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A Project Report On

“EMPLOYEE’S SATISFACTION LEVEL”
At

United Phosphorus Limited (Unit -2) Submitted to SHREE J. M. PATEL INSTITUTE OF SOCIAL WORK, ANAND Affiliated to SARDAR PATEL UNIVERSITY, V.V.NAGAR In partial fulfillment of the Requirement for the degree of MASTER OF HUMAN RESOURCE MANAGEMENT Submitted By CHINTANKUMAR P. MODI

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DECLARATION
I, Chintankumar P. Modi, hereby declare that the project work entitled “EMPLOYEE’S SATISFACTION LEVEL” is a result of my own work and my indebtedness to other work/Publication, if any have been duly acknowledged

Place : ANKLESHWAR. Date : 30.06.2012 (Chintankumar P. Modi)

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ACKNOWLEDGEMENT
This project work is the core part of my educational programme, MHRM (Master of Human Resource Management). I take this opportunity to express my deep gratitude and feel especially indebted to Mrs. Shreeji Pandey (Manager- HR) for giving me an opportunity. Mrs. Pooja Jain (Executive – HR) and Mr. Jignesh R. Prajapati (Executive – personal department) for giving the opportunity to undertake the project work at United Phosphorus Limited Unit-2 I am also thankful to all the employee of UPL who directly or indirectly help me in successful completion of this project report. Lastly, I am much thankful to my family members and my friends who are directly or indirectly help me throughout fulfillment of this project.

Yours sincerely, Chintankumar P. Modi

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CONTENTS
Chapter No. 1 2 3 4 5 6 7 8 Topic General Information of the company Functions of HR department Review of literature Employees’ Satisfaction level Introduction Objective of the study Research Methodology Data Analysis and interpretation Findings of the study Page No. 05 09 33 36 37 38 39 74

CHAPTER - 1

Background of the company

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Shroff in the year 1969 to manufacture Phosphorus and its compounds. Having established itself as a leading producer. bulk pesticides and industry chemicals. well recognized and have reputation for Quality. A focus on our Core Competence. UPL ranks 3rd amongst the top 8th agrochemical Companies in the World. intermediates and other industrial chemicals it is one of the largest agro chemical Producers in India with a wide range of Products the includes Fumigants. have been the driving forces of the company. The underlying Philosophy of the company is to provide cost effective. UPL manufactures and markets both – technical and markets both formulations. (UPL) is a leading global producer of generic crop protection Product. a vision of being a global Player and a commitment to provide cost effective quality solution in crop protection for farmers. Insecticides and Herbicides. UPL has been able to achieve this through managing change and making most of the opportunities that opened up with liberation and globalization. affiliate. UPL is constantly looking for new ways to improve their products and Services and the efficient synthesis of active ingredients is the core of our success UPL has started Pioneered “ backward integration “ in agrochemicals and is one of 5 . In the year 1972. quality solution in crop Protection for farmers. Fungicides. the company started by making red Phosphors.United Phosphorus Ltd. The company’s branded Products are. R. UPL has customer base in 86 countries which makes the global Player of crop Protection Products in the world UPL has a world wide network of Subsidiaries. United Phosphorus Ltd.D. offices selling branded agrochemicals. it subsequently added to its list of products. (UPL) was promoted by Mr.

These products are developing to meet and exceed their customer’s expectation in the area of quality and performance. UPL is also concerned with product development and their aim is to accurately meet the needs of their markets across the world through the development and introduction of existing and new products. The company has invested in research team. UPL has also committed substantial investment to maintain and improve high standards of environmental care. This concern is designed in to UPL’S process and manufacturing plants at the outset to minimize effluents and energy use. UPL recognizes the requirement of the support in product research. which undertakes extensive filed 6 . rock phosphate. Each stage of production from raw material through manufacturing to postproduction is closely monitored. As a reliable and dynamic partner their area of experience covers registration manufacture and formulation. To work closely with the customer in the market place. The strategy has now been extended to other products. Care is taken to ensure that raw material and energy are used efficiently across the production process. The quality control policy of the UPL is based on the clear target of “zero Defect”. They recognize that their process may have an impact on the environment and as a result they are committed to continuously improving their environmental performance to minimize the effluent. technical support and marketing. development and registration.the world’s few companies to manufactures complex organ phosphorus compounds starting from the basic raw materials. Their main aim is to build successful long term relationship with customers to understand their needs and deliver real performance in huge benefits.

New products have been introduced every year of the company’s history. Denmark. America. in response to the specific needs of the changing market.trials for developing innovative formulations. Mexico. Asia-pacific. Cuba. UPL has established a marketing and distribution network. Zimbabwe and representative offices in Sri Lanka and Vietnam. Mauritius. All the units of UPL are certified under the ISO 9001 for Quality Assurance. The company is committed to maintaining and expanding its’ portfolio of registration throughout the world. UPL has built a network across the globe – in Europe. UK. Japan. Honk Kong. Africa. comprising of more than 5000 dealers and 25 offices that works closely with the farmers. Through acquisition. subsidiaries. Vision and Mission Statement Vision Statement To be world class organisation by 7 . Australia with fully owned subsidiaries in Argentina. china. Bangladesh. Considerable investment has been focused on the regularity requirement for registration support. Russia. 14001 for environment pollution control norms and OSHAS 18001 for health and safety. South Africa. USA. UPL has the commitment and capabilities to offer total solution from start to finish in the agriculture sector.

• Enhancing values to our customers and other stakeholders. • Caring for employee to work as a motivated team in an open and learning environment. • Providing solutions to optimise farm productivity for the farmer through innovative and cost effective products to provide the customer better value for money. Continually innovate and add value to the existing products and services. • • CHAPTER – 2 FUNCTIONS OF HR DEPARTMENT 8 . innovation and responsible care towards the environment. Earn enduring respect of customers and the community. UPL Goals • Provide customers with prime quality products and services. and develop new markets in the Region. • Focusing on total quality. • Setting challenging new standards of performance. Mission Statement We are in the business of: • Manufacturing and Supplying Crop Protection and Specialty Chemicals Worldwide. backed by efficient and courteous customer services.

In UPL. Thus the complete man is viewed under this department. HRD is the central of the entire department. Because its play very important role in the organization. the Human Resource Department is categorized as • Human Resource Department • Personnel Department Departmental Structure (HR Department) DGM – HRM (Corporate) General Manager (Works) Assistant Manager (HRD) Trainee (HRD) Activities of Human Resource Department • Human Resource Planning • Recruitment 9 . Employee in the human resource management is talented not only as economic man but also psychological man.Human resource management is one of the important parts of the organization.

• Selection • Performance Appraisal • Training and Development • Wages and Salary Management • Organization Development activity • Co-ordination Environment • Employee engagement Program Human Resource Planning Employee engagement Program Recruitment Co-ordination Environment Selection HRD Activities Organization Development activity Performance Appraisal Wages and Salary Management Training & Development Human Resource planning Human Resource Planning like all Planning is forward looking or future oriented. It involves forecasts of the manpower needs in a future time period In 10 .

1. existing employees. Internal 2. Sources of recruitment In UPL two types of sources are used to recruit the candidate. transfer of the employee because employees are already familiar with the company and company has also all the details of the 11 . A well-motivated workforce will make the organization effective. The meeting for human resource planning is carried out in March in the Head office. Recruitment and Selection Manpower is one of the most important resources as utilization of other resources depends upon this. • The sourcing of the talent could be done internally as well as externally. The requirement of the manpower is approved by the COO and CEO concerned. With the help of man-machine chart calculation the gap of the human Resource. promotion. Human Resource review is done and then gap of human resource is calculated. Then the Human Resource Department gets the man power requisition and the concerned department or the plant Head has to fill the man power requisition form. It is the policy of the company • To recruit the “best talent for the right job” which would meet the company’s present and future needs. External Recruitment is done internally as well as externally but they prefer to recruit the candidate by using the internal sources like employee reference. with the use of this chart they know the gap of manpower. In order to achieve optimum utilization of the workforce it is necessary to diligently deploy manpower in both qualitative and quantitative terms.UPL Human Resource planning is carried out on yearly basis.

naukri. 1.monster.com • www.com Recruitment and selection process 12 . External recruitment • Employee exchange • Consultancy With in the Ankleshwar • Ankleshwar Employeement service • Perfect placement • Owford placement Outside the Ankleshwar • India placement service • Havoc placement service • Fact personnel • Omkar placement • Friends’ placement Website • www.employees and it also saves the cost and time for induction program. But to bring the new talent and skill in the company. they also recruit the candidate by externally. Internal recruitment • Employee reference • Existing employees • Promotion • Transfer 2.

