A

Final Project Report

On
Employee Satisfaction about Vardhman Yarns and
Threads Limited
Submitted By
Dolly Saini
(1175404)
In Partial fulfillment for the award of the degree
Of
Masters of Business Administration


Submitted to
Gujranwala Guru Nanak Institute Of Management
and Technology, Civil Lines, Ludhiana.
Punjab Technical University
Jalandhar
2012-2013

ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and this work is not
different behind this successful undertaking is the blessing and guidance of many.
This formal piece of acknowledgement may not be sufficient to express my feeling
of gratitude and deep respect that have been experienced during my learning
process at Employee Satisfaction about Vardhman Yarns and Threads
Limited. This endeavor would not have been successful without the help and
encouragement of lot of people with whom I had good fortunate of interacting
during course of journey.
I am indebted to Mrs. Sanmeet for the knowledge and experience that I have
gained during course of training. Without her immaculate and intellectual
guidance, sustained efforts and friendly approach it would have been difficult to
achieve the result in short span of period. Not leaving behind the contribution of all
the staff members for sharing with us the wealth of their experience and
knowledge.

Dolly Saini




Preface
MBA is a stepping stone to management career. In order to achieve practical,
positive and concrete results, the classroom learning needs to be effectively fed to
realities of situation existing outside classroom. This is practical time for
management.
To develop healthy managerial and administrative skills in the potential managers
it is necessary that theoretical knowledge must be supplemented with exposure of
real environment. Actually it is very vital for the management and it is practical
training that the measuring of management it itself realized.
I took guidance under Mrs. Sanmeet and was too fortunate to get a good exposure
in this project report an attempt has been to cover aspects.



Dolly Saini





Student Declaration


I hereby declare that the Project entitled Employee Satisfaction about
Vardhman Yarns and Threads Limited submitted for the practical fulfillment
of degree of Master of Business Administration of GGNIMT Civil Lines, Ludhiana
affiliated to Punjab Technical University Jalandhar is original work and not
submitted for award of any other degree, fellowship or other similar titled or Prize.


Dolly Saini








Certificate

This is to certify that Ms Dolly Saini, MBA student of GGNIMT- Gujranwala
Guru Nanak Institute of Management and Technology, Civil Lines Ludhiana
successfully undertaken her final project and has successfully completed her final
project titled Employee Satisfaction about Vardhman Yarns and Threads
Limited under my supervision. This report is compilation and analysis of
information by the student on the subject and useful inferences have been drawn
with regard to objective of the study. It further certified that this project has not
been submitted to any other university for any other purpose.




Date: Signature of the Project Guide
Mrs. Sanmeet




INTRODUCTION
ABOUT VARDHMAN
Vardhman Group is a leading textile conglomerate in India having a turnover of
$986 mn. Spanning over 24 manufacturing facilities in five states across India, the
Group business portfolio includes Yarn, Greige and Ally Steel.
Vardhman Group is a leading textile conglomerate in India having a turnover of
$700 mn. Spanning over 24 manufacturing facilities in five states across India, the
Group business portfolio includes Yarn, Greige and Processed Fabric, Sewing
Thread, Acrylic Fibre and Alloy Steel.
Vardhman Group manufacturing facilities include over 8,00,000 spindles, 65 tons
per day yarn and fibre dyeing 900 shuttleless looms, 90mn meters per annum
processed fabric, 33 tons per day sewing thread, 18000 metric tons per annum
acrylic fibre and 1,00,000 tons per annum special and alloy steel.
Vardhman has evolved through history from a small beginning in 1965 into a
modern textile major under the dynamic leadership of its chairman, S.P.
Oswal. His vision and insight has given Vardhman an enviable position in the
textile industry. Under his leadership, Vardhman is efficiently using resources to
innovate, diversify, integrate and build its diverse operations into a dynamic
modern enterprise.
MISSION
Vardhman aims to be world class textile organization producing diverse range of
products for the global textile market. Vardhman seeks to achieve customer
delight through excellence in manufacturing and customer service based on
creative combination of state-of-the-art technology and human resources.
Vardhman is committed to be responsible corporate citizen.

