Embed Size (px)
Citation preview
Executive Summary
Chapter 1 Company Profile
The first Chapter of the project report consisted of the profile of the Company, nature of the
Company, organizational structure, leadership team of the Company, size of the Company,
market share and position of the Company and the sources of data collection which is primary
source of data collection and interface. The Company Pioneer eSolutions Private limited a
Multi-National Company having its Head Office in Gurgaon and Branch Offices in DELHI.
Pioneer eSolutions is one of the emerging players in the e-Governance sector in India. Pioneer
is operating out of Gurgaon, and development office for Government of India projects in New
Delhi, Pan India. Pioneer e- Solutions Pvt. Ltd. being a vendor of its Government clients
supplies efficient manpower to the Government for undertaking e-Governance projects.
Chapter 2 SWOT Analysis of the Company
The second Chapter of the project consisted of the SWOT Analysis of the Company. SWOT
stands for Strengths, Weaknesses, Opportunities and Threats of the Company. It further
consisted of the Unique Selling Point (USP) of the Company which the Company had to offer
to its clients. Some of the Strengths of the company included quick and quality service
delivery by the Company to its respective clients, efficient decision making, flexibility in
business approach to accommodate unique requirements of the customers, etc. The
weaknesses of the company included that it has weak infrastructure, less space in the
organization, etc.
1
Chapter 3 Data collection and presentation
The third Chapter of the project report consisted of the collection of data on the Company’s
Key Functional Areas and the collection of data on the level of job satisfaction of the
employees in the Company by using a questionnaire which consisted of 12 questions framed
on Likert Five Point Scale. The presentation of the primary data was done through the use of
pie charts.
Chapter 4 Data analysis and Functional analysis of the Company
The fourth Chapter of the project report consists of the analysis of the data collected and
presented on the level of job satisfaction of employees in the Company through the use of
charts and the functional analysis of the Company based on the data collected on different
functional areas of the Company in the previous Chapter. These functional areas of the
company include Human Resources, Business Development, Accounts, Operations and IT.
Some of the points of the data analysis includes that all the employees of the Company agreed
that they felt encouraged to come up with new and better ways of doing things, employees of
the Company agreed that they were able to correct the problem up to their client’s satisfaction,
when their clients were dissatisfied which increases their level of job satisfaction and
motivation as well, etc.
Chapter 5 Summary and Conclusions
The fifth Chapter is the conclusion part of the project report which consisted of the findings of
the study, the practical experience gained by the trainee in the Company, uniqueness of
practices followed in the Company, which were been mentioned on the basis of trainee’s
personal observation and the suggestions made on the basis of findings of the study.
2
Chapter-1
Profile of the Company
1.1 Profile of the Company
1.11 Pioneer eSolutions Pvt. Ltd. is a Multi-National Company having its Head Office in
Gurgaon and Branch Offices in DELHI.
1.12 Pioneer eSolutions and its associates, a global innovation and technology services
group that helps the beneficiaries of the Company to imagine and utilize services over
the connected world. Bringing together the deep understanding of delivery oriented
approach and ICT expertise in a creative manner for user experience process of design
firm frog.
1.13 Pioneer eSolutions Group provides a unique portfolio of innovation capabilities that
seamlessly combine consumer insights, strategy, design, process engineering &
reengineering and systems integration.
1.14 Pioneer eSolutions is one of the emerging players in the e-Governance sector in India.
Over a short span of its operations in this domain, Pioneer eSolutions has developed a
track record of developing software applications for government organizations,
consulting, automation, rollout of e-Governance services projects to facilitate
Government to Citizen (G2C), Citizen to Government (C2G), Government to
Government (G2G), Government to Business (G2B), and Government to NGO (G2N)
services.
a. eGovernance services.
b. IT/ICT enables services sector.
c. Business process outsourcing.
3
d. Manpower outsourcing.
e. Software development and standardization.
1.15 The Branch Office of Pioneer eSolutions Pvt. Ltd. where the trainee has
undergone 45 days summer training is in DELHI whereas the HEAD OFFICE
of the Company is GURGAON.
1.16 Thus, the complete address of the Branch Office where the trainee has
undergone training is as follows:
COMPANY ADDRESS: New Delhi
Pioneer eSolutions Pvt. Ltd.
R-12,Upper Ground Floor
Ansal Chamber -2
Bikaji Camaplace,R.K Puram
New Delhi - 110066.
COMPANY WEBSITE
www.pioneer-e-solutions.com
COMPANY CONTACT NO
011-41616867
011-64646867
Company has its Head Office in GURGAON.
Company Type: Privately Held
Company Size: Over 120 employees
Head office: GURGAON (Haryana)
Industry Type: Information and Communications Technology
4
Founded: 2012
1.17 As the Head office of Pioneer eSolutions Pvt. Ltd. is located in Gurgaon. Thus, the Head
office address is as follows:
The Gurgaon office address is as follows:
Gurgaon Corporate
Pioneer eSolutions Pvt. Ltd.
Opp.Air Force School
Old Delhi Road, Gurgaon-122001(Hr).
5
1.2 Nature of the Organization and its business
1.21.Pioneer eSolutions Private Limited has grown from a specialist in software
development and support set up in the year 2012 to an end-to-end IT solutions provider for
Government of Pan India and US Government .
1.22.Pioneer is primarily focused on e-Governance projects in India that is growing at a
triple digit growth rate every year and off-shoring solutions ranging from strategy consulting,
business analysis, project management, software development, software implementation,
maintenance and support.
1.23.Pioneer is operating out of Gurgaon, and development office for Government of India
projects in New Delhi, Pan India.
1.24.Pioneer views its people as their greatest assets and guide them towards accomplishment
through constant support, training and cooperation in a safe environment, resulting in high
employee retention. They also encourage team work and motivate our people to collaborate in
the growth of the Company.
1.25.Pioneer is a 9001, 2008 certified Company by ISO.
