A PROJECT REPORT ON

EMPLOYEES JOB SATISFACTION

IN
Reliance Industries Limited (RIL)
HOSHIARPUR
IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR
THE DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION (BBA)
(2011-2014)
SUPERVISED BY:

SUBMITTED BY:

(Assistant professor)
RBIM

RAYAT-BAHRA INSTITUTE OF MANAGEMENT

HOSHIARPUR
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1

(AFFILATED TO PUNJAB TECHNICAL UNIVERSITY)

ACKNOWLEDGEMENT
It is with a deep sense of gratitude that I acknowledge the support of Reliance Industries Limited
(RIL) w h i c h g a v e m e t h e u n i q u e p r i v i l e g e o f c o m p l e t i n g m y r e s e a r c h project
and provided

me

with

an

opportunity

to

interact

with

the

various

personnel.. I a m p a r t i c u l a r l y g r a t e f u l t o M s , E s h a n a k r a for her valuable t i m e t o a n s w e r

t o a l l m y q u e r i e s p a t i e n t l y. I s i n c e r e l y express my gratitude to her. I am thankful to each and
every employee of reliance for co-operating in their best possible manner.

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2

Abstract
This BBA project of human resource will facilitate and enables the management to know the
perceptions and inner feelings regarding the job they are performing on day-to-day basis. The term job
satisfaction reveals and focuses on the likes and dislikes of the employees of reliance. In this particular
study the researchers tries to identify the causes for satisfaction and dissatisfaction among the
employees. So this is the most effective and selective instrument for diagnosing and peeping into the
employees problems.

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3

INDEX
Contents

Page Number

Acknowledgement

Abstract

Preface

Chapter 1: Introduction

6-17

Chapter 2: Review of Literature

18-21

Chapter 3: Research Methodology

22-24

Chapter 4: Analysis and Interpretations

25-37

Chapter 5: Findings & Suggestions

38-41

5.1 Findings of the Study

5.2 Suggestions
5.3 Conclusion of the Study
Annexure

42-45

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4

PREFACE
The project title is employees job satisfaction in Reliance industry (ril).
Job Satisfaction is the favorableness or un-favorableness with which the employee views his
work. It expresses the amount of agreement between ones expectation of the job and the rewards that
the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is
an important part of life as Job Satisfaction influences ones general life satisfaction .Job Satisfaction, thus, is the result of
various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job
under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social
relation

on

the

job,

prompt

settlement

of

grievances

and

fair

treatment

by

employer.

However, more comprehensive approach requires that many factors are to be included
before a complete understanding of job satisfaction can be obtained. Such factors as employees age,
health temperature, desire and level of aspiration should be considered. Further his family relationship,
Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.

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5

INTRODUCTION
OF
PROJECT

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6

Page
7

RELIANCE
HISTORY
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8

Reliance Industries GROWTH IS LIFE

Reliance industry limited is an Indian conglomerate holding company headquartered in Mumbai,
India.
The company works under different business segments:

Exploration and Production

Petroleum Refining and Marketing

Petrochemicals

Textiles

Retail

The

Reliance

Industries

India

group

is

India's

largest

private

sector conglomerate. The Reliance Industries

L i m i t e d w a s started by the legendary Late Dhirubhai H. Ambani. A f t e r a
humble start in the late 1970's as a textile company its success s and now covers almost all
industry verticals. Today, Reliance Industries generates revenues in excess of USD2 2 b i l l i o n
a n d e x p o r t s p r o d u c t s w o r t h U S D 7 b i l l i o n t o m o r e than 100 countries .Reliance
enjoys leadership in polyester yarn & fiber produce and is among the top 5 players in the world
in major petrochemical products. Reliance Industries Limited holds largest Oil & Gas
exploration area in India and has achieved 74 % success rate in terms of discoveries. Reliance
Industries

India

has

been

pioneer

in

the equity

and

is

highly

deep

m a r k e t p e n e t r a t i o n a b i l i t y, i n n o v a t i o n s a n d a b o v e a l l f o r i t s ability to generate
'products

&

services'

for

all

sections

of

the

society. I t a l s o b a g g e d ' G o l d e n P e a c o c k A w a r d ' f o r Corporate Management in

2005-2006 and enjoys high corporate ranking in Fortune Global 500 Company
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RELIANCE defines its vision, mission, values and objectives as follow:VISSION To become a world class, innovative, competitive and profitable engineering enterprise
providing total business solutions.
MISSION - To be the leading Indian engineering enterprise providing quality products, systems and
services in the field of energy, transportation, industry ,infrastructure and the potential areas.
VALUES

Meeting commitments makes to internal and external customers.

