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A STUDY ON EMPLOYEE SATISFACTION

AT:
KALPA ELETRIKAL PVT LTD., P.B.NO.4413,149/25, III MAIN, INDUSTRIAL TOWN, RAJAJINAGAR, BANGALORE-10.

UNDER THE GUIDANCE OF Mr.Dr.Dhananjaya.B.R .

BY:
AVINASH.K.C. REG NO:09FJC18004, RPA FIRST GRADE COLLEGE, 5TH BLOCK, RAJAJINAGAR, BANGALORE-10. YEAR: 2011-2012

A STUDY ON EMPLOYEE SATISFACTION

A STUDY ON EMPLOYEE SATISFACTION AT KALPA ELECTRIKAL PVT LIMITED PROJECT REPORT

A Report Submitted in Partial Fulfillment of the Requirements for The Degree of Bachelor of Business Management in Bangalore University Submitted by Mr. AVINASH.K.C. Register No: 09FJC18004 Under the Guidance of Mr.Dr.Dhananjaya.B.R. M.Sc.,MBA.,Ph.D

2011-2012 BBM - HRM R.P.A. FIRST GRADE COLLEGE DEPARTMENT OF COMMERCE AND MANAGEMENT 5TH BLOCK RAJAJINAGAR, BANGALORE-560010
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A STUDY ON EMPLOYEE SATISFACTION

CERTIFICATE OF THE PRINCIPAL This is to certify that the Project Work titled A STUDY ON EMPLOYEE SATISFACTION at KALPA ELECTRIKAL PVT LIMITED Is a bonafide work of Mr. AVINASH.K.C. Register No: 09FJC18004 Carried out in partial fulfillment for the award of degree of BBM-HRM Of Bangalore University under my guidance. This project work is original and not submitted earlier for the award of Degree of Business Management Associate ship of Bangalore University.

Signature of the Principal Date : Place : Bangalore

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CERTIFICATE OF THE HOD This is to certify that the Project Work titled A STUDY ON EMPLOYEE SATISFACTION at KALPA ELECTRIKAL PVT LIMITED Is a bonafide work of Mr. AVINASH.K.C. Register No: 09FJC18004 Carried out in partial fulfillment for the award of degree of BBM-HRM Of Bangalore University under my guidance. This project work is original and not submitted earlier for the award of Degree of Business Management Associate ship of Bangalore University.

Signature of the HOD Date : Place : Bangalore

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CERTIFICATE OF THE GUIDE This is to certify that the Project Work titled A STUDY ON EMPLOYEE SATISFACTION at KALPA ELECTRIKAL PVT LIMITED Is a bonafide work of Mr. AVINASH.K.C. Register No: 09FJC18004 Carried out in partial fulfillment for the award of degree of BBM-HRM Of Bangalore University under my guidance. This project work is original and not submitted earlier for the award of Degree of Business Management Associate ship of Bangalore University.

Signature of the Guide Date : Place : Bangalore

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STUDENT DECLARATION
I, Mr.AVINASH.K.C. Register No: 09FJC18004 hereby declare that the Project Work titled A study on Employee satisfaction at KALPA ELECTRIKAL PVT LIMITED has been prepared by me during the year 2011-2012, under the guidance of Mr.Dr.Dhananjaya.B.R. M.Sc.,MBA.,Ph.D, Department of Commerce and Management, R.P.A First Grade College, Rajajinagar, Bangalore. This is my original work done by me and submitted to the Bangalore University in partial fulfillment of requirements for the award of Bachelor of Business Management in Human Resource Management. The is a record of original work done by me based on data collected at Kalpa Electrikal Pvt Ltd, Bangalore under the supervision of Mr. Kiran .K.M.

Date: Place : Bangalore

Signature of the Student (AVINASH.K.C.) Reg No: 09FJC18004

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ACKNOWLEDGEMENT
The satisfaction and euphoria that accompany the successful completion of any task would be incomplete without the mention of the people who made it possible, whose constant guidance and encouragement crown all the efforts with success. I wish to express a sense of gratitude and love to my family members, friends and faculty members of R.P.A. First Grade College for the moral support, strength, help and for everything that they gave me which went a long way for completion my project. I wish to express a sense of gratitude to Principal, Mr.Dr.Dhananjaya.B.R. of R.P.A First Grade College for providing me an opportunity to do my dissertation project at, KALPA ELECTRIKAL PVT LIMITED, Bangalore. I also extent my further thanks to my internal project guide Mr.Dr.Dhananjaya.B.R. for his guidance while completing this project. The project work embodied in the project has been carried on under the Mr. KIRAN.K.M. I would like to express my indebtedness for their encouragement and able guidance. In spite of their pre-occupation with several assignments. Date: Place: BANGALORE AVINASH.K.C. (Reg no.09FJC18004)

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CONTENTS SL.NO.
1

TITLE
INTRODUCTION

PAGE NO.
9 19 23 50

2 3 4

RESEARCH METHODOLOGY COMPANY PROFILE DATA ANALYSIS & INTERPRETATION FINDINGS SUGGESTION & CONCLUSION ANNEXURE BIBLOGRAPHY

74 78 84

6 7

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INTRODUCTION

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A STUDY ON EMPLOYEE SATISFACTION INTRODUCTION

RM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and

management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.

Human resource management is a branch management that helps managers to recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people in an organization. Without people organization cannot exist. Recourses like men, money, material and machine are collected and united into a team towards the attainment of a common objective and HRM forms the major component of an organization. Employees are the backbone of the company as they contribute maximum to the organization. Research shows that satisfied, motivated employees facilitate higher customer satisfaction and, in turn, positively influence organizational performance. An organization that invests in measuring employee opinions and attitudes, by incorporating employee satisfaction surveys into their existing hr processes, can develop such a workforce.

The steady growth and prospects of any company are to a great extent subject to the people working there. The survival and sustenance of the company in the market calls for adequate attention to different aspects concerning the employees. This entails proper understanding of the factors that not only ensures recruitment of skilful people but also their retention. In order to achieve this objective companies undertake surveys.
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A STUDY ON EMPLOYEE SATISFACTION NEED OF THE STUDY

A Satisfied employee alone can produce better results, so a survey must be conducted by the management to determine the level of satisfaction among employees, which give an indication of employees and their opinion about the incentives and allowance, welfare and safety measures, work environment etc.

The steady growth and prospects of any company are to a great extent subject to the people working there. The survival and sustenance of the company in the market calls for adequate attention to different aspects concerning the employees. This entails proper understanding of the factors that not only ensures recruitment of skillful people but also their retention. In order to achieve this objective employee motivation and last not the least employee climate condition prevailing in the market.

