Job Satisfaction in HFDCL

PROJECT REPORT ON JOB SATISFACTION IN
KEVIN INFOTECH PVT LTD

IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MBA PROGRAMME OF AMITY SCHOOL OF DISTANCE LEARNING, NOIDA
SUBMITTED BY :
BIJENDRA MBA (4TH SEM.) ROLLNO.24070110138
AMITY SCHOOL OF DISTANCE LEARNING NOIDA
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.CERTIFICATE
This is certify that the Project Work entitled Job Satisfaction Analysis Kevin Infotech Pvt Ltd is a Record of bonafide work carried out by Mr. Bijendra under my supervision towards partial fulfillment of the Management Programme course (MBA) of the Amity School Of Distance Learning, NOIDA. .
Place: Date: Mr.Prem Singh Chauhan (Marketing Manager) Project Guide
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CERTIFICATE
I, Bijendra certify that the Project Report entitled Job Satisfaction Analysis
Kevin Infotech Pvt Ltd is an Original one and has not been submitted
earlier either to Amity School of Distance Learning, Noida or to any other institution for fulfillment of the requirement of a course of Management Programme (MBA)
Place: Date:
Noida
Signature (Bijendra) Enrollment NO: A1920111112
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DECLARATION
I here by declare that all information and facts and figures in this report are in my findings and are original in nature, which are collected from various locations. This information is true to the best of my knowledge. The study was undertaken as a part of the course curriculum of MBA. Amity School Of Distance Learning, Noida..
Place: Date.. (Bijendra)
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ACKNOWLEDGEMENT
A project is never the sole product of a person whose name has appeared on the cover. Even the best effort may not prove successful without proper guidance. For a good project one needs proper time, energy, efforts, patience, and knowledge. But without any guidance it remains unsuccessful. I have done this project with the best of my ability and hope that it will serve its purpose. First of all I wish to express my indebtness to Mr. Prem Singh Chauhan (Marketing Manager) for his valuable suggestions and guidance throughout the project.
After the completion of this Project I feel myself as a well aware person about the Research Procedure and the complexities that can arose during the process. Also I get an insight of the advertising industry and its effectiveness in promoting sales. Finally, I am also grateful to all those personalities who have helped me directly or indirectly in bringing up this project report.
Bijendra
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TABLE OF CONTENTS
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. Certificate (Guide) Certificate (Student) Acknowledgment Introduction Theoretical Perspective Objective and Scope Methodology Data Collected Data Analysis Findings Recommendations Conclusion Bibliography Annexure 2 3 5 8 19 23 40 42 46 68 70 71 75 80
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CHAPTER :1
INTRODUCTION
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INTRODUCTION OF KEVIN INFOTECH PVT LTD
Established ln 1984, KEVIN infotech pvt ltd is one of the oldest organisation which deals in television, dvd player & telivision cabinets and many more,initialy,it started a new manufacturing units in greater noida,only export in the nepal,bangladesh and african countries. Vision and Mission of company
Vision
To build a brand around substance. To communicate simple truths that customers understand. To become a leader in our chosen field and become a globally recognized, prestigious company through synergistic business investment, differentiation through innovation, passion through empowerment, cost through economies of scale and world class systems and procedures that bring in delight of stakeholders.
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Mission
To benefit society at large through Innovation, Quality, Productivity, Human Development and Growth, and to generate sustained surpluses, always striving for excellence, within the framework of law, and in nothing but the truth in which we base every action.
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History:
