A THESIS ON

TO STUDY THE EMPLOYEE SATISFACTION IN NBCC IN RELATION WITH THE EXISTING HR POLICIES AND PRACTICES.
BY MAHUA DAS 08ATPA038 MBA-2010 Batch

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A THESIS ON TO STUDY THE EMPLOYEE SATISFACTION IN NBCC IN RELATION WITH THE EXISTING HR POLICIES AND PRACTICES.

BY MAHUA DAS 08ATPA038 MBA-2010 Batch
A REPORT SUBMITTED IN THE PARTIAL FULLFILLMENT OF THE REQUIREMENT OF MBA PROGRAM (2010 BATCH).

ICFAI UNIVERSITY TRIPURA

TABLE OF CONTENT
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1. Cover page 2. Title page 3. Table of content 4. Acknowledgement 5. Abbreviations 6. Summary/ Abstract 7. Introduction 8. Objective 9. Limitation 10. Research Design 11. Research Methodology 12. Company Profile 13. Review of Literature 14. HR policy Of NBCC 15. Empirical Analysis 16. Response of employees 17. Findings 18. Conclusions 19. Employees satisfaction survey 20. Recommendation 21. Appendices 22. Questionnaire 23. Reference

1 2 3 4 5 6 7 9 10 11 12 19 27 29 34 38 53 56 59 61 62 63 65
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24. Glossary

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ACKNOWLEDGEMENT
I am Grateful to the Honourable Management Guide and I Express my deepest gratitude to Mrs. Sangjukta Das for his extremely valuable guidance for completing the Project/Management Thesis.

My heartiest regard to Mr. M.K.Dey our coordinator and Mrs. Mousomi Biswas our MBA coordinator for their valuable advice and suggestions. My sincere thanks to Mr. R.Krishna Kumar for his kind help and advice and all the others employees of NBCC who are directly indirectly help me to complete this management thesis.

I am also very thankful to my Parents who encourage me and help me a lot to make the project.

Last but not the least; I thank GOD for his blessing on me forever.

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ABBREVIATIONS
HRM – Human Resource Management HR – Human Resource i.e. – That is MT – Management Thesis NBCC - National Buildings Construction Corporation & - and PMNRF - Prime Ministers National Relief Fund NE – North East NTPC – National Thermal Power Corporation ISO – Indian Standard Organization FDI – Foreign Direct Investment MLCP - Multi-level Car Parking UASB - Up flow Anaerobic Sludge Blanket GPRA - General Pool Residential Accommodation GPOA - General Pool office Accommodation MoUD - Ministry of Urban Development BSHB - Bihar State Housing Board SWM - Solid Waste Management CAGR - Compounded Annual Growth Rate

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SUMMARY OR ABSTRACT
NBCC was incorporated as a Public Limited Company in November, 1960, as a wholly owned Government of India Enterprise under the aegis of the Ministry of Urban Development. As it a government company the company are feeling hesitation to give the information. But through the help of questionnaire I can able to collect or can analyse the satisfaction level of the employee. So I prepared a set of questionnaire keep in my mind of my research objectives and after that I start my research work through survey and asking the questions to the employees of the NBCC regarding their satisfaction of doing the job in the organization. I meet some of the executives of NBCC to know about their HR policies and the steps taken by the management to satisfy the employees. I directly or face to face interview with the employees and collected the required information which is essential for my thesis. I also come to know the problems faces by the employees while doing the work in the organization and what are the requirements of the employees and what the employees expectation from the organization. As we know that my thesis is on employee satisfaction of NBCC employees and in Tripura there are many branches of NBCC. So to avoid all complication we select the branch of NBCC which is situated in 79 tilla. Moreover there are very few employees are working in that branch of NBCC. Due to which the size of population of my thesis is very limited & these is the only reason of not doing any hypothesis on my MT.

