You are on page 1of 27

Fall 

     

09‐12 

Research on Employee Satisfaction 
• • •

                                               

   
                 

Sagar Agrawal  Pratik Gandhi  Rajwin Patel 

 
     

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT 

 

RESEARCH ON EMPLOYEE SATISFACTION    

  2 

Acknowledgment 

We heartily thank our Project in-charge, Prof. Simantee Sen (IIPM, Pune), whose encouragement, guidance and support from the initial to the final level enabled us to develop an understanding of the subject. We are grateful for her contribution towards the execution of our project and feel fortunate enough to undergo a project on Employee Satisfaction on a very macro-level. It has brought the best in us to analyze and research on such a project. Lastly, we offer our regards and blessings to all of those who supported us in any respect during the completion of the Research, which include the HR Manager at Ma Foi and the employees in the organization.

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION    

  3 

INDEX
  Topic 
Introduction to the research Abstract Objective of study Executive Summary Introduction to Company History Methodology Sample Questionnaire Pictorial Analysis Analysis & Recommendation Bibliography

  S.No 
1 2 3 4 6 7 8 9 10 11 12
 

  Page No. 
  04    05    06    07    08    12    14    15    17    25    27 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION    

  4 

Introduction to Research 

 
So much of your success rests in the hands of your employees. They have a profound impact on overall performance, customer loyalty and satisfaction. But, in the face of so many demands, does your employee satisfaction survey understand how they feel about their work – and what motivates them? Employee satisfaction research is a key tool in the quest to understand, enable and motivate employees. Through employee satisfaction research, companies can create employee satisfaction surveys that discern current levels of satisfaction, gain insight into potential areas of improvement, and identify what reward and recognition strategies will deliver the best return on investment in terms of satisfaction, engagement and retention.

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION      

  5 

Abstract    
We present a case study on Employee Satisfaction. We talk a lot about the C-SAT (Customer Satisfaction) a lot of times, however the recession, which has hit the world, has given a rise to a new concept of E-SAT (Employee Satisfaction). The potential impact is directly related to the work force of the company and the research would actually determine the overcome of the lack and produce new data for the company. It will also hit directly on the compensation management, HR Management aspect of the organization.
                                                        INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  6   

Objective of study 
Research indicates that there is a strong positive correlation between employee satisfaction and customer satisfaction.

Understanding your company’s employee satisfaction performance over time may explain fluctuations in profitability. This research and analysis may yield increased employee retention. Employee satisfaction is important for the following reasons: 1. Committed and engaged employees create satisfied customers. 2. The cost of turnover – Hiring costs, training costs, and productivity loss is typically between 20-25% of average employee salary. 3. Company knowledge and customer history – The knowledge of how your company operates and information about your customers leaves when an employee leaves your company. 4. Excessive turnover and/or loss of good people – When there is high turnover and/or good people leave the effect can be felt throughout the company, leaving an unspoken negative feeling among other staff.

 
INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  7   

Executive summary 

 
Extensive research proves that committed and loyal employees have a direct impact on your company's performance and profitability. This research is on a Consultancy Company, which gives the idea of how the employees who employ other employees think about their particular organization. With which we can understand the behavioral characteristics of the company towards the employees and therefore give a relevant feedback with our findings.

               
INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  8   

THE COMPANY “Ma-Foi”
Related Companies Parent Company - Randstad Subsidiaries - Qualitair Aviation Ma Foi Mergers - Talisman Software HQ Region - Madras Area, India Industry -Human resource Type - Privately Held Status - Operating Subsidiary Company size - 1,700 employees Founded - 1992 Website - http”//www.mafoi.com Common Job Titles Consultant 43% Senior Consultant 6% Manager 4% Business Development Consultant 4% Research Analyst 3% Gender Male 49% Female 51%

Mr. K. Pandia Rajan is currently employed at Ma Foi Management Consultants Ltd. in the position of Managing Director and Chief Executive Officer. Mr. Rajan is the founder of Ma Foi Management Consultants Ltd. He has nearly 20 years of rich experience in Human Resources, International Recruitment and General Management. His drive, smart initiatives, and strategic insights have contributed immensely in shaping Ma Foi into one of the leading and reputed service providers in the HR industry. Ma Foi (pronounced as ‘Ma Fwa’) means ‘My Word’ in French. Ma Foi promises to deliver professional and quality services to its stakeholders. Anchored on the values of integrity, transparency, growth, and diversity Ma Foi believes in keeping its promise in every initiative that it undertakes.