Kevin Infotech Pvt Ltd brand has gone through many struggles to establish itself in the market. When it started off in the 80s, it faced pressures as the Rajiv Gandhi government Started in 1981; Mirc Electronics is promoted by Gulu Mirchandani, its chairman, his brother-in-law Vijay Mansukhani and elder brother Sonu Mirchandani. Though their. Establishing the company was a struggle: Rajiv Gandhi had opened up imports so that we could all watch the 1982 Asian Games, and Jumbo's Manu Chabbria seized the opportunity to flood India with Sony exports from Dubai. It was not until the mid 1980s that the fledgling company's fortunes could turn. The catalyst was a controversial advertising campaign with the tagline, 'Neighbor's Envy, Owner's Pride'
Kevin Infotech Pvt Ltd shareholdings could not be ascertained, promoters hold around 54% stake through Guviso Holdings Ltd. While Vijay is a director on the board of Mirc, Sonu is not.
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Mirc saw imports and a spate of foreign brands entered the Indian market, The face of the devil became the face of the company, the campaign entered the consumer's consciousness and sales zoomed. The face of the devil became the face of the company and sales boomed. The rest as they say is history. Kevin Infotech Pvt Ltd gained ground not only over Indian players such as Videocon and BPL but equally won turf battles against the global giants such as Sony. The next turning point was a family separation in the mid 1990s, with Sonu taking over the Delhi factory, and Gulu the Mumbai operations and the Kevin Infotech Pvt Ltd brand. There was a hiatus for a year or so, but once the reorganization was over, Kevin Infotech Pvt Ltd hit the streets running. New products tumbled off the designers' drawing boards, ("We have very strong R&D of our own. We're constantly increasing investment here. We started out with five R&D people. We have 75
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today") not just in consumer electronics but also consumer durables, including washing machines with fuzzy logic.
While Monica and its subsidiary Kevin Infotech Pvt Ltd Savak were into a host of durable products like washing machines, TV and audio, Mirc restricted itself to small screen.
Both sold products under the Kevin Infotech Pvt Ltd name. Following a deal with Monica, in the early 2000s, Mirc in a bid to reduce its dependence on TVs forayed into new categories like washing machines and air conditioners. Today, the entire consumer durable business vests with Mirc Electronics.
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Research and Development Kevin Infotech Pvt Ltd recognizes that a vigorously intelligent research initiative works at two ends: cost reduction through effective process improvement and value-addition through a sustained ability to put innovative and customized products in line with customer needs.
A team of 75 Engineers are at work at the Kevin Infotech Pvt Ltd R&D centers in Mumbai and Delhi developing products at the forefront of technology meeting customer expectations.
The team conducts research in the areas of: Embedded Software Industrial Design Mechanical Engineering Electrical Engineering Model Shop
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QUALITY POLICY
"We shall deliver defect free products, services and solutions to meet the requirements of our external and internal customers the first time, every time." OVERVIEW Kevin Infotech is a leading global Technology and IT Enterprise with annual revenues of US$ 5 billion. The Kevin Infotech Enterprise comprises two companies listed in India, Kevin Infotech Technologies ( www. Kevin Infotech tech.com ) and Kevin Infotech Infosystems (www. Kevin Infotech infosystems.in)
LEADERSHIP Fueled by the entrepreneurial zeal of its founders Kevin Infotech developed
The 3 decade old enterprise, founded in 1976, is one of India's original IT garage start ups. Its range of offerings span R&D and Technology Services, Enterprise and Applications Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems Integration and Distribution of Technology and Telecom products in India. The Kevin Infotech team comprises 62,000 professionals of diverse nationalities, operating across 26 countries including 500 points of presence in India. Kevin Infotech has global partnerships with several leading Fortune 1000 firms, including several IT and Technology majors.
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KEVIN INFOTECH DNA