S P Oswal, Chairman Vardhman Group
VISION
Superior Products, High Standards of Quality and Performance,
Vardhman Rooted in Values, Creating World Class Textiles
Distinctive Competitive Strategies and Highest Integrity and Commitment
of the people.
HISTORY
The industrial city of Ludhiana, located in the fertile Malwa of Central Punjab is
otherwise known as the Manchester of India. Within the precincts of this city is
located the Corporate headquarters of the Vardhman Group, a household name in
Northern India. The Vardhman Group, born in 1965, under the entrepreneurship of
Late Lala Rattan Chand Oswal has today blossomed into one of the largest Textile
Business houses in India.
As its inception, Vardhman had an installed capacity of 14,000 spindles, today; its
capacity has increased multifold to over 8 lacs spindles. In 1982 the Group entered
the sewing thread market in the country which was a forward integration of the
business. Today Vardhman Threads is the second largest producer of sewing
thread in India. In 1990, it undertook yet another diversification the time into the
weaving business. The grey fabric weaving unit at Baddi (HP), commissioned in
1990 with a capacity of 20,000 meters per day, has already made its mark as a
quality producer of Grey poplin, sheeting, shirting up Auro Textiles as Baddi and
Vardhman Fabric at Budhni, Madhya Pradesh. Today the group has 900
shuttleless looms and has processing capacity of 90mn meters fabrics/ annum.
In the year 1999 the Group has added yet another feather to its cap with the setting
up of Vardhman Acrylic Ltd., Bharuch (Gujarat) which is a joint venture in Acrylic
Fibre production undertaken with Marubeni and Exlan of Japan. The company
also has a strong presence in the markets of Japan, Hong Kong, Korea, UK and EU
in addition to the domestic market. Adherence to systems and a true dedication to
quality has resulted in obtained the markets of Japan, Hong Kong, Korea, UK and
EU in addition to the domestic market. Adherence to systems and a true dedication
to quality has resulted in obtaining the coveted ISO 9002/ ISO 14002 quality award
which is the first in Textile industry in India and yet another laurel to its credit.



The group portfolio includes Yarn, Fabrics, Sewing Thread, Fibre and Alloy Steel.

Business Wise Turnover for the financial year 2010-11
Actual 2010-11 Group Total (Rs.
Crore)
USD Million %share
Yarn 2280 500 51%
Fabric 1093 240 24%
Sewing Thread 440 97 10%
Steel 435 95 10%
Power plant 9 2 0.2%
Fibre 235 52 5%
Total 4492 986 100%

Yarns
Yarn Manufacturing is the major activity of the group accounting for 51 percent of
the group turnover.
Vardhman is virtually a supermarket of yarns, producing the widest range of
cotton, synthetics and blended, Grey and Dyed yarns and Hand Knitting Yarns, in
which Vardhman is the market leader in India. The group has twenty one
51%
24%
10%
10%
0% 5%
Yarn
Fabric
Sewing Thread
Steel
Power plant
Fibre
production plants with a total capacity of over 8.8 lacs spindles, spread all over the
country. In many of the yarn market segments, Vardhman holds the largest market
share. Vardhman is also the largest exporters of yarn from India, exporting yarns
worth more than USD 282 million.
Sewing Thread
Vardhman is the second largest producer of sewing thread in the country. The
sewing thread manufacturing capacity is being expanded from 17 tons per day to
33 tons per day in its sewing thread plant located at Hoshiarpur, Baddi and
Ludhiana. Sewing threads contributes 10 percent of the group turnover.
Fabrics
The group has created state-of-the-art fabric weaving and processing facilities in its
plant at Baddi, Northern India. The group has installed 900 shuttle less looms and a
fabric processing capacity of 90 milion meters per annum in collaboration of Tokai
Senko of Japan. Fabrics business contributes 24 percent to the group turnover.
Fibre
The group has set up an Acrylic Staple Fibre plant at Bharuch in Gujarat in
collaboration with Marubeni and Japan Exlan of Japan. The plant has annual
capacity of 20000 tons per annum. Fiber contributes 5 percent to the total turnover
of the group.
Steel
The group is also present in upper-end of the steel industry. The group
manufacturing capacity of 100000 tons of special and alloy steel. The group
supplies its steel products to some of the most stringent quality steel buyers like
Maruti and Telco. It contributes 10 percent to the total turnover of the group.
HOLDINGS
Vardhman Holding Limited
Vardham Textiles Limited
Vardhman Acrylic Limited
VMT Spinning Company Limited
Vardhman Yarns and Threads Limited



