Project Report

on

EMPLOYEE RELATIONS AND SATISFACTION

Submitted in partial fulfillment for the requirement of the award of graduate degree of
Bachelor of Business Administration (BBA)
(Batch 2020-21)

Submitted by Submitted to:

JYOTI NISHA SINGH

B.B.A VI SEM

Acharya Vishnu Gupt Subharti College of Management

& Commerce
SWAMI VIVEKANAND SUBHARTI UNIVERSITY,MEERUT
 CERTIFICATE

I hereby declare that this project report title “EMPLOYEE RELATIONS AND
SATISFACTION” in ZEE LABORATOIRES, KARNAL is prepared and submitted by
me to the department of Human resource management and it is a result of my own work
& my indebtedness to other work / publications, if any, have been duly acknowledge.

JYOTI

B.B.A VI SEM
 ACKNOWLEDGEMENT

I would like to specific my Acknowledgement to the ones humans, without whose

contribution, aid and steerage this report might now not have seen the light of the day.
i am thankful and would love to specific my Gratitude to the Honorable teacher NISHA
SINGH Who were my project guide and the whole Institute for giving me a Platform to
have this high-quality opportunity and being able to get a glimpse of the corporate
international.

With Regards
JYOTI
B.B.A VI SEM
 CONTENTS

S. NO. TITLE OF THE CHAPTER PAGE NO.

INTRODUCTION TO THE INDUSTRY
1 PROFILE
INTRODUCTION TO THE COMPANY
2 PROFILE

3 HR POLICES
INTRODUCTION TO THE TOPIC
4 (EMPLOYEE
SATISFACTION)
5 RESEARCH METHODOLOGY

6 LITERATURE REVIEW

7 FINDING

8 LIMITATION

9 RECOMMENDATION

10 CONCLUSION
QUESTIONNAIRE ON EMPLOYEE
11 SATISFACTION

BIBLIOGRAPHY
CHAPTER-1

INDUSTRY PROFILE
INDUSTRY PROFILE

Industry Definition:

“The Indian pharmaceutical enterprise is a fulfillment tale offering employment for

hundreds of thousands and making sure that crucial capsules at low priced costs are to
be had to the widespread population of this sub-continent.”
Richard Gerster

The Indian Pharmaceutical industry these days is in the the front rank of India’s
science-based totally industries with extensive ranging abilties inside the complicated
discipline of drug manufacture and technology.

Information approximately the position of Pharmaceutical enterprise in Indian Gross

home Product (GDP):

• Indian Pharmaceutical industry ranks fourth within the global, touching on the
volume of sales.

• The anticipated well worth of the Indian Pharmaceutical enterprise is US$ 6

billion.

• The increase price of the enterprise is set thirteen% per yr.

• nearly most 70% of the home demand for bulk tablets is catered by way of the
Indian Pharma industry.

• The Pharma enterprise in India produces round 20% to 24% of the worldwide f
requent capsules.
• The Indian Pharmaceutical industry is one of the biggest manufacturers of the
lively Pharmaceutical components (API) inside the global area.

• The Indian Pharma zone leads the technology-primarily based industries inside
the us of a.

• Around 40% of the total pharmaceutical produce is exported.

• 55% of the full exports constitute of formulations and the alternative 45%
comprises of bulk tablets.

• The Indian Pharma industry includes small scaled, medium scaled, massive
scaled gamers, which totals nearly 300 exclusive groups.

• As in keeping with the prevailing growth charge, the Indian Pharma enterprise is
predicted to be a US$ 20 billion industry by the yr 2015.

• The Indian Pharmaceutical zone is likewise anticipated to be a number of the top

Ten Pharma based markets inside the world within the subsequent ten years

• The income of the Indian Pharma industry would worth US$ forty three billion
in the subsequent decade.

• The multinational groups, making an investment in studies and improvement in

India might also keep up to 30% to 50% of the costs incurred

• The cost of hiring a studies chemist inside the US is five times better than its
Indian counterpart.

• The manufacturing value of pharmaceutical merchandise in India is nearly 1/2 of

the price incurred in US.
• The cost of acting clinical trials in India is one 10th of the value incurred in US.

• The cost of appearing research in India is one 8th of the cost incurred in US.

Following the de-licensing of the pharmaceutical enterprise, commercial licensing for

maximum of the medication and pharmaceutical products has been carried out away
with. manufacturers are loose to supply any drug duly authorised through the Drug
control Authority. Technologically robust and absolutely self-reliant, the
pharmaceutical industry in India has low fees of manufacturing, low R&D fees,
revolutionary scientific manpower, energy of national laboratories and an growing
stability of exchange. The Pharmaceutical enterprise, with its wealthy scientific skills
and research competencies, supported by using highbrow property safety regime is
nicely set to take at the global marketplace.

ADVANTAGE IN INDIA

Competent body of workers: India has a pool of personnel with high managerial and
technical competence as additionally professional staff. It has an educated work force
and English is typically used. professional services are without problems available.

Fee-effective chemical synthesis: Its music file of improvement, specifically inside

the area of progressed value-useful chemical synthesis for various drug molecules is
brilliant. It provides a extensive style of bulk drugs and exports state-of-the-art bulk
capsules.

Felony & monetary Framework: India has a 53 year antique democracy and
consequently has a stable prison framework and strong economic markets. there may
be already an established worldwide industry and business network.
Facts & generation: It has an amazing network of worldwide-magnificence
instructional establishments and installed strengths in statistics generation.

Globalization: The us of a is committed to a free marketplace economy and

globalization. peculiarly, it has a 70 million middle class market, that is constantly
developing.

Consolidation: For the primary time in many years, the international pharmaceutical
industry is locating exquisite possibilities in India. The method of consolidation, which
has emerge as a generalized phenomenon within the world pharmaceutical enterprise,
has started out taking place in India.
THE GROWTH SCENARIO

India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14

percentage in step with year. it's miles one of the biggest and most advanced
some of the developing international locations.

Over 20,000 registered pharmaceutical manufacturers exist inside the united

states of america. The home prescribed drugs industry output is predicted to
exceed Rs260 billion inside the monetary year 2002, which debts for simply
1.3% of the worldwide pharmaceutical area. Of this, bulk drugs will account for
Rs fifty four bn (21%) and formulations, the ultimate Rs 210 bn (seventy nine
%). In economic 12 months 2001, imports have been Rs 20 bn at the same time
as exports were Rs87 bn.

The above graph suggests the percentage of pharmaceutical products export by

using numerous countries. (supply Competitiveness of the Indian
pharmaceutical enterprise within the new product patent regime a document by
way of FICC
CHAPTER-2

COMPANY PROFILE
INTRODUCTION TO COMPANY PROFILE

“A corporation empowered through one venture –to place itself on the arena map. An
corporation propelled by means of one pressure-that synergizes its energies to charter
unexplored markets. businesses fuelled via one dream-to transform competition into
opportunity.”

ZEE LABORATORIES changed into incepted in 1994 and preserving its benign
presence ever since. ZEE commenced its first manufacturing unit at Karnal city in
Haryana kingdom of INDIA situated at simply one hundred fifty Km. away from Delhi
worldwide Airport, extensively linked with country wide motorway No. 1. The factory
is spread over a large area of around 6000 square meter out of which 50% is included
region with floors. organization commenced its 2nd unit within the 12 months 2005
within the tax unfastened business region of Himachal Pradesh at 'Paonta' Sahib with
the modern-day and nicely prepared 'era' that is further one hundred twenty five kms.
far from its Karnal unit. The manufacturing unit is spread cowl a large region of
around 7500 square meter out of which 60% is protected area with two floors. agency
started out its third unit inside the 12 months 2009 inside the tax free industrial area of
Himachal Pradesh at 'Paonta' Sahib with the modern and properly prepared generation
as in keeping with USFDA & eu GMP standards. The factory is spread over a large
vicinity of around 10,000 square meter out of which 60% is covered vicinity with 3
flooring wherein employer has delivered separate production centers for Oncology
tablets (Anti-cancer drugs) . The organization thirteen additionally started out it is
Fourth unit inside the yr 2009 within the tax free commercial quarter of Himachal
Pradesh at 'Paonta' Sahib with the ultra-modern and nicely ready technology. The
factory is spread over a big location of around five,000 rectangular meter out of which
60% is covered region with two flooring and devoted tospecial production of
Cosmetics and Nutraceuticals preparations.