Fostering learning, creativity and speed of response.
Respect of dignity and potential of individuals.
Loyalty and pride in the company.
Team playing

Objectives
Growth To ensure a steady growth by enhancing the competitive edge of Reliance in existing
business, new area and international operations so as to fulfill national expectation for
Profitability To provide a reasonable and adequate return on capital employed, primarily
through improvements in operational efficiency, capacity utilization and productivity, and
generates adequate, internal resources to finance the companys growth.
Customer focus To build a high degree of customer confidence by providing increased value
for his money through international standards of product quality, performance and superior
customer services.

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10

 People orientation To enable each employee to achieve his potential, improve his capabilities,
perceive his role and responsibilities and participate and contribute positively to the growth and
success of the company. To invest inhuman resource continuously and be alive to their needs.
Technology To achieve technological excellence in operation by development of indigenous
technologies and efficient absorption and adaptation of imported technologies to sustain needs
and priorities, and provide a competitive advantage to the company.
Image To fulfill the expectation which shareholders like government as owner ,employees,
customers and the country at large have from RELIANCE

Introduction
1.1 Background of the Study
HRM is a term used to refer the philosophy, policies, procedures and practices related to the
management of people begin an organization. Today every organization has to face highly competition.
Therefore

organizations

try

to

do

right

thing

at

the

right

time.

In

that

situation

HRM plays major roll to achieve organizational goals. Satisfaction is the one of major concept inHuma
n Resource Management. 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. Job satisfaction is not the same as motivation, although it
is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job
rotation, job enlargement and job enrichment. Other influences on satisfaction include the management
style and culture, employee involvement, empowerment and autonomous work groups, pay, work
responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Job
satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job;
an affective reaction to ones job; and an attitude towards ones job. Weiss (2002) has argued that job
satisfaction is an attitude but points out that researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviour s. This definition suggests that
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we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.
The following documentation is a research report completed based on analyzing the impact of physical
, psychological and environmental factors on the job satisfaction of non managerial members who are
working at Politex garments. Furthermore, with an intensive study of those factors with use of
questionnaires, data will be gathered which will be analyzed for the impact
1.2 Problem Identification & Formulation
This reports show that 7% absenteeism value per month. This value is higher than the company
standard value. Expected absenteeism rate of the company is 1.5% per month. Therefore that situation
is not good for the company. Therefore researcher can formulate following problem statement. How do
physical, psychological & environmental factors impact on job satisfaction of non-managerial
employees,

Definitions
J o b s a t i s f a c t i o n i s a g e n e r a l a t t i t u d e t o w a r d s o n e s j o b : t h e d i f f e r e n c e
b e t w e e n t h e amount of reward workers receive and the amount they believe they should receive.-P.
Robbins
Job satisfaction is not the same as motivation. It is more if an
attitude, an internal state of the person concerned. It could, for example, be associated with a personal
feeling of achievement .Job satisfaction is an individuals emotional reaction to the job itself. It is his
attitude towards his job.
Job satisfaction refers to ones feeling towards ones job. It can only be inferred but not seen .Job satisfaction is often
determined by how well outcomes meet or exceed expectations .Satisfaction in ones job means increased commitment
in the fulfilment of formal requirements. There is greater willingness to invest personal energy and time in job
performance. The terms job satisfaction and job attitudes are typically used interchangeably. Both refer to effective
orientation on the part of individuals towards their work roles which they are presently occupying. Positive attitudes
towards the job are conceptually equivalent to job satisfaction and negative attitudes towards the job indicate job
dissatisfaction.

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Consequences of Job Satisfaction:

High job-satisfaction may lead to improved productivity, increased turnover, improved attendance, reduced accidents,
less job stress and lower unionisation.
Productivity
The relationship between satisfaction and productivity is not definitely established. The consensus, however, is that in the
long run job-satisfaction leads to increased productivity. But ,four decades of research into this issue, unfortunately does
not support to this belief.
Satisfaction and absences:
Correlation of satisfaction to absenteeism is also improved conclusively. Absenteeism is high when satisfaction id low.
The degree to which people feel that their jobs are important has influence on their absences. While high job-satisfaction
will not necessarily result in low absenteeism, low satisfaction is likely to bring about high absenteeism.
Satisfaction and job stress:
Chronic job-dissatisfaction is a powerful source of job stress. The employee may see no satisfactory short-term solution
to escaping this type of stress. An employee trapped in a dissatisfying job may withdraw by such means as high
absenteeism and tardiness, or the employee may quit.
Measurement of Job satisfaction
This provides an index of organisational effectiveness. The three primary methods of measuring job satisfaction are:

Attitude Surveys
Observing actual behaviour
Conducting executive rapport sessions

Sources of Job Satisfaction:

Wage structure
Nature of work
Promotions
Work group
Working conditions
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Supervision

DIMENSIONS OF JOB SATIFACTION

Job satisfaction is a complex concept and difficult to measure objectively. The
level of job satisfaction is affected by a wide range of variables relating to
individual, social, cultural, organizational factors as stated below:DIMENSIONS
a) Individual
P e r s o n a l i t y, e d u c a t i o n , i n t e l l i g e n c e a n d a b i l i t i e s , a g e , m a r i t a l status,
orientation to work.
b) Social factors
R e l a t i o n s h i p w i t h c o w o r k e r s , g r o u p w o r k i n g a n d n o r m s , opportunities
for interaction, informal relations etc.
c) Organizational factors
Nature
and

size,

formal

structure,

personnel

policiesa n d p r o c e d u r e s , i n d u s t r i a l r e l a t i o n , n a t u r e o f w o r k , t e c
h n o l o g y a n d w o r k organization,

supervision

and

styles

of

leadership,

management systems, working conditions.

d) Environmental factors
E c o n o m i c , s o c i a l , t e c h n i c a l a n d g o v e r n m e n t a l influences.
e) Cultural factors
Attitudes, beliefs and values.
These factors affect job satisfaction of certain individuals in a give
n s e t o f circumstances but not necessarily in others. Some workers may be satisfied
with certain aspects of their work and dissatisfied with other aspects .Thus,
overall degree of job satisfaction may differ from person to person.

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15

 Benefits of job satisfaction study

Job satisfaction surveys can produce positive, neutral or negative results. If planned properly
and administered, they will usually produce a number of important benefits, such as-1.It gives
management an indication of general levels of satisfaction in a company . Surveys
also indicate specific areas of satisfaction or dissatisfaction as compared to employee services
and particular group of employee.2.It leads to valuable communication brought by a
job satisfaction survey. Communication flow in all direction as people plan the survey, take
it and discuss the result. Upward communication is especially fruitful when employee are
encouraged to comment about what is on their minds instead of merely answering questions
about topics important to management.3.as a survey is safety value, an emotional
release. A chance to things gets off. The survey is an intangible expression of
managements interest in employee welfare, which gives employees a reason to feel better
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towards management.4.Job satisfaction surveys are a useful way to determine certain

training needs.5.Job satisfaction surveys are useful for identifying problem that
may arise, comparing the response to several alternatives and encouraging manager to modify
their original plans. Follow up surveys allows management to evaluate the actual response to a
change and study its success or failure.
Background of the study
Job satisfaction is a widespread problem. Productivity, efficiency are related to work force. To achieve
those one should be committed to the organisation to the long term. This in turn depends on the level of
job satisfaction and the morale of the employees .Job satisfaction improves the performance of an organisation.
Statement of the problem
The research problem selected is entitled as Job satisfaction of employees in, reliance industry.
Need and importance of study
I.
This study is undertaken to find out the level of job satisfaction among the
employees .Moreover, this study is to know the impact of working conditions, company
policies and its impact on the job satisfaction.
II.
III.

This study will help the organisation to design their job satisfaction programme.
Management can decide whether the existing job satisfaction programmeshould
continued or revised.

OBJECTIVES OF STUDIES

I.

1.

Primary Objective
To study the level of job satisfaction
Secondary Objectives
To study the effects and outcomes of job dissatisfaction
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be

2. To identify potential causes for job satisfaction

3. To measure the level of job satisfaction in relation to various factors like the physical and social
environment, training and development, goals, rewards remuneration .

Limitation
1.
2.
3.
4.

The sample size was limitation

I t i n c l u d e s t h e o f f i c e r s a n d c l e r k s o n l y a n d n o t t h e organisation as a whole.
Respondents did not answer a few questions.
Opinion of the respondents may be raised.

T h e s t u d y i s s e n s i t i v e i n n a t u r e a n d t h e r e m i g h t b e a c o l o u r o f b i a s i n answering
the questionnaire

Significance of the Study

There are many industries, which are enriching our economy. Among those industries, apparel industry
is most important to us. Because it has generated many jobs towards the Sri Lanka work force,
especially women, who are in rural areas. Apparel industry is one of the giant in the Sri Lankan
economy in attracting foreign currency in to the economy beside tea plantations which rank the first. It
has also helped the Balance of Payment to maintain a positive figure by enhancing income generated
by exports. The significance of the research is that selected organization has not undertaken any
research in area of the job satisfaction of non managerial employees until this. spends considerable
amount of money and time for their employees benefits and services. It is most important for the
organization to understand those factors which may improve its employee satisfaction where in
carrying

out

an

empirical

about psychological and environmental factors affecting job satisfaction level of non- managerial
employees will make it easy for the management to understand those factors.
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study

Research Project focused more on in increasing the job satisfaction level of its employees in which the
organization performance can be enhanced and achieve organization goals. By this research I identify
and further study what are the individual factors falling under the main three (physical, psychological
& environmental) affecting the job satisfaction

REVIEW OF LITERATURE
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(Vroom, 1964).Vroom in his definition on job satisfaction focuses on the role of the employee in the
workplace. Thus he defines job satisfaction as affective orientations on the part of individuals toward
work roles which they are presently occupying .

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(Davis et al.,1985).Job satisfaction represents a combination of positive or negative feelings that

workers have towards their work. Meanwhile, when a worker employed in a business organization,
brings with it the needs, desires and experiences which determinates expectations that he has dismissed.
Job satisfaction represents the extent which expectations are and match the real awards. Job satisfaction
is closely linked to that individual's behaviour in the work place
Kaliski,(2004).Job satisfaction is a workers sense of achievement and success on the job. It is
generally perceived to be directly linked to productivity as well as to personal well-being. Job
satisfaction implies doing a job one enjoys, doing it well and being rewarded for ones efforts. Job
satisfaction further implies enthusiasm & happiness with ones work. Job satisfaction is the key
ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to
a feeling of fulfilment.
Mullins,(2005) Job satisfaction is a complex and multifaceted concept wich can mean different things
to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship
is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of an attitude, an
internal state. It could ,for example, be associated with a personal feeling of achievement, either
quantitative or qualitative).
Ali Mohammed (2005) A study conducted by Ali Mohammed (2005) on the relationship between job
satisfaction , organizational commitment and turnover intention among hospital employees in Iran
identified that employees job satisfaction and organizational commitment were closely inter related and
correlated with turnover intention.
Statt,(2007) Job satisfaction can be defined also as the extent to which a worker is content with the
rewards he or she gets out of her job, particularly in terms of intrinsic motivation 5- The term job
satisfactions refers to the attitute and feelings people have about their work. Positive and favorable
attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job
indicate job dissatisfaction.