1.26.Some of the clients of Pioneer e Solutions Pvt. Ltd. are as follows:
a. Tata Group.
b. Department of Electronics and Information Technology.
c. Ministry of Finance.
d. Ministry of Foods.
e. Ministry of Water Resources.
f. Ministry of Rural Development.
g. Ministry of Tourism.
6
1.3 Company’s Vision and Mission
Vision of the Company
“We believe in a start from ‘As is’ and achieve ‘To Be’ state within the timeline.”
Mission of the Company
Pioneer eSolutions Private Limited is dedicated to providing the people, services and solutions
our clients need to meet their information technology challenges and business goals.
1. Work to understand the needs and requirements of our clients before proposing a
solution.
2. Develop responsive proposals that provide cost-effective solutions to our clients needs.
3. Deploy the right of people and products to deliver value-added services and solutions to
our clients.
4. Follow-up on the quality of our services and solutions to our clients.
5. Appreciate the trust that our clients put in us as we work with them to improve their
business and information technology.
7
1.4 Service Range of the Company
1.41 As the Company is not into product dealing, but into providing services to its
Government clients, the product range of the Company is not applicable here. Pioneer e-
Solutions Pvt. Ltd. being a vendor of its Government clients supplies efficient manpower to
the Government for undertaking e-Governance projects.
1.42 Their line of business and line of thought goes hand in hand with the trends of global
eGovernance scenario to bring in best practices into domestic eGovernance initiatives.
1.43 This includes the following areas of their expertise but not limited to only this much.
Their outsourcing model is geared toward delivering powerful business results. Pioneer offers
complete IT outsourcing for clients by creating a strategic interdependent relationship and
allows corporations, that have been frustrated by high cost, inflexible and incomplete solutions
for IT outsourcing, a compelling alternative. Pioneer ITO not only delivers a complete cost
effective IT outsourcing solution, but also allows clients to leverage Pioneer’s IT experience,
scalability and infrastructure to achieve growth and qualification enhancement.
1.44 Services provided by the Company are:
a. eGovernance practice modeling and implementation
b. Manpower consultancy, people development and outsourcing
c. Software development and related services
d. Facility management and vendor management services
e. Business consulting to represent the services across the value chain of ICT
industry.
8
1.5 Size (in terms of manpower and turnover) Of the Company
1.51 . In terms of size of the manpower of Pioneer eSolutions, the Company consists of
around 200 employees.
1.52 . The DELHI office consists of over 80 employees.
1.53 . Pioneer’s team comprises of 120 + experienced professionals and management team
to deliver right solutions to the client. Their team works on the reduction of operation
cost allowing the customers to focus on their strategies and core competencies.
1.6 Organisational Structure of the Company
1.61 The organisation structure of the Company from the Externel viewpoint is as follows:
The Company has its HEAD OFFICE in Gurgaon and its BRANCH OFFICE in Delhi .
The type of the organisational structure of the Company is Line and Staff organization
structure. The Company from the Internal viewpoint is as follows:
1.62 The term “Levels of Management’ refers to a line of demarcation between various
managerial positions in an organization. The number of levels in management increases when
the size of the business and work force increases and vice versa. The level of management
determines a chain of command, the amount of authority & status enjoyed by any managerial
position. The levels of management can be classified in three broad categories:
1. Top level / Administrative level
2. Middle level / Executors
3. Low level / Supervisory / Operative / First-line managers
9
1. Top Level Management
1.1 Senior management, executive management, or management team is generally a team of
individuals at the highest level of organizational management who have the day-to-day
responsibilities of managing a Company or corporation, they hold specific executive powers
conferred onto them with and by authority of the board of directors and/or the shareholders.
There are most often higher levels of responsibility, such as a board of directors and those who
own the Company (shareholders), but they focus on managing the senior or executive
management instead of the day-to-day activities of the business. The executive management
typically consists of the heads of the firm's product and/or geographic units and of functional
executives such as the chief financial officer, the chief operating officer, and the chief strategy
officer. In Project Management, senior management is responsible for authorising the funding
of projects.
1.2 Top Management and Key Personnel Positions in a BusinessAs the Company develops its business plan, a “management team” needs to be pulled
together, with serious thought given to the key positions that need to be filled and who should
fill them.
1.3 The path of least resistance should be avoided - that is, placing close friends and relatives
in key positions simply because of who they are. There are two criteria to justify placing
someone in a position on your management team. First, does the person have the training and
skills to do the job? Second, does the person have the track record to prove his/her talents?
10
1.4 Often, a management team evolves over time. Members of your team may wear several
hats until the Company grows and the Company can afford the additional team members. A
large business may have some or all of the following positions.
1.5 Top Management Positions
1.51 Chief Executive Officer (CEO) or President: This person is the driving force behind
the Company; he or she will make things happen, put together the resources to support the
Company and take the product to the market place.
1.52 Chief Operating Officer (COO): Whether called an organizer, an inside manager or an
operations person, this person is the one who is to make sure Company operations flow
smoothly and economically. He or she is responsible for making certain that necessary work is
done properly and on time. An understanding of details of the business and an enjoyment of
handling details are necessary.
1.53 Marketing Manager -- Few businesses can be successful without marketing their
products to the customer. The individual in this slot have both marketing and industry
experience.
1.54 Chief Financial Officer (CFO) The Company may wish to establish two positions or
combine both roles into one. The responsibility of one role is to seek money; that is, to look
for investors and deal with banks, lenders, etc. This function also could be assigned to another
team member, such as the CEO or the General Manager. The responsibility in the Controller
role is to manage money and watch over the assets of the Company. It is not uncommon to
have the same individual seek money and manage money.
11
1.55 Production Manager -- Good production managers with specific industry knowledge
and experience are sometimes difficult to find.
2 Middle Level Management
2.1 Comprises of managers who head specific departments (such as accounting, marketing,
production) or business units, or who serve as project managers in flat organizations. Middle
managers are responsible for implementing the top management the top management’s
policies and plan typically have two levels below them.
2.2 Usually among the first to be slashes in the resizing of a firm, middle management
constitutes the thickest layer of manager in a traditional (tall pyramid shapes) organization.
