ACKNOWLEDGEMENT
OBJECTIVES OF THE STUDY: -
1] To find out the level employee satisfaction in the co.
2] To identify problem of the Employee which affects their
performance
3] To find out the deficiencies in co. policies affecting the
employee which in turn affects the co. profitability.
4] To find out the attitude of the Employee towards management
of the firm and to recommended suggestions to the co. So that the
employee enhanced and the employees are motivated.SCOPE OF THE
STUDY A study was conducted at INFO APPS TECHNOLOGIESto known the
satisfaction level of the employees regarding training programme.
The questionnaire for this survey was framed considering those
factors where corrective action can be taken at .The study is
limited to the permanent employees
METHODOLOGYIn every research, we have to follow some
methodology. The data collection done in INFO APPS s, for the
purpose of my study on employee satisfaction by using the following
methods.
Source of information
Data collection method
Research instruction technique
FINDINGS
1. 38% are working in INFO APPS TECHNOLOGIES is Highest
2. 42% are joined as a programmer in INFO APPS TECHNOLOGIES is
highest
3. 46% are give first preference to job function in INFO APPS
TECHNOLOGIES is highest
4. 84% are saying that satisfied with job in INFO APPS
TECHNOLOGIES is highest5. 52% are saying work experience in INFO
APPS is highest
6. 50% are saying Medical in INFO APPS is highest
7. 38% are saying good scale in INFO APPS is highest
8. 44% are saying safeguard in INFO APPS is highest
9. 38% are saying Fulfillment in INFO APPS is highest10. 82% are
saying Yes in INFO APPS is highest11. 96% are saying Yes means
clear communication, in INFO APPS is highest12. 48% are saying
Motivation in INFO APPS is highest
13. 100% are saying satisfied with appraisal system in INFO APPS
14. 40% are saying Minimum role in INFO APPS is highest
15. 60% are Married in INFO APPS is highestINTRODUCTION
INFO APPS TECHNOLOGIESis headed by Mr. RAMANUJAN DARAK, a
pioneer in the granite field who was honoured by the awards
Independence for his contribution in field of Mining &
Marketing of Granites.
Production range of INFO APPS TECHNOLOGIESincludes Rough
Dimension Block, Polished, Flamed, Honed and Cut to size structural
slab, monuments memorials and mausoleum for different countries in
exclusive design. GME group also produces modular tiles, vanities
and counter tops; table tops sculptured pieces in different colors
of natural granites stones
Several prestigious in the world have used granite stones from
INFO APPS s. The organization is managed and run by highly
qualified professionals and skilled engineers.
Of all the factors of production - Capital, land, labour; labour
or man is undoubtly the crucial factor that makes or mars an
organization.
Employees are now a days seen as business partners of the
organization. They empower the organization to succeed. At the
threshold of this transformation, human assets need to be chosen
carefully, developed, nurtured, utilized and their competencies
multiplied.
High employee satisfaction levels can reduce turnover and
attrition rate in the industries.People are the key to success in
the new economy. Companies are attaching greater importance to
human performance today than ever before. And while corporations
have presumably always valued their employees, in today's
fast-moving new economy, people have gained even greater stature
and are now seen as possibly the most important factor in a
company's success or failure.
Companies are giving due importance to recognize and the
extraordinary efforts related to retain the people in industry,
some are making efforts to attract and retain top talent, represent
fundamental shifts in employer-employee relationships. And no where
has this been truer than in the high-tech sector, with its
insatiable demand for knowledge Employee.
But the focus on human performance now stretches across all
industries and all levels, from the front lines of customer service
to the highest executive ranks. Almost industries are putting their
best efforts to the keep employees happy and engaged.
One reason CEOs have begun investing in human performance
improvement is that they now have quantifiable proof of a sizable
return. HR is fast changing from an internal service department to
a strategic partner in improving a company's competitive position.
In this era of competition, if internal customers, i.e. employees
are not happy then the organization will be out of competitive
market.
LITERATURE REVIEW
PROJECT PROBLEM
Definition: 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.
INTRODUCTION
EMPLOYEE SATISFACTION is the problem undertaken in INFO APPS S,
which forms one of the basic objectives of every business house
regardless of the size. It is believed that employees are the live
assets of an organization. This statement holds true for the mere
reason that employees are supposed to be the BACKBONE of the
business.
Abilities, talents, aptitude and potentials for effectively
activating every human resource development strategy must be guided
by the golden rule:
GIVE LOVE AND GET LOVE
If there is cent percent satisfaction of the employees that is
not possible, then it leads to sincerity and dedication to the
work, which makes the organization to prosper in business and
economy as a whole.
IMPORTANCE OF HUMAN RESOURCE
Manpower may be thought of as, The total knowledge, skill,
creative abilities, talents and aptitudes of an organizations
workforce as well as value, attitudes and benefits of the
individual involved. It is the most valuable asset of an
organization. Human resources are utilized to the maximum possible
extent in order to achieve individual and organizational goals.
BENEFITS OF EMPLOYEE SATISFACTION
1) It helps to improve recruitment. As the job becomes more
attractive, more efficient employees can be recruited.
2) It helps to win over employees loyalty and increase their
morale.
3) Right organizational environment and climate will be
created.
4) It helps to build up stable labor force to reduce labor
turnover and absenteeism.
5) It helps to the development of team spirit among Employee6)
It helps to earn goodwill and enhance public image.
Labour welfare helps to improve industrial relations and
peace.Meaning and Definition:
Locke gives a comprehensive definition of Employee
Satisfaction
A pleasurable positive emotional state resulting from appraisal
of ones perception of how well their job provides those things
which are viewed as important. It is generally recognized in the
organizational Behavior field that employee's satisfaction is the
most important and frequently studied attitude".Definitions of the
concepts:
To understand the concept clearly, it is better to understand
the literal
meaning of them. Therefore to understand the term "Employee
Satisfaction" it is very much important to know the words
"Employee" And "Satisfaction" separately.
Employee: According to the Oxford Dictionary the meaning of
the
"Employee is a Person employed for Wages".A person who works for
another, in return, for financial or other compensation.
According to Employees State Insurance Act, 1948, An Employee is
defined as the one who is directly employed by the principal
employee or whose services are temporarily lent to by another with
whom the employee has a contract of service. The act also says that
employee also includes any person employed for the wages or any
work connected with the administration of the factory or
establishment or any department or branch there of or with the
purchase of raw materials for or the distribution of scales of the
products of the factory or establishment. The act also covers any
person engaged as in apprentice, not being an apprentice under
the
Apprefltice Act, 1961 or under The Standing Orders of the
establishment, but does not include any member of the Indian Naval,
Military or Air-forces".
Satisfaction: According to the Oxford Dictionary the meaning of
the satisfaction means "atonement or compensation or a situation
where the expectations have been met".
According to the Dictionary of Psychology by J. Akinson, E.
Berne & R.S. Woodworth, Satisfaction means "A State of pleasant
& wellbeing consequent upon having gratified an appetite or
motive".
Welfare means fairing or doing well. It is a comprehensive term,
and refers to the physical, mental & emotional well being of an
individual.
The ILO at its Asian Regional Conference defined Labours welfare
as a term which is understood to include such services, facilities
and Amenities and may be established or in the vicinity in them
with amenities conducive to good health & high morale.
The Oxford dictionary defines labours welfare as efforts to make
life worth living for workmen.
Chambers dictionary defines as a state of fairing on doing well,
freedom from calamity, enjoyment of health, prosperity etc.
Need for Labour welfare in India
The need for labours welfare was strongly felt by the committee
of the royal commitment to industrial work among the factory work
and also the harsh treatment receives from the employees since the
developing country like India. This need was emphasized by the
constitution of India in the chapter on the directive principle of
state policy in the following articles.
Importance of Employee Satisfaction:
1. Tracking the attitudes and opinions of employees can identify
problems areas and solutions related to management and leadership,
corporate policy, recruitment, benefits, diversity, training, and
professional development.
2. A comprehensive employee satisfaction study can be the key to
a more motivated and loyal workforce.
3. The first step is to understand exactly which issues have the
greatest impact on employee satisfaction.
4. The findings of the employee satisfaction survey will tell
you exactly bow much more important one issue is over another so
that you can focus your performance improvement initiatives
appropriately.
5. In analyzing the data, we can define and refine issues that
need addressed, such as overall job satisfaction, professional
fulfillment, employee motivation and commitment, likelihood to stay
with the organization, pay level, corporate goals and
Objectives.
6. Survey results can be segmented by employee position, length
of employment,
full-time vs. part-time, etc.
FACTORS AFFECTING EMPLOYEE SATISFACTION.
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Personal growth
7. Company policy and administration
8. Supervision
9. Relationship with supervisor
10. Work conditions
11. Salary
12. Relationship with peers
13. Personal life
14. Relationship with subordinates
15. Status
16. Security
THEORIES OF EMPLOYEE SATISFACTION.
DAVID MCCLELLANDS MOTIVATIONAL NEED THEORY
David McClelland is most noted for describing three types of
motivational need, which he identified in his 1988 book, Human
Motivation:
Achievement motivation (n-ach),
Authority or power motivation (n-pow),
Affiliation motivation (n-affil).
Davidic McClellands needs-based motivational model
These needs are found to varying degrees in all Employee and
managers, and this mix of motivational needs characterizes a
person's or manager's style and behavior, both in terms of being
motivated and in the management and motivation others.
The need for achievement (n-ach)
The n-ach person is 'achievement motivated' and therefore seeks
achievement, attainment of realistic but challenging goals, and
advancement in the job. There is a strong need for feedback as to
achievement and progress, and a need for a sense of
accomplishment.
ABRAHAM MASLOWS HIERARCHY OF
NEED MOTIVATIONAL.MODEL
Abraham Maslow developed the Hierarchy of Needs model in
1940-50's USA, and the Hierarchy of Needs theory remains valid
today for understanding human motivation, management training, and
personal development. Indeed, Maslow's ideas surrounding the
Hierarchy of Needs concerning the responsibility of employers to
provide a workplace environment that encourages and enables
employees to fulfill their own unique potential
(self-actualization) are today more relevant than ever. Abraham
Maslow's book Motivation and Personality, published in 1954 (second
edition 1970) introduced the Hierarchy of Needs, and Maslow
extended his ideas in other work, notably his later book Toward a
Psychology of being, a significant
and relevant commentary, which has been revised in recent times
by Richard Lowry, who is in his own right a leading academic in the
field of motivational psychology.
Abraham Maslow was born in New York in 1908 and died in 1970,
although various publications appear in Maslow's name in later
years. Maslow's PhD in psychology in 1934 at the University of
Wisconsin formed the basis of his motivational research, initially
studying rhesus monkeys. Maslow later moved to New York's Brooklyn
College.
Maslow's original five-stage Hierarchy of Needs model is clearly
and directly attributable to Maslow; later versions with added
motivational stages are not so clearly attributable. Maslow's
Hierarchy of Needs has been extended through interpretation of
Maslow's work by other people, and these augmented models and
diagrams are shown as the adapted seven and eight-stage Hierarchy
of Needs models
below. There is some uncertainty as to how and when these
additional three stages (six, seventh and eighth - 'Cognitive',
'Aesthetical', and 'Transcendence') came to be added, and by whom,
to The Hierarchy of Needs model, and many people consider Maslow's
'original five-stage Hierarchy Of Needs model to be the
definitive
(and perfectly adequate) concept.
Maslow's hierarchy of needs
Each of us is motivated by needs. Our most basic needs are
inborn, having evolved over tens of thousands of years. Abraham
Maslow's Hierarchy of Needs helps to explain how these needs
motivate us all. Maslow's Hierarchy of Needs states that we must
satisfy each need In turn, starting with the first, which deals
with the most obvious needs for survival itself.
Only when the lower order needs of physical and emotional well
being are satisfied are we concerned with the higher order needs of
Influence and personal development.
Conversely, the things that satisfy our lower order needs are
swept away, we are no longer concerned about the maintenance of our
higher order needs. Maslow's original Hierarchy of Needs model was
developed between1943-1954.
FREDERICK HERTZBERG MOTIVATIONALTHEORY
Frederick Hertzbergs motivation and hygiene factors
Frederick Hertzbergs book 'The Motivation to Work', written with
research colleagues B Mausner and B Snyderman in 1959, first
established his theories about motivation in the workplace.
Hertzberg's work, originally on 200 Pittsburgh engineers and
accountants, has become one of the most replicated studies in the
field of workplace psychology.