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INTRODUCTION
To become a successful company we have to satisfy our employees without these we cannot reach our goal. Previous company shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance. Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. More or less employee satisfaction is related to job satisfaction. We can also able to analyse what are barriers that we have to overcome by improving the existing policies and also by adopting new and innovative policies in the organizations. So it is an important and vital factor to analyse the employee satisfaction level of the company. To measure the employee satisfaction there are many tools through which we can measure the employee satisfaction. It is one of the important topics of Human Resource Management. As we know that it will help the organization i.e. NBCC. So through these I can able to open a good opportunity for my carriers or in life. Because the main task of HR is to manage the human resource
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in a proper way and also full fill the needs and requirement of the employee. And the topic of my management thesis is appropriate for these functional areas. Mood and emotions while working are the raw materials which cumulate to form the affective element of job satisfaction. Employee Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover. Further, employee satisfaction can partially mediate the relationship of personality variables and deviant work behaviours. All the HR policies should be effective and efficient for all the employees of any particular organization. Management as a process which involves planning, organizing, staffing, leading and controlling activities that facilitates achievements of an organizations objective. All these activities are accomplished through efficient utilization of physical and financial resources by the company’s human resource, so it is very important to satisfy the employees of the organization because ultimately everything is implemented by the employees and once the employees are happy in the organization their productivity increases and achieve the organizational goal efficiently and effectively. In today’s competitive environment and world if any company wants to achieve maximum profit at less cost than the company’s main focus should be towards the human resource or employees of the organization which provides a competitive edge over its rivals. Now a day’s human resource considered as the most precious among all the resources of an organization so, the organization should give more concentration on the needs and wants of the employees and simply we can say that the happy and satisfied employees are productive employees. My topic of research is satisfaction level of employees in NBCC Agartala (79 tilla branch) and in NBCC there are well made HR policies are present which give emphasis to the employee’s benefits.

OBJECTIVES
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1)

To study the various HR policies which are being

implemented in NBCC. 2) To study the impact of these policies towards the employee satisfaction. 3) To study the employee satisfaction level of NBCC.

LIMITATION

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The major limitation of the study is some HR policies which are very confidential and the management or HR department is very reluctant to provide that information. So sometimes there is a need of taking some assumption which might not give the actual and expected result. One more limitation on the part of the employees is that they are not providing the information correctly because of some kind of fear that if they provide the exact information then the management might give them some kind of unfamiliar restriction. So, because of these entire problems the study might not give the desired level of accuracy. Another limitation is time as in this short period of time it is not possible to complete the whole management thesis. Moreover the population i.e. the no of employee is so less that it cannot define the exact satisfaction level.

RESEARCH DESIGN OR METHODOLOGY
Research strategy can be said as the plan, proper structure of enquiry and survey method formulated in order to obtain and fulfil the research objectives. The planning process includes the framework of the entire research process, starting from the selection of the title and company to the final thesis submission. The research strategy can be understood as that which gives the blue print for collection and analysis of the primary and secondary data. Research strategy
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helps me to identify the series of steps to be followed right from the identifying or defining the problem of satisfaction level among the employees of the NBCC Agartala, (79 tilla branch) after that there is a need to draw a pathway through which able to get the research objective very easily. After that there is a need to focus on to the method which will apply and achieve the primary data and secondary data and also what is the observation techniques should be follow so that data should be contain less error and give more accurate results. Then there is a next step is sampling procedure where give concentration on small number of population but in my thesis there are limited no of employees are present so my sample size is less & it is difficult to perform any hypothesis on these type of low sample size. After that he full fledges data collection i.e., total primary data or getting the over view points of the employees and also getting the secondary data. The next step is to evaluation of the data and analysis of the data. In the final step the research report on the level of employee satisfaction in NBCC Agartala is going to present before the faculty guide. So this is my research strategy that how to complete my research work and try to achieve my research objectives in a planned manner.

RESEARCH METHODOLOGY
CHOICE OF THE SUBJECT
The choice of this subject i.e. employee satisfaction is very obvious in the field of HRM because my interest is very much lies on this subject and I want to understand or know about what are the most important factors which plays a

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vital role towards satisfying the employees of any organization and in turn give maximum productivity to the organization and achieve the goals. As my specialization is in Human Resource Management so it’s give me an opportunity or scope to do some research work on the field of HR. As we know that human resource considered as a very valuable and unique asset for an organization in today’s context of competitive environment. So, I choose this subject for my research work. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and

psychological stress), and organizational performance. To measure the employee satisfaction there are many tools through which we can measure the employee satisfaction. It is one of the important topics of Human Resource Management. But in these project or management thesis it is mainly focus on companies i.e. NBCC human resource policy.