ZEE LABORATORIES is manufacturing, advertising and exporting pharmaceutical

formulations of a wide variety of drugs : Beta Lactum, Non Beta Lactum, Hormonal,
Sustained released, not on time released, Uncoated, film lined & Enteric coated.
drugs : Beta Lactum, Non Beta Lactum, manage released pellets tablets, iron & Multi
nutrition pellet capsules. LIQUID ORALS : Tonics Syrups, Suspension, Elixirs, Cough
Syrups. DRY POWDER : Dry Syrups, ORS Powder, Protein Powders, Dusting
Powder. OINTMENTS : Ointments, creams & Gel outside arrangements : lotions,
Emulsions, Shampoo, Face Wash. LIQUID INJECTABLES : Vials, Ampoules,
Hormonal injectables. DRY POWDER INJECTABLES : Beta Lactum, Non Beta
Lactum Dry Injections. EYE, EAR AND NASAL DROPS enterprise is also concerned
in the manufacture of COSMETICS and herbal arrangements. COSMETICS: lotions,
Soaps, lotions, Emulsions, Dusting Powder, Shampoos, Pastes. herbal arrangements:
capsules, tablets, liquids, Ointments, lotions, enamel Paste, Oils, Malt. ZEE
LABORATORIES is advertising at some stage in India thru their franchisee
community that's spread everywhere in the u . s . a . enterprise has its personal
advertising network for their OTC merchandise which is unfold all over the united
states with extra than one hundred advertising personnels. organisation is exporting to
extra than 25 international locations immediately and business enterprise is having its
personal advertising and marketing community in 5 nations. business enterprise is also
engaged with diverse institutions and government. commercial enterprise during the u .
s . a . and overseas. In pursuit of excellence, the group is forging beforehand with its
knowledge and enjoy, constantly laying emphasis on purchaser delight and confidence
thru high-quality manipulate and first-class assurance. A capable, dedicated and
dynamic crew of specialists are answerable for its aggressive boom and business
enterprise will go the turnover of USD 25 million in the contemporary financial year.
The corporation is accepted with ISO 9001:2000 and WHO-GMP & cGMP
certifications. Our project is to be the leading organisation in our field of activity,
provider, excellence and global enlargement via best measure. ZEE LABORATORIES
has it is personal marketing, Multi Speciality Divisions specifically Lanark
Laboratories, Klokter Lifesciences, Axyzen Lifesciences, Bionext, Wel'n'drugs,
de'undertaking, Medibruck and Grentek. apart from those, organisation is likewise
having its speciality divisions specifically Oreva, Biorome Dermacare (Dermacare
division), concord Psychocare (Psychiatric department) Zee Herbals, Vetlife
(Veterinary division) and Altrex (Ophthalmic division), Nuways (Anti most cancers
department).

OUR assignment IN international pharmaceuticals MARKETS

“we have a hard and provoking mission to improve the fine of human existence with
the aid of allowing people to do greater, feel better and live longer”

“Twin strategic priorities: due to the fact that 1994, we've got targeted our commercial
enterprise around the shipping of dual strategic priorities, which purpose to growth
boom, reduce danger and enhance our long-term economic performance”

“Grow a diversified international enterprise: We expect to generate destiny income

increase by strengthening our core prescription drugs commercial enterprise and
supplementing it with elevated presence in boom areas in rising markets”
“Deliver more merchandise of cost: We anticipate to growth our presence in one-of-a-
kind therapeutic segments turning in extra products of fee for the healthcare of unwell
humanity within the worldwide pharmaceuticals market”

“Our Plan: power increase in the pharmaceutical commercial enterprise in rising

markets satisfy the ability of rising Markets”
 OBJECTIVES OF ZEE LABORATORIES LTD.

1. To be a leader within the Pharmaceutical enterprise.

2. To be a profitable organization with a constant increase in profits.

3. To set an example as a socially accountable enterprise.

4. To diversify in health care related regions.

5. To try for excellence and non-stop improvement in all spheres.

6. To improve the satisfactory of existence of human beings through providing

higher services and excellent products.
NATIONAL PRESENCE ZEE LABORATORIES LIMITED

ZEE LABORATORIES is having their personal advertising and marketing network at

some point of the united states from Leh Laddakh to Andeman & Nicobar islands.
corporation is having their advertising network in all of the states and all Union territories
of India. organization has shaped its advertising network by using appointing advertising
vendors/franchisees with monopoly rights (state smart or region wise). The company is
presenting all types of promotional inputs and advertising and marketing help to their
franchisees.

INTERNATIONAL PRESENCE ZEE LABORATORIES LIMITED

ZEE LABORATORIES has hastily multiplied in unique nations with-in a decade. The
ZEE LABORATORIES products are extensively marketed and promoted the world over
in special international locations of CIS, BALTIC STATES, vital ASIA, SOUTH EAST
ASIA, ASIA PACIFIC, AFRICAN CONTINENT, and important the united states.
OUR INTERNATIONAL ASSOCIATE COMPANIES:

ZEE LAB INC.,

MANILA, PHILIPPINES

ZEE HEALTH CARE CAMBODIA LTD.,

PHNOM PENH, CAMBODIA

WEL 'N' BERG GmbH,

FRIEBERG, GERMANY

ZEE LABORATORIES (MAURITIUS) LTD.

BIOBEAUTY LIMITED

LONDON, UNITED KINGDOM (UK).

BIOROME MEDICARE LIMITED

COVENTRY, UNITED KINGDOM (UK).
 INSTITUTIONAL BUSINESS:-

ZEE has presence in the various institutions and government departments in INDIA,
SRI LANKA & MAURITIUS and is approved and registered with INDIAN
RAILWAYS IN VARIOUS SECTORS.
The main government and institutional sector to which ZEE is supplying are -

· State Pharmaceutical Corporation of Sri Lanka

· Ministry of Health, Mauritius

· ESI Corporation of India

· Indian Army

· Government Medical Stores Depot.

· Indian Railways.

· Sir Ganga Ram Hospital, New Delhi

· Municipal Corporation of Delhi.

· United Nations Operations Procurement Services.

· JIPMER, Puducherry

· NIMHNS, Bangalore

· Bombay Municipal Corporation

· Govt. of Haryana
· Govt. of Himachal Pradesh

· Govt. of Jammu & Kashmir

· Govt. of Assam

· Govt. of Uttar Pradesh

· Govt. of Maharashtra

· Govt. of Andaman & Nicobar Islands

· RMSCL, Rajasthan

· KMSCL, Kerala

· DHS, Orissa

· DHS, Delhi

· Safdarjung Hospital, New Delhi

· Ram Manohar Lohiya Hospital, New Delhi

· TNMSC, Tamil Nadu

· State Health Society, Bihar

· Govt. of West Bengal

· Govt. of Madhya Pradesh

· Govt. of Jharkhand
THE VARIOUS DEPARTMENTS

HUMAN RESOURCE BRANCH

The simple characteristic of the human aid department inside the contemporary
corporate global is expertise control. The HR branch strives to hold cohesiveness
among employees. It also ensures interdepartmental cooperation in achieving targets.
The appraisal gadget is likewise taken care by way of this department. The HR
department delves deep into the worker’s psyche to analyze the positives and
negatives of every employee, in order that a proper device of delegation and / or
empowerment can be evolved.

FINANCE DEPARTMENT
The finance department looks after the normal financial needs of the agency it
ensures proper allocation of price range and takes care of the operating capital
necessities. It verifies capital raised by one of a kind departments and sends them for
approval to the better authorities.

STORES BRANCH
The function of this department is to provide adequate and right garage and
protection of diverse objects to fulfill the call for of various different departments via
right issues and keeping bills of intake. It additionally continues a tune of stock
accumulation and peculiar intake.

ERECTION AND FABRICATION DEPARTMENT

as the name indicates, this department identifies new tasks and helps in erecting
them. This branch additionally undertakes essential modifications of system.