Hence it is essential to study the level of satisfaction and dissatisfaction among the employees. Therefore an attempt has been made to study the level of satisfaction at the company.

OBJECTIVES OF THE STUDY

Primary objective: To study the level of satisfaction of employees at the company.

Secondary objective: 1.To analyze whether the employees are satisfied with the financial benefits bonded by the company. 2.To know the satisfaction level of employees with non-monetary benefits. 3.To study the level of satisfaction with work environment.
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A STUDY ON EMPLOYEE SATISFACTION 4.To determine the opinion of employees towards the various welfare and safety measures.

SCOPE OF THE STUDY

The study is an attempt to find the satisfaction level of employees at the company. It aims at studying the level of satisfaction of the workers in relation to their work environment, financial incentives, training, safety and welfare measures. It also tries to identify the problems of the workers and aims at suggesting measures for improving employee satisfaction.

LIMITATIONS OF THE STUDY This study is limited only to the employees of this organisation. Due to time constraint in- depth study was not possible. Employees were hesitant in providing their opinion for few questions. Some of the employees were less informative about their preference. Temporary workers, contractors and trainees were excluded from the study.

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A STUDY ON EMPLOYEE SATISFACTION REVIEW LITERATURE:

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 is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.

The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.

Importance: Employee satisfaction is supremely important in an organization because it is what productivity depends on. If employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with break thought that allows a company to grow and change positively with time and changing market conditions.

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A STUDY ON EMPLOYEE SATISFACTION 1. Importance of employee satisfaction for organization Enhance employee retention. Increase productivity. Increase customer satisfaction. Reduce turnover, recruiting, and training costs. Enhance customer satisfaction and loyalty. More energetic employees. Improve teamwork. Higher quality products and/or services due to more competent, energized employees.

2. Importance of employee satisfaction for employee Employ will believe that the organization will be satisfying in the long run. They will care about the quality of their work. They will create and deliver superior value to the customer. They are more committed to the organization. Their works are more productive.

Factors influencing employee satisfaction:

1. The work itself: The content of the work itself is a major source of satisfaction. Some of the most important ingredients of satisfying job include interesting and challenging work, that is not boring and a job that provides status.

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A STUDY ON EMPLOYEE SATISFACTION 2. Pay: Wages and salaries are recognized to be a significant, but complex factor in employee satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization. Fringe benefits are also important. However research indicates if employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefits plan, there is a significant increase in both benefit satisfaction and overall job satisfaction.

3. Promotions: Promotional opportunities seem to have a varying effect on job satisfaction. This is because promotions take a number of different forms and have a variety of accompanying rewards. For example, individuals who are promoted on the basis of seniority often experience job satisfaction but not as much as those who are promoted on the basis of performance.

4. Supervision: Supervision is another moderately important source of job satisfaction. There is two dimensions of supervisory style that affect job satisfaction. One is employee centeredness, which is measured by the degree to which a supervisor takes a personal interest in the employees welfare. It commonly is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual and communicating with the workers on personal as well as an official level. The other dimension is participation or influence. In most cases, this approach leads to higher job satisfaction. For example comprehensive Meta-analysis concluded that participation thus has a positive effect on job satisfaction.

5. Work group: The nature of the work group will have an effect on employee satisfaction. The work group serves as a source of support, comfort, advice and assistance to the individual worker. A good work group makes the job more enjoyable. However, this factor is essential to job satisfaction.
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A STUDY ON EMPLOYEE SATISFACTION 6. Working conditions: working conditions are another factor that has a modest effect on employee satisfaction. If the working conditions are good, personnel will find it easier to carry out their jobs. If the working conditions are poor, personnel will find it difficult to get things done.

FACTORS INFLUENCING EMPLOYEE SATISFACTION

Need Theories (Maslow) Two-Factory Theory (Herzberg) 1.Motivators 2.Hygiene Factors McClelland's Need Theory

Theories on employee Satisfaction 1.Need for Achievement 2.Need for Affiliation 3.Need for Control

Job Characteristics Model (Hackman and Oldham)

1.Job Rotation 2.Job Enlargement 3.Job Enrichment 4.Self-Directed Work Teams

ADVANTAGE OF EMPLOYEE SATISFACTION

Employee satisfaction is supremely important in an organization because it is what productivity depends on. If employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits.
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A STUDY ON EMPLOYEE SATISFACTION Satisfied employees are also more likely to be creative and innovative and come up with break throughs that allows a company to grow and change positively with time and changing market conditions.

DRIVERS OF EMPLOYEE SATISFACTION

Employee satisfaction looks at drivers like pay equity and job security, employee engagement looks into professional development, personal accomplishment, work/life balance and ability to influence companys direction.

A satisfied employee may be seen as being satisfied with pay, benefits, supervisor, working conditions, etc. Going beyond mere satisfaction, an employee may be seen as Committed. A Committed employee is someone who is not considering leaving the organization. Engaged employees go even further and become advocates for their organization.

The three main areas in which employee engagement is most commonly measured include cognitive, emotional and behavioral.

The list of drivers is extensive and multiple approaches exist. Drivers are further influenced by culture, so what applies in one part of the world may not hold true for another.

The 8 drivers are: Intention to stay in a job Inter-unit coordination Skill variety Customer service Less role conflict
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A STUDY ON EMPLOYEE SATISFACTION Appropriate training Autonomy Personal power

CONSEQUENCES OF DISSATISFACTION:

1.Lack of satisfaction leads to increased rate of turnover. 2.Poor job performance. 3.Increase in complaints and grievances. 4.Increased conflicts in the work place. 5.More scope for strikes and lockouts. 6.Disturbs the stability.

STEPS TO IMPROVE EMPLOYEE SATISFACTION:

Employee satisfaction plays a significant role in the organization. Therefore managers should take concrete step to improve the level of employee satisfaction. These steps may be in the form of: Unity of Interest. Managerial setup. Sound Wage structure. Favorable work environment.

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A STUDY ON EMPLOYEE SATISFACTION

RESEARCH METHODOLOGY

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A STUDY ON EMPLOYEE SATISFACTION RESEARCH METHODOLOGY

esearch means a search for knowledge. It is defined as the objective and formal process of system obtaining, analyzing and interpreting data for actionable decision making.

1.RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in a matter that aims to combine relevance to the research purpose with economy in procedure. It is the conceptual structure within which it is conducted. It constitutes the blue print for the collection, measurement and analysis of data. The research design used to analyze the data in the study was DESCRIPTIVE DATA DESIGN. Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or a group .In this study, the information provided by the respondents has been analyzed the study the level of employee satisfaction in the organisation.

2. DATA COLLECTION:

Data collection is more of an art than science. The accuracy of collected data is of great significance for drawing correct and valid conclusions from the investigations. Primary data Primary data are those which are called a fresh and for the first time and therefore, it is first hand information. For the purpose of the study data has been collected from the respondents through a structured questionnaire.

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A STUDY ON EMPLOYEE SATISFACTION Secondary data - Secondary data means data which are already available i.e. they refer to data which has already been collected for the first time from companies record, websites and books.

3. RESEARCH INSTRUMENT: Research study adopted in the study is questionnaire which was helpful in deriving the response of the respondents. A questionnaire consists of a number of questions printed or typed in a definite order or on a form or a set of forms. Quite often questionnaire is considered as the heart of a survey operation. Hence it should be carefully structured.

4. SAMPLING PLAN:

SAMPLE UNIVERSE: The sample universe of the study was the employees of the company.

Sample frame: The group of units which forms the basis of sampling process is known as sampling units. A list containing all sampling units is known as sampling frame. The sample frame of the study was the employees of the company.

SAMPLE METHOD: In the sample method convenient sampling method was adopted. This sampling method involves purposive or deliberate selection of particular units of the universe for constituting a sample, which represent universe. In other word the researcher select the easiest population members. From which to obtain information. The researcher uses his or her judgment to select population members who are good prospects for accurate information.

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A STUDY ON EMPLOYEE SATISFACTION SAMPLE UNIT: The elementary unit or the group or cluster of sample frame may form the basis of sampling process, in which case they are called as sampling units. Each employee selected for the survey and to whom the questionnaire was distributed forms the sample unit.

SAMPLE SIZE: Size of the sample refers to the number of sampling units selected from the universe for investigation. The sample size of 50 workers has been taken.

Statistical tools used for the analysis of the data:

Data collected by the issue of questionnaire has been analyzed using following statistical tools. The statistical tools used for the analysis of data are:

SIMPLE PERCENTAGE METHOD: This method shoes the entire population in terms of percentage. It reveals the number of belonging in a particular category or the number of people preferring a particular thing etcin terms of percentage. The formula used to compute percentage analysis is:

Percentage of the respondents = No of respondents100 Total respondents

Here percentage method is used to find the employees level of satisfaction.

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A STUDY ON EMPLOYEE SATISFACTION

COMPANY PROFILE

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A STUDY ON EMPLOYEE SATISFACTION COMPANY PROFILE

ALPA ELECTRIKAL PVT LTD is an electrical equipment manufacturing Private Limited Company, established in the year 1978 providing the entire range of Instrument Transformers for the

Industries, Power projects and commercial establishments.

Our Company is manufacturing Instrument Transformers both in indoor and outdoor version, power Transformer and Control Transformer for more than 30 years and enjoying good reputation among the Low Tension and High Tension electrical consultants, contractors and utilities. The Products manufactured by us are of high Standard and quality manufactured to the National and International Standards/Norms. The factory is well equipped with the latest manufacturing and testing facility.

Also KEPL have ISI marks for Low Tension Current Transformers. The electrical design and Mechanical drawings are computerized with latest design software and CAD systems.

KALPA have well-trained and Skilled workmen, having high quality of workmanship with qualified and trained technocrats.

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International Standard i.e. Quality Management Systems Fundamentals and Vocabulary, ISO 9001: 2008 Quality Management Requirements and ISO 9004 Quality Management and Quality System Elements while preparing this QUALITY MANUAL.

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A STUDY ON EMPLOYEE SATISFACTION It is located on following places. Head Office: KALPA ELECTRIKAL PVT. LTD, P.B.No.4413,149/25, III Main, Industrial Town, Rajajinagar, BANGALORE 560 010. Manufacturing: Khata No.2054/2130, Magadi Main Road, No.47, Chennigappa Industrial Estate, Sunkadakatte, BANGALORE 560 091. ( Presently not Operational ) Manufacturing: At survey No 133/4, Site No 30 & 31, Ckikkahanumanthaiah Industrial Area, Machohalli, Magadi Main Road, BANGALORE 560091. Contact Person: Mr. H. Nagaraja. Type of Concern: Pvt. Ltd. with Board of Directors. This QUALITY MANUAL is prepared as per ISO 9001: 2008 Document. This QUALITY MANUAL is prepared by Management Representative & Technical Director, Reviewed by Director Marketing and Approved by Managing Director & and controlled.

The specimen signatures are as below: 1. Management Representative & Director Technical : Mr. H. Nagaraja 2. Director Marketing : Mr. S. Rajakumar 3. Managing Director : Mr. S. Ramesha

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A STUDY ON EMPLOYEE SATISFACTION

BOARD OF DIRECTORS

MANAGING DIRECTOR

ACCOUNTS

DIR. TECHNICAL

HRD

ADM.MANAGER

PUR.MANAGER

PROD.MAN

DIR.MARKETING

- Design & Development - Production & Assembly - Inward Inspection - Calibration - Purchase Specifications

ADMIN. STAFF

STORE

SUPERVISORS

CUST.INT.

OPERATORS

SALES

-Customer Support -Quality Assurance -Expansion Planning -Training -MR Functions -R & D activities

HELPERS

ADVT

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A STUDY ON EMPLOYEE SATISFACTION Scope & Application

KALPA ELECTRIKAL PVT. LTD. demonstrates its ability to consistently provide product that meets customer and applicable statutory and regulatory requirements as per ISO 9001:2008 document.It also aims to enhance customer satisfaction through the effective application of the system, including processes for continual improvement and the assurance of conformity to customer and applicable statutory and regulatory requirements. The Scope of KALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supply and Service of KALPA brand instrument Transformers, Power and Control Transformers and Chokes / Reactors and Testing Equipment.

Application ( Exclusions ) KALPA ELECTRIKAL PVT. LTD. meets all requirements of Quality Management Systems as per ISO 9001: 2008 Document. Hence no exclusions.

Normative Reference

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International Standard i.e. Quality Management Systems Fundamentals and Vocabulary, ISO 9001: 2008 Quality Management Requirements and ISO 9004 Quality Management and Quality System Elements while preparing this QUALITY MANUAL.