RESEARCH PERSPECTIVE
Here both organization and employees plays a considerably vital role. My research perspective is the human resource of NBCC Agartala ( 79 tilla Branch) and at the same time without organization this research cannot complete. So my research work gives more emphasis the human resource because without the human resource all other resources are useless because everything is doing by

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the employees of the organization. So there are some responsibilities of the organization that they provide or give at most priority to the employees and try to satisfy their expectations and at the same time the employees should give more importance to the organizational goals and try to achieve those goals efficiently and effectively by utilizing all the resources at maximum level. We can also able to analyse what are barriers that we have to overcome by improving the existing policies and also by adopting new and innovative policies in the organizations. So it is an important and vital factor to analyse the employee satisfaction level of the company. So my research perspective is focus mostly on employee’s satisfaction through different benefits or HR policies provided by the organization.

RESEARCH PHILOSOPHY
In this research philosophy there are some basic questions arises while doing my research. The first question is Why the research is needed? The next question is What the research all about? Then the next question is Where to study? And apart from these there are some more questions arises like How to do the research? And the last question is When to do the research? To answer the first question the research is needed because as I am a student of MBA and my specialization in HRM. So I need to know each and every aspect related with the
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human resource in the organizations. And to become a good HR manager it requires all the knowledge like what are benefits of HR policies in the organization etc.The second answer is research is all about the employees satisfaction level in relation with the existing HR policies and practises adopted by NBCC in Agartala. The third answer is I am doing my research in Agartala 79 tilla branch because it is very convenient for me to do the research in a well manner as it is near to my home. There are some other questions answer is that to do the research by taking some non probability judgmental sampling and also preparing some questionnaire and taking face to face interview. The next answer is to do the research after completing the 3rd sem of MBA as it is a part of our curriculum.

CRITICISM OF THE SECONDARY DATA
Lack of availability- Secondary data might be available in many research
studies, it might happen that there is no secondary data available for special cases or that the organization holding such data is not willing to make it accessible to outsiders. And my management thesis is totally depends on primary data as it take the suggestion as well as their (employees of NBCC)

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opinion about the existing HR policies. Sometimes, it is difficult to get the required information.

Lack of relevance- Sometimes secondary data are irrelevant because of the
changes in competitive situation, changing trends and other variables in research environment from the time the data was initially collected. Thus, its usage for current research study might be limited.

Inaccurate data- Secondary data can be subject to doubt because of the error
that can occur in any of the step or due to personal bias. Errors of this sort can make the secondary data inaccurate and therefore unusable.

COLLECTION OF PRIMARY DATA
The title of my management thesis is “To study the employee satisfaction in NBCC in relation with the existing HR policies and practices”. So I have selected a branch of NBCC in Tripura. Moreover there are many branches of NBCC in Tripura. As we know that perusing MBA is a very tough job and side by side making time for these type of challenging management thesis is also a very hectic work foe we student. So to overcome these entire problem and also to fulfil all the requirement of my management thesis I choose a area which is more convenient for me as well as gain a lot of knowledge not only explicit but
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also tacit knowledge for these organization. This branch is a very small part of NBCC, due to which my sample size is very less (26 employees). I have been collected the data by using questionnaire and face to face interview and survey method. The primary data collected from the employees of the NBCC and also I got some related information from the human resource department of the NBCC. The employees respond positively in my questions and in their view the NBCC is providing a benefit which is satisfying their needs. While collecting the primary data the employees talks freely and give all the answer by citing the examples from the NBCC prospective i.e. HR policies that is implemented or practises in the organization.

SAMPLING METHOD
The head office of NBCC is situated in New Delhi. However in Agartala they have small branches, where the no of employees are not remarkable. Due to these things I have to present all the employees in my management thesis & my sample size is 26 employees. Census method of sampling was adopted.

INTERVIEW PROCESS
In the interview process first I went to the office of NBCC which is situated in 79 tilla, Agartala. Then I talk informally with them i.e. the employees of NBCC about the HR policies that what their opinion or
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any suggestion that can be a competitive advantage for NBCC in HR sector after that I gave the printed questionnaire to the employee and explain him\her each and every question after that he tick mark the questions on appropriate options whichever s/he thinks perfect for particular parameters and also there are two to three open ended questions. I asked some of the question to the employees of NBCC and whichever is necessary I note it down in my note book. The interview was very structured and the mode of communication is in English, Hindi & Bengali.