The TIME magazine has referred to Kevin Infotech as an "intellectual clean room where its employees could imagine endless possibilities". The fact is, over the last thirty years that Kevin Infotech has been operational, the company has stood by its values and core philosophy. Fueled by the entrepreneurial zeal of its founders, Kevin Infotech developed the first indigenous micro-computer in 1978, at the same time as Apple. Since then, Kevin Infotech has had a 3 decade rich history of inventions and innovations. Intrapreneur is the term that best describes The Kevin Infotech employees. Ever since Kevin Infotech entered into an alliance in 1970s, partnerships and Kevin Infotech have been inseparable. Bonds have been forged with partners to co - create value. Strong inorganic growth is a testimony to the spirit of partnerships. This entrepreneurial and win-win relationship driven culture continues to guide Kevin Infotech in all its endeavors.
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PARTNERS OF KEVIN INFOTECH

Kevin Infotech has always prided itself on its partnership engagements. Partner models are also evolving in the technology industry. Innovation has extended into the ecosystem and community based engagements are coming into play. Kevin Infotech has also enhanced its relationships with partners and is creating a variety of innovative partnership models, with various approaches to risk-reward sharing. Some of the notable partner engagements:
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Our Executive Management Team...

AJAI CHOWDHRY
Chairman & CEO
An engineer by training, Ajai Chowdhry is one of the six founder members of Kevin Infotech and took over the reins of Kevin Infotech Infosystems, the flagship company of the group, as President and CEO in 1994. He was appointed the Chairman of Kevin Infotech Infosystems in November 1999. In recognition of his contribution in championing the cause of the domestic Indian IT industry, Ajai has been conferred the DATAQUEST 'IT Man of the Year 2007' Award amongst other awards.
J V RAMAMURTHY
Chief Operating Officer
J V Ramamurthy is Chief Operating Officer, Kevin Infotech Infosystems Ltd. He brings 3 decades of diverse Industry experience and leadership to the company. A technocrat and a man of broad vision, he has spearheaded company's entry into number of new verticals and partnerships.
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SANDEEP KANWAR
CFO & EVP
Sandeep Kanwar joined Kevin Infotech in 1988 and in a span of eight years progressed to the position of Chief Financial Officer at the young age of 35. He is well respected amongst colleagues & customers for his financial acumen and management skills.
D MOHANTY
Vice President (Operations) D Mohanty, an engineering graduate in Electrical & Electronics from BITS Pilani joined Kevin Infotech in 1987. With over two decades of industry experience in sales, support & marketing, currently heads the Networking Business of Kevin Infotech .
SERVICES

'Thinking IT' Framework Application Development Application Management and Operations Application Portfolio Optimization Enterprise Content Management (ECM) Enterprise Resource Planning Full Services Co-Sourcing Independent Verification and Validation Mainframe Services Mechanical Lifecycle Engineering Remote Infrastructure Management
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Software as a Service (SaaS) Systems Engineering Software Engineering SOA Reference Architecture Web Technology
Theoretical perspective
Philosophy of Quality...
"We shall deliver defect-free products, services and solutions to
meet the requirements of our external and internal customers, the first time, every time." To exist as a market leader in a globally competitive marketplace, organizations need to adopt and implement a continuous improvement-based quality policy. One of the key elements to Kevin Infotech 's success is its neverending pursuit of superior quality in all its endeavors. Kevin Infotech Infinet believes in the Total Quality Management philosophy as a means for continuous improvement, total employee participation in quality improvement and customer satisfaction. Its concept of quality addresses people, processes and products.
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Over the last few years, we have adapted to newer and better Quality standards that helped us effectively tie Quality with Business Goals, leading to customer and employee satisfaction.
Quality At Kevin Infotech Infinet Ltd... The history of structured quality implementation In Kevin Infotech Infosystems began in the late 1980s with the focus on improving quality of its products by using basis QC tools and Failure Reporting and Corrective Active Systems (FRACAS). We also employed concurrent engineering practices including design reviews, and rigorous reliability tests to uncover latent design defects. In the early 90s, the focus was not merely on the quality of products but also the process quality systems. Our manufacturing unit at NOIDA was certified initially to ISO 9002:1994 by Bureau Veritas Certification in 1994 and later on to ISO 9001:1994 in 1997. As of now, all our manufacturing units are certified by Bureau Veritas Certification as per ISO 9001:2000 and ISO 14001: 2004 In early 1995, a major quality initiative was launched across the company based on Philip B. Crosby's methodology of QIPM (Quality Improvement Process Management). This model was selected to
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because it considered the need and commitment by an organization to improve but more importantly, the individual's need towards better quality in his personal life.
Under our Quality Education System program, we train our employees on the basic concepts and tools of quality. A number of improvement projects have been undertaken by our employees, whereby process deficiencies and bottlenecks are identified, and Corrective Action Projects (CAPs) are undertaken. This reduces defect rates and improves cycle times in various processes, including personal quality. We have received MAIT's 'Level II recognition for Business Excellence' for our initiatives in the Information Technology Industry, adding another commendation to our fold. MAIT's Level II recognition is based on the 'European Foundation for Quality Management' (EFQM), for gaining quality leadership and business competitiveness. Our certifications / awards in 2003 include ISO 9001-2000 by Bureau Veritas Certification for our InfoStructure Services and award of First Prize by ELCINA (Electronic Component Industries Association) for Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers (Leadership & Management commitment, Resource
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Management, Product Realisation, Measurement Analysis & Improvement) and Results (Product Quality, Customer / Stake holder satisfaction , Business results).
The tryst for continuous quality improvement is never-ending in Kevin Infotech Infosystems. We always strive to maintain high quality standards, which help us fulfill our mission to provide world-class information technology solutions and services, to enable our customers to serve their customers better.
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CHAPTER :2
* * * *
Importance of Job satisfaction Objectives Scope Impact of Job satisfaction
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Job Satisfaction
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs " This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: coworkers, pay, job conditions, supervision, nature of the work and benefits."
Impact of Job satisfaction

Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's
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work. The Harvard Professional Group (1998) sees job satisfaction as the keying redient that leads to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.
Creating Job Satisfaction:

So, how is job satisfaction created? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following:

Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities
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Up-to-date technology Competitive salary and opportunities for promotion
Probably the most important point to bear in mind when considering job satisfaction is that there are many factors that affect job satisfaction and that what makes workers happy with their jobs varies from one worker to another and from day to day. Apart from the factors mentioned above, job satisfaction is also influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. Managers who want to maintain a high level of job satisfaction in the work force must try to understand the needs of each member of the work force. For example, when creating work teams, managers can enhance worker satisfaction by placing people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers can enhance job satisfaction by carefully matching workers with the type of work. For example, a person who does not pay attention to detail would hardly make a good inspector, and a shy worker is unlikely to be a good salesperson. As much as possible, managers should match job tasks to employees' personalities. Good management has the potential for creating high morale, high productivity, and a sense of purpose and meaning for the organization and its employees. Empirical findings show that job characteristics such as pay, promotional opportunity, task clarity and
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significance, and skills utilization, as well as organizational characteristics such as commitment and relationship with supervisors and co-workers, have significant effects on job satisfaction. These job characteristics can be carefully managed to enhance job satisfaction.
Workers' Roles in Job Satisfaction:

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction:
Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed.
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Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques.
Assuring Job Satisfaction:
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Assuring job satisfaction, over the longterm, requires careful planning and effort both by management and by workers. Managers are encouraged to consider such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is vital. Because of the relative prominence of pay in the reward
system, it is very important that salaries be tied to job responsibilities and that pay increases be tied to performance rather than seniority. So, in essence, job satisfaction is a product of the events and conditions that people experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is fair, her promotional opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a situational approach leads one to predict she is satisfied with her job" (p. 91). Very simply put, if the pleasures associated with one's job outweigh the pains, there is some level of job satisfaction.
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OBJECTIVES OF THE STUDY:

To find that whether the employees are satisfied or not. To analyse the companys working environment. To check the Degree of satisfaction of employees. To find that they are satisfied with their job profile or not.
To find that employees are working with their full capabilities or not.
Scope Of The Study :
The scope of the study is very vital. Not only the Human Resource department can use the facts and figures of the study but also the marketing and sales department can take benefits from the findings of the study.
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Scope for the sales department

The sales department can have fairly good idea about their employees,tat they are satisfied or not.
Scope for the marketing department

The marketing department can use the figures indicating that they are putting their efforts to plan their marketing strategies to achieve their targets or not.
Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the personnel department can use the information to make efforts to avoid such complaints.
Importance of The Study:

Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior.
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Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization.
CHAPTER :3
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REVIEW OF LITERATURE:
The literature survey conducted here include the academic books and website. the studybeing conducted was to evaluate the
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effectiveness of recruitment and selection policy in relation with increasing attrition problem.
Gui L, Barriball KL, While AE. 2nd Military Medical University, School of Nursing, Shanghai, PR China. Job satisfaction among nurses is of concern throughout the world but the satisfaction of nurse teachers has received less attention and no review of global research on the topic has been published. A comprehensive literature review (19762007) was undertaken from an international perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if the level and contributing factors to nurse teachers' job satisfaction have changed during a time which has seen considerable developments and reorganization of nurse education as well as the role of nurse teachers.
The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction, (ii) report the job satisfaction levels of nurse teachers and, (iii) identify the
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components of job satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which reviews the literature regarding the effects and related factors of nurse teachers' job satisfaction. 1. Prasad L.M. Human resource management pp219-purpose and importance of Recruitment & selection can not be ignored as by this org. 2. Bhattacharyya Kumar Dipak, Human resource management Excelbooks pp166.-what is basically recruitment, its introduction, how to carry outrecruitment.. 3. Dwivedi R.S. Managing Human Resource, Personnel Management(Indian enterprises, Galgotia publishing company, New delhi,1st edition,pp96-97 -what is a recruitment policy .what factors should be include whileformulating. 4. Rao V.S.P, Human Resource Management, Excel books,1st edition,pp151.Importance of tests while selecting the candidates for
the job, as these tests help the interviewer to better judge the candidate his competency for the particular jobs.
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5. Bernardin John H, Human Resource Management, Tata Mc
Graw Hill publishing company ltd., New Delhi, pp 160-163.the effectiveness of selection method depends upon the reliability of the data ,validity of the purpose & utility of the methods. 6. Gulati Ambika, Training and Management, vol3, aug07, pp18-19, Importance of recruitment function in an organisation. 7. Gulati Ambika, Training and Management, vol3, june 07,pp46-4 changing role of Human Resource 8. Gulati Ambika, Training and Management,vol3 a single click for all recruitment solutions. 9. Rao Janardhan N, MBA Reviewmar07,pp33-37.-Paradigam shifts in human resources. 10. Kothari C.B. Research Methodology-Methods & Techniques, new age international research methodology
CHAPTER :4
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EXECUTIVE SUMMARY:
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This project deals with the understanding of the basic concept of Job Satisfaction, its need in todays business . The scope of the study is very vital. Not only the Human Resource department can use the facts and figures of the study but also the marketing and sales department can take benefits from the findings of the study. Job Satisfaction covers many aspect of an oragasition . The sales department can have fairly good idea about their employees,tat they are satisfied or not. The marketing department can use the figures indicating that they are putting their efforts to plan their marketing strategies to achieve their targets or not. Some customers have the complaints or facing problems regarding the job. So the personnel department can use the information to make efforts to avoid such complaints. Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees job satisfaction as the keying redient that leads to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.
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Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction. Job satisfaction is also influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. Managers who want to maintain a high level of job satisfaction in the work force must try to understand the needs of each member of the work force.
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CHAPTER : 5
RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be understood has a science of studying how research is done scientifically. In it we study the various steps that all generally adopted by a researcher in studying his research problem along with the logic behind them. The scope of research methodology is wider than that of research method.
Meaning of Research
Research is defined as a scientific & systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is a research.
RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance
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to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The design is such studies must be rigid and not flexible and most focus attention on the following 2;
Research
Design
can
be
categorized as:
TYPES OF RESEARCH DESIGN
EXPLORATORY RESEARCH DESIGN
DESCRIPTIVE & DIAGNOSTIC RESEARCH DESIGN
EXPERIMENTAL RESEARCH DESIGN
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The present study is exploratory in nature, as it seeks to discover ideas and insight to brig out new relationship. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management.
DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means of study. Data collection plays an important role in any study. It can be collected from various sources. I have collected the data from two sources which are given below: 1. Primary Data Personal Investigation Observation Method
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Information from correspondents Information from superiors of the organization
2. Secondary Data Published Sources such as Journals, Government Reports, Newspapers and Magazines etc. Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees for investigation. Websites like Kevin Infotech s official site, some other sites are also searched to find data.
Research Instruments:- 44 -
For obtaining the data through survey method, a questionnaire was developed to know the job satisfaction of the of the Kevin Infotech employee. It contains the questions and these questions were pertaining to the job, task, duties & responsibilities, leadership, discipline etc. It was given to each employee as to provide the answer of the relevant questions. Thus the relevant information related to the assessment parameters was helpful to know the employee satisfaction
requirement of the staff and also few discussions parameters was discussed with the human resource executives.
Sampling Plan:1. Sampling
Unit:-
The data is collected from various departments like production, quality, maintenance, store, merchandising , human resource department etc.
2.Sample Size :Questionare is filled by 20 employees of Kevin Infotech .
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3. Sampling Procedure:I have choose probability sampling for conducting the survey method under which:I have choose simple random sampling :In which each number of population has a known and equal chance of being selected, so with the help of simple random sampling ,the survey was conducted and possible feedback is collected from respondents.
The questionnaire was filled in the office and vital information was collected which was then subjects to: A pilot survey was conducted before finalizing the questionnaire. Data collection was also done with the help of personal observation. After completion of survey the data was analysed and conclusion was drawn. At the end all information was compiled to complete the project report.
4.Contact Methods:
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I have approach with the help of face to face interactions like interview etc.
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CHAPTER : 5
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I have been passed up at least once for a promotion in the past few years.
0%
20%
50% 30%
Strongly Agree Neither Agree nor Disagree Strongly Disagree
Agree Disagree
This graph shows that 0% of employees are strongly agree about the point , 20% of employees are agree on the point, 30% are neither agree nor disagree,50% are disagree and rest 0% of employees are strongly disagree.
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I spend parts of my day daydreaming about a better job.