He should take into account separations by way of resignation. This manpower requirement will be raised in the manpower requisition form. The Chief Operating Officer or Executive Director duly approves the manpower requisition form for new positions. In case of replacements in the factories the factory head is responsible for authorizing the same. posting on websites. 13 . Technical Interview with the concerned Department Head III.The process of recruitment starts from manpower assessment and manpower planning. Final Interview with the Senior/Top Management The outstation candidates are reimbursed for their travel expenditure by train (IInd / IIIrd A. The company forecasts the manpower requirement to meet existing as well as future business needs. documents required. retirement etc. scanning existing database. an offer letter is given to him detailing the terms of employment. Personal Interview with the HRD II. Each department head or functional head has to prepare proposals for additional manpower. The candidate undergoes three rounds of interviews I.C or 1st Class). his break up of emoluments etc. This requisition form mentions the job specification and the job descriptions and a justification for the requirement. Once a candidate is finalized. and internal transfers and through employee reference. The HR department fills this requirement approaching various external agencies.

Presently. Halol and Jhagadia and “Haria Hospital” for Vapi. On receiving the medical reports.The candidate is then required to undergo a comprehensive medical examination in a company authorized medical centre. the candidate is asked to resign from his present position and join the company. the company has a tie up with ‘N M Medical Centre’ for corporate. and the decision of the management is final and binding 14 . The reports are sent only to the HRD and not to be discussed with the candidate. which are then examined by the company doctor. The Management reserves the right to select or reject a candidate. ‘Jayaben Modi’ Hospital for Ankleshwar. The centre sends the HRD the medical reports.

Quarterly Appraisals 15 . • Develop personal growth and career development strategies for the individual team members. improve quality of work produced and promote individual accountability. Policy The performance management system at UPL provides a structured and formal platform for interaction in order to obtain a review of goals and objectives set by individuals and teams. • Set mutually acceptable and achievable goals and objectives. Types of Performance appraisal in UPL 1. • Provide a basis for rewards and benefits. Objectives of the Performance Appraisal System • Open two way communications between the immediate superior and the subordinate. • Provide a platform for the HOD to discuss how the team/department objectives align with the strategy of the company. Annual Performance Appraisal 2.Performance Appraisal System Performance appraisal is a management tool designed to encourage communication in the organization. • Provide an opportunity for the superior to give positive and constructive feedback to his team.

based on: • Quantity of work handled. The review is done during the month of April Process The appraisal and Quarterly review process follow a similar pattern. April 2009 – March 2010. For all those employees who have preset objectives. annual increment and incentive) that would accrue to the employee. 16 . This entire process is to be completed before the 15th of April. The process begins with the employee filling up his self review stating the achievement in the key result areas and process areas. Period of Review and timing The annual performance appraisal reviews an individual for the financial year for e. For all those employees whose objectives have not been preset the appraiser could evaluate the performance of the employee for his contribution in result areas. which may be used to set a framework for the appraisee) The completed appraisal form is then sent to the next reviewer for his/her comments. The process can be jointly done with the HOD or may be first done by the employee and then appraised by the immediate superior. the appraisee would enter the ratings against the preset objectives after discussion with the concerned employee. who would then forward the same to HR.1. Annual Performance Appraisal Objectives • To review employee performance and provide feedback so as to facilitate employee’s overall growth and development • To decide the rewards (i.e. • Quality of output • Timeliness with which the job is done (These are general guidelines.g.

Period of Review The quarterly review is done for an individual for every quarter in the financial year i. At the end of the quarter a review of achievements against the set targets is carried out and based on this review a ranking is given to the individual. Result Oriented and time-bound. • To set goals/objectives keeping in view the focus of the organization in view of changes in the organizational direction • To decide the incentive amount an individual is entitled to. Quarterly Reviews Objectives • Quarterly reviews are meant to be specific. This ranking decides the incentive amount an individual receives. we have defined the metrics of evaluation.D.e. 17 . They then set their goals or targets for the quarter and accord weightages to each goal.2. The final rankings should reach HRD by the 10th day of the month immediately succeeding the quarter. where the team members discuss the team strategy at the onset of the quarter along with the H. Process The quarterly review process begins at the start of the quarter. Quarter 1: April – June. In order to make the KPI system more reward oriented while constantly endeavoring for higher standards of performance.O. Quarter 2: July – September Quarter 3: October – December Quarter 4: January – March. measurable. This will enable an individual to be able to earn up to 120% of his KPI in each quarter. achievable.

• The range should be between 0. where 0. Hence the score would be 103. The criterion for scoring is as follows: Grade Range Percentage Criteria for scoring 18 .7 to 1.2. The level of difficulty is agreed upon mutually by the subordinate and superior. • The weightage for each target would depend on the level of priority up to a maximum score of 100. Level of difficulty is the extent to which the targets set for the quarter are difficult to achieve. the new system for setting the goals and the system of evaluation will be as follows: • The targets set in every quarter should be much focused and the number of targets taken would vary depending on the different focus areas. • A level of difficulty will be defined at the end of all the targets. The score for actual achieved is arrived at by multiplying the level of difficulty with the achieved score.7 would be a fairly low level of difficulty in achieving the goal and 1.Keeping the above in mind.g Goals Results Achieved Target 1 Target 2 Target 3 Target 4 Total The level Weight Achieved 25 20 24 17 86 above was 1. The person has achieved a age 30 25 25 20 100 of difficulty set for the score of 86 points. • The level of difficulty will be decided at the beginning of the quarter. The evaluation of the targets at the end of the quarter would be scored on the following methodology For e.2.2 would be a high level of difficulty in achieving the goal.2.

2.earned Z+ Z A B C D 111-120 101-110 90-100 75-89 60-74 59 below 120 110 100 85 70 0 Sets more than 2 benchmarks At least 2 benchmarks Achieves more than set targets Achieves set targets Slightly below target Unacceptable Training and Development activities including feedback process Training is provided for improving the skills of employees and developmental activities are for improving the overall behavior and personality of the employees. As the employee is attending the programs and seminars. The training need assessment is done by the employee himself and for the workers it is done by their immediate superior. training activities are Need – Based. He has to fill the form specifying the area in which he needs training. In UPL. For fulfilling these needs of the Company. The personal growth of employee is possible with these different training and development activities. 4 and 5. The training program is then designed by the HR person and finally the training is provided. A form is been given to the person who needs training. feedback forms are given to the trainees where they have to mention that they are satisfied or not. These activities are common for Units 1. 3. After the completion of the training program. he is been asked about the effectiveness of the same. 19 . the seminars. The developmental activities are carried out by the Company. campaign related to good living and personality development programs are arranged. productivity is enhanced and skills are improved. Training and developmental activities are carried out so that – accidents are minimized.

ISO Training is given every quarterly compulsory. exposure safety is conducted for all workers and staff at UPL. Thus to make everyone aware about all the existing SAP modules Every quarter SAP training for new joiners and refresher training for existing trainees is conducted at UPL. data and reports are maintained in ERP named SAP at UPL. Thus every month safety training for different topics like drum handling.Types of training programmes for employees and trainees • ISO Training • Safety Training • SAP Training • IT Training • Induction Training • Soft Skill Training • BBSMS training ISO Training EMS (Environment Management System). fire safety. Safety Training Because of chemical industry hazardous in nature. This training is given to upgrade the knowledge about the ISO. safety is very important for all employees. emergency response safety. IT Training 20 . QMS (Quality Management System) and IMS (Integrate Management System) are the part of ISO Training. material handling solvent handling. SAP Training All the systems. This training is known as safe train at UPL.

for every employee IT trainings are conducted at regular intervals. internet networking. stress management. Average training man-days / hours per employee Total training provided to employees : 757 Man/days Numbers of employee’s Average training man day Number of employee = 757 81 = 9.34 man days / employee (1 day = 8 hours) = 9. communication training. are provided two employees. IT etc. After continuous training the system has been implemented and to sustain the system regular training are provided at UPL.76 = 75 man hours / employee Promotion and transfer policy 21 : 81 = Total training provided . This helps the employees more competent in today’s environment. There is 2days safety induction and 1week plant orientation.34* 8 = 74.To continuously upgrade the knowledge about computers. BBSMS training It is a new concept which UPL has taken up in order to improve safety system at UPL. Without which no employee is allow to enter the plant. performance management etc. Induction Training Induction training is compulsory for all new joinees for all the units of UPL. art of delegation. Soft Skill Training Every employee needs to upgrade not only the technical skill but also soft skills in order to become a good leader in future to fulfill this requirement at regular intervals the soft skill training such as leadership training.