CRITICISM OF PRIMARY DATA
Primary Data is basically a kind of Data that is collected directly from the source. It is a firsthand experience of the patient. Primary Data involves some sort of measurement which could be taken through sketching, counting, reading instruments etc. One of the major drawbacks of primary data is the collection of data which is taken by entering into the field i.e. collected from the office as well as from the employees and within this limited time frame is somewhat difficult. It does not help in forming any analysis or deductions unless and until it is refined through statistical methods. Another major limitation is due to some fear respondent are reluctant to give the correct answers.

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COMPANY PROFILE of nbcc
FOUNDATION
NBCC was incorporated as a Public Limited Company in November, 1960, as a wholly owned Government of India Enterprise under the aegis of the Ministry of Urban Development. Beginning with a turnover of INR 52,000, the Corporation, over the years, achieved many milestones in its operation and has posted a turnover of INR 2025 crore as at March 31, 2008 ranking itself as the number one PSU construction company of the country. NBCC has obtained ISO 9001Certification for its Project Management and Consultancy Divisions. The Corporate Mission inter alia enshrines building a high degree of customer satisfaction and providing services conforming to ISO 9001: 2000 series.

PERFORMANCE RECOGNITION
Ministry of Urban Development and Bureau of Public Enterprises of the Government of India have ranked NBCC as Excellent Corporation during the year 2003-04, 2004-05 and 2005-06 as the Corporation achieved all the targets set in the MoU with the Government. Because of its such outstanding performance, Government of India awarded the Top Ten PSU Awards for the financial years 2004-05 & 2005-06 and SCOPE Turnaround Award 2005-06 to
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NBCC which were presented by Dr. Manmohan Singh, the Hon'ble Prime AREAS OF OPERATION Minister of India on March 8, 2007. The Corporation has also been receiving NBCC is touching upon the lives people all around Ministries, State Appreciation Letters from all its ofclient organizations,the globe with its activities in and Government Departments for its Management, Earthquake Governments the fields of Water and Environmentdelivery of projects on time Resistant Building Technology & Retrofitting, Disaster Management, Project with quality and economy. Management & Consultancy, Infrastructure Projects, Institutional, Housing and Industrial Projects, Real Estate Works, Power Projects, RCC Chimneys & Cooling Towers, Bridges, Airports, Railway Projects including Underground & Elevated Metro-tracks and Stations, Post Completion Maintenance Works, Transmission lines, Marine Structures, Border Fencing jobs, PMGSY works, JNNURM Projects. To maintain its competitive edge in the market, NBCC is always obsessed to make value addition to its areas of operation. Use of new technology such as Up flow Anaerobic Sludge Blanket (UASB) technology in implementation of Environmental Engineering plants, Slip-form Technology for execution of Cooling Towers & Tall Stacks, Trenchless Technology in implementation of underground utility services etc. are some significant engineering initiatives of NBCC that have made it a leader in the industry.

REAL ESTATE
Real Estate is one of the major areas of Corporation. Entering the sector in 1985, NBCC has executed a number of Commercial Real Estate Projects at various major towns of the country viz. Delhi, Kolkata, Vadodara, Cuttack, Tripura, Ahmadabad etc. To provide quality housing to Govt. and Public Sector Employees and also to the general public, the Corporation has, of late, started its venture into Residential Real Sector and has launched its first Residential Real Estate Project “NBCC VIBGYOR TOWERS" in Kolkata. A few more mega Housing Projects are also to be launched in near future. To meet the requirement of General Pool Residential Accommodation (GPRA) and General Pool office Accommodation (GPOA), the Ministry of Urban Development existing GPOA/GPRA through Re-development Schemes. While one scheme at (MoUD) of the Govt. of India is exploring the possibility of densification of the
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Capital has already been entrusted to the Corporation by the MoUD. In addition, projects such as Re-development of INA Market and Sarojani Nagar Areas are also under active consideration of the Government through NBCC.

Achievements NBCC has also ventured into buying potential plots, through participation in
open auction as well as purchase from Central Govt./ PSU and State PSUs. One • NBCC pays its Maiden Dividend to Govt. of India on 22- 08 – 2007.
• NBCC pays its Dividend to Govt. of India for the years bought by 2008 plot measuring 8597 sqm at Okhla (Phase-I), New Delhi was 2007- 08 &NBCC – auction through 2009. for Rs. 135.37 crores and other plots measuring 3.1813 acres at • Hon'ble Prime Minister of India giving away Scope Excellence Award Kochi for Rs.1.10 crores from CGEWHO and residential land measuring 4.375 2005-06 and MOU Excellence Award for 2004-05 of the Government of acres at Bahadurpur, Patna for aboutMarch 08, crores from Bihar State Housing India & 2005-06 to NBCC on Rs.21.18 2007. • NBCC figured in the top the above ventures, NBCC has taken some Board(BSHB), Patna. Besides 225 international construction companies of the world as per the survey report of “Engineering News Record ", published sincere JV initiatives too, for associating itself with the agencies that are having from New York. land at prime locations in major developing cities /towns. A few such projects • Ministry of Urban Development & Bureau of Public Enterprises, Government of India, Kolkata, Faridabad, and Delhi etc. In one from are likely to mature soon in ranked NBCC as " Excellent Corporation "of its 2003-04 onwards as NBCC achieved all the targets set National Textile important drives, the Corporation has recently formed JV with in the MoU with the Government. Limited at Gujarat for development of theirthe construction of Multiple RCC land at Ahmedabad into a modern • NBCC is a flag ship company in complex called using Slip form Technology. Chimneys as Indian Textile Plaza. Further, it is also exploring the • NBCC forming JV with expertise in construction of Cooling Towers. It possibility of has established its leading groups like IDPL, AAI, HMT & HIL, has, to its credit, the honor and the reputation of constructing Asia's who are having land at important cities and towns of the country and are keen largest Cooling Tower at Simahdri ( Andhra Pradesh). to develop these lands through JV system. With the liberalised Government

policy on FDI in Real Estate Sector in the country, NBCC has formed • The major client, M/s NTPC has awarded Safety Award to NBCC for alliances/signed MoUs with some venture capital firms of USA, Malaysia etc. construction of chimneys. and is aiming to take up Mega Real Estate Projects. NBCC is also planning to • The Corporation bagged Third Best Housing Award from Institution of enter into Automated Multi-level car parking (MLCP) projects. Construction of Engineers (I), Belapur Chapter, for construction of housing basis at Automated Multi-level car parking on Built Operate & Transfer (BOT) complex consisting of 1005 houses at Sanpada for CIDCO in Raigad and Thane Pragati Vihar, & at CGO Complex, New Delhi is at the planning stage. NBCC Region of Mumbai. had invitedChief Minister Interest (EOI) from Govt./PSU employees for sale of • The Expression of of Delhi gave away cash award to the Engineers of NBCC for completion of Delhi March, 2009 & about a record time of Residential Apartments in Gurgaon, inGovernment Project in 21,000 applicant six months. expressed their confidence in NBCC. NBCC is planning to formally launch • Governor of Duzce Province,Government of Turkey, awarded shield to 'Gurgaon Affordable Housingof its excellent performance in launched low cost NBCC in appreciation Scheme' shortly. The recently the Meer Housing Project of Turkey. residential scheme 'NBCC Town' at Khekhra, UP is getting huge response from For excellent performance in execution of the•Govt./PSU employees as well as general public. Earthquake Rehabilitation Projects in Gujarat under Prime Ministers National Relief Fund (PMNRF)

NBCC IN ENVIRONMENT FRIENDLY ACTIVITIES

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NBCC is concerned about the increasing environmental pollution and is, therefore, actively involved in combating environmental pollution by way of