SAP department
SAP branch allows to combine the complete agency starting from the supplier to the
purchaser, masking economic and human assets. this can allow the organization to
boom productiveness by way of lowering fees. It additionally guarantees a single
way to the data desires of the entire business enterprise.
MANUFACTURING DEPARTMENT

As part of their on going dedication to supply hello-tech high-quality capsules and

pharmaceuticals that take care of the specific desires of markets round the sector, Zee
Laboratories limited has increased

The funding within the production branch. it's miles the most crucial department of
the employer and has the subsequent targets:

1. Enhancing volume of manufacturing.

2. Lowering rejection charge.

3. Preserving rework rate.

ENGINEERING DEPARTMENT
This branch undertakes constructing, construction and maintenance. keeping carrier
facilities which include water, fuel, heating, air flow, aircon, portray and plumbing
are some of the opposite regions dealt through this branch. This branch additionally
facilitates in retaining electrical equipments along with mills, transformers, telephone
machine and electrical installation.

PURCHASE DEPARTMENT
The purchase branch affords fabric to the manufacturing unit with out which the
wheels of machines cannot flow. The numerous features achieved by this branch
consist of: Securing suitable supplier performance, such as spark off deliveries of
resources of ideal traits.
1. To increase pleasant assets of deliver and keeping appropriate relationships
with the providers.
2. To pay moderately low charges.
BEST CONTROL/GREAT GUARANTEE DEPARTMENT

PRODUCT REVIEW

ZEE’s healing width covers 5 of the pinnacle six categories inclusive of Anti-
infective, Gastrointestinal, Nutritionals, Cardiovascular, valuable anxious system,
respiratory, Dermatological and others.
CHAPTER-3

HR POLICES
HR POLICY

1 SCIENTIFIC COVERAGE-:
1.1 All employees are protected via the mediclaim policy situation to the terms and
limits prescribed under the scheme.
1.2 This policy covers self, spouse and two kids up to the age 21.

2 GROUP TWIST OF FATE INSURANCE COVERAGE-:

2.1 This coverage covers all of the employees towards twist of fate ensuing in loss of
life or permanent disablement
2.2 This policy does no longer cowl demise, harm or disablement resulting from
intentional self-damage, suicide or tried suicide insanity or the affect of medicine or
drink.

3 UNIFORM COVERAGE-:
3.1 All the categories of employees are given 3 set of uniforms ones in a year.

3.2 None sporting of uniform is indiscipline, personnel at people level have

deduction of their profits.
ACTIVITIES:-

Manpower planning

Recruitment of manpower becoming a member of and induction

Reimbursement & blessings performance value determinations welfare centers

Employee relation praise system

Self-development scheme exist interview

Getting to know & improvement programme industrial relation

Struggle resolving

FUNCTION OF TIME OFFICE:-

ATTENDANCE MARKING:-
Individual employees are issued punch cards thru which he/she need to
document his/her attendance on all the events of coming into the premises or
going out of premise in case forgot to private department via the HOD
otherwise worker can be marked absent.

SHIFT TRADE:-

An employee may be eligible for shift alternate on activities for his colleague in
a month thru prescribed shape. that is strictly on the discretion of the control
and depending on work exigencies

LATE COMING:-

 Workmen are allowed to late for duty each shift up to ten minutes. After
eleven to fifteen mins overdue coming is remember.

 Overdue coming is allowed on three occasions in line with month. After 3

occasions 1/2 day depart will be deducted.

 If depart isn't in balance, washing allowance can be deducted. After 15

minutes workman are not allowed for duty.

 Transport facility;- In case automobile does now not attain the factor then
workman who come to responsibility in such event 30 minutes past due
coming is authorized.
  Workmen are allowed to late for duty each shift up to ten minutes. After
eleven to fifteen mins overdue coming is remember.

 Overdue coming is allowed on three occasions in line with month. After 3

occasions 1/2 day depart will be deducted.

 If depart isn't in balance, washing allowance can be deducted. After 15

minutes workman are not allowed for duty.

 Transport facility;- In case automobile does now not attain the factor then
workman who come to responsibility in such event 30 minutes past due
coming is authorized.

SALARY PROCEDURE:-

As a policy income bills are made through financial institution transfer for
whom an employee has to open an account in HDFC bank/Axis bank / ICICI
bank/Kotak financial institution.
ZEE LABORATOIRES basically prefers ICICI bank a/c of employees.

PAID VACATIONS:-

Corporation gives weekly off on Sunday & additional weekly off is on 2nd
Saturday of every month.

Each 12 months 10 Paid vacations are being enjoyed via the personnel.
GO AWAY POLICY—

ANNUAL LEAVE:-

Vacations- All permanent employees can experience annual depart of 30 days

in line with annum. Depart will be credited @ of 2.5 days in line with month.

SICK LEAVE (SL):-

Software for ill go away ought to be submitted as quickly as feasible & inside 2
days submitted a medical certificates from a registered scientific practitioner.
The certificates must be submitted right away on resuming duty at the side of
health certificates.

MATERNITY DEPART (ML):-

All everlasting lady employees who aren't protected beneath ESI (employee
nation coverage) scheme will be entitled to maternity go away of eighty four
days (12 week) two times of their carrier.

Most effective the ones girl employees who have installed eighty running
days in a duration of 12 months at once previous the commencement of depart
previous to transport shall be entitled to maternity go away.

PATERNITY DEPART (PL):-

ZEE LABORATOIRES offers Paternity go away to everlasting personnel to
guide his spouse & circle of relatives after the delivery of child. Paternity leave
might be allowed for max 5 running days. Such leaves may be availed most two
times in carrier tenure.
 DEPART FOR ADOPTION: - Employees might be entitled to leave for
adoption of infant aged below 12 years. This go away will of 6 weeks for
female employee and for male employee it will as in step with the paternity
depart.

SABBATICAL GO AWAY: - All personnel who have installed minimum

three years of offerings in organization can take ‘damage in provider’, generally
allowed as soon as in a career in an effort to manipulate any private situation.
Such ruin in carrier no longer exceed 1 year.

• Human useful resource making plans is the method of information

about manpower’s requirement and method of assembly the requirement in an
effort to carry out the incorporated plan of the organization.

• Human resource making plans could be very important project for

HR department.

• HR branch determined right variety of human beings and right type

of people at right area at right time.

• The aim of Human useful resource planning in ZEE

LABORATOIRES KARNAL is:-

√ TO meet destiny human resource needs.

√ To make use of the prevailing manpower.

√ To integrate and display human useful resource coverage.

Recruitment & choice manner:-
It's miles conducted at the plant to top off the vacancies in both management &
non-management degree. step one is to examine the want of the manpower. The
numerous sources are followed for the control in addition to non-control team of
workers.
i. Recruitment

Ii. Induction

Iii. Education & improvement

Iv. Payroll

V. Employee engagement

Vi. Welfare

Vii. Separation

a. Recruitment

a) Hole Identification (Finances-Real)

B) Personal Requisition

C) Resources

D) Scrutinization

E) Shortlisting

F) Interview Name
G) Interview Day

H) Clinical Take A Look At-Up

I) File + Offer

J) Joining

b. Payroll

a) financial institution a/c

b) Attendance

c) profits system

d) Bonus Mediclaim

c. Induction

a) Udbhav- Induction at Lonawala

B) One week inplant induction

C) Branch allotment
D. Education & Development

a) Behavioural

b) Language

c) Technical education

d) Utkarsh

e) Chief Plus

f) First time manager

g) Apni to Pathsala

h) SETU

e. employee engagement

a) friend Programme

f. Welfare

a) Unifrom

b) Canteen

c) Transportation

d) Marriage present
e) employee credit score policy

f) Surbhi Kala Kendra g. Separation

Training and Development activities:-

After completion of training, trainer take written test from

the employee and get the feedback .

Types of training programmes

for employees:-Types of training
1. On the job training

2. Safety training

3. Induction training “UTKARSH”

Procedure of Training:-

As according to the performance appraisals schooling includes, the call of the

employees who required the education & the problem of schooling.
After this, the arrangement for education is finished. The training can takes
vicinity at both the inner & outdoor the factory premises. For internal education
the external faculties known as or otherwise the inner identified running shoes
may additionally behavior the education.

An man or woman intimation shape is send to the concern worker concerning

the type of training which he needs to go through with date & venue after
intimation to the HODS.

After the final touch the trainee the worker fill the schooling feedback shape put
up the equal to the HR department.

corporation also takes the written check of the trainee after the crowning glory
of education.

The feedback form is then analysed & checked to know the effectiveness of
education. Then the evaluation of his earlier overall performance& the present
day performance takes locations.

PROMOTION AND TRANSFER POLICY:-

PROMOTION:-

The agency offers extra than a hundred advertising in 12 months & this
promoting is solely on the idea of performance of employee. The promotional
want is identified after the overall performance appraisal of worker takes
vicinity and additionally on bases of corporations requirement & while giving
merchandising the subsequent factors are taking in to consideration.
  worker’s overall performance mindset of employee

 Satisfactory of work

 Attendance of worker worker capabilities

 Awareness of work

Switch:-

Switch isn't regarded as a punishment in ZEE LABORATOIRES KARNAL.

Transfer takes places for the betterment of employer as well as for worker or
due to the employee’s requests. Switch can take location inside branch at
identical area or within the organization organisation. But right here whenever
transfer is given to an worker as in step with policy. The revenue also revised
with transfer company also provide paid holidays, joining time, transportation
charges, shipping allowance and so on.

Administrative sports:-

 Transportation

 Protection and safety Gardening

 Cleaning and home tasks interest

Welfare activities:-

Canteen

Uniform & safety shoes

Rainy put on & gumboot & winter wear Mediclaim

Washing allowance

Go away tour allowance

Game competition

Training allowance Loans

Birthday needs & anniversary wishes card long term service award:

• Gold Coin

• Silver Award

• Marriage present
Business relations surroundings:-

The overall business surroundings is conductive. Till the date strikes of any
kind aren't passed off in zee laboratoires, karnal, so we are able to say that
employees are satisfied with the corporation. If in case there is any problem
associated with the worker, the worker has discussed with the worker committee
and there are at a few end. The employee welfare committee has seven members
in general.

Activities completed towards corporation development:-

The following activities are done toward business enterprise development.

To hold accurate relation with workmen representation committee. To make

settlement with workmen consultant committee.

The company gives that kind of facilities which purpose to take worker
experience ease with following centers,

 Preferred clearness

 Lighting fixtures & ventilation safety measures

 Parking vicinity excessive safety

CHAPTER-4

INTRODUCTION TO THE TOPIC

EMPLOYEE SATISFACTION
EMPLOYEE SATISFACTION

INTRODUCTION

Employee delight is important to the fulfillment of any business. A excessive charge of

worker contentedness is at once associated with a lower turnover charge. Thus,
keeping employees’ happy with their careers ought to be a primary priority for every
organization. While that is a well known fact in control practices, economic downturns
just like the contemporary one seem to reason employers to ignore it. There are
numerous reasons why employees can turn out to be discouraged with their jobs and
surrender, which includes high strain, loss of conversation in the agency, lack of
reputation, or constrained opportunity for boom. Management ought to actively
searching for to improve these elements in the event that they hope to lower their
turnover rate. Even in an monetary downturn, turnover is an rate nice avoided

GOALS OF THE OBSERVE:

 To perceive the values that guide creativity and innovation in the organization.
To recognition on understanding consider courting a few of the personnel.

 To offer possible inspiration concerning improvement of the worker delight

degrees at LEPRA Society.

 To realize the welfare measures and living surroundings supplied for the
employees.

 To pick out the conditions in which the individuals are most in all likelihood to
apply intuition in selection-making
THE SIGNIFICANCE OF WORKER PRIDE:

An employee who has no interest in his or her subject, or the location wherein she or
he begins in a job, may initially placed forth his or her quality attempt. however, this
employee will regularly lose interest with the paintings because there may be no
intrinsic motivation to be triumphant. finding the day by day process mundane reduces
the individual’s choice to show up to paintings and to do the job properly. In this case,
the worker might also keep to return to paintings, but his or her efforts might be
minimal. In contrast, an worker may be absolutely too beaten to handle the placement;
the duties may also prove to be too demanding. In an example like this, the worker will
look for another role that offers the economic protection she or he wishes with job
traits that project them correctly; therefore increasing the preliminary company’s
turnover fee (Koslowsky & Krausz, 2002).

THE ASSETS AND EFFECT OF PRESSURE:

Pressure is one of the main reasons of personnel’ discontentment with their activity.
Branham (2005) asserts that, “it seems clean that one sector to at least one half of all
employees are feeling some stage of dysfunction because of strain, that's undoubtedly
having a negative effect on their productivity and the possibility that they will stay
with their employers.” strain can have many causes, such as whilst corporations can
not, or will not, supply the tools important to supply or paintings efficiently at the
same time as on the activity. This produces better strain stages because those
employees are predicted to carry out at sure prices, yet they may be not able to
accomplish that. This results in lower productivity and better turnover because quotas
cannot be met through the employees on team of workers. understanding that control is
capable of offer the gear essential for the position is important to the worker trusting
the intentions in their organisation. any other supply of pressure is the now not unusual
exercise of employers which tries to reduce prices by casting off positions and
disbursing the workload to other employees. the issue that arises is that duties will not
be achieved correctly or efficiently due to the fact the personnel become more worried
with having an overbearing workload. consequently, the efforts of those employees fail
to reach their very own, or their employers’, standards. these movements, and worker
responses to them, bring about employees who strive to finish incomplete paintings
assignments for the duration of private time, together with lunch breaks, that allows
you to hold their jobs (Branham, 2005). when a business enterprise expects their
employees to carryout out of doors regular operating hours, it detracts from those
personnel rest time. non-public time is important in keeping relationships, private well-
being, and sanity. The greater stress of desiring to finish an unreasonable quantity of
work to keep the task dramatically increases employee anxiety. personnel that warfare
to finish their obligations emerge as less probably to attempt development and more
likely to begin the search for a new task somewhere else. folks who do now not try to
finish all the assignments are sooner or later terminated. The termination of a few
personnel also causes stress to the last personnel. the ones closing start to marvel
whether they may be going to be the following humans “at the cutting block.” The
immoderate strain will have a totally damaging impact. Employers which can be
untrustworthy are a burden to their personnel and may purpose pressure. distrust can
result from a ramification of conditions (Branham, 2005). Harassment, in any shape,
can also motive a brand new degree of strain for the employee. It will become
increasingly difficult to do adecent activity at work while one is consistently faced
with an uncomfortable running surroundings. This tension is caused by looking to keep
away from troublesome confrontations and conditions. employees may additionally be
concerned approximately the outcomes they could face if the harassment were to be
said, as well as the repercussions of not reporting it.

OTHER RESOURCES OF EMPLOYEE DISSATISFACTION:

Dissatisfaction with the process may also come from assets aside from strain or
negative in shape among employee and job. Employers which are deemed unethical by
way of their workers may be considered as such because they appear to care solely
approximately corporation revenues, in place of the personnel which might be
operating for them. This perception of an organisation may also cause process
dissatisfaction, and raise the business enterprise’s turnover price. Dissatisfaction may
additionally arise, with the identical bring about turnover, while the work surroundings
fails to have any flexibility or any supply of enjoyment for the personnel; the tone of
the business becomes disturbing or tedious (Kaye & Jordan-Evans, 1999). lack of
verbal exchange in the staff is a first-rate contributor to dissatisfaction. that is generally
the result of managerial personnel this is isolated and does no longer realize how to
relate to their personnel on a private or professional degree (Branham, 2005). terrible
verbal exchange leaves personnel feeling disconnected from the business enterprise.
this is detrimental to the wellbeing of the corporation because while an worker feels
ignored, he or she will be able to generally tend to carry out at a decrease degree. This
worker becomes unsure of his or her role in the employer, and wonders what his or her
purpose is within the workplace. personnel can be unaware of how their overall
performance measures up to that in their co-employees and haven't any feel of how
they could improve.

Without communication, it turns into tough for personnel to make any progress in their
efficiency. employees need to understand that their employers recognize their
achievements within the place of job. They need to feel favored, as employees and as
people (Branham, 2005). frequently agencies turn out to be greater targeted on
production and sales, rather than with their very own personnel, or even their
customers. inside the case of employees, the personnel may hardly ever be praised for
the excellent of their overall performance. If a employer does performance appraisals,
the results may be given in this type of harsh tone that, as opposed to motivating an
worker, it intimidates and an employee may feel uncomfortable inside the
administrative center, in preference to recommended to gain extra. it may be not
unusual for top control in a few workplaces, to take the ideas of decrease stage
employees lightly, which leaves these personnel feeling overlooked and nugatory. It
turns into hard for workers to peer a bright destiny while running for the organization.
If an worker fails to see a destiny with the business enterprise, why might they
paintings to supply outcomes? the ones employees who do work nicely to aid the
organization won't be compensated for their efforts. Employers that pick to
underneath-compensate know that these employees will work hard for minimum pay,
and these employers will compensate thus (Timpe, 1986). at the same time, the
identical employers pays greater to other personnel who aren't inclined to paintings for
minimum compensation. This repayment disparity leads to dissatisfaction because in
the end the difficult worker will be aware that he or she isn't always being
compensated pretty for the quantity of work they may be doing, and could begin trying
to find any other organisation in an effort to appreciate his or her hard work.33
eventually, failure to offer employees with possibilities to grow inside the business
enterprise results in employee frustration. boundaries inside the enterprise may save
you some employees from achieving their complete capability (Branham, 2005). Such
obstacles may additionally encompass favoritism of sure personnel or organisation
guidelines requiring hiring from outside the corporation. Glass ceilings for minority
personnel can also reason problem in development. groups that don't offer enough
education opportunities for personnel are also doing themselves a disservice. these
agencies are lacking out on personnel which are dedicated to their organizations and
informed in their fields, and with enough education, have the ability to do well in
better positions.

WHY OUGHT TO AN AGENCY CARE?

It is vital that employers care approximately the happiness of their personnel. Recent
information display that all through their careers, american employees maintain a
median of 8 jobs (rudman, 2003). The rate of turnover due to the fact employees are
unhappy is alarming. Even is an economic downturn, employers need to spend an good
sized amount of money recruiting new personnel, going thru the hiring procedure, and
finally education new employees. Dissatisfaction has many bad facet consequences for
the enterprise, even as satisfaction consequences in a far higher retention price. The
consequences of dissatisfaction that consequences in an worker’s withdrawal from
activity and organisation can variety from moderate to intense. Tardiness, in displaying
up for paintings and coming back from breaks, suggests a loss of hobby by way of the
worker for his or her obligations. This will escalate to the employee not showing as
much as work totally. Some less obvious signs of withdrawal from the process
encompass: taking care of personal topics at the same time as at work, playing video
games, undertaking non-paintings associated talk, spending time on social networks,
and diminishing job performance. These withdrawal behaviors, whilst evidence of
dissatisfaction, can also stop with an employee leaving the place of business; “the
heuristic model posits that deliberating quitting is the maximum probably outcome of
activity dissatisfaction” (kieslowski & krausz, 2002). Therefore, withdrawal will lead
either to the worker voluntarily leaving the employer or being terminated for
unprofessional behavior.

Happiness inside the place of job leads to a lot higher levels of productivity. It will
increase employee morale; therefore employees are greater inclined to paintings harder
to enhance the organization and its desires.

In line with Branham (2005),

“Gallup studies show that organizations with higher worker pride additionally have:

• 86% higher client rankings

• seventy six% extra fulfillment in decreasing turnover

• 70% higher profitability

• 44% better profitability

• 78% better safety statistics.”

Agencies need appropriate, knowledgeable employees. If these employees are not dealt
with fairly, they are going to take advantage of different task gives in order to provide
greater balance, greater blessings, and greater compensation.

WHAT MUST THE EMPLOYER DO?

The agency has a responsibility to make sure the satisfaction of all of its personnel.
there are many precautions that managers can take to make sure that they are assembly
the running needs in their employees. Employers additionally need to be greater
careful in the course of the hiring procedure. Having a couple of people interviewing
final candidates will help make sure that the employee will work well with the
organization. all through interviews, employers have to ask questions regarding the
type of paintings that the potential employee enjoys doing. it is imperative to suit the
personal traits and values of the worker with the agency. Employers need to prepare
for the interview by means of doing a job evaluation to see what capabilities are vital
for the placement, then checking out applicants to look if they have the capacity to be
trained to the placement and feature the skills and understanding that correspond with
the task description (Kaye & Jordan-Evans, 1999). it's far crucial that in this section,
the company give an correct description of the activity to candidates on the way to
prepare for the challenges beforehand. Managers ought to learn to speak higher with
decrease level personnel. Connection to the employer gives team of workers a better
feeling of belonging and well worth. Supervisors must set an instance through selling
friendly relationships with the group of workers so the paintings surroundings is more
healthy (Kaye & Jordan-Evans, 1999). They need to learn how to concentrate to the
employees after they have a subject or a query about the work that they are doing or
the course that the organization is taking. it is imperative that managers show
appreciate for all personnel, their evaluations, and their work. Managers need to
convey a very good expertise of the challenge and desires that the employer is
attempting to obtain in order that the team of workers recognizes what the organisation
is running toward. explanation, of the expectations related to exceptional positions,
assists employees in comprehending their direct dating with the company and how
their paintings impacts that of others. overall performance reviews are a great
managerial tool due to the fact they give directors an concept of those employees
which can be contributing to the employer’s achievement and people who want to
paintings harder (Branham, 2005). It also gives employees the ability to gauge their
performance. often, employees will think that they're acting better or worse than their
managers understand their paintings to be. The overall performance evaluate presents
the precise time to bring collectively those specific views, to correct bad conduct, and
to reward productivity. offering employees with the opportunity for boom is likewise a
chief contributor to satisfaction. because performing the identical job turns into dull,
it's miles critical to mission personnel with paintings that they are able to accomplish
but stretches their capabilities
(Timpe, 1986). It is a good possibility to peer the abilities of lower level employees.
Giving personnel new tasks or goals allows them to turn out to be innovative and
professional in new areas. This broadens their expertise while they turn out to be a
extra treasured asset to the organization. Lateral motion does no longer trade the fame
of the worker, but allows them research extra about one of a kind factors of the
employer. Doing any other job completely gives the employee a change of pace and
direction. The employee may additionally locate that they enjoy a specific branch of
the workforce better than the only formerly held. popularity of an employee’s difficult
work is vital to his or her delight in the administrative center (Kaye & Jordan-Evans,
1999). Letting employees in at the choice making tactics gives those personnel a
feeling that their reviews are reputable and that they preserve a place of importance
inside the corporation. Pay is a huge motivator for lots personnel. Making the

Connection between cash and performance motivates personnel to be more productive

and to go the greater mile (Timpe, 1986). worrying approximately personnel on a
private level is critical as well. allow them to recognize that the paintings that they do,
the lives that they lead, are also of gain to the enterprise. The corporation can make
sure that employees are aware about their achievements. these employers can display
appreciation for the ones achievements. Conversely, employers need to take word
while employees come to be beaten and try and alleviate the day by day burden by
using adding greater assist when it's miles obviously wished.

RESOURCES OF EMPLOYEE SATISFACTION:

1. Job

2. Earnings & Benefits

3. Profession Development

4. Supervision
5. Running Situations

6. Group Paintings

CONCLUSION

Control ought to have a high quality effect on, and are trying to find to assist the
happiness of, the firm’s employees. motives for this are not solely to gain the
employees as companies also stand to advantage from employee delight. In an
financial surroundings just like the modern-day one, employers regularly dismiss the
prices related to sad employees, reputedly believing that these employees are stuck in
their cutting-edge positions and could tolerate ugly operating environments. This, but,
isn't the case. Many motives for worker dissatisfaction are properly within the
manipulate of the firm and top control practices will permit a business enterprise to
diminish, or eliminate, those reasons. Glad employees will work more difficult for the
employer and plan to stay at the agency, ultimately reducing that employer’s labour
expenses
 CHAPTER-5

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

The studies is the pursuit of fact with the help of have a look at, commentary,
comparison and experiment. research method is a way to systematically solve
the studies problem. In it we take a look at the diverse steps which might be
typically adopted through a researcher in studying his research problem at the
side of common sense in the back of them.

TITLE

“EMPLOYEE SATISFACTION IN PRIVATE AND PUBLIC

SECTOR AMONG 50 EMPLOYEES AT ZEE LABORATOIRES
KARNAL.”

– Source of data: - Collected through questionnaires.

– Data collection Method:-

1. Organized questionnaires with the aid of me so that i'm able to easily get
the data from the respondents.
2. The questionnaires become designed in 5 levels

A. Negative satisfaction

B. Need to improve

C. Seldom delight

D. Tremendous pleasure
E. Extremely extremely joyful

– Field work & Experience:- The sector of work in survey aren't in any
specific branch but, I whole my survey by way of contacting the
distinctive employees from different departments.
– Sample Size- 50
 CHAPTER-6

LITERATURE REVIEW
LITERATURE REVIEW

Consistent with Nancy C. Morse (1997) “pride refers to the extent of fulfilment of 1‟s
needs, wishes and choice. Pride depends essentially upon what an man or woman
wishes from the sector, and what he receives.” Worker pleasure is a measure of ways
glad workers are with their task and operating surroundings.

It's far certain that there can be many elements affecting the organizational
effectiveness and considered one of them is the worker pride. Powerful organizations
have to have a way of life that encourages the worker delight, Bhatti & Qureshi,
(2007)
Personnel are greater dependable and effective whilst they're happy Hunter & Tietyen,
(1997), and these happy personnel have an effect on the patron pleasure and
organizational productiveness, Potter discipline, (1999).there is no limit for the
personnel to attain the whole pleasure and it can vary from worker to employee. From
time to time they need to exchange their behaviours in order to execute their
obligations more correctly to advantage extra job pleasure, Miller, (2006). Having
excellent relationships with the colleagues, excessive income, suitable operating
conditions, training and training opportunities, profession trends or every other
benefits may be related with the growing of employee satisfaction
Employee pride is the terminology used to explain whether employees are satisfied,
contended and satisfying their dreams and needs at paintings. Many measures aid that
employee pride is a thing in Worker motivation, employee intention success and
superb employee morale inside the work place.‟ susan m.heath subject (about.com).
Cranny, smith & stone (1992) described es because the aggregate of affective
reactions to the differential perceptions of what he/she wants to get hold of in
comparison with he/she genuinely receives. according to Moyes, Shao & Newsome
(2008) the worker satisfaction may be defined as how thrilled an worker is together
with his or her position of employment. As Spector (1997) described activity delight
as all of the emotions that a given person has about his/her process and its numerous
factors. worker pride is a complete term that comprises process satisfaction of
personnel and their delight basic with groups‟ regulations, organization surroundings
etc.
INTERPRETATION

1) Satisfaction level regarding working life’s in an organization

Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 5 10.00
Need to Improve 7 14.00
Seldom
Satisfaction 10 20.00
Great Satisfaction 19 38.00
Extremely
Delighted 9 18.00
Total 50 100.00

Figure 1
Interpretation:

Above table & chart is showing the extent of pride of personnel regarding working
existence inside the enterprise. 10% of personnel are terrible happy,14% of
personnel agree with that it wishes to enhance,20% of the employees are seldom
glad, even as 38% of the personnel are significantly glad and 18% of the personnel
are extraordinarily happy.
2) Ability to balance work with their personal life

Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 3 6.00
Need to Improve 7 14.00
Seldom
Satisfaction 16 32.00
Great
Satisfaction 15 30.00
Extremely
Delighted 9 18.00
Total 50 100
Figure 2

Interpretation:

Above table & chart is showing the extent of pleasure of personnel concerning the
balance of their non-public & expert lifestyles. 6% of employees are poor happy, 14%
of employees believe that it needs to enhance, 32% of the personnel are seldom
satisfied, while 30% of the employees are substantially satisfied and 18 % of the
employees are extraordinarily happy.
3) Level of understanding of rules, responsibility & authority in
organisation.

Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 9 18.00
Need to Improve 3 6.00
Seldom
Satisfaction 11 22.00
Great
Satisfaction 18 36.00
Extremely
Delighted 9 18.00
Total 50 100
Figure 3

Interpretation:

Above desk & chart is displaying the extent of pride of personnel regarding the
knowledge of function, obligation & authority within the employer. 18% of personnel
are bad glad, 6%of personnel consider that it desires to improve,22 % of the employees
are seldom glad, whilst 36% of the personnel are substantially satisfied and 18% of the
employees are extremely satisfied.
4) Level of understanding of HR and welfare policy

Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 6 12.00
Need to Improve 10 20.00
Seldom
Satisfaction 10 20.00
Great
Satisfaction 15 30.00
Extremely
Delighted 9 18.00
Total 50 100
Figure 4

Interpretation:

Above table & chart is showing the level of satisfaction of personnel regarding
understanding of HR & Welfare policy. 12% of employees are negative happy, 20% of
employees consider that it desires to enhance, 20% of the employees are seldom happy,
even as 30% of the employees are significantly glad and 18% of the personnel are
extremely satisfied.
5) Level of understanding of vision statement

Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 7 14.00
Need to Improve 8 16.00
Seldom
Satisfaction 12 24.00
Great
Satisfaction 17 34.00
Extremely
Delighted 6 12.00
Total 50 100
Figure 5

Interpretation:

Above desk & chart is displaying the extent of delight of employees concerning the
extent of information of imaginative and prescient statement of the organisation. 14%
of employees are negative glad, sixteen% of employees consider that it needs to
enhance, 24% of the personnel are seldom satisfied, while 34% of the employees are
significantly glad and 12% of the employees are extraordinarily glad.
6) Level of satisfaction regarding the physical condition of workplace &
space.
Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 3 6.00
Need to Improve 9 18.00
Seldom
Satisfaction 9 18.00
Great
Satisfaction 11 22.00
Extremely
Delighted 18 36.00
Total 50 100
Figure 6

Interpretation:

Above table & chart is showing the extent of delight of employees concerning the
physical circumstance of place of work. nine% of personnel are bad happy, 18% of
personnel trust that it needs to improve, 18% of the employees are seldom glad, while
22% of the employees are significantly glad and 36% of the personnel are
extraordinarily happy.
7) Satisfaction level regarding co-operation between different
departments
Scale Frequency of Response Frequency of Per.
Poor Satisfaction 3 6.00
Need to Improve 6 12.00
Seldom
Satisfaction 10 20.00
Great Satisfaction 23 46.00
Extremely
Delighted 8 16.00
Total 50 100
Figure 7

Interpretation:

Above desk & chart is showing the level of satisfaction of personnel concerning the co-
operation between departments. 6% of employees are terrible satisfied,12% of
personnel agree with that it needs to improve,20% of the employees are seldom happy,
while forty six% of the employees are significantly happy and sixteen% of the
employees are extraordinarily glad.
 8) Satisfaction level regarding interpersonal relationship with peers,
superiors & subordinate

Scale Frequency of Response Frequency of Per.

Poor Satisfaction 0 0.00
Need to Improve 11 22.00
Seldom 11 22.00
Great
Satisfaction 17 34.00
Extremely 11 22.00
Total 50 100.00

Figure 8

Interpretation:

Above desk & chart is showing the level of delight of personnel concerning the inter-
personal courting with friends & subordinates. 22% of employees consider that it
desires to enhance, 22% of the personnel are seldom glad, at the same time as 34% of
the employees are significantly glad and 22% of the employees are extraordinarily glad.

9) The career path that respondent are able to see in the orgnisation
 Scale Frequency of Response Frequency of Per.
Poor Satisfaction 0 0.00
Need to Improve 10 20.00
Seldom
Satisfaction 11 22.00
Great Satisfaction 14 28.00
Extremely
Delighted 15 30.00
Total 50 100.00

Figure 9

Interpretation:

Above desk & chart is showing the extent of delight of employees concerning the
profession path that they’re able to see at ZEE LABORATOIRES. 20% of employees
agree with that it wishes to enhance,22% of the employees are seldom satisfied, while
28% of the personnel are substantially glad and 30% of the employees are
extraordinarily satisfied.
10) Plan to work with ZEE LABORATOIRES in future.
Frequency of Frequency of
Scale Response Per.
<1 Year 1 2.00
1-3 Year 9 18.00
4-6 Year 7 14.00
7-10 Year 3 6.00
>=11 Year 5 10.00
Till Retirement 9 18.00
Depend upon Personnel
Growth 16 32.00
Total 50 100.00

Figure 10
Interpretation:
Above table & chart is showing the proportion of personnel who wants to work with ZEE
LABORATOIRES for different term. 2% of personnel desires to paintings with ZEE
LABORATOIRES for less than 1 yr, 18% of employees wants to paintings for 1-three years with ZEE
LABORATOIRES, different 14% personnel wants to paintings for 4-6 years with ZEE
LABORATOIRES whilst only four% of the personnel desires to work for 7-10 years, 10% of the
employees wants to paintings for greater than eleven years with ZEE LABORATOIRES, 18%
personnel preferred to paintings with ZEE LABORATOIRES till their retirement at the same time as
32% employees’ decision is relies upon upon their boom.
11) Level of which company makes good use of employee’s skills.