Promotions are the result of annual P. The HR persons are in constant contacts with each other. But now the promotions are totally based on the performance of the employee. before the restructuring of the organization the promotions were based of grading system. as and when any vacancy arises. Eligibility criteria for promotions is the score of the appraise should be above 90.if an officer is earning Rs 6000 pm and as a result of increment his salary reaches to Rs 10000 pm. in any unit the interested candidate are been transferred. If the employee covers his targets (KPI) then performance incentive (PI) is added to his salary on quarterly basis.:.g. In UPL the transfer policy is totally need based of the employee.Promotions in UPL are given on merit basis only. 22 . e. Thus only personal transfers are given in UPL. Then he is automatically promoted to executive.A. This was the grading system which was followed before.

Personnel Department Departmental Structure (Personnel Department) DGM (Personnel & Administration) GM (Works) Assistant Manager Senior Executive / Executive Officers Trainees Activities of Personnel Department 23 .

• Time Office • Details in employees personal file • Welfare Activities • Administration Activities • Resolving the disputes of the employees • Co-ordination with factory inspector • Industrial Relations Time Office Industrial Relations Welfare Activities Details in employees personal file Activities of Personnel Department Administration Activities Co-ordination with factory inspector Resolving the disputes of the employees Function of Time office 24 .

Sick leave (SL) Privilege leave and Sick leave are accumulated whereas Casual leave cannot be accumulated.All the factories operate six days a week and the shift timings are as follows: (Function of Time office) General shift First shift Second shift Third shift 09:00am to 05:30pm 07:00am to 03:00pm 03:00pm to 11:00pm 11:00pm to 07:00am In UPL employees are provided with swipe chard system through which their in coming and out going timings are recorded. the policy followed for leave in UPL are as follows: • Leave is calculated on working days and is excluding the intervening weekly offs and holidays • The leave balance score card is provided twice a year – in January and in July. The timings are basically recorded for salary calculation and to count the leave of the employees. they are required to sign in the muster table their arrival & departure time. till the swipe card is provided to them. Casual leave (CL) 3. Details in employee personal file 25 . sick leave is available for 9 days. Types of leave 1. and Casual leave is available is available for 7 days per annum. This muster table is kept in the personnel dept. For new employees. Privilege leaves (PL) 2. Privilege leave is available for 21 days in a year.

on the of joining he has to submit the following documents • Proof of age • Academic certificates • Professional certificate • Experience certificate • Salary certificate • Relieving letter of the pre Company • One stamp size photograph for an identity card • Five passport size photographs Details which are maintained in their files are as follows: • Name • Post • Date of birth • Age • Place of birth • Sex • Nationality • Religion • E-mail • Telephone number • Mobile number • Fax number • Present address • Permanent address • Martial status 26 .In Personal file of and employee. contains some important documents with long term legal implications. When a person is given the letter of appointment.

Various activities for employees and workers welfare are being carried out in UPL.• Marriage date • Any relative in UPL group. their name and relationship • Family background • Reference (if any) • Personal strengths and weakness And as his career progresses other documents also get added.F • Environment day celebration 27 . Gum shoes for workers • Education for employee’s children • UPL colonies • UPL library • P. These are as follow: • Mediclaim • Canteen • Raincoats • Uniforms for workers • Civil shoes. such as • Letter of increment • Promotions • Awards • Appraisals • Letter of appreciation • Disciplinary actions Welfare Activities The welfare activities are carried out so that the employees feel that the Company is taking care of them.

• Environment related training as per the schedules Wage and Salary structure In the past. grade system is followed by the UPL . In UPL wage & salary is distributed by following way Monthly Basic HRA (House Rent Allowances) Transport Education Special allowances Monthly Gross Yearly Bonus Provided fund Medical LTA Performance incentive (Quarterly) Superannuation (For managers and above post) Conveyance (For assistant manager and above post) Yearly Cost to the Company .Annual Gross XXX YYY XXX - The negotiation is done on cost to the company.But now flat organization structure is followed by the UPL. 28 .

T) program (induction Programme) is based on the premise that Training & Crossfunctional exposure are two key organizational levers that promote career growth at UPL Administration The administration department handles a manifold of activities like housekeeping of the premises. 29 . it is said as the company is having sound industrial relations. we believe gives us very good return in future. The layout of the Executive Trainee (E. courier. Each new recruit undergoes the plant. when willing cooperation is available from employees and workers for the achievement of organizations goals. depot & project training stint irrespective of the function he/she is in.Industrial relations The word IR is used to express the nature of relationship between employee and employer in the organization. The induction Process at UPL can be coined as four fold approach. UPL has achieved this kind of sound relationship. travel arrangement and ticket booking. The entire process is divided into four parts. We have a structured orientation programme for our Executive Trainees (management graduates and engineers who join us directly from campus). The time and money that we invest on strengthening the fundamentals. Our training provides inputs not only in ones own core functional area but also across all key cross functions in the company. Induction We are known for the importance we accord to learning. We have a formal and structured induction for all new joinees (from campus and laterals). control on administrative overheads like stationery. guesthouse arrangements and their maintenance and smooth functioning all across the country. UPL is providing fair conducive environment for working.

Transportation The transportation carried out by administration department is to provide transportation to employees on duty hours for official purpose only. excluding material used. procurement and of cars. Canteen handling The main aim of canteen handling is to provide good quality and quantity of food to employees from the canteen contractor. bus tickets. and sanitation. administration building. air tickets for the employees by the ticket provider for employees on 30 . Ticket booking Ticket booking for railway reservation. Allocation of personnel like office assistants and cleaners and handling of security. corporate communication and organizing conferences also fall in this portfolio. canteen area. gardening. Also the house keeping in canteen is taken good care. House keeping in plant area is basically done by well trained workers as other technical knowledge is required to work in the plant area. general reservation In railways.1lac p. and their allocations.etc. and its annual budget is approximately above Rs. Housekeeping Housekeeping is one of the main activities carried out by the administration dept. other offices. which basically involves two maruti vans in place or the traveler’s expenses are duly paid.a. which involves the cleaning of roads. All such activities carried out are basically done through worker on daily basis. as cleanliness is very much required in such places.

Moreover. encourage co-operation and builds term pride. The grade of service is maintained as per the person’s designation. Further. The shifting of the departments are been carried out. the work culture in Unit 3 is lacking as per the requirements. So the activities related to changing the work culture are been carried out. DISICPLINE Rules and regulation are essential to maintain peace. prevent anarchy. Secondly. Thirdly. efficient two way communication. activities related to give an ambiguous environment are going on in Unit 1. 31 . most of the employees prefer to work under disciplined environment as fair rulers protect the individuals and the organization and enable the team work. the training programs are been arranged for Unit 2. and regulate behaviors of people and to hold the pieces together.official purpose only. Organizational developmental activities The HR Department is responsible for carrying out the activities related to the organizational development. Firstly. GRIEVANCE According to “Breach” grievances is any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of the management. Hotel / Guest house booking Booking in hotel or guest house is basically done by the company for its visitors. disciplinary measures ensure just and equal treatment to all employee. as per the visitor’s requirement. The tickets are basically booked considering the employee’s designation.