Hertzberg was the first to show that satisfaction and
dissatisfaction at work nearly always arose from different factors,
and were not simply opposing reactions to the same factors, as had
always previously been (and still now by the unenlightened)
believed.
He showed that certain factors truly motivate ('motivators'),
whereas others tend to lead to dissatisfaction ('hygiene
factors').
According to Hertzberg, Man has two sets of needs; one as an
animal to avoid pain, and the other as a human being to grow
psychologically.
He illustrated this also through Biblical example: Adam after
his Expulsion from Eden having the need for food, warmth, shelter,
safety, etc., - the 'hygiene' needs; and Abraham, capable and
achieving great things through self-development - the
'motivational' needs.
Hertzberg's research proved that people will strive to achieve
hygiene needs because they are unhappy without them, but once
satisfied the effect soon wears off - satisfaction is
temporary.
NEEDS FOR TRAINING:
The company provides the training to all employees irrespective
of their qualification skill experience and levels of job.
The training is needed for the following purpose:
Job requirements employees selected for a job might lack the
qualifications required to perform a job effectively. New and
inexperienced employee required detailed instruction for effective
performance on the job. Remedial training should be given to such
people to match the needs of the organization. New employees need
to be provided orientation training to make them familiar with the
job and organisation.
Technicalogy changes: it is changing very fast. Now automation
and mechanization are being increasingly applied in office. And
service sector increasing use of fast changing technique requires
training in to new technology.
Organisation viability: in order to survive and grow an
organisation must continually adopt itself to the changing
environment. Existing employees need refresher training to keep
them a breast of new knowledge.
BENEFITS OF TRAINING TO EMPLOYEES:
Training is useful to employees in the following ways:-
1] Self Confidence
2] Higher Earnings
3] Safety
4] Adaptability
5] Promotion
6} New SkillsPERFORMANCE APPRAISAL
Appraising performance of individuals, groups and organization
has become a common Patrice. The co has its own appraisal method.
The employers has to evaluate officer has to appraise the
performance of their subordinates
In this the performance appraise is done in a systematic and
planned manner. The term performance refers to the degree of
accomplishments of the job or ultimate result, on the other hand
the term appraisal refer on the evaluation of or assessment of work
being done in terms of quality, quantity, honest and working
capacity, etc.
Content of the performance Appraisal:-
It depends upon the nature and level of job. It is not uniform
for all types of jobs.
1] Regularity of attendance
2] Leadership style
3] Ability to work with others
4] Initiative
5] Technical skill
6] Judgment skills
7] Area of work interest.
OBJECTIVES OF THE COURSE To discuss the importance of the
Managerial Leadership and High Performing Teams.
Understanding the significance of Managerial Leadership and
their impact on Organization.
To provide the participants an opportunity for sharing the
practical experience on the subject.
To create an opportunity to gain an insight into the process of
team building.
CONTENTS OF THE PROGRAM Managerial Leadership: New roles and
Skills
Managerial Decision-Making and Term Problem Solving
Managerial Leadership: Trait and Approaches
Team Leadership
Teamwork
Teambuilding strategies
Conflict Management
Employee empowerment
Leading and Managing Change
Performance Appraisal
The statistically significant factors that affect Employee
satisfaction
Bavendam Research identified six factors, that influence job
satisfaction. When these six factors were high, job satisfaction
was high. When the six factors were low, job satisfaction was low.
These factors are similar to what we have found in all
organizations.
1. Opportunity
Employees are more satisfied when they have challenging
opportunities at work. This includes chances to participate in
interesting projects; jobs with a satisfying degree of challenge
and opportunities for increased responsibility. Important; this is
not simply promotional opportunity. As organizations have become
flatter, promotions can be rare. People have found challenge
through projects team leadership, special assignments as well as
promotions.
Actions:
Promote from within when possible.
Reward promising employees with roles on interesting
projects.
Divide jobs into levels of increasing leadership and
responsibility.
It may be possible to crate job titles that demonstrate
increasing levels of expertise, which are not limiting by a
viability of positions they simply demonstrate achievement.
2. Stress
When negative stress is continuously high, job satisfaction is
low. Jobs are more stressful if they interfere with employees
personal lives or are a continuing source of worry or concern.
Actions:
Promote a balance of work and personal lives. Make sure that
senior managers model this behavior.
Distribute work evenly (fairly) within work teams.
Review work procedures to remove unnecessary red tape or
bureaucracy.
Manage the number of interruptions while trying to do their
jobs.
Some organizations utilize exercise or fun breaks at work.
3. Leadership
Employees are more satisfied when their managers are good
leaders. This includes motivating employees to do a good job,
striving for excellence or just taking action.
Actions:
Make sure your managers are well trained. Leadership combines
attitudes and behavior. It can be learned.
People respond to managers who inspire them to achieve
meaningful goals and they can trust.
4. Work standards
Employees are more satisfied when their entire workgroup takes
pried in the quality of its work.
Actions:
Encourage communication between employees and customers. Quality
gains importance when employees see impact on customers.
Develop meaningful measures of quality. Celebrate achievements
in quality.
Trap:
Be cautions of slick packaged campaigns that are perceived as
superficial and patronizing.
5. Fair Rewards
Employees are more satisfied, when they feel they are reward
fairly for the work they do. Consider employees responsibilities,
the effort they have put forth, the work they have done well and
the demands of their jobs.
Actions:
Make sure rewards are for genuine contributions to the
organization.
Be consistent in your reward policies.
If your wages sure competitive, then make sure that employees
know this.
Reward can include a variety of benefits and rewards other than
money.
As an added benefit, employees who are reward fairly, experience
less stress.
6. Adequate AuthorityEmployees are more satisfied when they have
adequate freedom and authority to do their jobs.
Actions:
When reasonable:
Let employees make decisions.
Allow employees to have input on decisions that will affect
them.
Establish work goals but let employees determine how they will
achieve those goals. Later reviews may identify innovative best
practices.
Ask, If there were just one or two decisions that you could
make, which ones would make the biggest difference in your job?
In creasing job satisfaction is important for its humanitarian
value and for its financial benefit (due to its effect on employee
behavior). As early as 1918, Edward Thorndike explored the
relationship between work and satisfaction in the Journal of
Applied Psychology.