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  9   

Ma Foi is India’s # 1 Integrated HR Service Provider, and part of Euro 17.3 Billion Randstad Group, With the merger of Randstad and Vedior, Ma Foi has become a part of the 2nd largest HR Services Company in the world. By joining forces, Randstad & Vedior have a larger candidate base to select from, a more balanced geographical spread throughout 53 countries and a wider service offering. Ma Foi was started in 1992, with an aim to grow into a one-stop shop for all HR requirements for clients worldwide. It has helped generate career opportunities for more than 2,50,000 individuals in 36 countries and has worked for over 204 Fortune 500 organizations. Ma Foi offers the broadest HR service portfolio from Executive Search, Staffing, Consulting and Outsourcing to Automation and Training. The organization has strong global presence across Europe, US, Middle East, South and Southeast Asia. A global network of 122 offices across 14 countries gives Ma Foi an enormous reach and wide coverage. Ma Foi’s team consists of people from a variety of backgrounds who have held key recruitment roles in major companies including many Fortune 500 companies. Their success is based on the depth and breadth of experience their team has, in every industry and their knowledge and understanding of the local markets. Ma Foi Management Consultants Ltd. offers human resources management and consulting services. The company provides
INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  10   

senior level recruitment, vendor management, psychometric testing, and career training and consulting services. Additionally, it provides online recruitment, professional placement, and candidate screening services. Ma Foi clientele include Monsanto, Astra-Zeneca, GE Capital, Ford Motors, Hyundai Motors, Satyam Group, Infosys, Enron, Haldia Petrochemicals, and HSBC. The company was founded in 1992 and is headquartered in Chennai, India with additional operations in United States, United Kingdom, United Arab Emirates, Oman, Bahrain, Sri Lanka, Malaysia, and Singapore. (As of May 6,2009) Ma Foi continues to focus on developing customized and innovative HR services, leveraging on its unique strengths of geographical presence and end-to-end capability across all HR service functions.
Further expanding within India through Franchisee network.

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  11   

Headquarters Amsterdam Area, Netherlands Industry Human Resources Type Public Company Status Operating Company Size 34,000 employees Founded 1960 Website http://www.randstad.com

Common Job Titles Consultants 13% Agent 8% Branch Manager 6% Account Manager 5% Manager 4% Median age 30 years Gender Male 36% Female 64%

Current CEO of Randstad Ben Noteboom.
Randstad specializes in solutions in the field of flexible work and human resources services. It offers a wide spectrum of services that range from regular from temporary staffing and permanent placing, to in-house services, search & selection, and HR Solutions. Randstad has over 34,000 employees working from 5,400 branches and in-house locations in 53 countries around the world. The complexity, pace and global platform of today's business environment demands a special set of characteristics from the workforce. Apart from essential requirements in terms of background and experience, criteria for selecting professionals have changed dramatically over the last decade, with great emphasis on talented professionals with global exposure. The importance and hunt for cross-cultural placements has grown multifold. This strategic merger of both Randstad and Ma Foi has provided enormous reach and expanded search map. And their combined synergies will now help to cater to the demands of the new age recruitment.

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  12   

History – Milestones
2009 • EmmayHR integrates with Ma Foi 2008 • Ma Foi becomes a part of Randstad, the 2nd largest HR Company in the world. • Takes over the management responsibilities of Team4U, a staffing company that focuses on mass customization business. • Ma Foi wins the Asia Pacific Quality Award. 2007 • Ma Foi wins the prestigious certificate for 'Strong Commitment to Excellence' from CII-EXIM Business Excellence Award. • Geographic expansion continues as we enter markets in China, Thailand and Hong Kong. 2006 • Strategic diversification into IT, through a wholly owned subsidiary - Minvesta Infotech Ltd. • Ma Foi Academy merges with Staffing Solutions Business. 2005 • Merger of consulting & outsourcing businesses to form a separate subsidiary Ma Foi Consulting Solutions Ltd. • Spin-off of the executive search Business - Ma Foi Global Search Services Ltd. is launched. 2004 • Ma Foi becomes a part of Vedior - World's largest specialist staffing major. INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  13    • Launch of Ma Foi Academy - the career training business of Ma Foi. • Depute strength hits 10000. Ma Foi emerges as the leader in flexi staffing business in India. 2003 • Further expansion within India through Franchisee network. 2002 • Flexi staff grows over 5000. 2001 • Foray into the international market. 2000 • ISO Certification. 1998 • Expansion of service portfolio to HR outsourcing. • Executive Search emerges as a separate business unit. • First Bonus Issue. 1996 • Crosses a turnover of INR 0.1 Billion. Expansion to multiple locations within India by setting up offices. 1994 • Transition from Private Limited to Public Limited Company. 1992 • Inception of Ma-Foi with a starting capital of INR 60,000 and a big dream to grow into a world class HR service provide

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  14   

Methodology 
Background: ⇒ Duration of Research & Survey - February 25th, 2010 -- March 15th, 2010 ⇒ Data Collection Time – 07 Days ⇒ Data Allocation Time – 05 Days ⇒ Respondents – 30 Employees We had chosen two rounds of interview. 1. While being Introduced to the company by the HR - Manager 2. While collecting and getting data Most of them who filled the questionnaire were at the Mid-Management Level, which had a designation for Assistant Consultant - CRD. In accordance with the questions asked, the interpretation was clear and valid. Employees were enthusiastic to know the after-results of the research conducted.

