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EXECUTIVE SUMMARY

Employee satisfaction survey provides a channel of communication for the employees to

communicate their on a wide range of issues in the company and give their feedback

regarding the employees policy of the company. Employee satisfaction survey was conducted

to find out the level of employee satisfaction in HCL.

The employee satisfaction survey helps the companies to determine how their employees

think and to identify the employees needs and concerns so that improvements can be made

and stronger teams can be formed. Business performance is expected to increase as more

satisfied employees will increase a companys competitiveness and they are to better

recognise opportunities and threats and utilize the resources better. Other benefits of

employee satisfaction include achievement of company goals, better internal and external

communication, a positive and social working environment and increased employee loyalty

and less absentism.

For this purpose a questionnaire was prepared and the results were analysed.

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CHAPTER1

INTRODUCTION

Nature of HCL

HCL is a global technology and IT Enterprise that operates in 31 countries. Its headquarters is

in Noida, India. The company comprises two publicly listed companies, HCL

Technologies(www.hcltech.com) and HCL Infosystems(www.hclinfosystems.in). HCL

was focused on addressing the IT hardware market in India for the first two decades of its

existence with some activity in the global market.

The 37 year old Enterprise, founded in 1976, is one of India's original IT garage start ups. Its

range of offerings span R&D and Technology Services, Enterprise and Applications

Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems

Integration and Distribution of Technology and Telecom products in India. The HCL team

comprises 90,000 professionals from diverse nationalities, operating across 31 countries

including 505 points of presence in India. HCL has global partnerships with several leading

Fortune 1000 firms, including several IT and Technology majors.

Some key information about HCL is as follows:

Type: PrivateIndustry: IT Services

Founded: 11 August 1976

Headquarters: Noida,India

Key people: Shiv Nadar (Founder&Chairman)

Revenue: US$ 6.2 billion (2012)

Employees: 90,000 (2012)

Subsidiaries:HCL Technologies

HCL Infosystems

Website: www.hcl.com

http://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/HCL_Technologieshttp://en.wikipedia.org/wiki/HCL_Technologieshttp://www.hcltech.com/http://en.wikipedia.org/wiki/HCL_Infosystemshttp://www.hclinfosystems.in/http://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Private_companyhttp://en.wikipedia.org/wiki/IT_Serviceshttp://en.wikipedia.org/wiki/IT_Serviceshttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Shiv_Nadarhttp://en.wiktionary.org/wiki/founderhttp://en.wikipedia.org/wiki/Chairmanhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Subsidiaryhttp://en.wikipedia.org/wiki/HCL_Technologieshttp://en.wikipedia.org/wiki/HCL_Infosystemshttp://www.hcl.com/http://www.hcl.com/http://www.hcl.com/http://en.wikipedia.org/wiki/HCL_Infosystemshttp://en.wikipedia.org/wiki/HCL_Technologieshttp://en.wikipedia.org/wiki/Subsidiaryhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Chairmanhttp://en.wiktionary.org/wiki/founderhttp://en.wikipedia.org/wiki/Shiv_Nadarhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/IT_Serviceshttp://en.wikipedia.org/wiki/Private_companyhttp://en.wikipedia.org/wiki/Types_of_business_entityhttp://www.hclinfosystems.in/http://en.wikipedia.org/wiki/HCL_Infosystemshttp://www.hcltech.com/http://en.wikipedia.org/wiki/HCL_Technologieshttp://en.wikipedia.org/wiki/HCL_Technologieshttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Noida

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Business of HCL

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HCL Infosystems

HCL Infosystems Ltd. offers a wide spectrum of products which include - Computing,

Storage, Networking, Security, Telecom, Imaging and Retail. The main business areas of

HCL Infosystems are as follows:

Distribution and Services

Services

Computing Products

Education and Learning

HCL Technologies

HCL Tech is the information technology and software services arm of the enterprise,

providing Internet Infrastructure Solutions, Facilities Management & Infrastructure Services,

Network Management Systems and IT Hardware. The main business verticals of HCL

Technologies are as follows:

Product Engineering and R&D

Enterprise and Custom Applications

Infrastructure Management

BPO Services

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Objectives of the Project

1. To study about employee effectiveness towards the job at various levels of the

organisation.

2.

To study about the Monetary and Non-Monetary rewards given to the employees.