Bavendam Research has included measures of job satisfaction in
all our employee surveys. Clear patterns have emerged.
Employees with higher job satisfaction:
Believe that the organization will be satisfying in the long
run
Care about the quality of their work
Are more committed to the organization
Have higher retention rates, and are more productive.
One thing that makes humans unique is ability to focus energy.
Whether to heat a home or to cut steel with a laser, focusing
energy where it has needed, produces significant results. As a
manager, you need to know what is important problem is more likely
to produce measurable benefits to the organization.
The actual cases unique to your organization can only uncovered
through a proper analysis. Bavendam research Inc. has developed a
survey process that identifies underlying cases of the factors such
as:
Retention/turnover
Productivity
Teamwork
Communication
Job satisfaction
and much more.
Limitations:
i. The study is restricted to employees at INFO APPS ii.
Employees were hesitant and tried to avoid answering questions.
iii. The findings are purely base on the information that has
been collected through questionnaire and the INFO APPS .
BENEFITS OF TRAINING
How Training Benefits the Organization
Leads to improved profitability and/or more positive attitudes
towards profits orientation.
Improves the job knowledge and skills at all levels of the
organization.
Improves the morale of the workforce.
Helps people identify with organizations goals.
Helps create a better corporate image.
Fosters authenticity, openness and trust.
Improves the relationship between boss and subordinate.
Helps prepare guidelines for work.
Aids in understanding and carrying out organizational
policies.
Provides information for future needs in all areas of the
organization.
Organization gets more effective in decision-making and problem
solving.
Aids in developing leadership skill, motivation, loyalty, better
attitudes and other aspects the successful Employee and managers
usually display.
Helps keep costs down in many areas, e.g. production, personnel,
administration etc.
Develops a sense of responsibility to the organization for being
competent and knowledgeable.
Reduces outside consulting costs by utilizing competent internal
consulting.
Stimulates preventive management as opposed to putting out
fires.
Helps the individual in making better and effective problem
solving, which in Turn ultimately should Benefit the
Organization
Through training and development, motivational variables of
recognition, achievement, growth, responsibility and advancement
are internalized and advancement are internalized and
operationalised.
Aids in encouraging and achieving self-development and
self-confidence.
Provides information for improving leadership knowledge,
communication skills and attitudes.
Provides the trainee an avenue for growth and a say in his/her
own future.
Helps a person develop speaking and listening skills; also
writing skills when exercises are required.
Benefits in personnel and Human Relation, Intra and Inter-group
Relations and policy Implementation.
Improves communication between groups and individuals.
Aids in orientation for new employees and those taking new jobs
through transfer or promotion.
Provides information on equal opportunity and affirmative
action.
Provides information on other governmental laws and
administrative policies.
Improves inter-personal skills.
Makes organization policies, rules and regulations viable.
Improves morale.
Builds cohesiveness in groups.
Provides a good climate for learning growth, and
co-ordination.
Makes the organization a better place to work and live.
Training Objectives.
Generally line managers ask the personnel manager to formulate
the trading policies. The personnel manager formulates the
following training objectives in keeping with the companys goals
and objectives.
To proves the employee, both new and old to meet the present as
well as the changing requirements of the job and the
organization.
To impart the new entrants the basic knowledge and skills they
need for an intelligent performance of a definite job.
To assist employees to function more effectively in their
present positions by exposing them to the latest concepts,
higher-level tasks, information and techniques and developing the
skills they will need in their particular fields.
To build up a second line of competent officers and prepare them
to occupy more responsible positions.
To broaden the minds of senior managers by providing them with
opportunities for an interchange of experiences within and outside
with a view to correcting narrowness of outlook that may arise from
over-specialization.
To develop the potentialities of people for the next level
job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.
TRAINING METHODS
As a result of research in the field of training, a number of
programmes are available. Some of these are new methods, while
others are improvements over the traditional methods. The training
programmes commonly used to train operative and supervisory
personnel are discussed below. These programmes are classified into
on-the-job and off-the-job training programmes
On The-Job Training Methods This type of training, also known as
job instruction training, is the most commonly used method. Under
this method, the individual is placed on a regular job and taught
the skills necessary to perform that job. The trainee learns under
the supervision and guidance of a qualified worker or instructor.
On-the-job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. While
the trainee learns how to perform a job, he is also a regular
worker rendering the services for which he is paid. The problem of
transfer of trainee is also minimized as the person learns
on-the-job. The emphasis is placed on rendering services in the
most effective manner rather than learning how to perform the job.
On-the-job training methods include job rotation, coaching, job
instruction or training through step-by-step and committee
assignments.
Job Rotation: This type of training involves the movement of the
trainee from one job to another. The trainee receives job knowledge
and gains experience from his supervisor or trainer in each of the
different job assignments. Though this method of training is common
in training managers for general management positions, trainees can
also be rotated from job to job in workshop jobs. This method gives
an opportunity to the trainee to understand the problems of
employees on other jobs and respect them.
Coaching: The trainee is placed under a particular supervisor
who functions as a coach in training the individual. The supervisor
provides feedback to the trainee on his performance and offers him
some suggestions for improvement. Often the trainee shares some of
the duties and responsibilities of the coach and relieves him of
his burden. A limitation of this method of training is that the
trainee may not have the freedom or opportunity to express his own
ideas.
Job Instruction: This method is also known as training through
step by step. Under this method, the trainer explains to the
trainee the way of doing the jobs, job knowledge and skills and
allows him to do the job. The trainer appraises the performance of
the trainee, provides feedback information and corrects the
trainee.
Committee Assignments: Under the committee assignment, a group
of trainees are given and asked to solve an actual organizational
problem. The trainees solve the problem jointly. It develops
teamwork.
Off-the-Job methods
Under this method of training, the trainee is separated from the
job situation and his attention is focused upon learning the
material related to his future job performance. Since the trainee
is not distracted by job requirements, he can place his entire
concentration on learning the job rather than spending his time in
performing it. There is an opportunity for freedom of expression
for the trainees. Companies have started using multimedia
technology in training, Off-the-job training methods are as
follows:
Vestibule Training: In this method, actual work conditions are
simulated in a classroom. Material, files and equipment, which are
used in actual job performance, are also used in training. This
type of training is commonly used for training personnel for
clerical and semi-skilled jobs. The duration of this training
ranges from days to a few weeks. Theory can be related to practice
in this method.