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  15   

Sample Employee Satisfaction Questionnaire  
 
Thank you for taking the time to fill in this questionnaire, you will remain anonymous. We need a sample of an audience to use as an example for our Research Project at College

Q1) Regarding the statement, "I am aware of Mafoi overall strategy," would you say you …  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

Q2) Regarding the statement, "I understand what Mafoi, as a company, is trying to achieve," would you say you …  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

Q3) I feel my department gets support and teamwork from other areas within the Company.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

Q4) My manager/supervisor demonstrates professionalism.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
Q5) My manager clearly defines my job responsibilities.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  16   
Q6) My manager/supervisor encourages high achievement by reducing the fear of failure.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
Q7) My manager/supervisor takes responsibility for shaping the attitudes and relationships within our department. Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable Q8) My manager/supervisor clearly communicates what is expected of me.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
Q9) My manager/supervisor provides me with continuous feedback to help me achieve.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

Q10) Overall I am very satisfied with my job at Mafoi.  Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

Age Group: □ 20- 35 □ 35-45 □ 45+ Gender: □ Male □ Female Name: ___________________________________________ Designation : _______________________ Email- id : ___________________________________________

  INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  17   

Pictorial Analysis:  per question   
Gender: □ Male □ Female Male Female Total 13 17 30

 

Age-Group □ 20- 35 □ 35-45 29 1 0 30

□ 45+
Total

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  18   
Q1) Regarding the statement, "I am aware of Mafoi overall strategy," would you say you …    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

1 1 6 19 3 0

 

Q2) Regarding the statement, "I understand what Mafoi, as a company, is trying to achieve," would you say you …    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

0 0 2 23 5 0

  INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  19   

Q3) I feel my department gets support and teamwork from other areas within the Company.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

0 4 11 12 3 0

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  20   
Q4) My manager/supervisor demonstrates professionalism.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

3 1 3 16 7 0

 

Q5) My manager clearly defines my job responsibilities.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

1 1 6 17 5 0

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  21   

Q6) My manager/supervisor encourages high achievement by reducing the fear of failure.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

2 2 8 13 4 1

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  22   
Q7) My manager/supervisor takes responsibility for shaping the attitudes and relationships within our department.   Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
         

A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

1 7 3 14 4 1

 

Q8) My manager/supervisor clearly communicates what is expected of me.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

1 0 9 15 5 0

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  23   

Q9) My manager/supervisor provides me with continuous feedback to help me achieve.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 

A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

1 2 11 11 5 0

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  24   
Q10) Overall I am very satisfied with my job at Mafoi.    Strongly Disagree  Disagree  Somewhat Agree  Agree  Strongly Agree  Not Applicable

 
A B C D E F

     

Strongly Disagree Disagree Somewhat Agree Agree Strongly Agree Not Applicable

2 3 5 16 3 1

 

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  25   

Analysis and Recommendation
 

Our work attempted to improve employee satisfaction and efficient discovery of content for the organization. Although we see majority of the employees being happy in the organization, there is a line between "Strongly Agree" and "Agree". Many employees have chosen "Agree" as their primary option, which tells us that they are happy enough to be there in the company. However, there is still line for improvement, which can be seen in terms of the satisfaction of the employees. Some of the points, which can be covered, in order to make sure the employees have an enhanced offering from the Organization are listed below: 1. Regular Employee Input and Feedback Programs: Building a corporate culture that requires employees to be an integral part of the organization can be an effective way of getting the most from the talents or competencies brought to the organization by each employee. Allowing employees at all levels of the organization to share their ideas and concerns will also help the company develop and maintain a safer and more productive work environment. Knowing employees' feelings for, and levels of commitment to, the organization can be essential to measuring whether people management programs are producing the desired results. 2. Clearly Defined and Communicated job Expectations: When an organization makes the decision to fill a new position, it has an idea of what will be expected of the new employee. However,
INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  26   

unless these expectations are clearly communicated, the result can be disappointing for both the employee and employer. Such situations cause conflict and inefficiencies in the workplace. Therefore, it is very important that the employer establish a mechanism for making sure the needs of the organization are clearly communicated and understood.

3. Regular and Fair Performance Feedback: Research has found that most employees in today's economy want to believe that they contribute to the overall success of the organization. However, if the employee is not sure how his or her job fits into the bigger picture, an employer may suffer a reduction in productivity or morale. A well-designed, consistently-applied and fair system for discussing the business goals, objectives and individual employee contributions can be a valuable tool in ensuring each employee becomes and remains an integral part of the organization's team.

       

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT   

RESEARCH ON EMPLOYEE SATISFACTION  27   

Bibliography
• http://www.randstad.com • http://www.mafoi.com • http://www.google.com • http://www.linkedin.com • http://en.wikipedia.org

 

INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT