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

(AFFILATED TO PUNJAB TECHNICAL UNIVERSITY)

ACKNOWLEDGEMENT

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It is with a deep sense of gratitude that I acknowledge the support of Reliance Industries
Limited (RIL) w h i c h gave me the unique privilege of completing
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.

Abstract

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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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INDEX

Contents Page Number

Acknowledgement 2

Abstract 3

Preface 5

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

PREFACE

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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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INTRODUCTION

OF

PROJECT

Page 6
Page 7
 RELIANCE

HISTORY

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 successs 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 a 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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 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 concep
t inHuman 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

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clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and
behaviour s. This definition suggests that 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

Job satisfaction is a general attitude towards ones job: the difference

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.

Consequences of Job Satisfaction:

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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
Supervision

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 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 , oppor
tunities 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 i
n a g i v e 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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 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 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

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15
 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. This study will help the organisation to design their job satisfaction programme.

III. Management can decide whether the existing job satisfaction programmesh
ould be continued or revised.

OBJECTIVES OF STUDIES

Primary Objective
I. To study the level of job satisfaction
Secondary Objectives
1. To study the effects and outcomes of job dissatisfaction

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. The sample size was limitation

2. 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.
3. Respondents did not answer a few questions.
4. Opinion of the respondents may be raised.

The study is sensitive in nature and there might be a colour of bias in

answering the questionnaire

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

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REVIEW OF LITERATURE

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18
(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 .

(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.

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Positive and favorable attitudes towards the job indicate job satisfaction. Negative and
unfavorable attitudes towards the job indicate job dissatisfaction.
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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22
Research methodology

is a way to systematically solve the problem. It may be understood has a science of

studying how research is done scientifically. In it we study the various steps that
all generally adopted by a researcher in studying his research problem along with
the logic behind them. The scope of research methodology is wider than that of research
method.

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 questionnair
e s personally to employees of reliance. The response will be analysed and evaluated to extract
the required information.
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 , magazi
nes etc.

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 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. pilot survey was conducted before finalizing the questionnaire.

II. 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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25
DATA ANALYSIS & 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 2 6
Cant say 0 0
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

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

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26
Q-2 Are you satisfied with your job assignment? The response was as under:-

Response Number of employees Percentage

Yes 19 63.33
No 5 16.67
Cant say 6 20
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

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.

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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 3 10
Cant say 6 20
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

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

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

Response Number of employees Percentage

Yes 17 56.67
No 5 16.67
Cant say 8 26.67
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

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

Response Number of employees Percentage

Yes 26 86.67
No 2 6.67
Cant say 2 6.67
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

Attitude of Employees towards their current job is reasonably satisfactory.

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30
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 4 13.33
Cant say 8 26.67
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

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

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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 0 0
Cant say 2 6.67
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

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

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32
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 1 3
Cant say 0 0
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

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

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Q-9 Have your performance appraisals been fair?

The response was as under:-

Response Number of employees Percentage

Yes 20 66.67
No 5 16.67
Cant say 5 16.67
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

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

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

Response Number of employees Percentage

Yes 26 86.67
No 3 3.33
Cant say 1 10
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral
satisfied

Interpretation

Reflects a healthy system of rewards in the company.

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 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 13 43.33

Satisfied 7 23.33
Neutral 4 13.33
Dissatisfied 4 13.33
Extremely satisfied 2 6.67
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral dissatisfied extremely
satisfied satisfied

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

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

Response Number of employees Percentage

Extremely satisfied 14 46.67

Satisfied 6 20
Neutral 2 6.67
Dissatisfied 4 13.33
Extremely satisfied 4 13.33
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent

4
2
0
extremely satisfied neutral dissatisfied extremely
satisfied satisfied

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

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 Finding,

Suggestions

&

Conclusion

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 FINDING

M a j o r i t y( 9 0 % ) o f t h e e m p l o ye 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 ye 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 ye 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 ye 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.
93 percent of respondents felt that environment of your
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 ye 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.
Only 63 percent of employees thought that credit for work
w e l l done was given timely.
67 percent o f e m p l o ye e s w e r e satisfied with their remuneration
package considering their job and responsibilities.

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 SUGGESTIONS

System of reward and recognition may be im

p r o v e d . Though there is no bias in rewards, employees have a feeling
that their good work is not given credit in time.
R e m u n e r a t i o n t o e m p l o ye e s m a y b e i m p r o v e d , i f f e a s i b l e .
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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 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 he lped me in learning to think
of subject/issue in a logical manner and examining the issue in
its totality. This has also promoted interaction with 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
ving me a broaderperspective to the issue of training
i n p a r t i c u l a r 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.

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41
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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 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
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

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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

Q-10 Are there clear criteria for giving rewards?

a) Yes
b) No
c) Cant say

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Q-11 How satisfied are you with your total remuneration package considering your duties and
responsibilities?

a) Extremely satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Extremely satisfied

Q-12 Superiors in the company welcome free and frank communication from employees?

a) Extremely satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Extremely satisfied

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