Terms and Definitions KALPA ELECTRIKAL PVT. LTD. has adopted the Terms and Definitions based on ISO 9000 document. These are used throughout the QUALITY MANUAL.
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A STUDY ON EMPLOYEE SATISFACTION Also an abbreviation list is prepared for Department and activities for Documentation Numbering Examples of Terms and Definitions. Applicable: Related to this quality management system or any referenced standard. Appropriate: Reasonable. Documented: Written. Product: End result of a process. Shall: Must. Suitable: Reasonable for intended Purpose. Quality Policy: Overall intentions and directions of KEPL With regards to Quality as formally expressed by Management. Top Management: Top Management consist of MD & Directors. Suppliers: Vendors, Traders and Sub Contractors who provide products or material or service. Requirements: Needs and Expectation of the customer or standards. Process: Result of a set of interrelated or interacting activities which transforms inputs into outputs. Tender: Offer made by supplier in response to an invitation to satisfy a contract award to provide a product. Contract: Agreed requirements between supplier and customer transmitted by any means.

Quality Management System

General Requirements KALPA ELECTRIKAL PVT. LTD. has established, documented,

implemented and maintained the Quality Management Systems and continually improve its effectiveness in accordance with requirements of ISO 9001:2008 Document.
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A STUDY ON EMPLOYEE SATISFACTION KEPL has determined the processes needed for the Quality Management System and their Application throughout the organization. It has determined the sequence and interaction of these processes. KEPL has determined criteria and methods needed to control these processes and are effective. KEPL has ensured the availability of resources and information necessary to support the operation and exercise control of these processes. KEPL monitors, measures, analyze and improve these processes where applicable. KEPL implements actions necessary to achieve planned results and continual improvement of these processes. KEPL has determined following processes which are outsourced. - Heat treatment, plating, machining & welding operations, painting, moulds, calibration, training & consultancy. - Initial identification is done by Marketing, Purchase and Production Departments during contract review. - Purchase Dept shall identify the processes which are not available at KEPL and with its supplier base and shall interact with other concerned departments to determine the extent of control required for the process out sourced. - List of outsourced processes is maintained. - Control of outsourced processes is done as per Quality plan, process qualification documents, inward inspection, supplier inspection reports and supplier visit where necessary.

Management Commitment Top Management has provided evidence of its commitments to the development and implementation of the QMS and continually improving its effectiveness by

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A STUDY ON EMPLOYEE SATISFACTION a) Communicating the importance of its commitment to the development and implementation of the QMS. b) Establishing the Quality Policy and Objectives. c) Conducting the Management Reviews. d) Ensuring the availability of resources.

Customer Focus Top Management has ensured that customer requirements are determined and are met with aim of enhancing the Customer satisfaction.

Quality Policy KEPL are committed to design, manufacture and supply products to customers duly meeting their Quality, Cost Effective and Delivery requirements with emphasis on Continual Improvement of the Quality Management System and Long term relationship to achieve Total Customer Satisfaction.

Quality Objectives - To enhance customer satisfaction by monitoring and analyzing customer feedback. - To enhance in-house process performance by monitoring and control of rework and rejections. - To increase supplier performance by monitoring supplier rating. - To enhance product conformance by monitoring and control of product rejections and customer complaints.

PRODUCT PROFILE

Kalpa manufactures and markets a wide range of products for a wide range of industries. The Scope of KALPA ELECTRIKAL PVT. LTD. is to Design,
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A STUDY ON EMPLOYEE SATISFACTION Manufacture, Supply and Service of KALPA brand instrument Transformers, Power and Control Transformers and Chokes / Reactors and Testing Equipment.

I.

LOW VOLTAGE CURRENT & VOLTAGE TRANSFORMERS

1) Rectangle Current Transformer

2) Tape Insulated Wound Primary Current Transformer

3) Tape Insulated Current Transformer

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A STUDY ON EMPLOYEE SATISFACTION 4) Ring Type Current Transformer

5) Resin Cast Wound Primary Current Transformer

6) Resin Cast Bar Type Current Transformer

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A STUDY ON EMPLOYEE SATISFACTION 7) 3 Phase Voltage Transformer

8) Interposing Current Transformer

9) Moulded Case Current Transformer

10)

3 Phase Bar Current Transformer

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A STUDY ON EMPLOYEE SATISFACTION 11) Standard Current Transformer

12)

Split Core Current Transformer

II.

CONTROL POWER TRANSFORMERS & REACTORS

1) Single Phase Control Transformer

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A STUDY ON EMPLOYEE SATISFACTION 2) Single Phase Power Transformer

3) Single Phase Control Transformer With Connectors

4) 3 Phase Control Transformer

5) 3 Phase Power Transformer

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A STUDY ON EMPLOYEE SATISFACTION 6) 3 Phase Control Transformer With Enclosure

7) 3 Phase Reacter

8) 3 Phase Epoxy Cast Resin Power Transformer

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A STUDY ON EMPLOYEE SATISFACTION 9) 3 Phase Epoxy Cast Resin Power Transformer With Enclosure

III.

EPOXY CAST RESIN CT & VT

1) 11KV Current Transformer

2) 11KV Bar Type Current Transformer

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A STUDY ON EMPLOYEE SATISFACTION 3) 22KV Current Transformer

4) 22KV Voltage Transformer

5) 33KV Current Transformer

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A STUDY ON EMPLOYEE SATISFACTION 6) 33KV Voltage Transformer

7) 22KV Bus Duct Current Transformer

8) NGT

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A STUDY ON EMPLOYEE SATISFACTION 9) 3 Phase 11KV VT With Built In Fuse

10)

Draw Out Voltage Transformer

IV.

OIL COOLED OUTDOOR CT & VT

1) 11 KV Current Transformer

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A STUDY ON EMPLOYEE SATISFACTION 2) 11KV Voltage Transformer

3) 33KV Current Transformer

4) 33KV Voltage Transformer

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A STUDY ON EMPLOYEE SATISFACTION 5) 33KV 3 Phase Voltage Transformer

Provision of Resources KEPL has determined, provided and maintained the resources needed to implement QMS and enhance customer satisfaction by meeting customer requirements.

Human Resources General KEPL has ensured competence of personnel performing work affecting conformity to product requirements on the basis of their education, training, skills and experience.

Competence, Training and Awareness KEPL has determined the necessary competence for personnel performing work affecting product requirements. KEPL has maintained records of education, training, skills and experience and has identified the training needs and provided as per training calendar. Effectiveness of training is evaluated and reports are maintained. Further it ensures that personnel are aware of the relevance and importance of their activities and how they contribute to the achievement of Quality objectives.
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A STUDY ON EMPLOYEE SATISFACTION Infrastructure KEPL has determined, provided, and maintained the infrastructure needed to achieve conformity to product requirements. Infrastructure such as building, work space and associated utilities, process equipment both hardware and software. KEPL also provides supporting services like communication through collection of information through phone. Supporting services such as transport, communication or information systems ensured.