Role Playing: It is defined as a method of human interaction
that involves realistic behaviour in imaginary situations. This
method of training involves action, doing and practice. The
participants play the role of certain characters such as the
production manager, mechanical engineer, superintendents,
maintenance engineers, quality control inspectors, foremen,
Employee and the like. This method is mostly used for developing
inter-personal interactions and relations.
Lecture Method: The lecture is a traditional and direct method
of instruction. The instructor organizes the material and gives it
to a group of trainees in the form of a talk. To be effective, the
lecture must motivate and create interest among the trainees. An
advantage of the lecture method is that it is direct and can be
used for a large group of trainees. Thus, costs and time involved
are reduced. The major limitation of the lecture method is that it
does not provide for transfer of training effectively.
Conference or Discussion: It is a method in training the
clerical, professional and supervisory personnel. This method
involves a group of people who pose ideas, examine and share facts,
ideas and data, test assumptions and draw conclusions, all of which
contribute to the improvement of job performance. Discussion has
the distinct advantage over the lecture method, in that the
discussion involves two-way communication and hence feedback is
provided. The participants feel free to speak in small groups. The
success of this method depends on the leadership qualities of the
person who leads the group.
Programmed Instruction: In recent years, this method has become
popular. The subject matter to be learned is presented in a series
of carefully planned sequential units. These units are arranged
from simple to more complex levels of instruction. The trainee goes
through these units by answering questions or filling the blanks.
This method is expensive and time consuming.
How to make Training Effective
Determine training needs through job description, performance
appraisal forms and potential appraisal discussions.
Prepare a training calendar in discussion with managers.
Training programmes should be well-defined specific
objectives.
Nominate the employees for training based on a need for
training.
Trainers should be qualified and experienced, and preferable
internal.RECENT DEVELOPMENTS IN TRAINING
Employee Self Initiative
Employees have realized that change is the order of the day and
they have started playing the role of a change agent. Consequently,
employees identify their own training needs, select appropriate
training programme organized by various organizations and undergo
the training programmes. Thus, employees in recent times started
taking proactive measures on their own.
On-Line Training
Companies started providing on-line training. Trainees can
undergo training by staying at the place of their work.
Participants complete course work from wherever they have access to
computer and Internet. Different types of media are used for
on-line training.
TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION
Employee satisfaction surveys can cover as many or as few topics
as are required by your organization. Some of these topics
include:
Job satisfaction
The company as a place to work
Organization direction, strategy and goals
Employee morale
Organizational relationships
Supervision
Management
Leadership
Culture, values and behaviours
Company image
Benefits
Compensation and rewards/incentives
Recognition and promotion
Training and development
Career opportunities
Quality products and services
Internal/external communications
Organizational change
Any other topics of interest to managers
Discrepancy Theories Two-Factor Theory
Motivators
responsibility
challenge
job control
Hygiene factors
pay
benefits
coEmployeeEmployee satisfaction has two components
1.Hygeiene issues
2.Motivation issues
The hygiene issues are:
1.Company and Administration Policy:They should be updated and
accessible to all the employees so that the employees are aware of
all policies of the organization.
2.Supervision: The supervisor should have the good leadership
qualities and should give positive feedback at regular
interval.
3.Salary:Employees want to be paid according to their competence
and hard work.
4.Interpersonal Relations:It is the relation with the superior
,peer and subordinate .The employees should be given time for
socialization .i.e. during lunch, tea break,etc.
5.Working conditions:The working environment should be good so
that the employees will have sense of pride in working for the
organization and should be provided with the necessary facilities
and adequate space work efficiently.
The motivation issues are :
1.Work: The work should make employees believe that the work
they are doing is important.
2.Achievement:All employees want to do a good job and make use
of their talent .
3.Recognition:Employees should be rewarded for high performance
by bonus or at least praising their efforts.
4.Responsibilty:Employees should be given enough freedom or
power to carry out their task .They should have ownership of work
and be given challenging work.
5.Advancement:Loyalty and performance should be rewarded by
providing opportunities for career development .
The absence of hygiene issues is a source of dissatisfaction.
While increase in the motivation factors ,will increase in employee
satisfaction .the hygiene issues should be dealt first and then the
motivation issues should be given considerations .Bigger pay checks
rarely equate with higher job satisfaction .
EMPOLYEE STRENGHT With the manager employee strnght of five
people at the inception, our present workforce is 4000 consisting
of dedicated people. We are proud to say that since 1976 in a long
span of 34years of organization history. There has not been a
single instance of labor unrest. This is due to the strong employer
employee relationship and various welfare measure adopted by the
company such as provident found, gratuity scheme, medical
reimbursement, pension scheme, educational benefits maternity
benefit etc
They have introduce various novel schemes like payment to
drivers based on mileage driven by them even the hamals and drivers
of the organization are extended the benefit of ESI/PF etc
A part from directed employment, we have introduce a self
employment scheme for local entrepreneurs by appointing them as
agents of company .we have found that in small places local people
will be in a better position to cater to customer without adding
overheads to the company .it is estimated that at least 10000
people are benefited by way of direct / indirect employment from
our Organisation
EMPOLYEE AND EMPLOYER RELATIONSHIP
It is a process of an effective motivation of individuals in
given situation in order to achieve a balance of objectives which
will yield grater human satisfaction and help accomplished company
goals
As we observed there is no trade union because of good relation
between employee and employer if any conflict they are solved by
the management
Apart form direct employment their has introduced a self
employment scheme for local transports or agent of the company. It
is estimated that more than 5000 people are benefited by the way of
direct or indirect employment in the organization
INDUSTRIAL PROFILE
Granites is one of the commodities, which are having its own
name in the international market. TULASI is the Granites factory
that was started in the year 1994-95 with manpower of 25. It has
total area of 40 acres by providing employment to around 200
employees, The production is 1500 Cubic Meter per annum with the
turnover of Rs.14Crores
There are number of Granites Companys throughout India which are
situated in various states like Rajasthan, Karnataka, Gujarat etc.
these are one of the sources to the government in earning the tax
as well as exporters name in the international market.
Today in the international market the need for Granites have
gone up
SCOPE OF THE STUDY
A study was conducted at INFO APPS TECHNOLOGIESto known the
satisfaction level of the employees regarding training programme.