10% 15% 0%
15%
60%
Agree Disagree
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I find much of my job repetitive and boring.

10% 10% 5% 0%
75%
Agree Disagree
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I am mentally and/or physically exhausted at the end of a day at work.

5% 0%
10%
85%
Agree Disagree
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I feel that my job has little impact on the success of the company.
0%
20%
50% 30%
Agree Disagree
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I have an increasingly bad attitude toward my job, boss, and employer

0%
20%
20%
60% Strongly Agree Neither Agree nor Disagree Strongly Disagree Agree Disagree
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I am no longer given the resources I need to successfully do my job.

0% 10%
60%
30%
Agree Disagree
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I am not being used to my full capabilities.

0% 40% 40%
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I have received no better than "fair" evaluations recently.

0% 40%
25%
35%
Agree Disagree
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I feel as though my boss and employer have let me down.

0% 35% 10%
55%
Agree Disagree
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I often feel overworked and overwhelmed.

0% 35% 45%
This graph shows that 45% of employees are strongly agree about the point, 20% of employees are agree on the point, 35% are neither agree nor disagree,0% are disagree and rest 0% of employees are strongly disagree.
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I am frequently stressed out at work.
0%
20%
50% 15%
15%
Agree Disagree
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I live for weekends and days away from the job.

0% 10%
60%
30%
Agree Disagree
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I find myself negatively comparing my situation to my peers.

0% 15%
20%
25% 40%
Agree Disagree
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I feel my bad days at work outweigh the good ones.

0% 45%
25%
30%
Strongly Agree Strongly Disagree
Agree
Neither Agree nor Disagree Disagree
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I often experience a sensation of time standing still when I am at work.

0% 15%
20%
30%
35%
Agree
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I have been told that I am becoming a more cynical person.

Strongly Agree 0% 35% 10% 25% Agree Neither Agree nor Disagree Disagree 30% Strongly Disagree
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I feel as though my employer has broken promises about my future with the organization.
0% 40% 10% 25%
25% Strongly Agree Strongly Disagree Agree
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I have lost sight of my career goals and aspirations.

15% 0% 15%
25% 45%
Agree Disagree
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I no longer feel valued for my work.
10% 20%
25%
20%
25%
Agree
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CHAPTER : 6
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Findings
o Employees are not completely satisfied with their job although their salary is good enough. o Employes are not getting value to their work. o Most of employees think that they are nt on their actual path. o Most of the employees think that the organization havent fulfill their promises,what they do in beginning especially regarding Promotion. o There is negatively comparison between peers especially regarding targets. o They often feel overworked.
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CHAPTER : 7
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SUGGESTIONS AND RECOMMENDATIONS:

To increase the job satisfaction level of the employees the company should concentrate mainly on the incentive and reward structure rather than the motivational session. Ideal employees should concentrate on their job. Educational qualification can be the factor of not an effective job. Company should give promotion to those employees who deserves it.
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Conclusion:
After completing my research in job satisfaction In Kevin Infotech IN Noida plant. I came to know how an MNC do the work and Most of employees think that they are not on their actual path. From the study it is clear that the higher percentage of employees are happy with the freedom at work given by management but only some of them are not feeling satisfied with the freedom given at work place. This study shows that only few employees strongly feel that the working hours decided by organization are most convenient for them. Other is not in favor with these working hours. So it is clear that the management kept the main consideration about working conditions and the hours, which satisfies the employees.
From the analysis it is concluded that very small number of employees are satisfied with the payment as per their roles and responsibility and remaining all are not satisfied with the
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payment according to their roles and responsibilities. Hence from this analysis it can be cleared that payment according to roles and responsibilities are not much satisfied. These are the main points which we analyse in Kevin Infotech and
find out the conclusion. It was wonderful experience for me.
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LIMITATIONS OF THE STUDY:

However I shall try my best in collecting the relevant information for my research report, yet there are always some problems faced by the researcher. The prime difficulties which I face in collection of information are discussed below:-
1.
Short time period: The time period for carrying out

the research was short as a result of which many facts have been left unexplored.
2.
Lack of resources:
level.
Lack of time and other
resources as it was not possible to conduct survey at large
3.
Small no. of respondents: Only 20 employees

have been chosen which is a small number, to represent whole of the population.
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4.
Unwillingness
of
respondents:
While
collection of the data many consumers were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.
5.
Small area for research: The area for study was

Noida, which is quite a small area to judge job satisfaction level.
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CHAPTER : 8
- 77 -
BIBLIOGRAPHY
BOOKS: 1. Kothari C.R., Research Methodology, New Delhi; New Age International Publication, second edition. 2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill Publication Company Ltd. Page no. 81-136,171,179,267,284. 3. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd. India,ninth edition. 4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill Publication Company Ltd.
- 78 -
WEBSITES:-
www. Kevin Infotech tech.com www. Kevin Infotech infosystems.in www.hrcouncil.com www.workforce.com www.google.com
- 79 -
- 80 -
I Collected data from different departments. The list of references are as follows:1. Production Department 2. Quality Department 3. Human Resource Department 4. Managment Information System Department The Head Of Department and Employees/Workers gave their full support to me to collect the data from their busy schedule.
- 81 -
CHAPTER : 9
- 82 -
ANNEXURE QUESTIONNAIRE
NAME: . DESIGNATION: . COMPANY: . 1. I have been passed up at least once for a promotion in the past few years. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 2. I spend parts of my day daydreaming about a better job. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
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3. I find much of my job repetitive and boring. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
4. I am mentally and/or physically exhausted at the end of a day at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
- 84 -
5. I feel that my job has little impact on the success of the company. Strongly Agree Agree
Neither Agree nor Disagree Disagree Strongly Disagree 6. I have an increasingly bad attitude toward my job, boss, and employer . Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 7. I am no longer given the resources I need to successfully do my job. Strongly Agree Agree
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Neither Agree nor Disagree Disagree Strongly Disagree
8. I am not being used to my full capabilities. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 9. I have received no better than "fair" evaluations recently. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
- 86 -
10.
I feel as though my boss and employer have let me
down. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
11.
I often feel overworked and overwhelmed.
Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
12.
I am frequently stressed out at work.
Strongly Agree
- 87 -
Agree Neither Agree nor Disagree Disagree Strongly Disagree 13. I live for weekends and days away from the job.
14. peers.
I find myself negatively comparing my situation to my
Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 15. I feel my bad days at work outweigh the good ones.
- 88 -
16. I often experience a sensation of time standing still when I am at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
17.
I have been told that I am becoming a more cynical
person. Strongly Agree Agree Neither Agree nor Disagree Disagree
- 89 -
Strongly Disagree 18. I feel as though my employer has broken promises about
my future with the organization. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 19. I have lost sight of my career goals and aspirations.
Strongly Agree Agree Neither Agree nor Disagree
Disagree Strongly Disagree
20.
I no longer feel valued for my work.
Strongly Agree Agree
- 90 -
Neither Agree nor Disagree Disagree Strongly Disagree
- 91 -

Job Satisfaction in HFDCL

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PROJECT REPORT ON JOB SATISFACTION IN

KEVIN INFOTECH PVT LTD

AMITY SCHOOL OF DISTANCE LEARNING NOIDA

Signature (Bijendra) Enrollment NO: A1920111112

Place: Date.. (Bijendra)

INTRODUCTION OF KEVIN INFOTECH PVT LTD

KEVIN INFOTECH DNA

PARTNERS OF KEVIN INFOTECH

Our Executive Management Team...

Importance of Job satisfaction Objectives Scope Impact of Job satisfaction

Impact of Job satisfaction

Creating Job Satisfaction:

Up-to-date technology Competitive salary and opportunities for promotion

Workers' Roles in Job Satisfaction:

Assuring Job Satisfaction:

OBJECTIVES OF THE STUDY:

Scope Of The Study :

Scope for the sales department

Scope for the marketing department

Scope for personnel department

Importance of The Study:

5. Bernardin John H, Human Resource Management, Tata Mc

EXPLORATORY RESEARCH DESIGN

DESCRIPTIVE & DIAGNOSTIC RESEARCH DESIGN

EXPERIMENTAL RESEARCH DESIGN

Information from correspondents Information from superiors of the organization

Sampling Plan:1. Sampling

2.Sample Size :Questionare is filled by 20 employees of Kevin Infotech .

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I spend parts of my day daydreaming about a better job.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I find much of my job repetitive and boring.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I am mentally and/or physically exhausted at the end of a day at work.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I have an increasingly bad attitude toward my job, boss, and employer

I am no longer given the resources I need to successfully do my job.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I am not being used to my full capabilities.

I have received no better than "fair" evaluations recently.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I feel as though my boss and employer have let me down.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I often feel overworked and overwhelmed.

I am frequently stressed out at work.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I live for weekends and days away from the job.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I find myself negatively comparing my situation to my peers.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I feel my bad days at work outweigh the good ones.

Strongly Agree Strongly Disagree

Neither Agree nor Disagree Disagree

I often experience a sensation of time standing still when I am at work.

Strongly Agree Strongly Disagree

Neither Agree nor Disagree Disagree

I have been told that I am becoming a more cynical person.

25% Strongly Agree Strongly Disagree Agree

Neither Agree nor Disagree Disagree

I have lost sight of my career goals and aspirations.

Strongly Agree Neither Agree nor Disagree Strongly Disagree

I no longer feel valued for my work.