3 Lower Level Management
3.1.The organizational tier for supervisors positioned directly above non-
managerial employees. Lower management in a business generally oversees
the performance of employees working on line tasks in managerial positions such as foreman,
line boss, shift boss, section chief, head nurse or sergeant.
Also called supervisory personnel or first level managers.
12
Figure No. 1.1: Organizational structure of Pioneer e Solutions Pvt. Ltd.
13
ORGANISATION
CHAIRMAN
DIRECTOR
CHIEF EXECUTIVE OFFICER
HR HEAD
ACCOUNT -ING HEAD
Hr Executive Accounting
Executive
ExecutiveCHIEF OPERATING OFFICER
Business Development Head
Business Development Manager
Delivery Head
Delivery Manager
Operation Manager Sales
Manager
1.61 organizational structure of pioneer e solution Pvt. Ltd.
1.611. The company follows the line organization structure
1.612. The structure of the company is understood from the figure itself.
1.613. The structure consists of the three levels of the management – Top Level
Management, Middle Level Management and Lower Level Management.
1.614. The top level management positions in the company include the Chairman of the
Company, the Director of the Company and the CEO of the company.
1.615. The Middle Level Management positions of the company include the Human Resource
or HR head and the Accounting head that are under the CEO. It also includes Chief Operating
Officer.
1.616. The other positions under the Middle Level Management are delivery head business
development head. Under the delivery head are the delivery managers and the operations
managers. Under the business development head are business developers and the sales
managers.
1.617. The Lower Level Management positions in the company include the HR executives,
Business development executives, Account executives and operation executives.
14
1.7 Market Share and Position Of The Company In The Industry
1.71 The market share of Pioneer e Solutios Pvt. Ltd. in the e-governance sector in software
development is over 62%.
1.72 The market share of the Company in the manpower sector is over 50%. And, the
market share of Pioneer e Solutions in the roll out sector is over 90%.
1.73 Pioneer has over five empanelments with NICSI, largest in terms of number by a
single organisation.
15
1.8 Present Leadership
1.81 Leadership Team
As a part of the leadership team of Pioneer eSolutions Pvt. Ltd., it consists of the following:
1.811 Rahul Kumar, Founder and Group CEO
Rahul is a seasoned entrepreneur for over two years. He started Paradigm InfoTech in 2012,
Pioneer e solutions in 2012 and has growing Paradigm group since then.
1.812 Puneet Grover, Business Development Head, COO
Puneet Grover has eight years of experience in IT industries.He has been with Paradigm group
since its foray into E-governance and is a key player in its growth and success
He is the head of E-governance and operation, steering its growth through providing global
vision, strategic direction to its executive management team.
1.813 Niladri Bhusan, Head of e-Governance
Niladri Bhusan has five years of experience in the E-Governance field. He has worked in
executive management roles with focus on corporate strategy steering its growth through
providing global vision, strategic direction to its executive management team.
1.82 During the summer training, the trainee has communicated with the employees of
different levels over there. Their names are as follows:
16
I. Mr. Rahul Kumar
II. Mr. Puneet Grover
III. Ms.Tanisha
IV. Mr. Niladri Bhusan
V. Mr.Amit Kumar
VI. Ms. Dhakshita Yadav
VII. Mr.Puneet Sharma
1.9 Sources of Data Collection
1.91 Primary Data
17
1.911 "Primary data" was collected for the need at hand and is more reliable and up to
date. It was collected through the use of questionnaire on ‘job satisfaction’.
1.92 Secondary Data
1.921 Secondary data was readily available data like data from trade directories, statistics
from websites etc. In Dissertation Literature review is done through secondary data which
includes the contents such as theories, models, compilation, research findings by some
other scholar etc.
1.922 Secondary data analytics involves identifying "secondary data sources" to solve a
new problem and then the ability to re-purpose that data.
1.923 Secondary data are data that were collected for another reason but is being re-
purposed to address the need at hand.
(a) The data collected about the Company profile, nature of the Comapny, Company
Vision and Mission, size of Company in terms of manpower and turnover, organization
structure of the Company and market share and position of the Company in the industry
have been extracted from the Company website and through face to face communication
with its employees.
(b) Source of Data Collection- Primary Source .
(c) Sample size- 25.
Chapter-2 Swot Analysis Of The Company
18
2.1 Strengths and Weaknesses of the Company
2.11 Strengths of the Company are
a) Quick and quality service delivery by the Company to its respective clients.
b) Effecient decision making.
c) Thorough and reliable control of the management over its operations.
d) Comfortable and friendly working environment.
e) Company stands up with a very qualified, experienced and reliable human capital who
are very much willing and capable of handling and taking care of their roles and
responsibilities in the organisation.
f) Flexibility in business approach to accommodate unique requirements of the
customers.
2.12 Weaknesses of the Company are:
a) Weak Infrastructure.
b) As the Company is newly established, the work related resources in the Company are
not quite sufficient.
c) The technology used for working on the computer systems needs improvement.
d) Less space in the organization(in terms of square feet).
\
2.2 Opportunities and Threats to the Company
19
2.21 Opportunities to the Company are:a) Intensive management development plans to establish operation overseas.
b) Its quick and reliable service delivery to its clients (NIC and NICSI) through the hard
working and efficient human capital in the organisation, the Company opens many
new, attractive and profitable growth opportunities for itself in the ling run.
c) Thus, the Company- Pioneer e Solutions Pvt. Ltd. has a value proposition being a
supplier of a range of efficient and experienced manpower and has gained a
competitive advantage over its competitors.
2.22 Threats to the Company are:
a) Threats are faced by any organisation from its competitors.
b) The competitors of Pioneer eSolutions Pvt. Ltd. are as follows:
I. E- centric.
II. Que Consultants
III. M/s IAP
IV. IBM.
V. Microsoft.
VI. Paradise Infotech.
VII. HCL Infosystems Ltd.
VIII. CMC Ltd.
2.3 Best Practices or Usp Of The Company
20
1. The Unique Selling Proposition (USP), or Unique Selling Point, is
a marketing concept first proposed as a theory to explain a pattern in successful
advertising campaigns of the early 1940s. The USP states that such campaigns made
unique propositions to the customer that convinced them to switch brands.