INTRODUCTION TO EMPLOYEE SATISFACTION
Need of Employee Satisfaction Survey
Rapidly growing organization
High or growing turnover rate
Highly competitive industry
ELEMENTS OF JOB SATISFACTION
Importance of employee satisfaction in an organization
HR DEPARTNMENT
The major functions of the department can be explained as follows
Recruitment
1. Scheme recruitment (on campus and off campus - ET recruitment)
2. Direct recruitment
Salary administration for corporate office and for all employees across the
Group falling in M4 and above
Training and development
Performance management
Wage studies (workers)
Getting the joining formalities done for employees joining in Corporate
office
Exit formalities
1. Clearance / no dues forms
2. Exit interviews
3. Farewell
Loan applications (general / furniture / vehicle)
Administration
Medical insurance (medical and group term)
Summer trainees
Handling internal queries / grievance of employees

Why employee satisfaction survey is required?
Research shows that satisfied, motivated employees facilitate higher customer
satisfaction and, in turn, positively influence organizational performance.
Organizations that invest in measuring employee opinions and attitudes, by
incorporating Employee Satisfaction Surveys into their existing HR processes, can
develop such a workforce.
Study of "Employee satisfaction" helps the company to maintain standards &
increase productivity by motivating the employees. this study tells us how much
the employees are capable & their interest at work place? what are the things still
to be satisfy to the employees. although "human resource" are the most important
resources for any organization, so to study on employees satisfaction helps to know
the working conditions & what are the things that affects them not to work
properly. always majority of done by the machines/equipments but without any
manual moments nothing can be done. so to study on employee satisfaction is
necessary
High levels of employee satisfaction are coorelated to high levels of productivity
and low levels of absenteeism so companys can save money by contracting a
consulting firm to measure employee satisfaction and to identify areas that can be
improved to increase employee satisfaction. High employee satisfaction levels can
reduce turnover
By establishing frequent and consistent employee feedback processes, Confirmit
solutions enable enterprises to retain and develop their most vital asset -
employees.so measurement of satisfaction level of employees is necessary.
Satisfied employees contribute to development and growth to organization
Employee satisfaction surveys can provide fast, effective benchmarking of staff
opinions and organisational culture.
It is an obvious statement but high employee satisfaction levels can reduce
employee turnover. Dissatisfied employees tend to perform below their
capabilities, result in high turnover of staff and leave their jobs relatively quickly,
and are not very likely to recommend your company as an employer. Employee
satisfaction research gives employees a voice and also allows the pinpointing of
problematic areas, leading to the raising of staff satisfaction levels, developing and
reviewing of staff management, and optimising corporate communications.
Importance of employee satisfaction in an organization
Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If your employees are satisfied they would produce
superior quality performance in optimal time and lead to growing profits. Satisfied
employees are also more likely to be creative and innovative and come up with
breakthroughs that allows a company to grow and change positively with time and
changing market conditions.
The HRM Monitor is a research solution to measure and improve the satisfaction
and commitment of employees. It provides insight into:
The satisfaction and commitment of employees
The motivation and loyalty of employees
Opportunities for improvement
This will help you realize:
Opportunities to increase commitment
Better performing employees
Reduced employee absenteeism
Employees who are more satisfied and motivated


SWOT ANALYSIS OF THE VARDHMAN GROUP
Strengths:-
1. Good Brand Equity
2. Good technological base with Foreign Collaboration
3. High Quality Standards
4. High Production Capacity
5. Commitment for growth
Weaknesses:-
1. Comparatively high prices
2. Lesser degree of promotional activity
3. Long Hierarchy
Opportunities:-
1. As brand image is very good ,Vardhman can have some good customers.
2. Strict payments are strengths at times as well as weakness.
3. Customers shall be attracted to buy more and regularly.
4. Shortened hierarchy shall provide hope for better customer service.
Threats:-
1. Smaller players in the market are using Vardhmans process to push their
product at lower prices.
2. Companies from south are entering into Ludhiana market.
3. Capacity of Yarn Spinning is increasing rapidly in comparison to increase in
market size, resulting into the addition of new players.

CHAPTER -2
REVIEW OF LITERATURE
(1) Dail.l. Fields1, Terry.c blum2
Employee satisfaction in work groups with different gender composition has been
done by employees.
This study investigates the relationship between the gender composition of an
employee's work group and the employee's job satisfaction, using a random sample
over 1600 U.S. workers. After controlling possible confounding variables, our
analysis shows that the level of an employee's job satisfaction is related to the
gender composition of the employee's work group, and that the relationship of
these variables does not differ between male and female employees. Both men and
women working in gender-balanced groups have higher levels of job satisfaction
than those who work in homogeneous groups. Employees working in groups
containing mostly men have the lowest levels of job satisfaction, with those
working in groups containing mostly women falling in the middle. These results
are consistent with predictions based on Blau's theory of social structure, that
satisfaction would be highest for employees in more heterogeneous groups.
(2) Dainy.N.garrison
The first study of its kind, The Impact of Employee Attitudes on Market
Response and Financial Performance sheds light on how employee satisfaction
and engagement drive an organizations bottom-line success, even if those
employees have no direct contact with customers. Results of the study suggest that
influencing customer behavior goes beyond advertising, beyond delivering on a
brands promise, beyond customer service and beyond product research and
development. Influencing customer behavior, which in turn effects an
organizations success, also requires specific efforts to maximize employee
engagement and satisfaction. The study addresses a universal business principal: it
is far less costly, and more fiscally prudent, to serve and nurture relationships with
current customers than it is to acquire new customers. It behooves managers to
recognize and cultivate employee engagement and satisfaction since they do
indeed influence market outcomes and an organizations financial performance.
Dr. James L. Oakley, assistant professor of marketing, at Purdue Universitys
Krannert School of Management, supervised the research in which 110,000
surveys were mailed out, with a 34% response rate, to 100 randomly sampled
public and private media companies. Financial data was provided to a third party
and was derived directly from financial reports for these organizations
(3) Hackman, J. Richard; Oldham, Greg R.
The report describes the Job Diagnostic Survey (JDS), an instrument designed to
measure the following classes of variables: (1) objective job characteristics,
particularly the degree to which jobs are designed so that they enhance work
motivation and job satisfaction; (2) personnel affective reactions of individuals to
their jobs and work setting; the readiness of individuals to respond positively to
"enriched" jobs--jobs with high potential for generating internal work motivation.
Based on a specific theory of how jobs affect employee motivation, the JDS is
intended to: (1) diagnose existing jobs to determine if (and how) redesigning could
improve employee productivity and satisfaction; and (2) evaluate the effect of job
changes on employees--whether the changes derive from deliberate "job
enrichment" projects or from naturally occurring modifications of technology or
work systems. The JDS has gone through three cycles of revision and pre-testing.
Reliability and validity data are summarized for 658 employees in 62 different jobs
in seven organizations who have responded to the revised instrument. Two
supplementary instruments are also described: (1) a rating form for assessing
"target" jobs; and (2) a short form of the JDS. All instruments and scoring keys are
appended.
(4) John Wiley & Sons, Ltd.(1997)
This study investigates the relationship between the gender composition of an
employee's work group and the employee's job satisfaction, using a random sample
over 1600 U.S. workers. After controlling possible confounding variables, our
analysis shows that the level of an employee's job satisfaction is related to the
gender composition of the employee's work group, and that the relationship of
these variables does not differ between male and female employees. Both men and
women working in gender-balanced groups have higher levels of job satisfaction
than those who work in homogeneous groups. Employees working in groups
containing mostly men have the lowest levels of job satisfaction, with those
working in groups containing mostly women falling in the middle. These results
are consistent with predictions based on Blau's theory of social structure, that
satisfaction would be highest for employees in more heterogeneous groups

CHAPTER-3
OBJECTIVES OF THE STUDY
To identify the factors which influence the Job satisfaction of employees.
To observe the Human resource development in the Vardhman Textiles
Limited at Corporate Office.
To suggest measures to improve the Satisfaction level of employees.

LIMITATIONS OF THE STUDY
1. TIME
2. AUTHENTICITY OF FEEDBACK
3. ATTITUDE AND BEHAVIOUR
4. LIMITED KNOWLEDGE:-


CHAPTER-4
RESEARCH METHODOLOGY
RESEARCH DESIGN
In my research, Descriptive research design have followed
DATA COLLECTION
Primary data.
Primary data is collected by Questionnaire.
Sample Design and Size
Sample size is 50 employees
Sampling frame:
Sample frame = ALL Employees of different department at Corporate Office
Sampling technique
Snowball Sampling.
Convenience Sampling.

DATA ANALYSIS AND INTERPRETATION

Question 1:- The environment of workplace is comfortable and safe.
Responses:-
Options No. of Respondents %age
Strongly Agree 22 22%
Agree 65 65%
Indifferent 6 6%
Disagree 0 0%
Strongly Disagree 7 7%




22%
65%
6%
0%
7%
Strongly Agree
Agree
Indifferent
Disagree
Strongly Disagree
Question 2:- I feel there is proper co-ordination and teamwork within my
department.
Responses:-
Options No. of Respondents %age
Strongly Agree 10 10%
Agree 40 40%
Indifferent 18 18%
Disagree 12 12%
Strongly Disagree 20 20%




10
40
18
12
20
0
5
10
15
20
25
30
35
40
45
Strongly Agree Agree Indifferent Disagree Strongly Disagree
Question 3:- I feel my department gets proper support and teamwork from
other departments.
Responses:-
Options No. of Respondents %age
Strongly Agree 8 8%
Agree 50 50%
Indifferent 16 16%
Disagree 22 22%
Strongly Disagree 4 4%




8%
50%
16%
22%
4%
Strongly Agree
Agree
Indifferent
Disagree
Strongly Disagree
Question 4:- I am provided with optimum resources for my work assignments.
Responses:-
Options No. of Respondents %age
Strongly Agree 10 10%
Agree 50 50%
Indifferent 30 30%
Disagree 8 8%
Strongly Disagree 2 2%





0
5
10
15
20
25
30
35
40
45
50
Strongly Agree Agree Indifferent Disagree Strongly
Disagree
10
50
30
8
2
Question 5:- I am treated with respect by management and fellow employees.
Responses:-
Options No. of Respondents %age
Strongly Agree 10 10%
Agree 70 70%
Indifferent 10 10%
Disagree 5 5%
Strongly Disagree 5 5%




10
70
10
5 5
0
10
20
30
40
50
60
70
80
Strongly Agree Agree Indifferent Disagree Strongly Disagree
Question 6:- There is a good superior subordinate relationship within my
organization.
Responses:-

Options No. of Respondents %age
Strongly Agree 20 20%
Agree 60 60%
Indifferent 5 5%
Disagree 10 10%
Strongly Disagree 5 5%




0
10
20
30
40
50
60
Strongly Agree Agree Indifferent Disagree Strongly
Disagree
20
60
5
10
5
Question 7:- Management is flexible and understands the importance of
balancing my work and personal life.
Responses:-
Options No. of Respondents %age
Strongly Agree 12 12%
Agree 60 60%
Indifferent 8 8%
Disagree 10 10%
Strongly Disagree 10 10%




0
10
20
30
40
50
60
Strongly Agree Agree Indifferent Disagree Strongly
Disagree
12
60
8
10 10
Question 8:- Company policies provide enough welfare programs for
employees.
Responses:-
Options No. of Respondents %age
Strongly Agree 12 12%
Agree 38 38%
Indifferent 20 20%
Disagree 25 25%
Strongly Disagree 5 5%




12
38
20
25
5
0
5
10
15
20
25
30
35
40
Strongly Agree Agree Indifferent Disagree Strongly Disagree
Question 9:- I am involved in decision making that effects my job.
Responses:-
Options No. of Respondents %age
Strongly Agree 7 7%
Agree 43 43%
Indifferent 12 12%
Disagree 33 33%
Strongly Disagree 5 5%





7
43
12
33
5
0
5
10
15
20
25
30
35
40
45
50
Strongly Agree Agree Indifferent Disagree Strongly Disagree
Question 10:- The employee welfare and engagement activities adopted by the
company results in improvement of productivity.
Responses:-
Options No. of Respondents %age
Strongly Agree 10 10%
Agree 30 30%
Indifferent 20 20%
Disagree 35 35%
Strongly Disagree 5 5%




10
30
20
35
5
0
5
10
15
20
25
30
35
40
Strongly Agree Agree Indifferent Disagree Strongly Disagree
Question 11:- My training and development needs are timely identified and
addressed.
Responses:-
Options No. of Respondents %age
Strongly Agree 6 6%
Agree 34 34%
Indifferent 30 30%
Disagree 20 20%
Strongly Disagree 10 10%





6
34
30
20
10
0
5
10
15
20
25
30
35
40
Strongly Agree Agree Indifferent Disagree Strongly Disagree
Question12:- My company spends reasonable time, effort and money in
training and development of employees.
Responses:-
Options No. of Respondents %age
Strongly Agree 25 25%
Agree 45 45%
Indifferent 10 10%
Disagree 15 15%
Strongly Disagree 5 5%




0
5
10
15
20
25
30
35
40
45
Strongly
Agree
Agree Indifferent Disagree Strongly
Disagree
25
45
10
15
5
Question 13:- The training provided really helps in development of employees.
Responses:-
Options No. of Respondents %age
Strongly Agree 17 17%
Agree 50 50%
Indifferent 8 8%
Disagree 22 22%
Strongly Disagree 3 3%




17%
50%
8%
22%
3%
Strongly Agree
Agree
Indifferent
Question 14:- Quality of training and development provided to me is good.
Responses:-
Options No. of Respondents %age
Strongly Agree 5 5%
Agree 10 10%
Indifferent 20 20%
Disagree 60 60%
Strongly Disagree 5 5%




0
10
20
30
40
50
60
Strongly
Agree
Agree Indifferent Disagree Strongly
Disagree
5
10
20
60
5
Question 15:- I am encouraged to develop new and more efficient ways to do
my work.
Responses:-
Options No. of Respondents %age
Strongly Agree 2 2%
Agree 55 55%
Indifferent 15 15%
Disagree 20 20%
Strongly Disagree 8 8%




2%
55%
15%
20%
8%
Strongly Agree
Agree
Indifferent
Question 16:- My job profile is according to my competency and qualification.
Responses:-
Options No. of Respondents %age
Strongly Agree 15 15%
Agree 55 55%
Indifferent 10 10%
Disagree 12 12%
Strongly Disagree 8 8%




15%
55%
10%
12%
8%
Strongly Agree
Agree
Indifferent
Disagree
Strongly Disagree

Question 17:- Management recognizes and makes use of my abilities and
skills.
Responses:-
Options No. of Respondents %age
Agree 7 7%
Indifferent 65 65%
Disagree 17 17%
Strongly Disagree 11 11%




65%
17%
11%
7%
-
Agree
Indifferent
Disagree
Strongly Disagree
Question 18:- My superior provide me with constant feedback to help me.
Responses:-
Options No. of Respondents %age
Strongly Agree 8 8%
Agree 62 62%
Indifferent 15 15%
Disagree 8 8%
Strongly Disagree 7 7%





8%
62%
15%
8%
7%
Strongly Agree
Agree
Indifferent
Disagree
Question 19:- Overall I am satisfied with my job at company.
Responses:-
Options No. of Respondents %age
Strongly Agree 4 4%
Agree 50 50%
Indifferent 9 9%
Disagree 12 12%
Strongly Disagree 5 5%





7%
50% 15%
20%
8%
Strongly Agree
Agree
Indifferent
Disagree
Strongly Disagree
Question 20:- I am provided with proper growth and development
opportunities in the company.
Responses:-
Options No. of Respondents %age
Agree 8 8%
Indifferent 52 52%
Disagree 27 27%
Strongly Disagree 13 13%







52%
27%
13%
8%
-
Agree
Indifferent
Disagree
Strongly Disagree
CHAPTER 5
FINDINGS

The employees are satisfied with the environment of the workplace.
Most of the employees are satisfied with the co-ordination and teamwork
within their as well as other departments.
Employees feel there is healthy superior-subordinate relationship within the
organization.
Employees are not much satisfied with the companys welfare programs.
Most of the employees say that the management is flexible towards the
employees.
Employees are satisfied with the training and development programs
organized by the company.
Most of the employees are happy with their job and job profile.
A greater percentage of employees are not satisfied with compensations,
increments and promotions given by the company
Mostly the employees are satisfied with the benefits and facilities provided
by the company except transportation facility.
Half of the percentage of employees would recommend others to the
company.






CONCLUSION

As we know that human resources are the biggest assets of any organisation so
relying upon this criterion we can say that their satisfaction towards their job is
very important, as if they are satisfied they will work to the best of their ability
which will contribute towards the profitability of the organization and better
productivity. Hence, every organisation should always make sure that their
employees are satisfied. If their employees are not satisfied with the organisation
then necessary steps should be taken to make them satisfied because it will
ultimately lead to improvement in their work which will then contribute towards
the success of organisation.
From the results of the survey, we found that more than 50% of the employees are
satisfied with the company. There are certain areas which are very good and
employees are satisfied by those areas like work culture, work environment,
relationship of the employees with the management but in certain areas the
company needs improvement such as welfare facilities, training development
programs, salary structure, transport facilities and infrastructure etc.
Though the management of Vardhman is continuously taking measures to improve
the satisfaction level of the employees but still the satisfaction level of employees
is not up to the mark so there is a scope of improvement in the policies of the
company.




LIMITATIONS-
Identifying the employee satisfaction level in any company is not possible without
certain hindrances and limitations due to variation in satisfaction at different levels
of employees within the organization. Certain hindrances and limitations that were
being faced during the project are as follows.

TIME:- There was lack of time on the part of respondents as the employees have a
busy schedule and well-defined job profile. They cant afford to miss out their own
job responsibilities and perform other works.

AUTHENTICITY OF FEEDBACK:- Most of the study was based on the
feedback from the employees which we got in the form filled questionnaire. The
responses of the employees may be biased as observed.
e.g- The questions whose possible response would have been disagree or stongly
disagree, the employees opted for marking the indifferent option.

ATTITUDE AND BEHAVIOUR:- Whole of the analysis is based on the
feedback of the employees through the medium of filled questionnaire and it was
based on their personal perception and attitudes which may vary from individual to
individual.
Though all efforts have been made to include all areas related to employee
satisfaction to be covered in the project work, but some issues may have been
missed.

LIMITED KNOWLEDGE:- Though all efforts have been made to include all
areas related to employee satisfaction to be covered in the project work but some
issues may have been missed as the knowledge level of a student and an employee
may differ to a large extent.
These limitations were faced as they were an integral part of the research however
they did not affect the quality and parameter of the finding.





SUGGESTIONS AND RECOMMENDATIONS

Company needs to revise the pay scale of the employees.
Timely and adequate increments should be there for the employees.
Company should have improve its infrastructure.
Organization should have better transportation facilities.
Employee involvement should be encouraged.
Training and development programs needs to be paid more attention.
There is a need to pay proper attention towards the employee welfare
programs.
Employee motivation should be encouraged.
Work hours should be clearly defined.
Organization should provide better leave facilities.












QUESTIONNAIRE
Questionnaire for Employee Satisfaction Survey:-
Dear respondent,
I am an MBA student, I want to get some information for the
fulfillment of my training report. You are assured that the data being filled by you
regarding your views on your working with the organisation ,will remain
confidential and will not be shared with anyone. This is only for my project
purpose. Further I dont require your name, designation, experience or department
etc, so that the questionnaire is filled in true spirit.
Personal information:-
(a) Sex Male ( ) Female ( )
(b) Age
Below 20
20-30
30-40
Above 40
(c) Marital status Married ( ) Unmarried ( )
Instructions:-
Rate the following factors on a scale ranging from 1-5. Tick the response you feel
most appropriate .Your free and frank response will be appreciated.
Here 1 = strongly agree
2 = agree
3 = Indifferent
4 = disagree
5 = strongly disagree
Please avoid option 3 unless it is very genuine.
Questions:-
(1) The environment of workplace is comfortable and safe.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(2) I feel there is proper co-ordination and team work within my department.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(3) I feel my department gets proper support and team work from other
departments.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(4) I am provided with optimum resources for my work assignments.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(5) I am treated with respect by management & fellow employees.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(6) There is a good superior subordinate relationship within my organization.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(7) Management is flexible and understands the importance of balancing my work
and personal life.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )
(8) Company policies provide enough welfare programs for employees.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(9) I am involved in decision making that effects my job.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(10) The employee welfare and engagement activities adopted by the company
results in improvement of productivity.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(11) My training and development needs are timely identified and addressed.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(12) My company spends reasonable time, effort and money in training and
development of employees.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(13) The training provided really helps in development of employees.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(14) Quality of training and development provided to me is good.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(15) I am encouraged to develop new and more efficient ways to do my work.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(16) My job profile is according to my competency and qualification.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )


(17) Management recognises and makes use of my abilities and skills.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(18) My superiors provide me with constant feedback to help me.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(19) Overeall i am satisfied with my job at company.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(20) I am provided with proper growth and development opportunities in company.
1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )


Thanks for your kind co-operation.