Scale Frequency of Response Frequency of Per.

Poor Satisfaction 1 2.00
Need to Improve 4 8.00
Seldom
Satisfaction 11 22.00
Great Satisfaction 22 44.00
Extremely
Delighted 12 24.00
Total 50 100.00

Figure 11

Interpretation:
Above desk & chart is displaying the extent of pleasure of personnel regarding the
usage of employees’ skill & capacity by using the ZEE LABORATOIRES. 2% of
employees are negative satisfied , eight% of personnel trust that it desires to enhance,
22% of the personnel are seldom happy, at the same time as forty four% of the
employees are substantially glad and 24% of the employees are extraordinarily glad.
12) The freedom to try employee’s own method to do a job in better way.
Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 2 4.00
Need to Improve 9 18.00
Seldom
Satisfaction 11 22.00
Great Satisfaction 18 36.00
Extremely
Delighted 10 20.00
Total 50 100

Figure 12
Interpretation:

Above desk & chart is displaying the level of satisfaction of employees regarding
giving the liberty to the employees to do paintings of their personal technique. four% of
employees are negative happy, 18% of employees accept as true with that it wishes to
improve, 22% of the personnel are seldom glad, even as 36% of the employees are
substantially satisfied and 20% of the employees are extraordinarily glad.
 13) Quality of Training given by the ZEE LABORATOIRES.
Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 1 2.00
Need to Improve 8 16.00
Seldom
Satisfaction 8 16.00
Great Satisfaction 17 34.00
Extremely
Delighted 16 32.00
Total 50 100

Figure 13
Interpretation:

Above table & chart is showing the extent of satisfaction of personnel concerning the
high-quality of schooling. 2% of personnel are terrible glad, the proportion of the
personnel who experience it need to improve & experience seldom satisfaction are
equal i.e sixteen%, even as 34% of the employees are substantially happy and 32% of
the personnel are extremely satisfied.

14) The chances to learning something new.

Scale Frequency of Frequency of

 Response Per.
Poor Satisfaction 1 2.00
Need to Improve 4 8.00
Seldom
Satisfaction 8 16.00
Great Satisfaction 19 38.00
Extremely
Delighted 18 36.00
Total 50 100.00

Figure 14
Interpretation:
Above desk & chart is displaying the extent of satisfaction of personnel concerning the
chances of examine some thing new.2% of employees are bad happy, eight% of
personnel believe that it wishes to improve, 16% of the employees are seldom satisfied,
even as 38% of the employees are substantially satisfied and 36% of the employees are
extremely glad.
 15) The way superior gets respondent’s view & take it when
making the key decision.
Scale Frequency of Response Frequency of Per.
Poor Satisfaction 4 8.00
Need to Improve 9 18.00
Seldom
Satisfaction 7 14.00
Great Satisfaction 17 34.00
Extremely
Delighted 13 26.00
Total 50 100

Figure 15
Interpretation:

Above table & chart is showing the extent of satisfaction of personnel regarding the
manner superior use the employees’ thought in the decision making. 8% of employees
are poor satisfied, 18% of employees agree with that it needs to enhance, 14% of the
personnel are seldom happy, even as 34% of the personnel are significantly glad and
26% of the personnel are extraordinarily happy.
 16) The level of stress laid by the superior or the management.
Scale Frequency of Response Frequency of Per.
Poor Satisfaction 2 4.00
Need to Improve 6 12.00
Seldom
Satisfaction 14 28.00
Great Satisfaction 18 36.00
Extremely
Delighted 10 20.00
Total 50 100

Figure 16
Interpretation:

Above desk & chart is showing the extent of satisfaction of employees concerning the
level of stress laid by using the advanced. four% of employees are terrible satisfied,
12% of personnel believe that it desires to enhance, 28% of the employees are seldom
glad, at the same time as 36% of the personnel are substantially satisfied and 20% of the
personnel are extraordinarily satisfied.
 17) The way by which management solve the problem of
employees.

Scale Frequency of Response Frequency of Per.

Poor Satisfaction 2 4.00
Need to Improve 6 12.00
Seldom
Satisfaction 6 12.00
Great Satisfaction 23 46.00
Extremely
Delighted 13 26.00
Total 50 100

Figure 17
Interpretation:
Above table & chart is displaying the extent of pleasure of employees concerning the
manner by which management solve the employee’s problem. 4% of employees are bad
happy, 12% of personnel believe that it desires to enhance, 12% of the personnel are
seldom glad, while 46% of the employees are greatly happy and 26% of the employees
are extremely satisfied.
18) Satisfaction regarding safety provided by the company.
Scale Frequency of Response Frequency of Per.
Poor Satisfaction 2 4.00
Need to Improve 6 12.00
Seldom 9 18.00
Great
Satisfaction 17 34.00
Extremely 16 32.00
Total 50 100

Figure 18
Interpretation:

Above desk & chart is showing the extent of pride of employees regarding the
protection provided by way of the organization. 4% of personnel are bad satisfied, 12%
of personnel consider that it wishes to improve, 18% of the personnel are seldom
happy, even as 34% of the employees are significantly happy and 32% of the personnel
are extraordinarily satisfied.
 19) The way employee’s skills match with job.

Frequency of Frequency of
Scale Response Per.
Poor Satisfaction 0.00
Need to Improve 3 6.00
Seldom
Satisfaction 3 6.00
Great Satisfaction 26 52.00
Extremely
Delighted 18 36.00
Total 50 100

Figure 19
Interpretation:

Above table & chart is showing the extent of pride of personnel regarding personnel’
competencies fit with the process. 6% of employees agree with that it desires to
enhance, 6% of the personnel are seldom happy, whilst 52% of the employees are
substantially satisfied and 36% of the employees are extraordinarily glad.
20) Facility by which you (employees) feel more satisfied.

Scale Frequency of Response Frequency of Per.

Vehicle for interior
movement 9 18.00
Food 24 48.00
Picnic 9 18.00
Mobile 8 16.00
Total 50 100

Figure 20
Interpretation:

Above desk & chart is showing the centers that may satisfy the employees more
in the event that they offer by way of the ZEE LABORATOIRES, KARNAL.
18% of the employees experience that if employer provide them vehicle for
movement inside the plant, 48% of the employees wishes the best first-class of
the food, 18% wants that corporation have to organized a every year picnic for
the personnel while different 16% employees will experience extra delight if
control permit the mobile in the organization to the employees
CHAPTER-7

FINDINGS
FINDINGS

From the Survey of the 50 employees of the ZEE LABORATOIRES I found that,

1. Out of the 50 employees , nine personnel are extremely overjoyed with their
running life in ZEE LABORATOIRES, 19 personnel are grate happy, 10 employees
experience seldom delight while 7 personnel are think that it need to enhance and 5
employees are poor satisfied with their working lifestyles within the employer.

2. Out of the 50 personnel , nine employees are extraordinarily overjoyed that

they're capable of balance their personnel life with working lifestyles, 15 personnel
are grate satisfied, sixteen personnel feel seldom pride at the same time as 7 personnel
are suppose that it need to improve and 3 employees are bad glad.

3. Out of the 50 employees , 9 personnel are extremely overjoyed with know-how

of policies, responsibility & authority at ZEE LABORATOIRES , 18 employees are
grate satisfied, 11 employees sense seldom delight at the same time as 3 employees
are think that it need to enhance and nine personnel are terrible happy.