3. To study the employees attitude towards the job and the organisation.

4. To identify the factors that motivate the employees.

5. To know the level of participation in decision making.

6. To understand the relationship of employees with the top management.

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CHAPTER-2

LITERATURE REVIEW

Employee Satisfaction

Introduction

Employee satisfaction is the terminology used to describe whether employees are happy and

contented and fulfilling their desires and needs at work. Many measures purport that

employee satisfaction is a factor in employee motivation, employee goal achievement, and

positiveemployee morale in the workplace.

Employee satisfaction is often measured by anonymous employee satisfaction surveys

administered periodically that gauge employee satisfaction. Employee satisfaction is looked

at in areas such as:

Management.

Understanding ofMission andVision.

Empowerment.

Teamwork.

Communication.

Co-worker Interaction.

The facets of employee satisfaction measured vary from company to company.

Factors affecting Employee Satisfaction

Various factors exist in an organisation that contributes to area of employee satisfaction.

Following are listed factors affecting employee satisfaction. They are as follows:

http://humanresources.about.com/od/glossarye/g/employee-morale.htmhttp://humanresources.about.com/od/employeesatisfaction/g/satisfaction-survey.htmhttp://humanresources.about.com/od/glossarym/g/Mission.htmhttp://humanresources.about.com/od/glossaryv/g/Vision.htmhttp://humanresources.about.com/od/glossaryv/g/Vision.htmhttp://humanresources.about.com/od/glossarym/g/Mission.htmhttp://humanresources.about.com/od/employeesatisfaction/g/satisfaction-survey.htmhttp://humanresources.about.com/od/glossarye/g/employee-morale.htm

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(i)Brand Name: The brand name of the organisation is of utmost importance to the

employees and it is considered when employee satisfaction is considered.

(ii)Aims and Objectives of Business:The aims and objectives of the organisation where an

employee works are likely to affect employee satisfaction.

(iii)Compensation:Salary and wage is one of the most important factors behind employee

satisfaction. The salary should always be in accordance to the position of the employee in the

company.

(iv) FinancialRewards: Rewards are other important things that affect level of satisfaction of

an employee in his job. Opportunities to earn special incentives, such as bonuses, extra paid

time off or vacations, also bring excitement and higher employee satisfaction to the

workplace.

(v)Relationship with Supervisor: The kind of treatment given by the supervisor to the

employee largely determines his satisfaction level. It is always desired to treat employees in a

good manner.

(vi)Working Conditions: Because employees spend so much time in their work environment

each week, it's important for companies to try to optimize working conditions. Such things as

providing spacious work areas rather than cramped ones, adequate lighting and comfortable

work stations contribute to favourable work conditions.

(vii) Opportunity for Advancement: Employees are more satisfied with their current job if

they see a path available to move up the ranks in the company and be given more

responsibility and along with it higher compensation. Many companies encourage employees

to acquire more advanced skills that will lead to the chance of promotion.

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Importance of Employee Satisfaction

Employee satisfaction is the term used to describe a situation when employees are satisfied

and contented with his job and the office environment. Employee Satisfaction is of utmost

importance in any organisation be it small or large. Thinking that employee satisfaction is

important only for the employee then it is not right. It is equally important for the

organisation for which the employee is working as well.

The following points will show the importance of employee satisfaction easily.

1.In light of the organisation:

It enhances employee retention and the company does not need to train employees

repeatedly.

The overall productivity of the company is increased and it assists in achieving the

goals of the company.

When employees are satisfied with their job they deal with customers in a better

manner and thus customer satisfaction is achieved to great extent.

It helps the company in getting better services and products from its employees.

Money spent on training new candidates and recruitment of new candidates can be

saved extensively.

2.In light of the Employee:

When the employee gets satisfactory services from the company initially, he tends to

believe that same treatment would be offered in long run.

Employee would start taking interest in his work instead of worrying about other

issues.

The employee starts feeling a sense of responsibility towards the organisation.

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The employee deals with customers in a better way and builds strong relations with

them.

The employee would try to produce better results in order to get appreciation from the

company.