it is the best way of controlling misconduct of the organization. first of tall accurate reasons for discipline problem must be found and the courses of such problem for discipline found. 4. Guidelines developed by HR department and finally application of penalty. 2. 32 . there must be discipline action. Selecting adequate source of requirement. At UPL there is no detailed manpower planning is done what is done that different type of company are asked it present annually their manpower requirement for different categories of personal. Through planning. management strives to have the right kind of people at the right time doing right thing which result in both the organization & individually receiving maximum long run benefits. Under this. Steps involved in manpower planning 1.UPL’S employees are well disciplined. is an act or a conduct which is prejudicial to the interests of the employee. UPL believes in marination discipline properly. Planning job requirements & descriptions. but it is obvious that it may have some occasions of misconduct or indiscipline. This requirement is approved if they are valid. Analyzing skill to determine the nature of man power needs. Anticipating manpower needs. or which is likely to impair the reputation of the employee or create interest among other employees. But for the occasion of indiscipline. Misconduct. 3. Manpower planning Human resource planning is the process by which management determines how the organization should move from its current position to its desired man power position. After that a specific penalty should be formulated or chosen according to the disciplinary actions.

empowerment. empowering employees. and positive management within a success framework of goals. understanding of mission and vision. employee goal achievement. teamwork. Employee satisfaction is often measured by anonymous employee satisfaction surveys administered periodically that gauge employee satisfaction. (I do not support these. can also be a downer if mediocre employees stay because they are satisfied with your work environment. and expectations. measurements. Many measures purport that employee satisfaction is a factor in employee motivation. offering above industry-average benefits and compensation.CHAPTER – 3 REVIEW OF LITERATURE EMPLOYEE SATISFACTION Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. 33 . Employee satisfaction.) Employee satisfaction is looked at in areas such as: • • • • management. providing regular employee recognition. and positive employee morale in the workplace. while generally a positive in your organization. providing employee perks and company activities. Factors contributing to employee satisfaction include treating employees with respect.

• • communication. either method can contribute knowledge about employee satisfaction to managers and employees. • • • The next five most important factors affecting employee satisfaction were: 34 . opportunities to use skills and abilities. by the Society for Human Resource Management (SHRM) looked at 24 factors that are regularly thought to relate to employee satisfaction. You want to spend your time. Depending on the culture of the company. and feeling safe in the work environment. processes. and energy on programs. The study found that employees identified these five factors as most important: • • job security. and coworker interaction. Exit interviews are another way to assess employee satisfaction in that satisfied employees rarely leave companies. it is vitally important to know which factors most affect employee satisfaction. What Employers Can Do About Employee Satisfaction In this environment for employee satisfaction. The facets of employee satisfaction measured vary from company to company. money. compensation/pay. A second method used to measure employee satisfaction is meeting with small groups of employees and asking the same questions verbally. A 2009 survey. and factors that will have a positive impact on employee satisfaction. benefits (especially health care) with the importance of retirement benefits rising with the age of the employee.

job-specific training.” In contrast. networking opportunities. opportunities to use skills and abilities.• • • • the employee's relationship with his or her immediate supervisor. Factors that were not strongly connected to employee satisfaction included: • • • • • “the organization’s commitment to a ‘green’ workplace. communication between employees and senior management. management recognition of employee job performance. and overall corporate culture. the work itself. compensation/pay. and the organization’s commitment to professional development. communication between employees and senior management. Human Resources professionals ranked these ten factors as most important in employee satisfaction: • • • • • • • • • • job security. Most importantly. and autonomy and independence in their job. relationship with immediate supervisor. I’ve consolidated for you the results of employee satisfaction surveys and their implications for the workplace. management recognition of employee job performance. paid training and tuition reimbursement programs. benefits. career development opportunities. feeling safe in the work environment. I have provided research data that defines the factors most important to employees as you continue to seek to 35 .

provide a workplace that emphasizes employee satisfaction as a recruiting and retention tool. Use the data to your best advantage. 36 .The project is aimed at understanding how the Employee Satisfaction Level richer the organization level. CHAPTER – 4 INTRODUCTION The project talks about the Employee Satisfaction of the organization given to its employees and the impact of the employee satisfaction on the Organisation.

CHAPTER – 5 OBJECTIVES OF THE STUDY LIST OF OBJECTIVES

To know whether employees are Satisfied with the Company.

• To Know about Job satisfaction level of the Employee. • To find out satisfaction level of the Employees towards the Company, Job, Working Condition, about his/her supervisor, Development and other welfare benefits of the company.

To find out employees perception regarding Company and his/her job.

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CHAPTER – 6 RESEARCH METHODOLOGY RESEARCH DESIGN The study aim at finding out satisfaction level of the employee in Untied Phosphors Limited Unit 2 Ankleshwer (G.I.D.C.) so for this is a Descriptive study in nature. POPULATION OF THE STUDY The total strength of the organisation is 81 employees. This study covers all the employees of all the departments of the organization. TYPE OF THE STUDY Sample study SAMPLING PLAN Sample Size : 33 Random Sampling Sampling method :

DATA COLLECTION METHOD SOURCES OF DATA COLLECTION Primary data has been used as a source of data. The Primary data are collected through direct contact with the employees of UPL Unit-2 (Ankleshwar) GIDC

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TOOL FOR DATA COLLECTION I have used well structured questionnaire as a tool for data collection.

CHAPTER - 7 DATA ANALYSIS AND INTERPRETATION

1. My company is one of the best companies for work.
T.1 - My Company is one of the best companies for work.

Frequency Very Disagree 0 Disagree 0 Neutral 7 Agree 17 very Agree 9 Total 33 C.1 - My Company is one of the best companies for work.

Percent 0 0 21.2 51.5 27.3 100.0%

Form the table T.1 it can be depicts that 51.5 percent (n=17) respondents were Agree, 27.3 percent (n=9) respondents were Very Agree and reaming 21.2

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percent (n=7) respondents were neutral to the statement that my company is one the best companies for work

2. My company treats me well.
T.2 - My Company treats me well.

Very Disagree Disagree Neutral Agree very Agree Total C.2 - My Company treats me well.

Frequency 0 1 8 20 4 33

Percent 0 3.0 24.2 60.6 12.1 100.0%

Form the table T.2 it can be depicts that 60.6 percent (n=20) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 24.2 percent (n=8) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement

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3 – I am proud to tell people I work for this company Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 5 17 10 33 Percent 0 3.0% T.2 51. I am satisfied working with my company at the present time. 41 . I am proud to tell people I work for this company T.3 it can be shows that 51.5 30.3 100.5 percent (n=17) respondents were Agree.3 percent (n=10) respondents were Very Agree.3 – I am proud to tell people I work for this company Form the table T.4 .I am satisfied working with my company at the present time.2 percent (n=5) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement 4. T. 15.0 15. 30.3.

5 . T. 9.4 it can be shows that 72.I am satisfied with my job and the kind of work I do.1 72. I am satisfied with my job and the kind of work I do.3 42 .0 27.1 percent (n=3) respondents were neutral and only 6.Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 3 24 4 33 Percent 0 6.1 percent (n=4) respondents were Very Agree.7 percent (n=24) respondents were Agree.1 100.7 12.1 percent (n=2) respondent is disagree with the statement 5. Form the table T.I am satisfied working with my company at the present time.0% C.1 9. 12. Very Disagree Disagree Neutral Frequency 0 1 9 Percent 0 3.4 .

5 . 6. My job is challenging and interesting.3 percent (n=9) respondents were Very Agree.4 27. 27.I am satisfied with my job and the kind of work I do.6 .5 it can be shows that 42.Agree very Agree Total 14 9 33 42. T.1 51. 27.4 percent (n=14) respondents were Agree.5 .3 percent (n=9) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement that “I am satisfied with my job and the kind of work I do”.1 6.3 100.0% C.My job is challenging and interesting. Form the table T. Very Disagree Disagree Neutral Agree Frequency 0 3 2 17 43 Percent 0 9.

6.2 48.5 percent (n=17) respondents were Agree.3 percent (n=11) respondents were Very Agree.2 100.7 .My job is challenging and interesting Form the table T.0% C. I am getting enough relevant training for my present job.1 percent (n=3) respondents is disagree with the statement that “My job is challenging and interesting” 7. 33.1 percent (n=2) respondents were neutral and 9.very Agree Total 11 33 33.6 .I am getting enough relevant training for my present job.6 it can be shows that 51.0% .1 21.5 21. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 7 16 7 33 44 Percent 0 9. T.3 100.