4. Out of the 50 employees , 9 employees are extraordinarily delighted that they're

able to recognize the HR & welfare coverage , 15 personnel are grate
happy,10employees sense seldom delight whilst 10 personnel are assume that it need
to improve and six personnel are bad glad. i found that many personnel aren't able to
recognize the HR & welfare coverage.

5. Out of the 50 personnel , 6 employees are extraordinarily extremely joyful with

knowledge of the imaginative and prescient statement of the corporation , 17
personnel are grate satisfied, 12 employees experience seldom pride while 8 personnel
are assume that it need to improve and 7 employees are terrible glad.

6. Out of the 50 employees , 18 personnel are extremely delighted, eleven

employees are grate happy, 9 employees feel seldom satisfaction whilst nine personnel
are assume that it want to enhance and three personnel are terrible happy with the
bodily circumstance of place of job.

7. Out of the 50 personnel , 8 personnel are extraordinarily delighted with co-

operation between the departments, 23 employees are grate satisfied, 10 personnel feel
seldom pleasure whilst 6 personnel are assume that it want to enhance and three
employees are poor happy. here, i discovered that maximum of the employees are
happy with the co-ordination between departments.

8. Out of the 50 employees , eleven personnel are extraordinarily delighted with

their interpersonal relationship with their friends & superior, 17 personnel are grate
satisfied, 11 personnel feel seld-om pleasure whilst eleven employees are suppose that
it need to improve and none of the personnel are negative happy. i discovered that
interpersonal courting among personnel are very piece full
9. Out of the 50 personnel , 15employees are extremely thrilled that they're
capable of see their career course in ZEE LABORATOIRES, 14 employees are grate
happy, 11 personnel experience seldom delight while 10 employees are suppose that it
need to enhance and not one of the worker are poor happy. i found that maximum of
the employees are able to see their profession path at ZEE LABORATOIRES.

10. Out of the 50 employees , 16 personnel suppose that their plan to work with
ZEE LABORATOIRES is depends upon their non-public growth, nine employees
desires to work with ZEE LABORATOIRES till their retirement, five employees
desires to paintings for 11 years or extra than it, out of 50, 3 employees like to work
for 7-10 years with ZEE LABORATOIRES, 7 personnel for four-6 years, nine
personnel for 1-three years while best 1 worker desires to paintings with ZEE
LABORATOIRES for less than a year.
11. Out of the 50 personnel , 12 personnel are extremely overjoyed that business
enterprise makes precise use of personnel ability, 22 personnel are grate glad, eleven
personnel feel seldom delight even as 4 employees are assume that it want to enhance
and handiest one employee feel terrible pride.

12. Out of the 50 employees , 10 employees are extremely overjoyed with freedom
to do job in their personal method, 18 employees are grate satisfied, eleven employees
sense seldom pride while 9 personnel are suppose that it need to enhance and a couple
of employees are bad glad. i discovered that most of the employees are happy with the
freedom to do activity in their very own way to do task in better manner.

13. Out of the 50 employees , sixteen employees are extraordinarily delighted with
the exceptional of training given by way of the ZEE LABORATOIRES, 17 personnel
are grate happy, 8 personnel feel seldom pleasure whilst 8 personnel are suppose that
it need to improve and 1 employees are bad happy.

14. Out of the 50 personnel , 18 personnel are extraordinarily thrilled with the
hazard to learn something new, 19 employees are grate glad, 8 personnel sense seldom
pride while four employees are suppose that it need to improve and 1 employees are
negative glad.

15. Out of the 50 employees , thirteen employees are extraordinarily thrilled with
the way superior receives their view and use in key decision, 17 employees are grate
happy, 7 personnel feel seldom pleasure while 9 employees are think that it need to
enhance and four personnel are bad glad.
16. Out of the 50 personnel , 10 employees are extremely overjoyed with the extent
of strain laid by way of the advanced or control, 18 employees are grate satisfied, 14
personnel feel seldom satisfaction at the same time as 6 employees are think that it
want to enhance and a couple of personnel are poor happy.

17. Out of the 50 personnel , 13 nemployees are extraordinarily thrilled with the
manner by way of which control clear up the problem of personnel, 23 employees are
grate glad, 6 personnel sense seldom pleasure while 6 employees are suppose that it
need to enhance and a couple of employees are poor happy. i discovered that most of
the personnel are happy with the manner by which management remedy the
employees trouble.

18. Out of the 50 employees , sixteen personnel are extremely overjoyed with the
protection provided by way of the organisation, 17 employees are grate glad, nine
personnel sense seldom delight even as 6 personnel are think that it want to enhance
and a couple of personnel are poor glad with the safety provided by using the
employer.

19. Out of the 50 personnel ,18 personnel are extraordinarily delighted with the
manner employees’ talents fit with process, 26 personnel are grate happy, three
personnel experience seldom pleasure at the same time as three personnel are think
that it want to improve and no person employees are terrible happy.

20. Out of the 50 personnel, 8 personnel think that they sense more pleasure if
employer permit cellular smartphone in the plant, other 9 personnel said that
corporation should set up yearly picnic, 24 employees said that organization must
provide the variety & high exceptional of food while 9 personnel sense extra delight if
organisation provide automobile for indoors motion.
 Major Factors Which Lead To Satisfaction among the Employees of Zee
Laboratories Ltd
A. primary elements which cause dissatisfaction some of the personnel of ZEE
LABORATOIRES LTD.
• Negative canteen facility & low excellent of meals

• Advantage base promotion

• Higher work load

• Poor expertise of hr policy

B. Essential factors which cause pleasure a few of the personnel of ZEE

LABORATOIRES LTD

• Exact relation between superior & subordinate

• Co-operation among distinctive departments.

• The way of solving the issues of personnel by way of HR

• Welfare pastime

• Protection measures

• Protection measures provided via the corporation

• Physical condition of administrative center

• Able to see their profession path

• Infrastructure
CHAPTER-8

LIMITATION
 LIMITATION

• At the ZEE LABORATOIRES KARNAL plant there are so many restriction &
protocols due to safety & privacy motive. I did not get the permission to visit each
location of the corporation, so i was now not capable of take the opinion of a few
department’s worker.

• Many employees did not respond for the survey because of fear of HR
department.

• Some employees refuse to give answers by giving the motive that they've not
the authority.

• Because of paintings load of employees they take so much time to sense the
survey shape.

• we find that personnel have the worry of HR so I could not cited their age &
name inside the survey form.
 CHAPTER-9

RECOMMENDATIONS
RECOMMENDATIONS

• Organization have to give the steerage concerning employees function,

responsibility & authority.

• Agency ought to adjust their HR & welfare coverage that all employee
can apprehend without difficulty.

• Business Enterprise Need To Put In Force The Process Rotation After

Giving Proper Guidance & Arrangement Concerning Job.

• The Liberty For Taking The Choices Should Be Elevated Within The
Case Of Management Degree Of Employees Because A While Short Choices
Are Important For Handling The Scenario.

• The Satisfactory Of The Meals Of The ZEE LABORATOIRES

KARNAL Isn't Always So Suitable So Agency Ought To Modify Their Canteen
Facility Due To The Fact In The Course Of The Survey I Discovered That
Maximum Of The Personnel Are Dissatisfy With The Canteen Food First-Class.

• The Extent Of Protection Checking Is So High At ZEE

LABORATOIRES So It Should Be Reduced At Some Calls For Level Due To
The Fact Outsiders & Employer Personnel Additionally Very Tremendously
Disillusioned With It.
CHAPTER-10

CONCLUSIONS
CONCLUSIONS

This report is ready at some stage in the summer schooling undertaken at ZEE
LABORATOIRES Ltd. at KARNAL on partial fulfilment of BBA route. it's
been a very amazing enjoy to get education below such a reputed
pharmaceutical business enterprise.

After making ready report on worker delight some of the personnel, I study lots
of things approximately it and how it is crucial to the employer. It helps me to
growth my knowledge and level of knowledge the humans. In ZEE
LABORATOIRES Ltd. there are easy & systematic machine for all sports
associated with work & their human family members are very good in nature &
business enterprise tradition could be very a lot inspirational. All personnel are
very supportive & obsessed on the organisation increase.

So ultimately all my pleasant wishes for a higher destiny.