The questionnaire for this survey was framed considering those
factors where corrective action can be taken at .The study is
limited to the permanent employees
PERSONNEL DEPARTMENT
Employees are The Back bone Of Every Company They Are
Responsible For Every Company Profitability. The satisfaction of
employees in every aspect will lead to achievement of the goals of
the company; otherwise the co. faces problems, which affects the
growth of the co. The first and foremost responsibility for ever is
to see the well being of each employee. As a part of the project, I
have taken up EMPLOYEE SATISFACTION as the aspect of my study.
MEDICAL FACILITY:-
Every company or industry has its own medical facilities
provided to the Employee in the company.The medical facilities are
provided to the Employee, if following conditions is there:
If there is any accident by the vehicle while working in the
company
If there is any injury working in the electrical department.
The medical facility is provided to Employee is at the cost of
the free services the Employee dont incurs the cost.
HOLIDAYS
Every worker or employees require the leaves, which may be
official or personal. The co. is also providing the leaves facility
to the employee working in the company. There are 12 casual leaves
and 15 sick leaves provided by the co. to the employees for every
year for every 200 working days, the company has provided one day
leave for every 20 days.More leaves are provided if the employees
or Employee are suffering from the diseases like fever, malaria,
typhoid, and other diseases. If they provide medical certificate to
the co. the company has the authority to deduct the absent salary
from their monthly salary.
The company provides the finance facility for the employee who
is sick for long days. The medical leaves are provided to the
Employee or employee on their sickness.
According to the survey conducted, it was found that some of the
Employee have complaints about the facilities like quality of food,
medicines in first aid box, providing the Employee with transport
facilities and granting of long at right time. Some of the Employee
are unhappy with the wage paid to them. They felt that ways are
paid, less according to their service render and it is not possible
to the Employee to lead a decent life. Some of the Employee also
felt that the co. should provide them with quarters to stay.
Responsibilities:The function of the department is to primarily
provide the company with personal procedures and services. It is
thus linked with all the department of the company. And is the mean
to promote understanding between the management and employee.
The personal department is mainly responsible to create a
cordial sphere in the industry between the management and the
Employee.
Selection procedure of the employees:
The co. select the employees required for the concerned jobs
through the selection procedure. The procedure is as follows:
1] Job analysis:
It refers to the study if job in terms of duties,
responsibilities, risks and other factors associated with each
kindle of job. It is the basis for the selecting the right
candidate to the right job. It is essential to finalize the job
analysis, job description, job satisfaction and employee
satisfaction before proceeding to the next step.
2] Recruitment:
It refers to the process of searching fork prospective employee
and stimulating them to apply for jobs to the co. Selection of
right no andjk kind of candidate depends upon affective
requirements.
3] Application form:
It is also known as application blank it is widely accepted
techniques for securing information from the prospective
candidates. The co. asks the applicant to apply on white paper
giving particular about his name, date of birth, mailing address,
education, qualification, experience, etc.
Contents of Application Form:
a] Personal background information,
b] Education attainment,
c] Work experience,
d] Salary accepted.
4] Tests:
The following are the tests conducted. They are as follows:
Aptitude test: This test is conducted to known the ability of
the candidate to learn a job, it giving adequate training candidate
may be having some specific aptitudes such as mechanicals,
clerical, managerial, etc.
Personality test: Personality is some total of mental, moral and
physical trades are qualities. This test will help the experts to
known the qualities like emotions, reactions, mental maturity,
self/confidence, optimists decisions making, capacity, sociability,
patients, intensive, honesty and integrity.
Medical Test: This test it conducted to assess the physical
health standards of the prospective employee. Beside medical tests
conducted to see that the candidates are not suffering from any
infections diseases.
5] FINAL INTERVIEW:-
The Candidates who are successful in all the above tests will be
called for final interview. Interview means face- to face encounter
with the purpose of recruitment. committee consists of some persons
from the concerned department and from the human resources dept.
these expert go on asking different questions on different topics.
Based on the satisfactory answer the candidates are finally
considered for the employment.
HUMAN RESOURCE SYSTEM IS A CENTRAL SUB SYSTEM;
It refers in the organization is not only unique sub system, but
also a principal and central sub system and it operates upon the
control all other sub system.
Whatever in the environment affects the organization like
economic, social, cultural, legal, political, historic,
competitors, consumers etc, as a whole also affects the personal
system? The resources systems receive inputs from the
organizational performance that form of objectives and it results
in individual and organizational performance that may be viewed as
individual and organizations operate under the same cultural,
economic, social, legal, political and other constraints
INDUCTION
Induction of an employee refers to the function of introducing
the new employee to the job, job location surroundings,
organization and various employees.
In order to provide necessary information to the new employees
different method have been adopted, they are as follows:
1] Lecture method
2] Handbook method
3] Film method
4] Other methods
In the process of induction, the information is given to the new
employees,
About the company
About the departments
It is compared to as new bride coming to the in-laws house for
the first time
EMPLOYEE PARTICIPATION IN MANAGEMENT:
It is a development of recent growth. The term participation
implies Mental, emotional and psychological involvement in shaping
the specific destiny. There fore Employee participation in mgt.
Means active association of Employee in total decision-making tack
of the mgt.
Employee participation in the mgt. Means the involvement of
Employee in the mgt. To make the correct decision-making and to
make increase in the production capacity. It provides the Employee
to take morel salary and they full fill their problems faced in the
company.
If there is a correct decision or accurate decision, the mgt.
Follows the suggestion given by the Employee. This helps the
Employee to increase their knowledge.
EFFECTIVENESS OF TRAINING AT INFO APPS S
TRAINING:
Training is the process by which the aptitudes, skills and
abilities of employees to perform specific jobs are increased.
According to G.A.Cole, Training is learning activity, which is
directed towards the acquisition of specific knowledge and skills
for the purpose of definite job or occupation or task.
According to P. Subba Rao, Training is short-term educational
process and utilizing a systematic and organized procedure by which
employees gain specific knowledge for specific job or
occupation
Training is the process of increasing the knowledge and skill
for doing a particular job, it is an organised procedure by which
people learn the knowledge and skill for definite purpose. Training
is aimed at improving the behavior and performance of person.