Work Environment KEPL ensures proper lighting, noise, temperature, humidity, weather, airflow and maintains cleanliness, hygiene, pollution and housekeeping to achieve conformity to product requirements. First Aid and fire extinguishers are provided and monitored. Protective equipment like goggle, hand gloves, shoes and uniform are provided. Welfare activities like ESI, Health insurance are provided.

Human Resource

Purpose: To establish a Procedure to provide Human Resource & training related to work performing activity and to meet quality system requirements.

Scope: This Procedure is applicable to all work performing activity.

Responsibility: HR is responsible for implementing, maintaining and propose changes to this Procedure.

Procedure: - Prepare the Master list of employees. - Establish the competence records of each employee.
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A STUDY ON EMPLOYEE SATISFACTION - Prepare the skill matrix. - Identify the training needs based on requirements. - Based on training needs prepare the training schedule for the calendar year. - According to the training decide faculty & prepare list . - Circulate or inform Training schedule and prepare training report after training is made. - Monitor and evaluate training Effectiveness. - Discuss training activities in Management Review Meeting for improvement.

Marketing

Purpose: To establish a Procedure for determination of requirements related to the product, review of requirements related to the product and ensure customer communication.

Scope: This Procedure is applicable to all customer related activities.

Responsibility:

Director

Marketing

is

responsible

for

implementing,

maintaining and propose changes to this Procedure.

Procedure: - Receive the enquiry from customer. - Prepare proposal & quotation based on enquiry and after verification of its ability to execute the order and communicate terms and conditions including the requirements for delivery and post delivery activities. - Resolve the issues with respect to the requirements not stated by the customer but necessary for specified or intended use, where known.
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A STUDY ON EMPLOYEE SATISFACTION - Also resolve the issues related to statutory and regulatory requirements related to the product. - Maintain the review records of requirement through check list, proposal & quotation & purchase order. - Address the following in the review customer related concerns, technical concerns, management concerns and terms & conditions. - Verify the purchase order with respect to enquiry, quotation, price, requirements, quality, and delivery schedule & acceptance criteria. - In case of variation, decide whether to request for an amendment to the purchase order. - Send Purchase order acceptance to the customer wherever purchase orders are accepted. - Consider repeat orders as an acceptance to previous enquiry / quotation / drawing. - Communicate effectively with customer with respect to product information, enquiries, contracts order handling, amendments, customer feedback and customer complaints.

Design and Development

Purpose: The Purpose of this process is to control design & development of new / existing products / validation of prototypes in order to ensure that the specified customer requirements are met.

Scope: This is applicable all existing and new products and new developments.

Responsibility: Head Design and Development is responsible for implementing, maintaining and proposing changes to this Procedure.
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A STUDY ON EMPLOYEE SATISFACTION Procedure:

Design & Development Inputs - Receive design inputs from marketing like Work order, Customer Purchase order / Letter of intent, Minutes of meeting with Management / Customer / dealer if any, Customer drawings, Proposal drawings if any, Contract review, Specification, Statutory and regulatory requirements. - Head design & development co-ordinates for analyzing the adequacy of all design inputs as per customer requirement including the quality objectives. - Incomplete, ambiguous or conflicting design inputs are resolved with the customer. - Design inputs also includes customer / supplier catalogues / brochures, Software for design and calculations. - Finalized design inputs are approved by Head design & development.

Production

Purpose: To establish a Procedure to ensure that the production processes are carried out under controlled conditions and identified, traceable and preserved including the customer property for effective implementation of Quality Management System.

Scope: The Procedure is applicable to all production processes.

Responsibility: Head Production is responsible for implementing, maintaining and proposing changes to this Procedure.

Procedure: - The processes involved are described through process flow chart.
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A STUDY ON EMPLOYEE SATISFACTION - The Marketing department issues the schedule / work order, based on this production plan is prepared and reviewed. - While planning the availability of raw material, components, bought out parts are ensured. - Work instructions where necessary are displayed / provided. - Drawings / sketches/ specifications / process sheets / test methods are provided where required. - Master list of equipments, Jigs & fixtures, tools, consumables & accessories are maintained. - The products are identified by suitable method and tag and status is ensured. - Production records are maintained and monitored as per sequence. - Assembly is carried after completion of all components and receipt of bought parts. - In process inspection is carried out during the manufacturing process and records are maintained where necessary including assemble alignments. - The products after manufacturing are preserved to prevent damages and deterioration. The preservation includes identification, handling, packaging, storage and protection. - The equipments are subjected to necessary preventive maintenance such as daily, weekly and monthly and records are maintained. - Break down maintenance is carried out as and when break down occurs and necessary records are maintained indicating machine no, machine name, nature of break down, date & time, root cause, corrective action taken, date & time of completion and its effectiveness.

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A STUDY ON EMPLOYEE SATISFACTION SWOT ANALYSIS OF KALPA ELECTRIKAL PVT. LTD.

STRENGTH: One of the market leader. Low cost production. Large pool of good facilities near by corporate office, hence good managerial control over plants. All India network for domestic sales. Technical & experienced man power. Improved infrastructure. Well planned layout striking balance between industrial production and personal and environmental safety. Automated and highly sophisticated machines. Capacity to meet higher demand. Consistent business track record increasing turnover every year consistently. Effective performance appraisal system. Transparence policies and procedures. Diversified product range keeps the company stable. Abundant availability of raw materials.

WEAKNESS: High oriented cause due to excessive labor force. Low turnover resulting in low profits. Defective marketing strategy lacks effective advertising and publicity. Needs updating with times in terms of plant and machinery. Due to lack of direct sales, debts with many dealers turning bad. Unskilled labor coupled with excess labor hampers profitability.
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A STUDY ON EMPLOYEE SATISFACTION Too high job security. Too many procedures in the system.

OPPORTUNITIES: Capacity to meet higher demand and attain optimum utilization of existing resources. Due to advance technology further scope for right sizing the organization by recruiting and retaining people on the right jobs with efficient work knowledge and experience. Scope for expansion of domestic sales on existing depot network. Research and development facilities for new product. New markets are opening.

THREATS: High cost of research and development of new products. Competition is high in the markets. Obsolescence of product technology. Government interference may reduce growth potential. To protect the financial interest of the company.

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DATA ANALYSIS AND INTERPRETATION

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 1 Table showing age group of the respondents. AGE GROUP BELOW 20 YEARS 20 TO 40 YEARS ABOVE 40 YEARS TOTAL NO OF RESPONDENT 7 38 5 50 PERCENTAGE 14 76 10 100

INTERPRETATION: From the above table it is interpreted that out of 50 respondents 14% of respondents belong to the group of below 20 years, 76% of respondents belong to age group of 20 to 40years and remaining 10% of respondents are 40years and above. INFERENCE: Majority of respondents belong to age group of 20-40 years. CHART 1

PERCENTAGE
10% 14%
BELOW 20 YEARS 20 TO 40 YEARS

ABOVE 40 YEARS

76%
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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 2 Table showing the gender of the respondents. GENDER MALE FEMALE TOTAL NO OF RESPONDENTS 38 12 50 PERCENTAGE 76 24 100

INTERPRETATION: From the above table it is interpreted that 76% of the respondents are male employees and 24% of respondents are female workers at the company. INFERENCE: Majority of the respondents are male workers at company. CHART 2

PERCENTAGE

24%
MALE FEMALE

76%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 3 Table showing the respondents classification on the basis of educational qualification. QUALIFICATION SSLC HIGHER SECONDARY GRADUATE TOTAL NO OF RESPONDENTS 3 10 37 50 PERCENTAGE 6 20 74 100

INTERPRETATION: From the above table it is interpreted that 6% of the respondents are sslc, 20% of respondents are higher secondary and 74% of respondents are graduate. INFERENCE: Majority of respondents are Graduate. CHART 3

PERCENTAGE
6%
20%
SSLC HIGHER SECONDARY GRADUATE

74%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 4 Table showing marital status of the employees. MARITAL STATUS MARRIED UNMARRIED TOTAL NO OF RESPONDENT 15 35 50 PERCENTAGE 30 70 100

INTERPRETATION: From the above table it is interpreted that 30% of the respondents are married and 70% of respondents are unmarried. INFERENCE: Majority of respondents are unmarried. CHART 4

PERCENTAGE

30%
MARRIED UNMARRIED

70%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 5 Table showing the experience of the respondents. YEARS OF EXPERIENCE LESS THAN 5 YEARS 5YEARS TO 10YEARS 10 YEARS AND ABOVE TOTAL NO OF RESPONDENTS 32 13 5 50 PERCENTAGE 64 26 10 100

INTERPRETATION: From the above table it is interpreted that 64% of the respondents have an experience of less than 5 years, 26% of the respondents have an experience of 5years-10years and 10% of respondents have an experience of 10 years and more. INFERENCE: Majority of respondents have an experience of less than 5 years. CHART 5

PERCENTAGE
10%

26% 64%

LESS THAN 5 YEARS 5YEARS TO 10YEARS 10 YEARS AND ABOVE

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 6 Table showing the income of the respondents. INCOME NO OF RESPONDENTS 12 30 8 50 PERCENTAGE

BELOW 8000RS 8000RS-15000RS 15000RS AND ABOVE TOTAL

24 60 16 100

INTERPRETATION: From the above table it is interpreted that 24% of the respondents receive an income of Rs 8000, 60% of the respondents receive an income between Rs 8000 to 15000 and 16% of respondents receive an income of Rs15000 and more. INFERENCE: Majority of respondents receive an income between Rs8000 to Rs15000. CHART 6

PERCENTAGE
16% 24%
BELOW 8000RS 8000RS-15000RS 15000RS AND ABOVE

60%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 7 Table showing whether the employees are satisfied with the timing of the shift in the company. OPTION NO OF RESPONDENT 36 14 50 PERCENTAGE

YES NO TOTAL

72 28 100

INTERPRETATION: From the above table it is interpreted that 72% of the respondents are satisfied and 28% of respondents are not satisfied with the timing of the shift in the company. INFERENCE: Majority of respondents are satisfied with the timing of the shift in the company. CHART 7

PERCENTAGE

28%
YES NO

72%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 8 Table showing the opinion of the respondents regarding supervision in their company. OPTIONS NORMAL STRICT VERY STRICT TOTAL NO OF RESPONDENTS 12 35 3 50 PERCENTAGE 24 70 6 100

INTERPRETATION: From the above table it is interpreted that 24% of the respondents feels the supervision at company is normal, 70% of respondents feel the supervision pattern is strict and 6% of respondent feels the supervision at company is very strict. INFERENCE: Majority of respondents feel that the supervision at company is strict. CHART 8

PERCENTAGE
6%

24%
NORMAL

STRICT
VERY STRICT

70%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 9 Table showing the incentives preferred by the respondents. INCENTIVES COMMISSION ALLOWANCE BONUS TOTAL NO OF RESPONDENTS 30 4 16 50 PERCENTAGE 60 8 32 100

INTERPRETATION: From the above table it is interpreted that 60% of respondents prefer incentives in the form of commission, 8% of respondents prefer allowance and 32% of respondents prefer bonus. INFERENCE: Majority of respondents prefer commission in the company. CHART 9

PERCENTAGE

32%
COMMISSION ALLOWANCE

60% 8%

BONUS

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 10 Table showing whether the respondents are satisfied with the pay package. OPTIONS YES NO TOTAL NO OF RESPONDENTS 23 27 50 PERCENTAGE 46 54 100

INTERPRETATION: From the above table it is interpreted that 46% of respondents are satisfied with their pay package whereas 54% of respondents are not satisfied with their pay package. INFERENCE: Majority of respondents are not satisfied with their pay package. CHART 10

PERCENTAGE

46% 54%

YES NO

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 11 Table showing the opinions of respondents regarding their job. OPTIONS CHALLENGING MONOTONOUS STRESSFUL TOTAL NO OF RESPONDENTS 38 8 4 50 PERCENTAGE 76 16 8 100

INTERPRETATION: From the above table it is interpreted that 76% of respondents feel that their job is challenging, 16% of respondents feel that their job is monotonous and 8% of respondents feel that the job is stressful. INFERENCE: Majority of respondents feel that their job is challenging. CHART 11

PERCENTAGE
8% 16%
CHALLENGING MONOTONOUS STRESSFUL

76%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 12 Table showing the satisfaction level of respondents regarding the work environment. OPTIONS HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED TOTAL NO OF RESPONDENTS 12 30 8 NIL 50 PERCENTAGE 24 60 16 NIL 100

INTERPRETATION: From the above table it is interpreted that 24% of respondents are highly satisfied with the work environment 60% of respondents are satisfied 16% of respondents are dissatisfied and none of the respondents are highly dissatisfied with the work environment. INFERENCE: Majority of respondents are satisfied with their pay package. CHART 12