2. Theodore Levitt, a professor at Harvard Business School, suggested that,
"Differentiation is one of the most important strategic and tactical activities in which
companies must constantly engage."
3. The term has been used to describe one's "personal brand" in the marketplace. Today,
the term is used in other fields or just casually to refer to any aspect of an object that
differentiates it from similar objects.
4. The USP of Pioneer eSolutions Pvt. Ltd. is that it has great potential to make
governance more transparent and participatory by providing a range of expert
professionals to its Government clients who contribute their best efforts towards the
success of eGovernance projects.
Chapter-3
21
Data Collection And Presentation
3.1 Data Collection
Collection of data regarding Company’s key functional areas1. The Company Pioneer eSolutions Pvt. Ltd. where the trainee has undergone 6 weeks
summer training is a private Company. It is into eGovernance. Thus, the Company provides
manpower to its clients, which are- NIC and other Indian Government Ministries for working
on various eGovernance projects of the Indian Government.
Such employees hired by Pioneer, work off-site on the client location which are Government
Ministries but are on payroll of the vendor Company itself,i.e, Pioneer eSolutions Pvt. Ltd.
and the Company is basically into Human Resources.
2. Some of the clients of the Company are as follows
a. Tata Group.
b. Department of Electronics and Information Technology.
c. Ministry of Finance.
d. Ministry of Foods.
e. Ministry of Water Resources.
f. Ministry of Rural Development.
g. Ministry of Tourism.
The other key functional areas of the Company are Business Development(Sales), Accounts,
Operations and IT.
22
3. The data collected in each key functional area of the Company are-
3.11 Business Development(BD)
1. The BD department of the Company is basically the SALES department. Their main task is
to bring eGovernance projects from their clients NIC and other Government Ministries for the
execution of eGovernance project work.
2. The BD department of the Company is also responsible for coordinating with the project
coordinators of their client site to keep a check over the flow of work done.
3. Some of the competitors of Pioneer eSolutions Pvt. Ltd. are as follows:
a.eCentric.
b.Que Consultants
c.M/s IAP
d.IBM.
e.Microsoft.
f.Paradise Infotech.
g.HCL Infosystems Ltd.
h.CMC Ltd.
4. They have the responsibility to coordinate with the other departments of the Company
intimating them about the requirements given to the Company by their clients, providing other
departments the work order number and its specifications. They have to keep themselves
updated with the quality and quantity of work done by the manpower provided by the
Company to their clients.
23
3.12 Human Resources(HR)
3.121. The Company is basically into human resources, it supplies manpower to its clients-
NIC and other Government Ministries for working on eGovernance projects, who are
appointed by the Company for permanent basis or contractual basis and are on the payroll of
Pioneer eSolutions Pvt. Ltd. but are suppposed to work at the Company’s client site.
The HR department of the Company is given the requirement for a job position for working on
eGovernance projects of their Government clients. These requirements are fulfilled when the
suitable candidates who match the Job Description are selected by the HR department after
being shortlisted and selected by their clients. Such selected employees are on the payroll of
the Company itself and are required to work at the client site. These eGovernance projects and
their work order are brought to the Company by the BD employees. The HR department is
than informed about the work requirements by the BD department.
3.122. The off-site employees of the Company are appointed for permanent or contractual
basis by the Government clients, and are on the payroll of Pioneer eSolutions Pvt. Ltd.
The payroll processing is done by HR department,wherein,the number of working days of the
off-site employees and the leaves taken by them is determined on the basis of the their
attendance sent by them to the HR department on monthly basis.
In terms of size of the manpower of Pioneer eSolutions, the Company consists of around 200
employees. The DELHI Branch Office consists of over 80 employees.
3.123. The HR department of the Company is responsible for issuing offer letter to the new
appointees of the Company. Also, the HR department issues releiving and experience letter to
its former employees, that too, both through mail and courier.
3.13 Accounts
24
3.131. Since the Company provides manpower to its Government clients as per the
requirement and Job Description given by thm to the Company, the off-site employees of
Pioneer are on the payroll of Company’s Delhi Branch office.
3.132. The Accounts department has to coordinate with the HR department for the receipt of
the attendance of Company’s off-site employees, since the attendance of such employees is
sent o the HR department. On the basis of their attendance for a particular month, their salary
is made for a month in the basis of their number of working days, half working days taken by
them and the number of leaves taken by them in a month. If there is any delay in the receipt of
the attendance of the off-site employees of the Company, their salary gets delayed as well.
3133. The salary processing of the off-site employees of eCentric is done by the Accounts
department of the Delhi Branch Office through the use of a software called Electronic
Clearing Service or ECS.
3.14 Operations
3.141. The Operations department keeps a check over the work done by the Company in each
department by coordinating with them. They have the responsibility of keeping the back-up of
the work done by the Company. The task performance activity is initiated by the Operations
department of the Company.
3.142. This department ,thus, maintains the data of all other departments of the Company by
coordinating with them by ke
eping record of the work done by them.
3.15 Information Technology
25
3.151. Since all the work in most of the Organizations, whether large or small, is done through
IT now-a-days. Employees in the Company are more reliable on using computers and internet
for performing their tasks than by doing them manually.
Companies use computers instead of registers and documents to save their important and
confedential information, which if kept in files and registers are prone to damage and theft.
3.152. Also, Intranet and Extranet facilities have made place for themselves in the
Organizations.
Many softwares are developed by the programmers as Company’s Intranet and Extranet to
enable the employees of the Company to do their work with much ease and reliability.
Intranet is the internet connection within the Company that can be accessed by the members
of the Company only.
Extranet is the internet connection between the Company and its stakeholders,i.e, customers,
clients, creditors, etc.
The access to the Company’s Extranet can be based on a username and password or an IP
address.