In other words, training improves changes, modules employees
knowledge, skill, behavior, aptitude and attitude towards the
requirement of the job to the organization. Thus training bridge
the gap between job requirement ad employees satisfaction.
OBJECTIVES OF THE STUDY: -1] To find out the level old employee
satisfaction in the co.
2] To identity problem of the Employee which affects their
performance
3] To find out the deficiencies in co. policies affecting the
employee which inturn affects the co. profitability.
4] To find out the attitude of the Employee towards management
of the co.To recommended suggestions to the co. So that the
employees morale is enhanced and the employees are motivated.
IMPORTANT OBJECTIVES: -
1] To create better understanding between labour and management,
which helps in the increase of the production.
2] To increase the morale and disciplines of the Employee.
3] To improve production in terms of quantity and quality.
4] This helps the company to make the Employee more responsible
and creative.
5] Improve the co. relation and helps co. reduce the labor turn
over and also labor absences.
6] It also helps to satisfy the psychological urge of the
self-expression.
The Employee are allowed to give their suggestion in respected
of production management, working conditions and other aspects of
the company. If there is good suggestion given by the Employee then
the management implements it. This helps to improve the
relationship between the mgt and the Employee.
The helps the company. Growth in terms of quality, quantity,
marketability and other etc.
SCOPE OF THE STUDY
A study was conducted at INFO APPS TECHNOLOGIES to known the
satisfaction level of the employees regarding training programme.
The questionnaire for this survey was framed considering those
factors where corrective action can be taken at .The study is
limited to the permanent employees
METHODOLOGYIn every research, we have to follow some
methodology. The data collection done in Gem Granites, for the
purpose of my study on employee satisfaction by using the following
methods.
SOURCE OF INFORMATION Primary data is the main source of
information for the study. Primary is the fresh information that
involves the researcher to collect the necessary information about
the employees regarding employee satisfaction.
DATA COLLECTION METHOD
The data collection method followed in the survey method. Survey
is the systematic gathering of data from the respondents. This is
widely used because of its extreme flexibility.
SAMPLE & SAMPLING TECHNIQUES
When the filed of enquiry is large, a small representation of
the larger whole is taken. The selected respondents are called the
sample and the selection process is
called "Sampling Technique". In this study the total shop floor
Employee of the company that is 100 employees are treated as
sample.
Data Collection Method:
The information necessary for this survey is collected by
trapping primary and secondary sources.
Primary Sources.
Questionnaire
Personal Interaction
Secondary sources
Previous reports on employee satisfaction
Related information from internet.
Books and publication
Research Design:
In research design of this project the study was conducted using
survey method. I took all the 100 employees as sample and took
their responses using the research instrument as questionnaire; the
questionnaire was personally given to each other.
Data analysis:
Data analysis was made based on questionnaire. Graphs have been
used to know the level of satisfaction of the employees towards
welfare measures. This analysis is helpful in recommending
improvements in welfare measures.
Measuring tool:
A tool is an aid with which necessary and relevant information
can be fetched systematically to the subject matter.
The interview method was the tool of data collection. The
schedule contains several Question resulting to different aspects
of the problems under analysis. Open and closed - ended questions
were used for the interview.
ANALYSIS AND INTERPRITATIONS
1. Form how many day's you are working in INFO APPS TECHNOLOGIES
FrequencyPercentValid PercentCumulative Percent
Valid1 Year36.06.06.0
2 Year1938.038.044.0
3 Year1122.022.066.0
4 Year1734.034.0100.0
Total50100.0100.0
.
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 6% are working in 1 Years, 38% are working in 2
Years, 22% are working in 3 Years and 34% are working in 4 Years.
Hence 38% are working in INFO APPS TECHNOLOGIES is Highest. 2.
While at joining time which was your post
FrequencyPercentValid PercentCumulative Percent
ValidProject lead510.010.010.0
Team lead1428.028.038.0
programmer2142.042.080.0
Manager1020.020.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 10% are Joined as project Lead, 28% are joined as
Team Lead, 42% are joined as Programmer and 20% are joined as
Manager. Hence 42% are joined as a worker in INFO APPS TECHNOLOGIES
is highest. 3. According to you whom to give the first preference
from the following
FrequencyPercentValid PercentCumulative Percent
ValidSalary1020.020.020.0
Working Codition1020.020.040.0
Job Fuction2346.046.086.0
any Other714.014.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 20% are give first preference to the salary, 20% are
give first preference to working condition, 46% are give first
preference to job function and 14% are give first preference to any
other. Hence 46% are give first preference to job function in INFO
APPS TECHNOLOGIES is highest1. Are you satisfied with your job
FrequencyPercentValid PercentCumulative Percent
ValidYes4284.084.084.0
No816.016.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 84% are saying satisfied with job, and 16% are saying
dissatisfied. Hence 84% are saying that satisfied with job in INFO
APPS TECHNOLOGIES is highest2. What are selection criteria for all
the levels of management
FrequencyPercentValid PercentCumulative Percent
ValidWork Experience2652.052.052.0
Knowledge1632.032.084.0
Age510.010.094.0
Education36.06.0100.0
Total50100.0100.0
INTERPRITATION:
According to survey in INFO APPS know that out of 50 respondents
are says that 52% are saying work experience, 32% are saying
knowledge, 10% are age, and 6% are saying education. Hence 52% are
saying work experience in INFO APPS is highest3. What is the
different Security and safety measures provided to the employee to
increase the morale FrequencyPercentValid PercentCumulative
Percent
Validhealth insurance1632.032.032.0
Medical2550.050.082.0
Jog regularisation510.010.092.0
others48.08.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 32% are saying health insurance, 50% are saying
Medical Facilities, 10% are shoes, and 8% are saying hand glows.
Hence 50% are saying Medical in INFO APPS is highest4. Why you
prefer INFO APPS s
FrequencyPercentValid PercentCumulative Percent
ValidIt is a Big Unit1224.024.024.0
No.1510.010.034.0
Good Sale1938.038.072.0
Work Image1428.028.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 24% are saying it is a big unit, 10% are saying No.1,
38% are saying good sale, and 28% are saying work image. Hence 38%
are saying good sale in INFO APPS is highest5. What is Your
suggestion to improve the facilities
FrequencyPercentValid PercentCumulative Percent
ValidWater Facility1326.026.026.0
Ventilation1020.020.046.0
Safegard2244.044.090.0
Mask510.010.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 26% are saying water facility, 20% are saying
ventilation, 44% are saying safeguard, and 10% are saying Mask.
Hence 44% are saying safeguard in INFO APPS is highest6. What is
the reason of satisfaction or dissatisfaction
FrequencyPercentValid PercentCumulative Percent
ValidMotivation1836.036.036.0
Work Load918.018.054.0
Fulfilment1938.038.092.0
Over Time48.08.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 36% are saying motivation, 18% are saying work load,
38% are saying Fulfilment, and 8% are saying Overtime. Hence 38%
are saying Fulfillment in INFO APPS is highest7. Do you which that
the management spends some amount on employee training or
development. FrequencyPercentValid PercentCumulative Percent
ValidYes4182.082.082.0
No918.018.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 82% are saying Yes, and 18% are saying No,. Hence 82%
are saying Yes in INFO APPS is highest8. Do you have clear
communication with your superior
FrequencyPercentValid PercentCumulative Percent
ValidYes4896.096.096.0
No24.04.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 96% are saying Yes means clear communication, and 4%
are saying No. means clear communication, Hence 96% are saying Yes
means clear communication, in INFO APPS is highest9. What you
expect from management
FrequencyPercentValid PercentCumulative Percent
ValidMotivation2448.048.048.0
Self recognisation918.018.066.0
Co-operation1326.026.092.0
Train48.08.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 48% are saying motivation, 18% are saying Self
Recognisation, 26% are saying Co-operation, and 8% are saying
train. Hence 48% are saying Motivation in INFO APPS is highest10.
Are you satisfied with appraisal system of INFO APPS s
FrequencyPercentValid PercentCumulative Percent
ValidYes50100.0100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 100% are saying satisfied with appraisal system in
INFO APPS 11. Your role at INFO APPS FrequencyPercentValid
PercentCumulative Percent
ValidVital Role1938.038.038.0
Not up to mark816.016.054.0
Minimum2040.040.094.0
Nil36.06.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 38% are saying Vital role , 16% are saying Not up to
mark, 40% are saying Minimum, and 6% are saying Nil. Hence 40% are
saying Minimum role in INFO APPS is highest12. What is your marital
status
FrequencyPercentValid PercentCumulative Percent
ValidMarried3060.060.060.0
Unmarried2040.040.0100.0
Total50100.0100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents
are says that 60% are married , and 40% are Unmarried. Hence 60%
are Married in INFO APPS is highestFINDINGS
1. 38% are working in INFO APPS TECHNOLOGIES is Highest
2. 42% are joined as a worker in INFO APPS TECHNOLOGIES is
highest
3. 46% are give first preference to job function in INFO APPS
TECHNOLOGIES is highest
4. 84% are saying that satisfied with job in INFO APPS
TECHNOLOGIES is highest5. 52% are saying work experience in INFO
APPS is highest
6. 50% are saying Medical in INFO APPS is highest
7. 38% are saying good sale in INFO APPS is highest
8. 44% are saying safeguard in INFO APPS is highest
9. 38% are saying Fulfillment in INFO APPS is highest10. 82% are
saying Yes in INFO APPS is highest11. 96% are saying Yes means
clear communication, in INFO APPS is highest12. 48% are saying
Motivation in INFO APPS is highest
13. 100% are saying satisfied with appraisal system in INFO APPS
14. 40% are saying Minimum role in INFO APPS is highest
15. 60% are Married in INFO APPS is highestSUGGESTIONS AND
RECOMMENDATIONSAs the Employee complained about the canteen
facilities . which is far away from the company
. so the company should provide canteen facilities in their
company only
The Employee are also complained for loan facilities so the
company should provide good loan facilities to the Employee which
will be to the extent of needful
Clealiness should be mentained in the premises of the company .
toilets & bathrooms must be regularly cleaned
The company should provide housing facilities ton the Employee
they have to provide qarters . that they will not migrate to any
other places CONCLUSIONThe company started in 94-95 with only 20
manpower and has grown drastically with fully high technique of
machine power. The company is producing the granites which is
highly demanded in the market from them to till now all over the
country. And they are also exporting to the foreign countries
Many competitors have failed to compete with the INFO APPS
TECHNOLOGIESdue to Quality . Service. Quantity of production etc.
now the company has became one of the leader in the field of
granites .
BIBLIOGRAPHY
Text Book References:Subbarao, HRMWebsites
http://www.google.comANNEXUREQUESTIONNAIREName: Post or
Designation: Date of joining Present working section
Working hours in a day1. From how many days your are working in
INFO APPS a)1 Year
b) 2 Yearsc)3 Years
d) 4 Years2. _________while at joining time which was your
post.
a)Assistant
b) Supervisorc)Worker
d) Manager 3. According to you whom to give the first preference
from the following
a) salary
b) working condition
c) Job function
d) Any other
4. Are you satisfied with your job
A. If yes: Scope
What you liked in INFO APPS
B. If No :
What is the reason behind it?
5.What are selection criteria for all the levels of
management.
a)Work Experience
b) Knowledgec)Age
d) Education6.What is the different security & safety majors
provided to the employee to increase the Morale.
a)Health Insurance
b) Helmetc)Shoes
d) Hand glows7.Why you prefer INFO APPS .
a)It is Big Unit
b) No.1c) Good Sale
d) work image8. What is your suggestion to improve the
facilities
a)Water Facility
b) Ventilationc) Safeguard
d) Mask9. What is the reason of satisfaction or
dissatisfaction.
a) Motivation
b) work loadc) Fulfillment
d)over time10.Do you which that the management spends some
amount on employee training or development.
a)yes
b)no
11. Do you have clear communication with your superior?
a)yes
b)no
12. What you expect from management
a) Motivation
b) Self Recognisationc) Co-operation
d) Train13. Are you satisfied with appraisal system of INFO
APPS
a)Yes
b) No
14. Your role at INFO APPS .
a)Vital role
b) Not up to markc) Minimum
d) Nil
15. What is your marital status
a) Married
b) Unmarried
Human resource sub system
Material sub system
Technical sub system
Financial sub system
Marketing sub system
Adequate
Authority
Fair
Rewards
Work
Standards
Leadership
Stress
Opportunity
Employee Satisfaction is influenced by :
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