding paragraphs.

Q-1 Are you clear about the results expected of you in your job?

The responses showed that majority of the employees were clear about their job. The response was as under:-

Response

Nos

Percentage

Yes

28

93.3

No

2

6.7

Cant say

0

0

Total

30

100

Interpretation.

Employees of the company are aware of the managements expectations from them.

Q-2 Are you clear about the overall goals of the company?

The response was as under:-

Response

Nos

Percentage

Yes

27

90

No

3

10

Cant say

0

0

Total

30

100

Interpretation.

Employees of the company are quite clear of the goals of the organization

Q-3 Are you satisfied with your job assignment?


Response

Nos

Percentage

Yes

19

63.33

No

5

16.67

Cant say

6

20

Total

30

100

Interpretation.

While a large proportion of the employees are happy and satisfied with their work assignment, a fairly large proportion do not appear to be happy and satisfied.

Q-4 Does your job make use of your skills and abilities?


Response

Nos

Percentage

Yes

21

70

No

3

10

Cant say

6

20

Total

30

100

Interpretation.

Skills and abilities of employees are being utilised by the company. However these skills and abilities are not being optimally utilised.

Q-5 Do you get a sense of accomplishment from your work?


Response

Nos

Percentage

Yes

17

56.67

No

5

16.67

Cant say

8

26.67

Total

30

100

Interpretation.

Higher order needs of a large number of employees needs more attention. Majority of employees appear to be getting a sense of accomplishment in their respective jobs.

Q-6 Would you like to continue in your current area of work?

Response

Nos

Percentage

Yes

26

86.67

No

2

6.67

Cant say

2

6.67

Total

30

100

Interpretation.

Attitude of Employees towards their current job is reasonably satisfactory.

Q-7 Does your job, through variety and challenge, provide opportunities for learning and growth?


Response

Nos

Percentage

Yes

18

60

No

4

13.33

Cant say

8

26.67

Total

30

100

Interpretation.

More attention needs to be given to individual growth of employees of the company. A fair proportion of the respondents seemed to be unsure of learning and growth prospects in the company.

Q-8 Is the environment of your workplace safe clean, healthy and hygienic?


Response

Nos

Percentage

Yes

28

93.33

No

0

0

Cant say

2

6.67

Total

30

100

Interpretation.

The environment at the work place is neat, clean, tidy and hygienic.

Q-9 Does your job leave you with sufficient time for your personal/family and social life?


Response

No

Percentage

Yes

29

97

No

1

0

Cant say

0

3

Total

30

100

Interpretation.

Majority of employees are satisfied with availability of personal time, however, a fair proportion is not satisfied with the same.

Q-10 Are your superiors fair and equitable in their dealings with people?

Response was as under:-

Response

No

Percentage

Yes

27

90

No

2

6.66

Cant say

1

3.33

Total

30

100

Interpretation.

Reveals, healthy inter personal relations between management and employees of the company.

Q-11 Have your performance appraisals been fair?


Response

Nos

Percentage

Yes

20

66.67

No

5

16.67

Cant say

5

16.67

Total

30

100

Interpretation.

Reveals, a fair proportion of employees are not satisfied with their appraisal.

Q-12 Are there clear criteria for giving rewards?


Response

No

Percentage

Yes

26

86.67

No

3

10

Cant say

1

3.33

Total

30

100

Interpretation.

Reflects a healthy system of rewards in the company.

Q-13 Is credit for work well done given timely?


Response

No

Percentage

Yes

19

63.33

No

9

30

Cant say

2

6.67

Total

30

100

Interpretation.

Reveals the fact that while most of the time, good work is being appreciated, however more emphasis is required to ensure that good work does not go unrecognised.

Q-14 How satisfied are you with your total remuneration package considering your duties and responsibilities?


Response

No

Percentage

Extremely satisfied

13

43.33

Satisfied

7

23.33

Neutral

4

13.33

Dissatisfied

4

13.33

Extremely dissatisfied

2

6.67

Total

30

100

Interpretation.

While compensation package of the company is by and large fair, there is room for improvement.

Q-15 Roles and responsibilities of people in the workplace are clearly defined?


Response

Nos

Percentage

Strongly agree

17

56.67

Agree

5

16.67

Neutral

1

3.33

Disagree

4

13.33

Strongly Disagree

3

10

Interpretation.

Roles and responsibilities in the company are well defined in most of the cases. However more needs to be done towards better division and definition of the same.

Q-16 Superiors in the company welcome free and frank communication from employees?


Response

No

Percentage

Strongly agree

14

46.67

Agree

6

20

Neutral

2

6.67

Disagree

4

13.33

Strongly Disagree

4

13.33

Interpretation.

Free and frank opinions from employees are welcome in the company.

FINDING AND SUGGESTION

Findings

6.1The findings consequent to the study are as enumerated in succeeding paragraphs.

(a)Majority(90%) of the employees were clear about their own role and the company goals.

(b)Only 63 percent of the employees were satisfied with their job assignments.

(c)Only 70 percent of the employees feel that the company is utilising their skills and abilities.

(d)87 percent of the employees want to continue in their current area of work.

(e)60 percent of respondents felt that their job provided opportunities for learning and growth.

(f)93 percent of respondents felt that environment of your workplace safe clean, healthy and hygienic.

(g)97 percent of respondents felt adequate private time for self and family was available.

(h)90 percent of employees were of the opinion that their employees were fair and equitable in their dealings with people.

(i)Only 63 percent of employees thought that credit for work well done was given timely.

(j)67 percent of employees were satisfied with their remuneration package considering their job and responsibilities.

(k)67 percent of employees were satisfied with freedom for free and frank communication with superiors.

Suggestions

6.2In general, level of employee satisfaction in the company is quite high. However as far as satisfaction goes, sky is the limit and there is no end to expectations. Following suggestions are made with the intention of further improvement:-

(a)System of reward and recognition may be improved. Though there is no bias in rewards, employees have a feeling that their good work is not given credit in time.

(b)Remuneration to employees may be improved, if feasible.

(c)Communication (free and frank exchange between employees and employers) may be given more attention.

(d)Opportunities for personal learning, growth and personal development of the employees deserves due attention. Investment in employees is indirectly investment in the company.

(e)Job assignment needs to be reviewed periodically in order to avoid monotony and boredom.

CONCLUSION

7.1The project has given me an opportunity to interact with the Corporate Sector and to actually see how academic teaching of the classrooms in Management is translated to reality and practice. In fact it was very heartening to experience that all concepts and theories mentioned in various books are actually implemented by the Company albeit under a different name to suit its needs/style/culture.

7.2Also, undertaking this project has helped me in learning to think of a topic/subject/issue in a logical manner and examining the issue in its totality. This has also promoted interaction with people from different walks of life, experiences and outlooks thus giving me a broader perspective to the issue of training in particular and the business environment in general.

7.3Finally to conclude, I would like to submit that while pursuing this research, I learnt that it is very important to learn the background/genesis of the topic/subject/issues first, so as to understand the requirement/problem at hand and then consider its present status and future prospects so as to arrive at a suggested set of solutions/recommendations/suggestions so vital to the purpose of such studies.

BIBLIOGRAPHY

Reference websites.

http://www.positronicsindia.com/html/facility.html#8

ANNEXURE

ANNEXURE I

Copy No Date.

QUESTIONNAIRE: PARTICIPANTS

1.Introduction.This questionnaire seeks data from respondents(employees of the company) chosen at random. This data is for the purpose of this study alone and will not be used for any other purpose and is purely academic in nature.

2.The questions are as follows:

Q-1 Are you clear about the results expected of you in your job?

a. Yes.

b. No.

c. Cant say.

Q-2 Are you clear about the overall goals of the company?

a. Yes.

b. No.

c. Cant say.

Q-3 Are you satisfied with your job assignment?

a. Yes.

b. No.

c. Cant say.

Q-4 Does your job make use of your skills and abilities?

a. Yes.

b. No.

c. Cant say.

Q-5 Do you get a sense of accomplishment from your work?

a. Yes.

b. No.

c. Cant say.

Q-6 Would you like to continue in your current area of work?

a. Yes.

b. No.

c. Cant say.

Q-7 Does your job, through variety and challenge, provide opportunities for learning and growth?

a. Yes.

b. No.

c. Cant say.

Q-8 Is the environment of your workplace safe clean, healthy and hygienic?

a. Yes.

b. No.

c. Cant say.

Q-9 Does your job leave you with sufficient time for your personal/family and social life?

a. Yes.

b. No.

c. Cant say.

Q-10 Are your superiors fair and equitable in their dealings with people?

a. Yes.

b. No.

c. Cant say.

Q-11 Have your performance appraisals been fair?

a. Yes.

b. No.

c. Cant say.

Q-12 Are there clear criteria for giving rewards?

a. Yes.

b. No.

c. Cant say.

Q-13 Is credit for work well done given timely?

a. Yes.

b. No.

c. Cant say.

Q-14 How satisfied are you with your total remuneration package considering your duties and responsibilities?

a. Extremely satisfied.

b. Satisfied.

c. Neutral.

d. Satisfied.

e. Extremely dissatisfied.

Q-15 Roles and responsibilities of people in the workplace are clearly defined?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-16 Superiors in the company welcome free and frank communication from employees?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.


Q-17 Do your superiors encourage you to think innovatively and challenge outmoded traditions and practices?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.


NosYes NoCan't say1462PercentageYes NoCan't say46.666666666666487206.666666666666667

Clarity of Company Goals ?


Job Satisfaction


Utilization of Skills


Sense of Accomplishment


Attitude towards current job?


Growth Opportunities


Work Environment


Avail of Pers Time


Inter pers Relations


Performance Appraisal Fair?


Fair Policy for Rewards?


Credit for Work


Satisfaction with Remuneration

NosExtremely satisfiedSatisfiedNeutralDissatisfiedExtremely dissatisfied175143

Clearly defined Roles

NosStrongly agreeAgreeNeutralDisagreeStrongly Disagree146244

Frank Communications

NosStrongly agreeAgreeNeutralDisagreeStrongly Disagree146244

AURO University

25

SIP

Documents

Transcript of SIP