Employee Satisfaction in HCL

Employee Benefits Provided In HCL

A part from the legal and mandatory benefits such as provident-fund and gratuity, below is a

list of other benefitsBPO professionals are entitled to the following:

1. GroupMedi-claim Insurance Scheme: This insurance scheme is to provide adequate

insurance coverage of employees for expenses related to hospitalization due to illness,

disease or injury or pregnancy in case of female employees or spouse of male employees. All

employees and their dependent family members are eligible. Dependent family members

include spouse, non-earning parents and children above three months.

2. Personal Accident Insurance Scheme: This scheme is to provide adequate insurance

coverage for Hospitalization expenses arising out of injuries sustained in an accident. This

covers total / partial disablement / death due to accident and due to accidents.

3. Subsidized Food and Transportation: The organizations provide transportation facility

to all the employees from home till office at subsidized rates. The lunch provided is also

subsidized.

4. Company Leased Accommodation: Some of the companies provides shared

accommodation for all the out station employees, in fact some of the BPO companies also

undertakes to pay electricity/water bills as well as the Society charges for the shared

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accommodation. The purpose is to provide to the employees to lead a more comfortable work

life balance.

5. Recreation, Cafeteria, ATM and Concierge facilities: The recreation facilities include

pool tables, chess tables and coffee bars. Companies also have well equipped gyms, personal

trainers and showers at facilities.

6. Corporate Credit Card: The main purpose of the corporate credit card is enable the

timely and efficient payment of official expenses which the employees undertake for

purposes such as travel related expenses like Hotel bills, Air tickets etc

7. Cellular Phone / Laptop: Cellular phone and / or Laptop are provided to the employees

on the basis of business need. The employee is responsible for the maintenance and

safeguarding of the asset.

8. Personal Health Care (Regular medical check-ups): Some of the BPO'S provides the

facility for extensive health check-up. For employees with above 40 years of age, the medical

check-up can be done once a year.

9. Loans: Many BPO companies provide loan facility on three different occasions:

Employees are provided with financial assistance in case of a medical emergency. Employees

are also provided with financial assistance at the time of their wedding. And, The new

recruits are provided with interest free loans to assist them in their initial settlement at the

work location.

10. Educational Benefits: Many BPO companies have this policy to develop the personality

and knowledge level of their employees and hence reimburse the expenses incurred towards

tuition fees, examination fees, and purchase of books subject, for pursuing MBA, and/or

other management qualification at India's top most Business Schools.

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11. Performance based incentives: In many BPO companies they have plans for,

performance based incentive scheme. The parameters for calculation are process performance

i.e. speed, accuracy and productivity of each process. The Pay for Performance can be as

much as 22% of the salary.

12. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible work schedules and set out conditions for availing this

provision. Flexible work schedules are initiated by employees and approved by management

to meet business commitments while supporting employee personal life needs .The factors on

which Flexi time is allowed to an employee include: Child or Parent care, Health situation,

Maternity, Formal education program

13. Flexible Salary Benefits: Its main objective is to provide flexibility to the employees to

plan a tax-effective compensation structure by balancing the monthly net income, yearly

benefits and income tax payable. It is applicable of all the employees of the organization. The

Salary consists of Basic, DA and Conveyance Allowance. The Flexible Benefit Plan consists

of: House Rent Allowance, Leave Travel Assistance, Medical Reimbursement, and Special

Allowances.

14. Regular Get together and other cultural programs: The companies organizes cultural

program as and when possible but most of the times, once in a quarter, in which all the

employees are given an opportunity to display their talents in dramatics, singing, acting,

dancing etc. Apart from that the organizations also conduct various sports programs such as

Cricket, football, etc and regularly play matches with the teams of other organizations and

colleges.

15. Wedding Day Gift: Employee is given a gift voucher of Rs. 5000/-.

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16. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the

organization.

17. Employee Stock Option Plan Now, the actual question, why people are leaving? What

types of retention strategies are required? What is expected from HR Professional and how

they can address this issue.

Training and Development in HCL

Induction training is an important component of the training life cycle. Induction Training for

new hires is vital to ensure that they settle in well in the organization. Our aim is to ascertain

that new hires understand our organizations mission, goals, values and philosophy; and

importantly their job role as expected in a professional environment. This training aims to

establish a clear foundation and set expectations around work ethics, integrity and

responsibility. With this in mind, we have customized our training to suit different levels i.e.

Entry Level hires and Lateral hires.

EntryLevelTraining

At HCL, all Campus Hires undergo a foundation technical training which covers business

aligned software engineering and programming concepts, followed by one of the many

technical tracks. The training delivered is in accordance with the syllabus developed in

consultation with business leaders and subject matter experts (SMEs). The Assessment

Framework consists of tests administered right at various stages, a Final Test and a project.

The Entry-level Training program for fresh graduates from the campuses consists of a

Foundation module and six standard Technical Tracks (CC++, Java, Dot Net, Oracle,

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Networking, and Testing). At the end of the classroom-training program, the fresh graduates

work on a project. The project is a training module designed for entry-level trainees to apply

the technology learnings they have acquired during the trainer-led classroom-training

program.

By applying a blend of technology and process, we ensure that trainees assigned to projects

have a basic understanding of software engineering processes and tools (such as Bugzilla and

Subversion) in addition to the technology skills they have been trained in. Along with

technical skills, all campus recruits attend a Professional Skills Program, which prepares

them to interface and engage with colleagues and customers across the globe.

On the successful completion of the training program, the trainees are assigned to Delivery

units for further LOB specific domain trainings and on the job training.

LateralHiresTraining

The Induction program typically extends for 1 2 weeks for lateral hires and the focus is

essentially on getting you immersed into the HCL culture / philosophy and engagements. The

engagement specific induction might extend from a few days to a few weeks depending on

the nature of the engagement. Lateral hires are trained through various means such as online

training, collaborative learning, certification programs, instructor-led and on-demand

training.

Learning @ HCL

Learning is the most sustainable source of competitive advantage in our industry, today. As

the war for talent continues, leveraging and optimizing learning for stronger performance is

critical. In this knowledge based economy, creating a learning environment helps address

talent shortfall, generate ideas and ultimately leads to building an engaged workforce

resulting in higher productivity and retention. We recognize that grooming an employee into

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a globally competitive leader requires an extensive and nurturing ecosystem.

BehavioralLearningandDevelopment

HCL has identified roles at different employee levels and associated competencies desired to

fulfil the demands of those roles. Several developmental initiatives are available to the

employees across the organization to build or enhance role critical competencies through

Professional Development, Leadership Development or Sales Learning programs. A unique

learning road map approach allows employees and their reporting managers to identify needs

and the training path they need to work on. These courses are available in classroom, webinar

and e-learning format in partnership with top global virtual learning organization to allow for

greater reach and ease of access. All programs are designed with the ultimate business

objective in mind resulting in enhanced productivity, increased customer satisfaction, and

effective leadership transitions.

Work Life in HCL

A dynamic and vibrant work environment ensures that HCLites walk in every morning

well, most mornings with a smile, and leave at the end of the day feeling valued and

enriched. In fact, our Employees First philosophy is aimed at placing every employee at the

forefront of transformation, empowering them with knowledge, resources and infrastructure

in a workplace that nurtures innovation.Various initiatives designed to enthuse and inspire

HCL employees are as follows:

1.Diversity:HCL Technologies works hard to create a supportive environment for employees

with diverse backgrounds. Accordingly, the company reaches out to a diverse talent pool of

different nationalities, cultures social background and work experiences. Team leaders are

equipped with skills to work across the globe in virtual teams. Affinity networks and

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Employee First Councils help the company reach out to employees from diverse

backgrounds. The networks ensure that diverse perspectives are included in all business

operations.

2.XtraMiles:XtraMiles is a unique program that offers peers, team members and managers to

recognize employees for outstanding effort. XtraMiles provides a platform to say thanks

and helps strengthen a culture of employee appreciation. For every XtraMile that employees

walk in their professional life at HCL, they stand a chance to earn a mile. Accumulation of

these points not only offers recognition but entitles them to earn rewards.

3.Genie:Genie is a personal shopper and assistant that specializes in giving employees the

gift of time. This facility is an all-purpose coordinator, entertainment guide, errand runner

and personal assistant that can manage routine tasks, such as paying utility bills.

4.Womens Network:Women are altering the face of the corporate world and the face of

HCL. Whether nurturing their families at home or leading transformation on the job, women

executives offer special value. To help them meet the particular challenges they sometimes

face, a peer network of HCL women executives provides support, advocates for a gender-

neutral work environment and drives policy changes, through initiatives such as Women

Connect.

5.Mitr:Mitr (Hindi for your friend) is a specialist team of personal advisors who help

employees prepare for challenges and tackle them more effectively. Mitrs support,

information and advice is completely free and confidential, and just a phone call away.

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6.Find @ HCL:This is employees ownclassifieds portal, where they can list items they

want to sell or search for items they wish to buy. It even includes a matrimonial section,

where HCLites can search for a life partner.

7.Employee First Councils:These councils offer a unique platform for HCLites to lead

change. They provide an opportunity to a diverse group of individuals to come together and

work towards a common cause that they are passionate about. EFCs are participative and

democratic forums developed for HCLites and run by HCLites.

Employee First Philosophy in HCL

Employees First, Customers Second explores the steps of HCLTs transformational journey

as the company recognized the need for change, created a culture of trust through

transparency, turned the organizational pyramid on its head, and shifted the responsibility of

change from the office of the CEO to the employees using small catalysts, or blue ocean

droplets, that produced big results.

HCLT defied conventional wisdom when it turned the management structure upside down.

By putting employees first and customers second, HCL was able to activate the value zone -

the place where frontline employees interact with customers and create real value for them.

By doing so, it fired the imagination of both employees and customers and set HCLT on a

journey of transformation that has made it one of the fastest growing and profitable global IT

services companies. According to BusinessWeek, HCLT is one of the worlds most

influential companies.

At HCL, focus is on employees first because we believe that they bring strategic value to the

organization and are critical to its success in the global marketplace. Towards this, we

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practice Employees First the first of its kind of articulation, which creates an enabling

environment and a culture of pride in our employees.

Several Employee First initiatives are as follows:

Smart Service Desk: Employees can raise SLA-bound tickets on any internal service

provider, and close them only if they are satisfied with the service.

CEO Connect through U&I: Our CEO is available online to all employees, tours

every location, holds interactive discussions, and shares thoughts and updates through

a blog.

Employees First Governing Council: Function heads hold Town Hall Meetings and

collectively address employees questions and issues.

Open 360 Degree Feedback: Employees rate managers, top leaders across the

organization including the CEO, and these ratings are made public.

Talent Transformation: Behavior-based competencies in individuals are built.

Employees First Academy: Effective leaders are initiated and nurtured on three

levels - Employees First Lifestyle, Employees First Leadership, and Harvard

Emerging Leader Program.

Employee Passion Indicative Count:Employees introspect to identify their unique

passion drivers, which are then nurtured for greater productivity.

Directions: The CEO and senior management conduct a face-to face meeting with all

employees to share the vision and strategy of the organization.

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CHAPTER 3

RESEARCH METHADOLOGY

What is Research Methodology?

Theprocess used to collectinformation anddata for the purpose ofmakingbusinessdecisions

is called Research Methodology. The methodology may include publicationresearch,

interviews, surveys and other research techniques, and could include both present and

historical information.

Research refers to a search for knowledge. It is a systematic method of collecting and

recording the facts on the form of numerical data relevant to the formulated problem and

arriving at certain conclusions over the problem on the basis of the collected data.

Data Collection Methods

In the preparation of this report the data has been collected from 2 sources:

1.Primary Data: Primary data is gathered from first hand information and is collected from

people. Some sources of primary data are:

Surveys

Questionnaire

Face to Face Interaction.

Observation

2.Secondary Data: Secondary data is the data which provides theoretical basis required for

report presentation. It is collected by someone else other than the researcher. It provides a

more higher quality data and a lot more information than the primary data. Sources of

collecting secondary data are are as follows:

Magazines

http://www.businessdictionary.com/definition/process.htmlhttp://www.businessdictionary.com/definition/information.htmlhttp://www.businessdictionary.com/definition/data.htmlhttp://www.businessdictionary.com/definition/maker.htmlhttp://www.businessdictionary.com/definition/decision.htmlhttp://www.businessdictionary.com/definition/methodology.htmlhttp://www.businessdictionary.com/definition/publication.htmlhttp://www.businessdictionary.com/definition/interview.htmlhttp://www.businessdictionary.com/definition/survey.htmlhttp://www.businessdictionary.com/definition/technique.htmlhttp://www.businessdictionary.com/definition/technique.htmlhttp://www.businessdictionary.com/definition/survey.htmlhttp://www.businessdictionary.com/definition/interview.htmlhttp://www.businessdictionary.com/definition/publication.htmlhttp://www.businessdictionary.com/definition/publication.htmlhttp://www.businessdictionary.com/definition/methodology.htmlhttp://www.businessdictionary.com/definition/decision.htmlhttp://www.businessdictionary.com/definition/maker.htmlhttp://www.businessdictionary.com/definition/maker.htmlhttp://www.businessdictionary.com/definition/data.htmlhttp://www.businessdictionary.com/definition/information.htmlhttp://www.businessdictionary.com/definition/process.html

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Newspapers

Internet

Books

The source of Primary Data collection for my project is Questionnaire.

Sample Size: 30 Employees

The questionnaire was given to employees of Top and Middle Level Management in HCL.

The research was conducted at the Noida office of HCL.

The Sources of Secondary Data were Newspapers, Human Resource Books and through the

sites of site HCL.

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DATA ANALYSIS AND INTERPRETATION

Q1.How satisfied are you with your position in the company?

Figure No.1: Position in the company

Interpretation

The above analysis shows that more than 50% of the respondents are satisfied with the

position that the company has offered them. The position offered to them is according to their

skills, knowledge, educational qualifications and experience of working in that particular feel.

But 3% of the respondents are not happy with their positions in the company. They believe

that they should be at a higher position.

23%

67%

7%

3% 0%

Very Satisfied

Satisfied

Neutral

Dissatified

Very Dissatisfied

Very Satisfied 7

Satisfied 20

Neutral 2

Dissatisfied 1

VeryDissatisfied

0

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Q2. Are you satisfied with the saying that Employee Satisfaction is must for enhancing

productivity and performance.

Figure No.2: Employee Satisfaction

Interpretation

The above analysis shows thatmostly allthe respondents are well aware of the role and

importance of employee satisfaction.It means somewhere their productivity and performance

has been improved after the trainingprogram attended by them and it helped them to achieve

their goal and believe that employee satisfaction is important for productivity and

performance.

60%

33%

7%

0% 0%

Very Satisfied

Satisfied

Neutral

Dissatisfied

Very Dissatisfied

Very Satisfied 18

Satisfied 10

Neutral 2

Dissatisfied 0

VeryDissatisfied

0

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Q3.Which of the following factors motivates you the most?

Figure No.3: Motivational Factors

Interpretation

From the above data analysis we can see that 34% of the employees believe that Promotion

is the most important factor of employee motivation. 27% of the employees are in favor of

Salary Increase followed by Recognition, Part in Decision Making and Motivational Talks.

Leave is the least rated factor for motivation.

27%

34%

0%3%

23%

13%

Salary Increase

Promotion

Leave

Motivational Talks

Recognition

Part in Decision Making

Salary Increase 8

Promotion 10

Leave 0

MotivationalTalks

1

Recognition 7

Part in DecisionMaking

4

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Q4. How satisfied are you with the working hours of the company?

Figure No.4: Working Hours of the company

Interpretation

The above analysis shows that 50% of the respondents are satisfied with the working hours of

the company and believe that the company is providing good working hours to its employees.

47%

50%

3%

0% 0%

Very Satisfied

Satisfied

Neutral

Dissatisfied

Very Dissatisfied

Very Satisfied 14

Satisfied 15

Neutral 1

Dissatisfied 0

VeryDissatisfied

0

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Q5. How satisfied are you with the medical facility provided for employees?

Figure No.5: Medical Facilities

Interpretation

From the above data we can study that more than 50% of the employees are satisfied with the

medical facility provided to them by the company and are aware about the medical facilities.

On the other hand 3% of the employees are not happy with the medical facilities provided to

them. They feel that company should provide them with more facilities.

27%

60%

10%

3%

0%

Very Satisfied

Satisfied

Neutral

Dissatisfied

Very Dissatisfied

Very Satisfied 8

Satisfied 18

Neutral 3Dissatisfied 1

VeryDissatisfied

0

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Q6.Are employees recognized as Individuals?

Figure No.6: Employee Recognition as Individuals

Interpretation

From the above study of data we can see that the company recognizes its employees as

individuals and helps them in their progress. Each employee is regarded as an individual. On

the other hand some employees say that they are not recognized as individuals on a regular

basis.

17%

50%

20%

13%

0%

Always

Usually

Sometimes

Rarely

Never

Always 5

Usually 15

Sometimes 6Rarely 4

Never 0

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Q7.How often are you appreciated if the desired targets are accomplished?

Figure No.7: Appreciation on Achieving Targets

Interpretation

The above analysis shows that 67% of the time the company appreciates its employees when

their targets are achieved. The company believes in appreciating and praising its employees

for the good work done by them. But on the other hand 3% respondents say that they have

not been appreciated by the company.

67%

23%

7% 3%

Always

Sometimes

Rarely

Never

Always 20

Sometimes 7

Rarely 2

Never 1

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Q8.Does the company provide satisfactory Salary according to your Work?

Figure No.8: Employee Salary

Interpretation

100% respondents believe that the salary provided to them by the company is satisfactory

according to the work. Apart from the salary provided, the company also gives them

incentives such as Bonus, Commission, Medical and Life Insurance Facilities, Paid Leaves

etc.

100%

0%

Yes

No

Yes 30

No 0

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Q9.Do you have the necessary authority to perform your duties effectively?

Figure No.9: Authority to Perform Duties

Interpretation

From the above analysis we can see that 100% respondents are allowed to perform their

duties effectively in the organization. It means that the organization that employees

performance is the key to Employee Satisfaction.

100%

0%

Yes

No

Yes 30

No 0

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Q10.Does the top management involve employees in decision making?

Figure No.10: Employee Participation In Decision Making

Interpretation

From the above analysis we can see that 90% of the respondents are happy with the

involvement of the employees with the top management in decision making. It means that the

top management wants to decentralize decision making and involve more employees in

making crucial business decisions.

90%

10%

0%0% 0%

Yes

No

Yes 27

No 3

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CONCLUSION

From the above data analysis, I can conclude that most of the respondents know the value and

importance of Employee Satisfaction. It is the duty of the organisation to keep its employees

happy because they know that the success of an organisation depends upon its employees. All

the measures are provided by the company to its employees which improves the employee

satisfaction and increases productivity. Most of the respondents are happy about the working

hours and the medical benefits provided to them and are satisfied with the compensation

given to them. There are many factors which the company needs to keep in mind to motivate

its employees such as Salary Increase, Promotion, Part in Decision Making etc.

The organisation motivates its employees on a regular basis and appreciates the work done by

them and recognises them as individuals. Hence I conclude that employee satisfaction is must

for every organisation and keeping the employees happy and motivated will lead to

achievement of the desired objectives and will lead to improvement in performance and

better productivity. Loyalty and performance should be rewarded by providing opportunities

for career development.

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SUGGESTIONS AND RECOMMENDATIONS

1. The company can organise different cultural activities such as sports activities, family get

togethers to improve employee satisfaction and enhance productivity.

2. Conduct more In house open training programmes to train the employees in using the latest

techniques. It should be done once in every 6 months.

3. Involve the employees in the decision making process of the company.

4. Provide a chance to employees in meetings to give their and views and suggestions.

5. Extra hours of work done by the employees can be regarded as Over Tine and the

employee can be compensated for that in the form of bonuses.

6. Provide a good working environment for the employees to work.

7. Regular feedback should be given to employees by the Manager on how they are

performing and where do they need to improve.

8. Conduct workshops on team development so that employees know the importance of team

work.

9. There should be equal treatment of all the employees whether it is a male or a female.

There should be no biasness.

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BIBLIOGRAPHY/REFERENCES

Websites referred are as follows:

http://www.hclglobal.com/benefits.html

http://www.hcltech.com/EmployeesFirst

http://www.hcltech.com/careers/global/training-and-development

http://www.hcltech.com/careers/global/employee-benefits-and-schemes

Books:

Prasad L.M., Human Resource Management, Published by Sultan Chand & Sons,Published Year 2013, Volume 8

Aswathappa K, Human Resource Management, Published by Tata-McGraw Hill,Published Year 2007, Volume 7

http://www.hclglobal.com/benefits.htmlhttp://www.hcltech.com/EmployeesFirsthttp://www.hcltech.com/careers/global/training-and-developmenthttp://www.hcltech.com/careers/global/employee-benefits-and-schemeshttp://www.hcltech.com/careers/global/employee-benefits-and-schemeshttp://www.hcltech.com/careers/global/training-and-developmenthttp://www.hcltech.com/EmployeesFirsthttp://www.hclglobal.com/benefits.html

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