3.153. The Company feeds all the relevant data of its employees and all its confedential data
regarding the Company and its employees through a software called Management
Information System or Mis. This Intranet facility through the MIS software can be accessed
by the Company members through an employee username and password. Dealing with MIS is
done by all the departments of the Company, since one or the other information is required by
all the departments for attendance, joining formalities, issuing them releiving and experience
letter, payment of salary to the employees, or to update their latest information because the
Company maintains the Master Data of its employees for further references as well.
26
3.154. The salary of the off-site employees of the Company are made through the software
called as Electronic Clearing Service Or Ecs.The Electronic Clearing Service (ECS) is an
electronic mode of payment for transactions that can be used for making bulk payments or
receipts. This facility is used by Companies for making bulk payment of amounts towards
distribution of dividend, interest, salary, pension, etc., or for bulk collection of amounts
towards telephone / electricity /water dues, tax collections, loan installment repayments,
periodic investments in mutual funds, insurance premium etc. This is normally for bulk
transfers from one account to one or many accounts or vice-versa. ECS payments can be
initiated by any institution (called ECS user) that have to make bulk or repetitive payments to
a number of beneficiaries.
3.2 Data Collection and Presentation on the Level of Job Satisfaction of Employees in the Company
3.21. Data Collection
27
3.121. The topic of the project report of the trainee was Job Satisfaction of the employees in
Pioneer eSolutions Private Limited.
3.122. The sample size taken for the research was 25. The data on the level of job satisfaction
of employees in the Company where the trainee has undergone six weeks summer training has
been collected through the distribution of questionnaire on job satisfaction to the employees of
the Company.
3.123. The questionnaire consisted of 12 questions in the form of statements on the job
satisfaction level of the employees of the Company- Pioneer eSolutions Private Limited. The
questionnaire has been prepared on Likert Five point Scale.
3.124. After the data was collected through the use of the questionnaire, all the statements
were presented in the form of questions along with its responses. These were presented
through the use of pie-charts along with their interpretations.
3.125. The questionnaire on the job satisfaction of employees in Pioneer eSolutions Private
Limited has been attached at Annexure 1.
3.22 Research Methodology
3.221 Topic of the Research
Job Satisfaction of the employees in Pioneer eCentric Solutions Private Limited.
28
Research Problem
To know the level of job satisfaction of the on-site employees in Pioneer eSolutions Private
Limited..
3.222. Sample Size of the Research
The sample size taken for the study is 25. These 25 respondants are the on-site employees of
the Company-Pioneer eSolutions Private Limited, where the trainee has completed the six
weeks summer training.
3.223 Sampling Area
The study has been conducted by the trainee at the Company itself and among the on-site
employees of the Company-Pioneer eSolutions Private Limited.
3.224 Research Objective
a. To study the level of job satisfaction of the employees working in Pioneer eSolutions
Private Limited.
b. To determine the factors which helps the trainee to understand the factors which affect the
level of job satisfaction of the employees working in the Company.
3.225 Research Instrument
A self designed questionnaire on the topic of the research-Job Satisfaction of the employees in
Pioneer eSolutions Private Limited, has been used to collect the data which consists of 12
questions framed on Likert Five Point Scale
3.226 Statistical Tools Used
The statistical tools used to analyze the data collected were frequency distribution and
pie diagrams.
29
3.227 Limitations Of The Study
a. The study has been conducted at the Company-Pioneer eSolutions Private Limited
through the distribution of self-designed questionnaire on Job satisfaction to determine
the factors responsible for satisfying the employees of the Company. the employees
were quite hesitant to give true responses and this might affect the reliability of the
study conducted.
b. The sample size taken for the research is 25, which includes the on-site employees of
the Company. The sample size taken is neither too large nor too small. Thus, the
responeses per indiviual is expected to differ in case the sample size increases.
3 Data Presentation
Q.1. Do the employees in the Company feel encouraged to come up with new and better ways
of doing things?
30
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 0 7 18
Table No.3.1: Responses on encouragement of employees to come up with new ways of doing things
Number of employees
Strongly agree32%
Agree68%
Neutral0%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.1: Pie chart showing the responses on encouragement of employees to come up with new ways of doing things
Interpretation
32% of the employees strongly agreed that they feel encouraged to come up with new and
better ways of doing things in the Company and the remaining 68 % of the employees agreed
that they feel encouraged coming up with new and better ways of doing things in the
Company.
Q.2. Do the work done by the employees in the Company gives them a feeling of personal
accomplishment?
31
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 2 16 7
Table No.3.2: Responses on feeling of personal accomplishment achieved after the work done by the employees
Number of employees
Strongly agree28%
Agree64%
Neutral8%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.2: Pie chart showing the responses on feeling of personal accomplishment achieved after the work done by the employees
Interpretation
28% of the employees strongly agreed that the work done by them gives them a feeling of
personal accomplishment, 64% of the employees agreed that the work done by them gives
them a feeling of personal accomplishment and the remaining 8% of the employees neither
agreed nor they disagreed with the statement that the work done by them gives them a feeling
of personal accomplishment.
Q.3. Do the employees in the Company have required tools and resources to do their job
well?
32
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 5 18 2
Table No.3.3: Responses on required tools and resources available for employees in the company
Number of employees
Strongly agree8%
Agree72%
Neutral20%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.3: Pie chart showing the responses on required tools and resources available for employees in the company
Interpretation
Eight per cent of the employees of the Company strongly agreed that they have been provided
with the required tools and resources to do their job well in the Company, 72% of the
employees only agreed that they have been provided with the required tools and resources to
do their job well in the Company and the remaining 20% of the employees neither agreed nor
they disagreed with the statement that they have been provided with the required tools and
resources to do their job well in the Company.
Q.4. Do the employees in the Company feel that they have clearly defined quality goals to
perform their roles and responsibilities well?
33
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 4 16 5
Table No.3.4: Responses on clearly defined quality goals for the employees to perform their roles and responsibilities well
Number of employees
Strongly agree20%
Agree64%
Neutral16%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.4: Pie chart showing responses on clearly defined quality goals for the employees to perform their roles and responsibilities well
Interpretation
20% of the employees of the Company strongly agreed that they have clearly defined quality
goals to perform their roles and responsibilities well, 64% of the employees agreed that they
have clearly defined quality goals to perform their roles and responsibilities well and the
remaining 16% of the employees neither agreed nor they disagreed with the statement that
they have clearly defined quality goals to perform their roles and responsibilities well.
Q.5. Do the employees feel that their Company does an excellent job of keeping it’s informed about the matters affecting them?
STRONGLY DISAGREE NEUTRAL AGREE STRONGLY
34
DISAGREE AGREE0 0 6 13 6
Table No.3.5: Responses on Company’s task to on keeping it’s employees informed about the matters affecting them
Number of employees
Strongly agree24%
Agree52%
Neutral24%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.5: Pie chart showing responses on Company’s task to on keeping it’s employees informed about the matters affecting them
Interpretation
24% of the employees strongly agreed that they feel that their Company does an excellent job
of keeping its employees informed about the matters affecting them, 52% of the employees
only agreed with the statement and the remaining 24% of the employees neither agreed nor
they disagreed with the statement that their Company does an excellent job of keeping its
employees informed about the matters affecting them.
Q.6. Are the employees of the Company able to correct the problem up to their client’s
satisfaction, when their clients are dissatisfied?
35
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 0 19 6
Table No.3.6: Responses on the employees’ ability to correct the problem up to their client’s satisfaction, when their clients are dissatisfied
Number of employees
Strongly agree24%
Agree76%
Neutral0%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.6: Pie chart showing the responses on the employees’ ability to correct the problem up to their client’s satisfaction, when their clients are dissatisfied
Interpretation
24% of the employees strongly agree that they are able to correct the problem up to their
client’s satisfaction, when their clients are dissatisfied and the remaining 76% of the
employees agreed that they are able to correct the problem up to their client’s satisfaction,
when their clients are dissatisfied.
Q.7. Do the employees understand why is it important for the Company to value diversity in
their workplace as the employees working in the Company differ in their age, gender, race,
culture, etc?
36
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 0 14 11
Table No.3.7: Responses on employees’ understanding on why is it important for the Company to value diversity in their workplace
Number of employees
Strongly agree44%
Agree56%
Neutral0%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.7: Pie chart showing responses on employees’ understanding on why is it important for the Company to value diversity in their workplace
Interpretation
44% of the employees strongly agreed that they understand why is it important for the
Company to value diversity in their workplace as the employees working in the Company
differ in their age, gender, race, culture, etc and the remaining 56% of the employees agreed
that they understand why is it important for the Company to value diversity in their workplace
as the employees working in the Company differ in their age, gender, race, culture, etc.
Q.8. Do the employees feel that their job makes good use of their skills and abilities?
37
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 9 14 2
Table No.3.8: Responses on employees’ opinion that their job makes good use of their skills and abilities
Number of employees
Strongly agree8%
Agree56%
Neutral36%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.8: Pie chart showing responses on employees’ opinion that their job makes good use of their skills and abilities
Interpretation
Eight per cent of the employees strongly agreed that they feel that their job makes good use of
their skills and abilities, 56% of the employees agreed that they feel that their job makes good
use of their skills and abilities and the remaining 36% of the employees neither agreed nor
they disagreed with the statement that they feel that their job makes good use of their skills
and abilities.
38
Q.9. Do the employees feel that their Supervisor’s Manager visibly demonstrates a
commitment to quality of work done in the Company?
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 4 13 8
Table No.3.9: Responses on employees’ opinion on their Supervisor’s Manager commitment towards the Company
Number of employees
Strongly agree32%
Agree52%
Neutral16%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.9: Pie chart showing the responses on their Supervisor’s Manager commitment towards the Company
Interpretation
32% of the employees strongly agreed that their Supervisor’s Manager visibly demonstrates a
commitment to quality of work done in the Company, 52% of the employees agreed that their
Supervisor’s Manager visibly demonstrates a commitment to quality of work done in the
Company and the remaining 16% of the employees neither agreed nor they disagreed with the
statement that their Supervisor’s Manager visibly demonstrates a commitment to quality of
work done in the Company.
39
Q.10. Are the employees informed by the Management about the activities going on in the
Company?
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 0 5 20
Table No.3.10: Responses on the information given to employees on the activities going on in the company
Number of employees
Strongly agree20%
Agree80%
Neutral0%
Disagree0%
Stromgly disagree0%
Strongly agree Agree Neutral Disagree Stromgly disagree
Figure No.3.10: Pie chart showing the responses on the information given to employees on the activities going on in the company
Interpretation
20% of the employees strongly agreed that they are informed by the Management about the
activities going on in the Company and the remaining 80% of the employees agreed that they
are informed by the Management about the activities going on in the Company.
40
Q.11. Are the employees of the Company satisfied with the level of their involvement in the
decisions that affect their work?
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 5 16 4
Table No.3.11: Responses on employees’ satisfaction with the level of their involvement in the decisions that affect their work
Number of employees
Strongly agree16%
Agree64%
Neutral20%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.11: Pie chart showing the responses on employees’ satisfaction with the level of their involvement in the decisions that affect their work
Interpretation
16% of the employees strongly agree that they are satisfied with the level of their involvement
in the decisions that affect their work, 64% of the employees agreed with the statement that
they are satisfied with the level of their involvement in the decisions that affect their work and
the remaining 20% of the employees neither agreed nor they disagreed with the statement that
they are satisfied with the level of their involvement in the decisions that affect their work.
41
Q.12. Are the employees satisfied with the opportunity to get a career advancement option
available in their Company?
STRONGLY DISAGREE
DISAGREE NEUTRAL AGREE STRONGLY AGREE
0 0 11 11 3
Table No.3.12: Responses on employees’ satisfaction with the career advancement opportunity available in the Company
Number of employees
Strongly agree12%
Agree44%
Neutral44%
Disagree0%
Strongly disagree0%
Strongly agree Agree Neutral Disagree Strongly disagree
Figure No.3.12: Pie chart showing the responses on employees’ satisfaction with the career advancement opportunity available in the Company
Interpretation
12% of the employees of the Company strongly agree that they are satisfied with the
opportunity to get a career advancement option available in their Company, 44% of the
employees agreed that they are satisfied with the opportunity to get a career advancement
option available in their Company and the remaining 44% of the employees neither agreed nor
they disagreed with the statement that they are satisfied with the opportunity to get a career
advancement option available in their Company.