PERCENTAGE
0% 16%

24%
HIGHLY SATISFIED
SATISFIED DISSATISFIED

HIGHLY DISSATISFIED

60%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 13 Table showing whether company is concerned with the long term welfare of the company. OPTIONS AGREE DISAGREE NEITHER AGREE NOR DISAGREE TOTAL NO OF RESPONDENTS 23 10 17 PERCENTAGE 46 20 34

50

100

INTERPRETATION: From the above table it is interpreted that 46% of respondents agree that the company is concerned with there long term welfare, while 20% disagree and 34% neither agree nor disagree. INFERENCE: Majority of respondents agree that the company is concerned for their long term welfare. CHART 13

PERCENTAGE

34%

AGREE

46%

DISAGREE NEITHER AGREE NOR DISAGREE

20%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 14 Table showing whether the respondents are satisfied with the training provided for their current job. OPTIONS AGREE DISAGREE NEITHER AGREE NOR DISAGREE TOTAL NO OF RESPONDENTS 21 14 15 50 PERCENTAGE 42 28 30 100

INTERPRETATION: It is interpreted that 42% respondents agree that they are satisfied with their current job training, while 28% dont and rest 30% neither agree nor disagree. INFERENCE: Majority of respondents are satisfied with the current job training. CHART 14

PERCENTAGE

30% 42%

AGREE DISAGREE NEITHER AGREE NOR DISAGREE

28%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 15 Table showing importance on the performance of top management. OPTIONS IMPORTANT UNIMPORTANT NEITHER IMPORTANT NOR UNIMPORTANT TOTAL NO OF RESPONDENTS 33 11 6 PERCENTAGE 66 22 12

50

100

INTERPRETATION: From the above table it is interpreted that 66% of respondents feel that performance of top management is important, while 22% dont feel so and the rest 12% neither feel it important nor unimportant. INFERENCE: Majority of respondents feel that the performance of the top management is important. CHART 15

PERCENTAGE
12%
IMPORTANT

22% 66%

UNIMPORTANT

NEITHER IMPORTANT NOR UNIMPORTANT

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 16 Table showing importance of fair treatment to all employees. OPTIONS IMPORTANT UNIMPORTANT NEITHER IMPORTANT NOR UNIMPORTANT TOTAL NO OF RESPONDENTS 33 11 6 PERCENTAGE 66 22 12

50

100

INTERPRETATION: From the above table it is interpreted that 66% of respondents feel that fair treatment to all employees is important, while 22% dont feel so and the rest 12% neither feel it important nor unimportant. INFERENCE: Majority of respondents feel that fair treatment to employee is of most important. CHART 16

PERCENTAGE
12%
IMPORTANT

22%
66%

UNIMPORTANT

NEITHER IMPORTANT NOR UNIMPORTANT

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 17 Table showing opinion (rate) on dealing with employees problems fairly. OPTIONS EXCELLENT GOOD FAIR POOR TOTAL NO OF RESPONDENTS 8 21 10 11 50 PERCENTAGE 16 42 20 22 100

INTERPRETATION: From the above table it is interpreted that 42% of respondents rate company good in dealing with employees problem fairly, while 20% rate fair, 22% rate poor and 16% rate excellent. INFERENCE: Majority of respondents rate that the company will have good on dealing employees problems freely. CHART 17

PERCENTAGE
22% 16%
EXCELLENT GOOD

FAIR

20% 42%

POOR

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 18 Table showing opinion (rate) on the companys business prospects in next 5 years. OPTIONS EXCELLENT GOOD POOR TOTAL NO OF RESPONDENTS 8 32 10 50 PERCENTAGE 16 64 20 100

INTERPRETATION: From the above table it is interpreted that 64% of respondents feels good on the company business prospects in next 5 years, while 16% good on feels excellent and the rest 20% feels it poor. INFERENCE: Majority of respondents rate that the company will have good on business prospects in next 5 years. CHART 18

PERCENTAGE
20% 16%
EXCELLENT GOOD POOR

64%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 19 Table showing whether the respondents are satisfied with the companys grievance redressal. OPTIONS Yes No total NO OF RESPONDENTS 46 4 50 PERCENTAGE 92 8 100

INTERPRETATION: From the above table it is interpreted that 92% of respondents are satisfied with the companys grievance redressal procedure whereas 8% of respondents are not satisfied with it. INFERENCE: Majority of respondents are satisfied with the companys grievance redressal procedure. CHART 19

PERCENTAGE
8%

Yes No

92%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 20 Table showing the opinions of the respondents regarding employer-employee relationship. OPTIONS Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total NO OF RESPONDENTS 12 30 8 NIL 50 PERCENTAGE 24 60 16 NIL 100

INTERPRETATION: From the above table it is interpreted that 24% of respondents are highly satisfied with the work environment, 60% of respondents are satisfied, 16% of respondents are dissatisfied and none of the respondents are highly dissatisfied. INFERENCE: Majority of respondents are satisfied with the employer-employee relationship. CHART 20

PERCENTAGE
16% 0% 24%
Highly satisfied Satisfied

Dissatisfied
Highly dissatisfied

60%

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 21 Table showing whether the respondents are decision making in their level of operation. OPTIONS Yes No total NO OF RESPONDENTS 20 30 50 allowed to participate in

PERCENTAGE 40 60 100

INTERPRETATION: From the above table it is interpreted that 40% of respondent are allowed to participate in decision making in their level of operation whereas 60% of respondents are not allowed to take any such decision. INFERENCE: Only few of respondents are allowed to participate in decision making in their level of operation. CHART 21

PERCENTAGE

40% 60%

Yes No

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 22 Tables showing the opinion of respondents about peer-group relationship. OPTIONS ENCOURAGING & COOPERATIVE DISCOURAGING & NON SUPPORTIVE NON INTERACTIVE TOTAL NO OF RESPONDENTS 37 8 5 50 PERCENTAGE 74 16 10 100

INTERPRETATION: From the above table it is interpreted that 74% of respondents feel that peers are encouraging and cooperative, 16% of respondents feel they are discouraging and non-supportive whereas 10% of respondents feel they are non-interactive. INFERENCE: Majority of the respondents feel that peer-group members in the company are encouraging and co-operative. CHART 22

PERCENTAGE
10%
16% 74%
ENCOURAGING & COOPERATIVE DISCOURAGING & NON SUPPORTIVE NON INTERACTIVE

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A STUDY ON EMPLOYEE SATISFACTION ANALYSIS 23 Table showing the overall satisfaction of respondents regarding their job. OPTIONS Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total NO OF RESPONDENTS 12 38 NIL NIL 50 PERCENTAGE 24 76 NIL NIL 100

INTERPRETATION: From the above table it is interpreted that 24% of respondents are highly satisfied, 76% of respondents are satisfied, and none of the respondents are dissatisfied with their job. INFERENCE: Majority of respondents are satisfied with their job. CHART 23

PERCENTAGE
0% 24%
Highly satisfied Satisfied Dissatisfied

0%

Highly dissatisfied

76%

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A STUDY ON EMPLOYEE SATISFACTION

FINDINGS, SUGGESTIONS & CONCLUSION

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A STUDY ON EMPLOYEE SATISFACTION FINDINGS:

1) Majority of the respondents possess work experience of less than 5 years. 2) Majority of the respondents are satisfied with the timings of the shifts of the company. 3) Study reveals that majority of respondents belong to the age group of 20-40 years. 4) It is observed that supervision is strict. 5) Majority of respondent prefer commission in the form of incentives. 6) Only few respondents are satisfied with their pay package and are not allowed to take part in decision making. 7) Study reveals that majority of respondents feel that their job is challenging. 8) Study reveals that majority of respondents are satisfied with the work environment. 9) Study reveals that majority of the respondents feels that company thinks for long term welfare of the employees. 10) Majority of respondents believes that the performance of top

management is important. 11) It is observed that many respondents feel that treating employees

fairly and equally is of prime importance. 12) Majority of respondents feels that the company will have good

business prospects in next 5 years. 13) The most advantageous findings so that the company is doing good

is dealing with employees problems. 14) It is observed that there were mix opinions on satisfaction regarding

job training for current job.

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A STUDY ON EMPLOYEE SATISFACTION 15) It is observed that majority of respondents are satisfied with the companys grievance redressal. 16) 17) Majority of respondents are satisfied with their employers. Study reveals that majority of respondents feel that their

peer-group relationship is encouraging and co-operative. 18) Majority of respondents are satisfied with their jobs on an overall

basis. 19) There is significant relationship between type of job and gender.

SUGGESTIONS:

1) The company can still improve its organizations climate. 2) The company can improve the supervision pattern as majority of respondents feel that supervision is strict. 3) The company can provide better pay package to the respondents. 4) The company can allow the respondents to participate in decision making. 5) The management can provide with food allowance, loan facility, marriage gifts and May Day gifts to the employees as many employees preferred these.

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A STUDY ON EMPLOYEE SATISFACTION SUMMARY AND CONCLUSION: In todays competitive world of business, it is very difficult to introduce the product, place it, position it and sell it, but all mentioned depends upon the ability of the company to bring out a good product, place it in the market and sell it. Employees play a very important role in selling the product. Any organization development is based on the employees efficiency and attitude towards the organizational goals. Thus, satisfaction of employees will help an organization to attain its goals and the company must take steps to determine the level of satisfaction of its employees. The research design adopted for this study was descriptive method. Questionnaire was the main instrument used in the research. The statistical tools used for the study was percentage analysis and chi-squared test. The analysis reveals that employees are satisfied with the organization on

an overall basis. However, it is necessary for the company to look into facts like involvement of employees in decision making, improving supervision and pay package. Thus, the study would be useful for the organization in framing its HR policies in future.

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ANNEXURES

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A STUDY ON EMPLOYEE SATISFACTION

A STUDY ON EMPLOYEE SATISFACTION AT KALPA ELECTRIKAL PVT. LTD. QUESTIONNAIRE:


Respected Sir/Madam, I, AVINASH.K.C., student of BBM from RPA first grade college, Bangalore, have taken up a project titled EMPLOYEE SATISIFATION at KALPA ELECTRIKAL PVT. LTD., Bangalore.

This study through questionnaire is purely for academic purpose, hence I kindly request you to cooperate in this regard. I would be thankful to you, if you spare few minutes to fill this questionnaire with keen interest. Your opinion will be used only for academic purpose and will be kept confidential. 1) Name:.

2) Age: Below 20 years 20-40 years Above 40years

3) Gender: Male Female

4) Qualifications: SSLC Higher secondary Graduate


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A STUDY ON EMPLOYEE SATISFACTION 5) Marital status: Married Unmarried

6) Years of experience: Less than 5 years 5 to 10 years 10 years and above

7) Income [monthly]: Below Rs 8000 Rs 8000 to Rs 15000 Rs 15000 & above

8) Are you satisfied with the time of the shift? Yes No

9) How according to you is the supervision of the company? Normal Strict Very strict

10)

What incentives you would prefer if offered by company?

Commission Allowance Bonus

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A STUDY ON EMPLOYEE SATISFACTION 11) Yes No Whats your opinion regarding the job you preformed? Are you satisfied with the pay package provided by company?

12)

Challenging Monotonous Stressful Whats your opinion on work environment provided by company?

13)

Highly satisfied Dissatisfied Highly dissatisfied

14) Agree

The company is concerned for long term welfare of employees?

Disagree Neither agree nor disagree

15) Agree

You are satisfied with the training provided for current job?

Disagree Neither agree nor disagree

16)

What is the importance of the performance of top management?

Important Unimportant Neither important nor unimportant


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A STUDY ON EMPLOYEE SATISFACTION 17) Essential of the fair treatment to all employees? Important Unimportant Neither important nor unimportant How do you rate company on dealing with employees problem

18)

fairly? Excellent Good Fair Poor How do you rate your companys business prospects in next 5 years?

19) Good Fair Poor

Excellent

20) Yes No

Are you satisfied with the company Grievances redressal procedure?

21)

How is the employer-employee relationship in your company?

Highly satisfied Satisfied Dissatisfied Highly dissatisfied

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A STUDY ON EMPLOYEE SATISFACTION 22) Yes No Does employee participation in decision making process is followed?

23)

How is the peer-group relationship in your company?

Encouraging and cooperative Discouraging and non-supportive Non-interactive

24) Yes No

Are you overall satisfied with the job?

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BIBLIOGRAPHY

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BOOKS

HUMAN RESOURCE MANAGEMENT, P.Subba Rao & Ashwathappa. RESEARCH METHODOLOGY, Kothari.C.R. ORGANIZATIONAL BEHAVIOUR, K.Ashwathappa. MANAGEMENT AND BEHAVIORAL PROCESS, R.K.Sharma.

WEBSITES www.google.com www.kalpaelectrikal.com

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