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George et al., (2008).Job satisfaction is the collection of feeling and beliefs that people have about
their current job. Peoples levels of degrees of job satisfaction can range from extreme satisfaction to
extreme dissatisfaction. In addition to having attitudes about their jobs as a whole. People also can have
attitudes about various aspects of their jobs such as the kind of work they do, their co workers,
supervisors or subordinates and their pay.
Aziri,(2008). We consider that job satisfaction represents a feeling that appears as a result of the
perception that the job enables the material and psychological needs .
Spector ,(2009) Job satisfaction can be considered as one of the main factors when it comes to
efficiently and effectiveness of business organizations. In fact the new managerial paradigm which
insists that employees should be treated and considered primarily as human beans that have their own
wants, needs, personal desires is a very good indicator for the importance of job satisfaction in
companies. When analysing job satisfaction the logic that a satisfied employee is a happy employee
and a happy employee is a succesful employee.
Catherine.T.Kwantes(2009) The comparative study conducted by Catherine.T. Kwantes(2009) among
engineers on job satisfaction and organizational commitment in india and in America revealed that job
satisfaction is found to relate to affective commitment in both the Indian and America samples.
Adeyinka Tella :C.O Ayeni: and S.O Popoola (2009) Adeyinka Tella ; C.O Ayeni : and S.O Popoola
(2007) conducted a study on Work Motivation, Job Satisfaction, and Organizational Commitment of
Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. The findings of this
study reveal that a correlation exists between perceived motivation, job satisfaction and commitment,
although correlation between motivation and commitment, was negative . No difference was observed
in the perceived motivation of professional and non-professional library personnel.

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Chartered Institute of Personnel and Development (CIPD) 2009

The study conducted by the

Chartered Institute of Personnel and Development (CIPD) in 2009 reports that job satisfaction among
employees in UK has increased despite of Recession. CIPD suggest that rise could be attributed to the
fact that people are more likely to adopt a grin and bear it attitude during recession. The survey also
suggest that there are some underlying problems that could cause weakened morale in the near future
75% of respondents have stated that their organization has been affected by the recession with half of
them reporting an increase in work-related stress as a consequence. According to the results of a job
satisfaction survey conducted by Execu Net nearly two-thirds (64 percent) of the 306 IT executives
who responded to the survey said they were satisfied with their jobs.

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RESEARCH METHODOLOGY

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24

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 general ly
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.

Research Design :
A research design is the arrangement of condition for collection analysis of data in a manner that aims
to combine relevance to the research purpose with economy in procedure. Research design is the
conceptual structure within which research is conducted , constitutes blue print for collection,
measurement and analysis of data. The research design used here is descriptive research design.
Descriptive Research Design Descriptive research is also called Statistical Research. The main
goal of this type of research is to describe the data and characteristics about what is being
studied. The idea behind this type of research is to study frequencies , averages and other
statistical calculation.

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:
Primary data has been collected through administering the questionnaires
personally to employees of reliance. The response will be analysed and evaluated to extract the required
information.
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2. Secondary Data:
Secondary data has been collected by way of personal meeting with

managers of reliance

industry(hoshiarpur).
I n f o r m a t i o n w a s a l s o c o l l e c t e d f r o m w e b s i t e s , b r o c h u r e s , j o u r n a l s , magazines etc.

Sample size:
The sample size considered for the research is 30.
The questionnaire was filled in the office and vital information was collected which was then subjects
to:I.
II.

pilot survey was conducted before finalizing the questionnaire.

Data collection was also done with the help of personal observation.

III.

After completion of survey the data was analyzed and conclusion was drawn.

IV.

At the end all information was compiled to complete the project report.

Sampling technique:
The sampling technique used is simple random sampling.
Research Instrument:
The instruments used for research are mainly questionnaires and interviews. A set of questionnaires was presented
to respondents. Because of its flexibility, it is by far the most common instrument used to
collect primary data. Questions were carefully developed, tested and debugged before
administering in a large scale. The questions and their form, wording and sequence were carefully chosen. Close
ended questions were chosen specifying all possible answers Under close-ended questions, the following
types of questions were asked in the questionnaire.

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DATA ANALYSIS
&
INTERPRETATION

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27

DATAANALYSIS & INTERPRETATION

T h e a n a l y s i s a n d i n t e r p r e t a t i o n o f t h e Q u e s t i o n n a i r e t o t h e Participants (format is as per
Annexure I to this report) is enumerated in succeeding paragraphs

Q-1 Are you clear about the results expected of you in your job? The responses showed that majority of the employees
were clear about their job. The response was as under:

Response

Number of employees

Percentage

Yes

28

93.3

No

Cant say

Total

30

100

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28

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

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

Q-2 Are you satisfied with your job assignment? The response was as under:-

Response

Number of employees

Percentage

Yes

19

63.33

No

16.67

Cant say

20

Total

30

100

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29

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

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

Q-3 Does your job make use of your skills and abilities? The response was as under:-

Response

Number of employees

Percentage

Yes

21

70

No

10

Cant say

20

Total

30

100
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30

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

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

Q-4 Do you get a sense of accomplishment from your work? The response was as under:Response

Number of employees

Percentage

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31

Yes

17

56.67

No

16.67

Cant say

26.67

Total

30

100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

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

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32

Q-5 Would you like to continue in your current area of work?

Response

Number of employees

Percentage

Yes

26

86.67

No

6.67

Cant say

6.67

Total

30

100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

Interpretation
Attitude of Employees towards their current job is reasonably satisfactory.

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33

Q-6 Does your job, through variety and challenge, provide opportunities for learning and growth?
The response was as under:-

Response

Number of employees

Percentage

Yes

18

60

No

13.33

Cant say

26.67

Total

30

100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

Interpretation
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34

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

Q-7 Is the environment of your workplace safe clean, healthy and hygienic?
The response was as under:Response

Number of employees

Percentage

Yes

28

93.33

No

Cant say

6.67

Total

30

100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

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35

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

Q-8 Does your job leave you with sufficient time for your personal/family and social life? The response was as
under:Response

Number of employees

Percentage

Yes

26

97

No

Cant say

Total

30

100

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36

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

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

Q-9 Have your performance appraisals been fair?

The response was as under:Response

Number of employees

Percentage

Yes

20

66.67
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37

No

16.67

Cant say

16.67

Total

30

100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

Interpretation
Reveals, a fair proportion of employees are not satisfied with theirappraisal.

Q-10 Are there clear criteria for giving rewards? The response was as under:Response

Number of employees

Percentage

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38

Yes

26

86.67

No

3.33

Cant say

10

Total

30

100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied satisfied

neutral

Interpretation
Reflects a healthy system of rewards in the company.

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39

Q-11 How satisfied are you with your total remuneration package considering your duties and responsibilities?
The response was as under:Response

Number of employees

Percentage

Extremely satisfied
Satisfied
Neutral
Dissatisfied
Extremely satisfied
Total

13
7
4
4
2
30

43.33
23.33
13.33
13.33
6.67
100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied

neutral

extremely satisfied

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

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40

Q-12 Superiors in the company welcome free and frank communicationfrom employees?
The response was as under:Response

Number of employees

Percentage

Extremely satisfied
Satisfied
Neutral
Dissatisfied
Extremely satisfied
Total

14
6
2
4
4
30

46.67
20
6.67
13.33
13.33
100

no. of respondent
16
14
12
10

no. of respondent

8
6
4
2
0
extremely satisfied

neutral

extremely satisfied

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41

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

Finding,
Suggestions
&
Conclusion

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42

FINDING
M a j o r i t y ( 9 0 % ) o f t h e e m p l o y e e s w e r e c l e a r a b o u t t h e i r own role and the company
goals.
O n l y 6 3 p e r c e n t o f t h e e m p l o y e e s w e r e s a t i s f i e d w i t h t h e i r j o b assignments.
O n l y 7 0 p e r c e n t o f t h e e m p l o y e e s f e e l t h a t t h e c o m p a n y i s utilising their skills and
abilities .
8 7 p e r c e n t o f t h e e m p l o y e e s w a n t t o c o n t i n u e i n t h e i r c u r r e n t area of work.
6 0 p e r c e n t o f r e s p o n d e n t s f e l t t h a t t h e i r j o b p r o v i d e d opportunities for learning and
growth.
9 3 p e r c e n t o f r e s p o n d e n t s f e l t t h a t e n v i r o n m e n t o f y o u r workplace safe
clean, healthy and hygienic.
9 7 p e r c e n t o f r e s p o n d e n t s f e l t a d e q u a t e p r i v a t e t i m e f o r s e l f and family was
available.
9 0 p e r c e n t o f e m p l o y e e s w e r e o f t h e o p i n i o n t h a t t h e i r employees were fair and
equitable in their dealings with people.
O n l y 6 3 p e r c e n t o f e m p l o y e e s t h o u g h t t h a t c r e d i t f o r w o r k w e l l done
was given timely.
67 percent of employees were

satisfied with

considering their job and responsibilities.

Page
43

their

remuneration

package

SUGGESTIONS

System

of

reward

and

recognition

may be

improved

. Though there is no bias in rewards, employees have a feeling that their good work is
not given credit in time.
Remuneration to employees may be improved, if feasible.
C o m m u n i c a t i o n may be given more attention.
Opportunities for
personal
learning,
growth and

personal

development of the employees deserves due attention. Investment in employees is indirectly

investment in the company.
J o b a s s i g n m e n t n e e d s t o b e r e v i e w e d p e r i o d i c a l l y i n o r d e r to avoid monotony
and boredom.

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44

CONCLUSION
itw a s v e r y h e a r t e n i n g t o e x p e r i e n c e t h a t a l l c o n c e p t s a n d t h
e o r i e s mentioned in various books are actually implemented by the Company
under a different name to suit its needs/style/culture.
Also, undertaking this project has helped me in learning to think of
subject/issue in a logical manner and examining the issue in
totality. This

has also

promoted interaction with

its
people from

differentw a l k s o f l i f e , e x p e r i e n c e s a n d o u t l o o k s t h u s g i v i n g m
e a broaderperspective to the issue of training in particular
a n d t h e b u s i n e s s environment in general.
Finally to conclude, I would like to submit that while pursuing this research, I learnt
that it is very important to learn the background/genesis of the topic/subject/issues first, so as
to understand the requirement/problem at hand and then consider its present status and future prospects so as
to arrive at a suggested set of solutions/recommendations/suggestions so vital to the purpose of such studies.

Page
45

BIBLIOGRAPHY

BOOKS:

Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw HillPublication

Company Ltd.115
Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninthedition.
Kothari C.R., Research Methodology, New Delhi; New Age InternationalPublication, second
edition.

Website:

http://www.ril.com/
www.google.com
http://www.wikipedia.org/

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46

Annexure

Questionnaire
Q-1 Are you clear about the overall goals of the company?
a) Yes
b) No
c) Cant say
Q-2 Are you satisfied with your job assignment?
a) Yes
b) No
c) Cant say

Q-3 Does your job make use of your skills and abilities?
a) Yes
b) No
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47

c) Cant say
Q-4 Do you get a sense of accomplishment from your work?
a) Yes
b) No
c) Cant say
Q-5 Would you like to continue in your current area of work?
a) Yes
b) No
c) Cant say

Q-6 Does your job, through variety and challenge, provide opportunities for learning and growth?
a) Yes
b) No
c) Cant say

Q-7 Is the environment of your workplace safe clean, healthy and hygienic?
a) Yes
b) No
c) Cant say
Q-8 Does your job leave you with sufficient time for your personal/family and social life?
a) Yes
b) No
c) Cant say
Q-9 Have your performance appraisals been fair?
a) Yes
b) No
c) Cant say
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48

Q-10 Are there clear criteria for giving rewards?

a) Yes
b) No
c) Cant say

Q-11 How satisfied are you with your total remuneration package considering your duties and responsibilities?
a)
b)
c)
d)
e)

Extremely satisfied
Satisfied
Neutral
Dissatisfied
Extremely satisfied

Q-12 Superiors in the company welcome free and frank communication from employees?
a)
b)
c)
d)
e)

Extremely satisfied
Satisfied
Neutral
Dissatisfied
Extremely satisfied

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49