42
Chapter-4Functional Analysis of the Company
4.1 Functional Analysis of the Company
4.11 Human Resource
The HR department of the Company is given the requirement for a job position for working on
eGovernance projects of their Government clients. These requirements are fulfilled when the
suitable candidates who match the Job Description are selected by the HR department after
being shortlisted and selected by their clients. Such selected employees are on the payroll of
the Company itself and are required to work at the client site. The off-site employees of the
Company are appointed for permanent or contractual basis by the Government clients, and are
on the payroll of Pioneer eSolutions Pvt. Ltd.
4.12 Business Development
The BD department of the Company is basically the SALES department. Their main task is to
bring eGovernance projects from their clients NIC and other Government Ministries for the
execution of eGovernance project work.
The BD Department has to win over its competitots to grab the projects from the client sof the
Company. Some of the competitors of Pioneer eSolutions Pvt. Ltd. are as follows:
a.E- centric.
b.Que Consultants
c.M/s IAP
d.IBM.
e.Microsoft.
43
4.13 Accounts
The Accounts department is responsible for the salary maintenance of the Company’s off-site
employees.
The salary processing of the off-site employees of eCentric is done by the Accounts
department of the Delhi Branch Office through the use of a software called Electronic
Clearing Service or ECS.
The Accounts department has to coordinate with the HR department for the receipt of the
attendance of Company’s off-site employees, since the attendance of such employees is sent o
the HR department. On the basis of their attendance for a particular month, their salary is
made for a month in the basis of their number of working days, half working days taken by
them and the number of leaves taken by them in a month.
4.14 Operations
This department maintains the data of all other departments of the Company by coordinating
with them by keeping record of the work done by them. They have the responsibility of
keeping the back-up of the work done by the Company. The task performance activity is
initiated by the Operations department of the Company.
4.15 Information Technology
The Company feeds all the relevant data of its employees and all its confedential data
regarding the Company and its employees through a software called MANAGEMENT
INFORMATION SYSTEM or MIS. Use of MIS enables the Company to make reports on the
basis of data colected at the lower level of management and then in the decision making
process at the top level of the management.
44
The salary of the off-site employees of the Company are made through the software called as
ELECTRONIC CLEARING SERVICE OR ECS. Electronic Clearing Service (ECS) is an
electronic mode of payment for transactions that can be used for making bulk payments or
receipts.
45
Chapter-5
Summary and Conclusions 5.1 Findings from primary study
5.11 The employees of the Company feel encouraged to come up with new and better
ways of doing things.
5.12 The work done by the majority of employees of the Company gives them a feeling of
personal accomplishment, thus, increasing their level of motivation and job satisfaction in
the Company and for the rest of the employees who gave neutral responses, the Company
must identify their needs and make a way for them to accomplish their goals properly
which leads to personal accomplishment.
5.13 The tools and resources have been provided to the employees of the Company to do
their job well. For the rest of the employees, who gave neutral responses the Company
should make efforts to provide them work related tools and resources so that their work
does not get affected.
5.14 Employees of the Company feel that they have clearly defined quality goals to
perform their roles and responsibilities well.
5.15 Majority of employees of the Company feel that their Company does an excellent job
of keeping its employees informed about the matters affecting them and the rest of them
who gave neutral responses, the Company needs to improve its communication and
decision-making process.
5.16 The employees of the Company able to correct the problem up to their client’s
satisfaction, when their clients are dissatisfied.
5.17 The employees understand that it is important for the Company to value diversity in
their workplace as the employees working in the Company differ in their age, gender, race,
46
culture, etc and the work culture and climate is maintained in the workplace accompanied
by team work and coordination within all departments of the Company.
5.18 The employees feel that their job makes good use of their skills and abilities and for
the ones who neither agreed nor disagreed with the statement, the Company needs to
provide them with challenging and skill based job so that they can bring out their abilities
and become capable of holding managerial positions in the Company.
5.19 Many of the employees feel that their Supervisor’s Manager visibly demonstrates a
commitment to quality of work done in the Company.
5.20 The employees are informed by the Management about the activities going on in the
Company.The ratio of the employees of the Company who feel satisfied and dissatisfied
with the level of their involvement in the decisions that affect their work is 4:1.
5.21 Some of the employees are satisfied with their opportunity to get a career
advancement option available in their Company and some are not sure about them getting
opportunity of good career advancement.
5.22 The key functional areas of the Company are Business Development, Human
resources, Accounts, Operations and Information technology.
5.23 The Company has a weak infrastructure and has less physical space. The work related
resources in the Company are not quite sufficient.
5.24 The technology used for working on the computer systems needs improvement.
47
5.2 Lessons Learnt
5.21 Experience of Training in the Company
5.211 The experience of working in the Company by the trainee as a part of the summer
training was nice and overwhelming. The work environment of the Company was pleasant and
comfortable.
5.212 The employees working over there in the Company were helpful, knowledgeable people
who were also keen on supervising the trainee on various work related methods and share their
knowledge on their work responsibilities as apart of their job description in the Company.
5.213 In the initial days of training, the trainee was given theoretical knowledge about the
people working over there in the Company and their roles and responsibilities in the Company
as per their designation.
5.214 The trainee was given training under the accounts department of the Company wherein
the trainee was given the responsibility of making the salaries of Company’s off-site
employees.
5.215 The working conditions of the Company were good and satisfactory. The employees
were provided with the work-related facilities to its employees.
5.216 The doubts and queries of the trainee were welcomed and answered by the employees
working over there and they were cooperative enough to help and guide the trainee in
preparing the project report as well.
5.217 Considering everything, the training went successfully and the knowledge gained over
there in the Company as a trainee was satisfactory.
48
5.22 Practical Knowledge Gained in the Company
5.221 The trainee has completed the six weeks summer training in Pioneer eSolutions Private
Limited. The trainee worked in the Company as an Accounts trainee where the training was
provided to the trainee primarily for making the salary of off-site employees of the Company.
5.222 The trainee was provided the training to work on software called as Electronic Clearing
Service (ECS). ECS is software which is a part of Company’s Management Information
system (MIS) to make salaries of the employees.
5.223 The Electronic Clearing Service (ECS) is an electronic mode of payment for
transactions that can be used for making bulk payments or receipts. This facility is used by
Companies for making bulk payment of amounts towards distribution of dividend, interest,
salary, pension, etc., or for bulk collection of amounts towards telephone / electricity /water
dues, tax collections, loan installment repayments, periodic investments in mutual funds,
insurance premium etc.
5.224 This is normally for bulk transfers from one account to one or many accounts or vice-
versa. ECS payments can be initiated by any institution (called ECS user) that have to make
bulk or repetitive payments to a number of beneficiaries.
49
5.23 Uniqueness of Practices in the Company
5.231 Group dynamics is followed in the Company.
5.232 Effective leadership along with effective communication followed in the Company
by the Management and the employees of the Company.
5.233 Employees of the Company are willing to learn new ways and aspects of performing
their tasks.
5.234 Changes initiated by the top management are accepted by the middle and lower level
management in the Company with a positive approach to achieve their individual and
organizational goals.
5.235 There is fixation of responsibility for the work performed by the employees in the
Company as everyone is clear of their roles and responsibilities towards themselves and
towards the Company.
50
5.3 Suggestions
5.31. The suggestions on the basis of trainee’s observation and analysis of the data collected
and presented in the previous Chapters on the level of job satisfaction of the emp0loyees of
the Company are as follows-
5.311. The employees of the Company should be given a feeling of personal accomplishment
by providing them with more challenging jobs to enhance their skills and knowledge and
provide them the opportunity to show their hidden caliber.
5.312. The job related facilities provided to the employees should be improved so that their
work is not hampered and for those who do not feel satisfied with the tools and resources
provided to them, the Company needs to identify and fulfill their wants because if the
employees are satisfied only then they will be able to put in their hard work and best efforts to
accomplish their assigned task and goals.
5.313. The communication process should be improved as there are few employees who feel
that the Company does an average job of keeping its employees informed about the matters
affecting them and their communication flow should be improved so that the employees are
aware of the matters affecting them.
5.314. The level of involvement of the employees in the decisions that affect their work should
be increased as they have the right to ask for their necessary work-related requirements from
the Company.
5.315. The career advancement opportunities of the employees in the Company should be
enhanced so that the employees do not become job hoppers as a result of job dissatisfaction.
5.316. If the employees feel that they do not have any further growth prospects in their present
Company, then they are expected to leave the Company in search of another job which will
51
provide them career growth opportunities in future, thus, increasing their job satisfaction level
from the new job.
52
References
Websites
1. www.pioneer-e-solutions.com
2. http://en.wikipedia.org/wiki/Organizational_structure
3. http://kalyan-city.blogspot.com/2011/05/levels-of-management-top-middle-and.html
4. http://www.ask.com/question/what-is-primary-and-secondary-data
5. http://www.rediff.com/business/report/what-is-electronic-clearing-service/
20110708.htm
6. http://www.businessdictionary.com/definition/management-information-system-
MIS.html
7. http://corporatedir.com/Company/pioneer-e-solutions-private-limited
8. http://pioneer-e-solutions.com/
9. http://opencorporates.com/companies/in/U72900HR2012PTC046503
Annexure 1Questionnaire
53
Dear Respondent
I, Manish Singh, an MBA student of Gitarattan International Business School, GGSIPU, New Delhi, is undergoing six week Summer Training in the Pioneer eSolutions Private Limited for the purpose of preparing my Summer Training Project Report on the topic- Job Satisfaction.
Following given are few questions on the topic of my Project for the evaluation of Job Satisfaction level of the employees in the Company- Pioneer eSolutions Private Limited. I kindly request you to give me your opinion by filling-up the questionnaire, which will help me to complete this Summer Training Project Report.
The information given by you will be kept confidential and will be used only for this project work.
NAME:
AGE (please tick mark): 20 Years - 30 Years ( ) 31 Years - 40 Years ( ) 41 Years - 50 Years ( )
GENDER (please tick mark): MALE ( ) FEMALE ( )
PROFESSIONAL QUALIFICATIONS (please tick mark): UNDER GRADUATE ( ) GRADUATE ( ) POST GRADUATE ( )
MONTHLY INCOME (please tick mark): Rs.5, 000-Rs.10, 000 ( ) Rs.11, 000-Rs.20, 000 ( ) Rs.21, 000-Rs.30, 000 ( ) Rs.31, 000-Rs.40, 000 ( ) Rs.41, 000-Rs.50, 000 ( ) Rs.51, 000-Rs.60, 000 ( )
Below are certain questions, which speak about the Job Satisfaction level of the employees in the Company.
54
Please take a few minutes to tell us about your job and how the organization assists you.
S.No. Questions Strongly Disagree
1
Disagree
2
Neutral
3
Agree
4
Strongly Agree
51 I feel encouraged to come up with
new and better ways of doing things.
2 My work gives me a feeling of personal accomplishment.
3 I have the tools and resources to do my job well.
4 On my job, I have clearly defined quality goals.
5 The Company does an excellent job of keeping employees informed about matters affecting us.
6 When a client is dissatisfied, I can usually correct the problem to their satisfaction.
7 I understand why it is so important for my Company to value diversity (To recognize and respect the value of differences in race, gender, age, etc.)
8 My job makes good use of my skills and abilities.
9 My Supervisor’s Manager visibly demonstrates a commitment to quality.
10 I am informed by the Management about the activity going on in the organization.
11 I am satisfied with my involvement in the decisions that affect my work.
55
12 I am satisfied with the opportunity to get a career advancement option available in this Company.
Thank You for your co-operation.
56