I am getting enough relevant training for my present job.I understand what is expected of me in my work. 21. Form the table T. 21. I understand what is expected of me in my work.7 . T. 45 .1 percent (n=3) respondent is disagree with the statement 8.8 .8 . Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 3 25 4 33 Percent 0 3.8 12.7 it can be depicts that 48.2 percent (n=7) respondents were neutral and only 9.0 9.I understand what is expected of me in my work.C.1 100.5 percent (n=16) respondents were Agree.1 75.2 percent (n=7) respondents were Very Agree.0% C.

9 .I have the material/equipment and tools I need to do my job well 46 .9 .8 it can be shows that 75.0 6. 9.1 percent (n=4) respondents were Very Agree.I have the material/equipment and tools I need to do my job well Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 9 15 6 33 Percent 3.1 27.1 percent (n=3) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement 9.8 percent (n=25) respondents were Agree.5 18.3 45.0% C.Form the table T. 12.2 100. I have the material/equipment and tools I need to do my job well T.

Form the table T.I am satisfied with my working conditions.5 percent (n=15) respondents were Agree. 6. 47 .I am satisfied with my working conditions. 18.2 48. 27.0 percent (n=1) respondent is very disagree for the statement. T.2 100.2 percent (n=6) respondents were Very Agree. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 5 6 16 6 33 Percent 0 15.3 percent (n=9) respondents were neutral.5 18. 10 . I am satisfied with my working conditions.10 . 10 .2 18.0% C.9 it can be shows that 45.1 percent (n=2) respondents disagree and 3.

10 it can be shows that 48.3 100.2 percent (n=5) respondent is disagree with the statement that “I am satisfied with my working conditions.5 33. 48 . My Supervisor recognizes and acknowledges my good performance.11 My Supervisor recognizes and acknowledges my good performance.0% T. 11.2 percent (n=6) respondents were Very Agree.Form the table T. 18.2 percent (n=6) respondents were neutral and only 15.5 percent (n=16) respondents were Agree.2 45. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 7 15 11 33 Percent 0 0 21. T.11 My Supervisor recognizes and acknowledges my good performance. 18.

12 .0% C.Overall.2 percent (n=5) respondents were neutral for the statement.5 percent (n=15) respondents were Agree.Overall. I am satisfied with my present job. 12. Overall.3 48.11 it can be shows that 45. I am satisfied with my present job.Form the table T. T.5 24.3 percent (n=11) respondents were Very Agree and reaming 21. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 9 16 8 33 Percent 0 0 27.2 100. 49 . 12 . I am satisfied with my present job. 33.

13 . 24.4 42.0% C.The Company makes every effort to fill vacancies from within before 50 .4 15.The Company makes every effort to fill vacancies from within before Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 12 14 5 33 Percent 0 6.1 36.2 percent (n=8) respondents were Very Agree and 27.13 .2 100. The Company makes every effort to fill vacancies from within before T.5 percent (n=16) respondents were Agree.Form the table T.12 it can be shows that 48.3 percent (n=9) respondents were neutral for the statement 13.

1 100. I am satisfied with the job opportunities in the company.0% T. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 6 22 4 33 Percent 0 3.1percent (n=2) respondents are disagree with the statement.4 percent (n=12) respondents were neutral and only 6.Form the table T. T.2 66.7 12.2 percent (n=5) respondents were Very Agree. 15.I am satisfied with the job opportunities in the company.14 .I am satisfied with the job opportunities in the company.0 18. 14.4 percent (n=14) respondents were Agree. 51 . 36.13 it can be shows that 42.14 .

0% C. Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 11 15 4 33 Percent 3. Promotion goes to those who most deserve it.5 12.7 percent (n=22) respondents were Agree.3 45.15 . 52 .15 .1 100.0 6.14 it can be shows that 66. 15.Promotion goes to those who most deserve it. 12.Form the table T. T .Promotion goes to those who most deserve it.1 33.2 percent (n=6) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement.1 percent (n=4) respondents were Very Agree. 18.

T.0% C.I was given enough feedback on my performance.16 .15 it can be shows that 45.7 12.16 . I was given enough feedback on my performance.Form the table T. 33.3 percent (n=11) respondents were neutral.0 12.1 percent (n=2) respondents are disagree and 3.1 100.1 72.5 percent (n=15) respondents were Agree. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 4 24 4 33 Percent 0 3.I was given enough feedback on my performance.1 percent (n=4) respondents were Very Agree. 16. 12. 6.0 percent (n=1) respondent is very disagree with the statement. 53 .

6 15.Form the table T.0% 17.17 . 12.16 it can be shows that 72. 54 . T.1 percent (n=4) respondents were Very Agree. 12.2 100. I am satisfied with the opportunities for given training.2 60.1 percent (n=4) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement 17.7 percent (n=24) respondents were Agree. I am satisfied with the opportunities for given training.1 18.I am satisfied with the opportunities for given training. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 6 20 5 33 Percent 0 6.

2 percent (n=5) respondents were Very Agree.Form the table T. 15.18 . My Manager/Supervisor trusts on me.4 100.1 percent (n=2) respondent is disagree with the statement.6 36. 18.1 57. 55 . Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 2 19 12 33 Percent 0 0 6.18 .17 it can be shows that 60.My Manager/Supervisor trusts on me.2 percent (n=6) respondents were neutral and only 6.6 percent (n=20) respondents were Agree.My Manager/Supervisor trusts on me. T.0% C. 18.

6 percent (n=19) respondents were Agree. Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 18 12 1 33 Percent 3.My Manager/Supervisor helps me to improve myself. T.18 it can be shows that 57.1 percent (n=2) respondents were neutral with the statement 19.4 3.1 54. 36.4 percent (n=12) respondents were Very Agree and 6.0% C. My Manager/Supervisor helps me to improve myself.19 . 56 .Form the table T.My Manager/Supervisor helps me to improve myself.5 36.0 6.19 .0 100.

5 15. T. 20 . 54. 3.19 it can be shows that 36.5 percent (n=18) respondents were neutral.My Supervisor takes prompt and fair corrective action on employees 57 .0% C.1 percent (n=2) respondents are disagree and 3.0 percent (n=1) respondents were Very Agree. My Manager/Supervisor takes prompt and fair corrective action on employees who fail to perform their work satisfactorily.My Supervisor takes prompt and fair corrective action on employees Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 7 18 5 33 Percent 3.2 100. 6.1 21. 20 .0 6.2 54.0 percent (n=1) respondent are very disagree with the statement 20.Form the table T.4 percent (n=12) respondents were Agree.

21 .0% C. 6.5 percent (n=18) respondents were Agree.20 it can be shows that 54.2 100.2 percent (n=5) respondents were Very Agree.Form the table T.21. Frequency Very Disagree Disagree Neutral Agree very Agree Total 0 3 7 17 6 33 Percent 0 9. My Supervisor establishes plans and work objectives with me.2 percent (n=7) respondents were neutral.My Manager/Supervisor establishes plans and work objectives with me.My Manager/Supervisor establishes plans and work objectives with me. T. 21.2 51. 58 .5 18.1 percent (n=2) respondents are disagree and only 3 percent (n=1) respondent is very disagree with the statement 21. 15.1 21.

1 percent (n=3) respondent is disagree with the statement 22.2 60. My Manager/Supervisor gives me clear instructions.5 percent (n=17) respondents were Agree.2 percent (n=6) respondents were Very Agree.22 .2 100. 22 .My Manager/Supervisor gives me clear instructions 59 .My Manager/Supervisor gives me clear instructions.0% C. 21.2 percent (n=7) respondents were neutral and only 9. 18.Form the table T. T.6 21. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 6 20 7 33 Percent 0 0 18.21 it can be shows that 51.

T. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 4 18 10 33 Percent 0 3.0% 23. 21.22 it can be shows that 60.6 percent (n=20) respondents were Agree.23 .2 percent (n=6) respondents were neutral with the statement 23.0 12.3 100. My Manager/Supervisor is available when I need advice. Form the table T..1 54.5 30.2 percent (n=7) respondents were Very Agree and reaming 18. My Manager/Supervisor is available when I need advice. 60 .My Manager/Supervisor is available when I need advice.

I feel free to talk openly and honestly to my Manager/Supervisor. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 0 16 17 33 Percent 0 0 0 48. T.3 percent (n=10) respondents were Very Agree.5 percent (n=18) respondents were Agree.5 100.I feel free to talk openly and honestly to my Manager/Supervisor.1 percent (n=4) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement 24.5 51. 61 . 12.24 .Form the table T.0% C. I feel free to talk openly and honestly to my Manager/Supervisor. 30.24 .23 it can be shows that 54.

5 percent (n=17) respondents were Very Agree with the statement that “I feel free to talk openly and honestly to my Manager/Supervisor” 25.5 30. T.My Manager/Supervisor praises me when I do a good job.1 18.25 .24 it can be shows that 48.Form the table T. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 6 15 10 33 Percent 0 6. My Manager/Supervisor praises me when I do a good job. 62 .0% C.25 .My Manager/Supervisor praises me when I do a good job.2 45.5 percent (n=16) respondents were Agree and 51.3 100.

25 it can be shows that 45.3 percent (n=10) respondents were Very Agree.Form the table T. T.26 .My Supervisor helds regular meetings with my work groups. 30.My Supervisor held’s regular meetings with my work groups. 63 .2 percent (n=6) respondents were neutral and only 6. My Supervisor held’s regular meetings with my work groups.5 15. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 9 16 5 33 Percent 0 9.1 27.0% C.2 100.3 48.1 percent (n=2) respondents are disagree with the statement that “My Manager/Supervisor praises me when I do a good job” 26. 18.5 percent (n=15) respondents were Agree.26 .

Form the table T.26 it can be shows that 48. 27. 64 .5 percent (n=16) respondents were Agree.0% C. T.2 percent (n=5) respondents were Very Agree.6 27. 15.3 percent (n=9) respondents were neutral and only 9.27 .My Manager/Supervisor is effective in making decisions.My Manager/Supervisor is effective in making decisions. My Manager/Supervisor is effective in making decisions.2 57. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 5 19 9 33 Percent 0 0 15.3 100.1 percent (n=3) respondents are disagree with the statement 27.27 .

and 15.Form the table T. T. My Manager/Supervisor knows what is going on in my work group.28.0 9. 27. 65 .3 percent (n=9) respondents were Very Agree.27 it can be shows that 57.My Manager/Supervisor knows what is going on in my work group.My Manager/Supervisor knows what is going on in my work group.2 percent (n=5) respondents were neutral for the statement 28.28 .7 21.1 66.0% C.2 100. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 3 22 7 33 Percent 0 3.6 percent (n=19) respondents were Agree.

Form the table T.29 .My Manager/Supervisor is doing a good job. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 2 19 12 33 Percent 0 0 6. 9.4 100.7 percent (n=22) respondents were Agree.6 36.0 percent (n=1) respondent is disagree with the statement 29.28 it can be shows that 66. 21.29 .2 percent (n=7) respondents were Very Agree.My Manager/Supervisor is doing a good job.0% C. T. 66 . My Manager/Supervisor is doing a good job.1 57.1 percent (n=3) respondents were neutral and only 3.

1 percent (n=2) respondents were neutral for the statement that “My Manager/Supervisor is doing a good job.5 15.30 .0 27.2 100. Work is fairly distributed in my work group. and 6.4 percent (n=12) respondents were Very Agree.29 it can be shows that 57. T.Form the table T.Work is fairly distributed in my work group.30 .” 30. 36.0% C.3 54.Work is fairly distributed in my work group. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 9 18 5 33 Percent 0 3.6 percent (n=19) respondents were Agree. 67 .

Form the table T.31 .I am satisfied with how members of my work group solve problems.0% C.2 63.6 9.2 percent (n=5) respondents were Very Agree. 27.1 18. 15. I am satisfied with how members of my work group solve problems. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 6 21 3 33 Percent 0 9.0 percent (n=1) respondent is disagree with the statement 31.31 .I am satisfied with how members of my work group solve problems.30 it can be shows that 54.3 percent (n=9) respondents were neutral and only 3. T. 68 .5 percent (n=18) respondents were Agree.1 100.

T. 32 .6 percent (n=21) respondents were Agree.’ 69 .1 percent (n=3) respondents are disagree with the statement 32.2 100. 9. My work group works well together. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 6 20 7 33 Percent 0 0 18.1 percent (n=3) respondents were Very Agree.31 it can be depicts that 63.32 .0% C.My work group works well together.2 percent (n=6) respondents were neutral and only 9.My work group works well together.Form the table T. 18.6 21.2 60.

33 . 70 . I feel free to talk openly and honestly with members of my work group.I feel free to talk openly and honestly with members of my work group.2 percent (n=6) respondents were neutral with the statement that “My Work group works well together” 33.1 48.32 it can be shows that 60.6 percent (n=20) respondents were Agree.0% C.4 100. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 3 16 14 33 Percent 0 0 9. T.I feel free to talk openly and honestly with members of my work group. 21.Form the table T.33 .1 percent (n=7) respondents were Very Agree and 18.5 42.

I am satisfied with the company’s employee welfare programs 71 .1 percent (n=3) respondents were neutral with the statement that “I feel free to talk openly and honestly with members of my work group” 34.4 24.4 percent (n=14) respondents were Very Agree.2 100. 9. insurance and health care. T. etc.5 percent (n=16) respondents were Agree.I am satisfied with the company’s employee welfare programs Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 9 13 8 33 Percent 0 9.Form the table T. I am satisfied with the company’s employee welfare programs such as rewards. incentives.3 39.1 27. 42. food coupons.0% 34.34 .33 it can be shows that 48.

27.3 6.g.3 percent (n=9) respondents were neutral and only 9.1 percent (n=3) respondents are disagree with the statement 35. T.0% C.3 27.Form the table T.35 . picnics and annual dinner.34 it can be shows that 39.I am satisfied with the recreational activities 72 .I am satisfied with the recreational activities Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 11 9 11 2 33 Percent 0 33. 24.2 percent (n=8) respondents were Very Agree.35 . e.4 percent (n=13) respondents were Agree. I am satisfied with the recreational activities provided by the company.1 100.3 33.

3 percent (n=11) respondents were Agree. they believe that “My job are challenging and interesting”.3 percent (n=9) respondents were neutral and only 33. 73 . 27.1 percent (n=2) respondents were Very Agree.85 percentage Employees satisfied with the Career and Development plan with company provide.  About Job satisfaction. 75. They have the material/equipment and tools which they need to do job well.8 FINDINGS OF THE STUDY  As per above table.35 it can be shows that 33. I found that the satisfaction level of the Employees towards the company is 79. 78.Form the table T. 6.26 percentage employees are satisfied with his/ her Job or kind of work they do.  About Career and Development. so we can say that the Employees are highly satisfied with company and the work condition.70 percentage which is the very high.3 percent (n=11) respondent is disagree with the statement CHAPTER .

the level of satisfaction is 79.L = Satisfaction Level R. This indicted high level of satisfaction. About 81. Question X 5 S.09 percentage employees are satisfied with employee‘s benefit which company providing to the Employees or worker.L = 74 .55 percentages which indict very high level of team work and good team building. = Respondent Number Total of Rate No.4 percentage Employees are satisfied with his/her supervise or Manager.  68. Rating 1=Very Disagree 2=Disagree 3=Neutral 4=Agree 5=Very Agree S. And also His/her supervisor trust on his/her work  About work group. They believe that my supervise help at that time when they need. No.

No 1 2 3 4 5 6 7 8 9 10 11 12 13 Q-1 3 4 5 4 4 5 5 5 5 4 3 4 4 Rating Q-2 Q-3 4 4 3 3 5 2 4 4 3 4 5 4 4 4 4 5 4 5 4 5 4 5 4 4 4 4 Q-4 4 3 5 4 4 4 4 4 5 4 2 4 4 Total 15 15 20 14 17 17 17 17 20 16 13 16 16 S. (%) 75.L (%) = Total of Rate No.00 85.1 .0 0 70.00 85.00 100.80 0.L.00 80. Question X 5 X 100 Table No.00 0.00 65.85 0.00 85. F.00 85.00 0.75 1.00 75 .0 0 80.80 S.80 0.85 0.L.About Company R.65 0.85 1.85 0.00 80.00 75.70 0.S.75 0.00 100. 0.

85 0.82 2 4 4 4 4 5 3 4 4 4 5 4 4 3 4 4 4 4 4 4 129 0.83 S.5 92.00 85.00 65.00 0. S.93 0.76 76.00 90.00 60.5 82.65 0.75 0.85 55.36 3 4 4 3 4 5 4 5 4 4 5 4 5 3 4 5 3 2 5 4 135 0.80 0.00 80.80 0.85 1.L. (%) 75 72.78 78.80 0.00 65.5 90 75 90 80 100 80 57. No 1 2 3 4 5 6 7 8 9 10 11 12 Rating Q-5 4 3 5 4 5 5 5 4 5 4 3 3 Q-6 4 4 5 2 5 4 5 5 5 4 2 4 Q-7 4 5 3 2 4 4 5 4 5 4 2 4 Q-8 4 4 4 2 4 4 4 4 5 4 3 4 Q-9 4 4 5 2 5 1 5 3 5 4 3 4 Q10 2 3 5 2 5 4 5 4 5 4 3 4 Q11 4 3 5 4 4 4 3 4 5 4 4 5 Q12 4 3 5 3 4 4 4 4 5 4 3 5 Total 30 29 37 21 36 30 36 32 40 32 23 33 S.00 0.65 0.58 0.65 0.00 79.00 75.About Job R.80 0.80 0.00 80.5 76 .75 0.53 0.82 81. (%) 3 4 4 3 5 5 3 4 4 4 5 4 4 3 4 4 4 3 4 5 134 0.73 0.5 52.75 0.2 .90 0.00 80.L.85 0.00 100.7 0 Table No.L.00 95.21 3 3 4 3 4 5 3 4 4 4 4 3 5 4 4 4 4 3 4 4 126 0.55 0.00 85.00 85.18 11 15 16 13 17 20 13 17 16 16 19 15 18 13 16 17 15 12 17 17 526 0.90 0.95 0.90 0.75 0.81 81.00 85.00 75.85 0.00 75.0 0 65.80 0. F.00 80.00 85.80 1.75 0.L.14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S. 0.60 0.

79 78.5 82.70 0.85 0. No.5 75 72.74 73.4 2 4 3 4 4 4 5 5 3 4 4 4 4 4 3 3 5 4 5 3 3 5 131 0.9 4 4 3 3 4 2 4 5 2 3 4 3 4 4 2 5 4 4 4 4 4 4 122 0.63 0.L.78 0.00 0.00 0.82 82.80 0.73 0.76 0.64 0.3 9 4 4 4 4 4 5 5 2 3 4 4 3 3 4 3 3 4 3 3 4 4 122 0.75 0.3 6 4 4 5 4 4 4 5 3 4 4 4 4 4 3 4 4 4 4 4 4 5 131 0.5 85 80 80 72.84 1.5 77.5 72. F.8 2 4 3 3 2 5 4 5 3 3 4 4 4 4 4 3 5 4 4 4 3 5 126 0.55 0.3 . 26 Table No.5 80 70 90 100 55 70 80 77.76 0.76 76.78 0.78 0.82 81.79 79.48 0.78 0.80 0.9 4 5 3 4 5 3 5 5 3 3 4 4 4 4 5 3 5 4 5 4 4 5 136 0.72 0.13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.5 77.74 73.72 0.70 0.83 0.7 9 4 3 5 5 2 4 5 3 4 4 4 4 5 5 4 4 4 4 4 4 5 135 0.3 9 32 25 31 32 28 36 40 22 28 32 31 31 33 30 29 34 32 32 29 29 38 1033 0.L S.80 0.5 95 78.79 79.L (%) 3 2 3 4 4 5 5 3 4 4 4 4 5 4 4 4 4 3 3 3 5 130 0.73 0.80 0.73 0. 1 2 3 4 5 6 7 8 9 10 11 12 Q13 4 3 5 2 3 4 3 5 5 4 4 4 Q14 4 4 5 2 4 4 4 4 5 4 4 4 Rating QQ15 16 4 4 3 4 5 5 2 4 4 4 3 3 3 4 4 4 5 5 4 4 3 4 4 4 Q17 4 2 3 2 3 4 5 4 5 4 4 4 Total 20 16 23 12 18 18 19 21 25 20 19 20 S. 0. (%) 80 64 92 48 72 72 76 84 100 80 76 80 77 .About Career and Development R.80 S.80 0.80 0.80 0.L.92 0.90 1.95 80 62.

68 0.7 3 S.4 . 0.3 3 4 3 4 4 4 4 5 3 4 4 4 4 3 3 3 4 4 4 3 4 5 128 0.77 76.L.5 8 4 4 4 3 2 5 5 4 4 4 4 4 4 3 3 3 1 3 3 3 4 118 0.76 0.9 7 20 17 18 19 18 21 25 15 18 20 18 20 17 18 17 19 16 19 16 19 23 624 0.00 78.92 80 68 72 76 72 84 100 60 72 80 72 80 68 72 68 76 64 76 64 76 92 75.64 0.00 0.72 0.76 0.72 0.72 71. (%) 80.80 0.72 0. F.64 0.76 0.73 73.0 0 0.7 5 0.33 73.About Supervisor R.L.72 0.L.78 77.8 0 0.60 0.80 0. 1 2 3 4 5 6 Q18 4 4 5 4 4 3 Q19 4 1 5 4 4 3 Q20 4 1 5 2 3 3 Q21 4 2 5 2 4 3 Q22 4 3 5 4 3 4 Rating QQ23 24 4 3 5 4 2 5 4 4 5 4 5 4 Q25 4 5 5 4 5 4 Q26 4 2 5 4 3 3 Q27 4 3 5 4 5 4 Q28 4 4 5 4 4 4 Q29 4 5 5 5 5 4 Tota l 48 37 60 45 47 44 S.84 1.68 0.67 100.L. S.6 4 Table No.7 8 0.76 0.6 2 1. No.76 0.13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.68 0.79 78.7 9 4 4 3 4 4 4 5 3 3 4 4 4 4 4 4 5 4 5 3 4 4 127 0.00 61.80 0.33 78 .5 2 4 3 4 4 4 4 5 2 4 4 3 4 4 4 4 4 3 4 4 4 5 130 0. (%) 4 3 3 4 4 4 5 3 3 4 3 4 2 4 3 3 4 3 3 4 5 121 0.0 0 75.72 0.

0 0 0.33 98.33 78.00 71.00 75.8 63.00 80.33 80.33 91.67 73.33 78.67 88.7 8 0.8 2 0.33 83.7 8 0.9 0 0.9 2 0.00 96.8 8 1.67 79 .8 3 0.33 78.7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 5 5 5 4 3 4 4 4 4 5 4 4 5 4 4 4 4 4 4 5 5 5 4 5 4 5 5 4 5 5 4 4 4 4 4 4 5 4 5 5 3 5 4 4 4 4 5 5 5 4 5 4 4 5 3 4 4 4 4 4 3 4 4 4 3 5 5 2 3 4 4 4 4 4 4 5 4 4 3 4 5 3 4 4 4 4 4 3 4 3 4 3 4 5 2 3 4 4 4 5 4 4 5 5 5 4 3 4 3 5 5 4 4 4 4 4 4 4 4 5 5 3 4 4 4 4 3 3 4 5 4 5 4 4 4 3 4 5 4 4 4 5 4 4 5 4 5 5 3 4 4 4 4 4 4 3 5 5 5 4 4 4 4 5 5 4 5 5 5 4 4 5 5 5 5 4 5 4 4 4 5 5 4 5 5 5 4 4 4 3 5 5 3 3 5 5 3 4 5 4 2 5 4 4 3 4 4 3 4 4 5 4 4 4 2 4 3 5 4 4 4 4 4 3 4 4 2 4 5 2 3 4 4 4 4 3 3 4 5 5 3 3 4 3 5 5 4 4 4 4 3 4 4 4 4 5 4 4 4 4 4 4 5 3 5 5 5 4 3 4 1 4 5 4 4 4 3 4 4 4 3 5 5 3 4 4 4 4 4 4 4 5 5 5 4 4 4 3 4 5 4 4 4 4 4 4 5 3 5 5 4 4 4 4 4 5 4 4 5 4 5 4 4 5 38 55 57 47 47 50 48 45 47 54 43 53 60 38 47 47 48 48 49 50 47 59 54 58 46 44 52 0.67 76.7 5 0.33 78.8 0 0.8 0 0.9 0 0.00 78.9 5 0.33 90.7 8 0.33 90.00 78.6 3 0.8 0 0.67 83.6 3 0.7 8 0.9 7 0.67 95.8 3 0.9 8 0.33 86.7 2 0.00 81.0 0 63.7 8 0.7 8 0.7 3 0.7 7 0.33 100.33 80.

00 80.0 0 75.00 85.00 75.90 0. 9 13 6 0. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Rating Q30 4 4 4 2 5 3 4 5 5 4 4 4 4 3 4 4 3 4 4 4 4 4 4 3 4 3 3 3 5 3 Q-31 4 2 4 2 5 3 4 4 5 4 4 4 4 4 4 4 4 3 4 3 4 4 4 4 3 4 4 3 4 2 Q-32 4 4 4 3 5 4 5 4 5 4 4 4 4 4 4 5 3 3 4 4 5 4 4 4 3 5 4 3 4 3 Q-33 4 3 5 3 5 5 5 5 5 4 5 5 4 4 4 5 4 4 5 4 4 4 4 4 4 3 5 4 5 4 Total 16 13 17 10 20 15 18 18 20 16 17 17 16 15 16 18 14 14 17 15 17 16 16 15 14 15 16 13 18 12 S.L.65 0.00 70.00 90.80 0.70 0. 4 14 9 0.75 0. 5 12 5 0.00 60. (%) 80.00 0. 1 1612 0.00 90. 8 13 3 0. (%) 14 2 0.50 1.85 0.L.85 0.00 80.00 85.00 70.00 75.75 0.8 2 82.About Work Group R.00 85. 0 12 2 0.8 1 80.00 90.90 0.00 50. No.8 0 80.7 Tot al S.L.00 80.9 0 90.00 100. F.00 80 .70 0.00 85.80 0.8 1 80.7 6 75. S.8 6 86.90 1.8 2 82. 0. 3 13 2 0.7 4 73.80 0.5 .60 S.00 75.80 0.00 80.00 65.8 4 84.00 80.00 85.00 90.80 0. 4 13 3 0.90 0.75 0.00 100.85 0.80 0. 6 14 2 0.L.70 0.80 0.0 0 80. 2 12 3 0.65 0.00 65.00 70.8 6 86.00 75.00 0.85 0.75 0.75 0.81 81. 4 Table No.7 5 74. 1 13 9 0. 6 13 6 0.85 0.

50 0.80 0.00 50.00 90.00 80.00 80.75 74.00 80.00 70.85 1.90 0.70 0.80 0.L.76 62.00 40.90 0.50 0.70 0. 0. (%) 3 4 5 126 0.81 80.00 85. 09 81 .00 70.00 60.00 0.40 0.76 76.00 60.L.00 60. 55 R.80 0.00 40.80 0.00 70.60 0.50 0.00 50.00 50.67 14 17 20 525 0.62 75.00 100.00 80.00 40.80 0.00 Table No. No.00 80.80 0. (%) Rating Q-34 Q-35 4 2 5 4 5 4 2 2 5 3 5 4 3 3 5 5 5 5 4 4 5 3 4 3 3 2 4 3 4 4 4 3 4 2 3 2 4 4 3 2 3 2 4 4 4 4 4 3 4 4 5 3 4 4 2 2 3 2 2 2 3 2 3 4 3 3 125 103 0.87 86.00 100.6 .80 0.50 0.00 70.00 70.00 100.31 32 33 Total S.00 70.60 1.40 0.L.L.00 80.L.00 90.00 80.61 4 5 5 143 0.80 0.About Employee Benefit 69. (%) 60.42 Total 6 9 9 4 8 9 6 10 10 8 8 7 5 7 8 7 6 5 8 5 5 8 8 7 8 8 8 4 5 4 5 7 6 228 0.40 0. S.69 S.60 0.00 80.00 50.70 0.70 0. F. S.3 6 3 4 5 123 0.00 50.L.80 0.00 80.70 0.60 S.55 4 4 5 133 0.90 0.80 0.70 0.00 1.50 0.00 50.80 0.50 0.00 80.0 0 79.76 0.00 90. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.

82 (5) (5) (1) (2) (3) (4) . So.very Agree Your Company 1. PERSONAL DATA Name : _________________________________________________________ Age : (a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45 Name of the Department: __________________________________________ Experience : (a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs Designation : ____________________________________________________ “STUDY ON EMPLOYEE SATISFACTION” 1 .Disagree. 4-Agree. My company is one of the best companies for (1) (2) (3) (4) work. I. 2. I kindly request you to fill all the questions.Neutral. My company treats me well.Very Disagree.Respected sir/ madam. It is a part of our education. 5. chintan P. 3. University I selected UPL for my training and research. Modi Student of MHRM. 2 . P. S.

I understand what is expected of me in my (1) (2) (3) (4) work. 4. (1) (2) (3) (4) (5) (5) (5) 83 . I am satisfied with my job and the kind of (1) (2) (3) (4) work I do. The company makes every effort to fill vacancies from within before recruiting from ( 1 ) ( 2 ) ( 3 ) ( 4 ) outside. I am satisfied (1) (2) (3) (4) working with my company at the present time.3. I am satisfied with the job opportunities in the (1) (2) (3) (4) company. and Career and Development 13. Promotion goes to those who most deserve it. 11. (5) (5) Your JOB 5. 6. 15. My job are challenging and interesting. My Manager/Supervisor recognizes acknowledges my good performance. 8. 14. (1) (2) (3) (4) (5) (5) (5) (5) (5) (5) (5) (5) I am getting enough relevant training for my (1) (2) (3) (4) present job. I am proud to tell people I work for this (1) (2) (3) (4) company Considering everything. 9. Overall. 7. I have the material/equipment and tools I need (1) (2) (3) (4) to do my job well (1) (2) (3) (4) (1) (2) (3) (4) (1) (2) (3) (4) 10. I am satisfied with my present job. 12. I am satisfied with my working conditions.

My Manager/Supervisor helds meetings with my work groups. (5) 28. 25. 17. My Manager/Supervisor helps me to improve (1) (2) (3) (4) myself. 21. My Manager/Supervisor trusts on me. (1) (2) (3) (4) (5) (5) 19. My Manager/Supervisor takes prompt and fair corrective action on employees who fail to ( 1 ) ( 2 ) ( 3 ) ( 4 ) perform their work satisfactorily. I was given enough feedback on my (1) (2) (3) (4) performance. I am satisfied with the opportunities for given (1) (2) (3) (4) training. 24. My Manager/Supervisor knows what is going ( 1 ) ( 2 ) ( 3 ) ( 4 ) (5) 84 .16. My Manager/Supervisor praises me when I do (1) (2) (3) (4) a good job. My Manager/Supervisor instructions. My Manager/Supervisor is available when I (1) (2) (3) (4) need advice. gives me clear (1) (2) (3) (4) (5) (5) (5) (5) (5) (5) (5) 23. 22. 20. My Manager/Supervisor is effective making decisions. (5) (5) Your Supervisor 18. 26. I feel free to talk openly and honestly to my (1) (2) (3) (4) Manager/Supervisor. regular in (1) (2) (3) (4) (1) (2) (3) (4) 27. My Manager/Supervisor establishes plans and (1) (2) (3) (4) work objectives with me.

I feel free to talk openly and honestly with (1) (2) (3) (4) members of my work group.g. Work is fairly distributed in my work group. My work group works well together. insurance and health care. I am satisfied with how members of my work (1) (2) (3) (4) group solve problems. etc. 32. 29. I am satisfied with the company’s employee welfare programs such as rewards. Employee Benefit 34. (1) (2) (3) (4) 33. 35. incentives. (5) (5) THANK YOU 85 . I am satisfied with the recreational activities provided by the company. (1) (2) (3) (4) (5) My Work Group 30. (1) (2) (3) (4) (5) (5) (5) (5) 31. picnics and ( 1 ) ( 2 ) ( 3 ) ( 4 ) annual dinner.on in my work group. My Manager/Supervisor is doing a good job. ( 1 ) ( 2 ) ( 3 ) ( 4 ) food coupons. e.