construction of Sewage Treatment Plants and Solid Waste Management (SWM) Plants. Sewage Treatment Plants at Keshopur (Delhi), Agra, Ghaziabad (UP), Faridabad (Haryana) and Sonepat (Haryana) are already in operation. The Corporation, also took up implementation of Solid Waste Management (SWM) & MPLADS programs, the Government of Gujarat gave away projects in 10 different towns across the country and has already completed the Appreciation Roll to the NBCC. • NBCC has been adjudged as the Jodhpur (Rajasthan), Dundigal(Andhra projects at Sirsa & Ambala (Haryana), “Best Public Sector Unit” and Awarded Building Industry Leadership Award - 2006 by BIB. Pradesh), Adampur (Punjab) and Gwalior (Madhya Pradesh). SWM Projects at • NBCC is now Schedule 'A' Company. Pune(Maharashtra), Tejpur(Assam) & Portblair(Andaman & Nicobar Islands) • NBCC bags SCOPE meritorious Award 2007- 2008 for CSR & are under execution. Besides, Five Water Treatment Plants constructed by responsiveness • Govt. of under operation at Wazirabad, Haiderpur, Nangloi, based on NBCC are also India selects NBCC among top 10 central PSUs,Gokulpuri performance parameters. (all in Delhi) and Coimbatore (Tamil Nadu). SWM Projects at Sirsa and • NBCC holds annual press meet to announce business bottom-line & new Jodhpur have since been completed. focus areas. The Solid Waste Management Scheme has been designed to ensure maximum reduction in emission of Green House Gases responsible for global warming and also facilitate Municipal Corporations to get carbon credit benefit through the Clean Development Mechanism (CDM), a mechanism under the Kyoto Protocol to enable cross-border trading in reduction of Green House Gas emissions. Most of the Municipal Corporations, where NBCC is associated as I take the help agency for those are human resource management, NBCC to take implementing of a book executing the Scheme, have authorized organizational carbon credit benefit measurement and reward Framework Convention on behaviour, performancefrom the United Nations system, Managing knowledge Climate Change (UNFCCA) on their behalf and also entrusted the task of workers, case study book and internet etc. As my study is on employee monitoring the scheme. satisfaction, which a very vast topic which cover many area but I select only the

REVIEW OF LITERATURE

OVERSEAS OPERATION

HR policies. However in this topic many people have worked some of the NBCC entered foreign market in the year 1977. Having its stake in Mauritius, information about Libya, Iraq, or theses Turkey and Botswana, the Corporation Nepal, Maldives, the projects Yemen, are discussed below-: has successfully executed projects of diverse nature like hotels, hospitals, • Employee satisfaction on Metlife Insurance by Mr. Hormaz patel dwelling units, bridges, flyovers, water & sewage treatment plants, airports, publicEmployee satisfaction survey on Floridacountries. In Botswana, the • buildings, roads, schools etc. in those department of children & Corporation, through a Joint Venture Company by the name of M/s Jamal families by Edward A. Feaver NBCC Intl. Ptv Limited has registered itself under Grade "E" (for unlimited value of building works) with Public Procurement and Assets Disposal Board (PPADB) and secured 2 high value projects of which one project of Construction of houses, park entrance gates, ablution blocks, roads, water & sewer reticulation, camping sites etc. in the Central Kalahari & Khutse Game
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Reserve (CKKGR) valuing US$ 4 million, has already been completed successfully. Another project of construction of rural police station and housing at Kachikau valuing US$ 8 Million is under progress with scheduled completion in January 2008. Thus, in a short period of approximately 6 years, • Employee satisfaction & moral boosting on various FMCG company by NBCC has performed well in Botswana and its efforts have been applauded by Jitesh Dubey the Department of Building & Engineering Services (DBES), Government of Botswana. • Employee satisfaction survey by Deepika Tyagii

NEW HORIZONS
NBCC has made a dent in specialized areas by acquiring jobs which require high and sophisticated technology. The Corporation has also developed an integrated database for computerized management information system covering all the major areas requiring decision support. IT based tools are being used for decision making in all facets of its operations. Computerized MIS with better feedback is enabling NBCC to exercise a stricter control on the execution of the project right from the stage of award till the completion. By dint of its sustained Employee Satisfaction, also made remarkable turnaround 'employee efforts and initiatives, NBCC has known a as 'temperature check',particularly measurement' or 'employee survey', helps employers measure and understand since 2001 and has increased its profit from Rs.2.55 crore to Rs.414.89 crore their employees' attitudes, opinions, motivation, expectations and representing a The perceived Annual Growth of employee responses to and satisfaction. Compounded confidentiality Rate (CAGR) of 107% the survey is Rs.313.29 crore to Rs 2024.89 crore representing CAGR of Income from critical to the success of the measurement. Survey atopics often include - Communication, feedback, quality, focus, mission & purpose, 30.55% as on 31.3.2008. To enhance its portfolio in Indian and abroad, NBCC opportunities for growth, fairness, and respect for management & employees is now personal expression. Such evaluationsin the fields of JVs with reputed and committed to multiply its initiative are often conducted on an annual basis. The happier companies. Development of Real Estate, Power & Indian and foreign people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. More or less employee satisfaction is related to job satisfaction.

What is employee satisfaction?

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Definition of employee satisfaction?
Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.

HR POLICIES OF NATIONAL BUILDING CONSTRUCTION CORPORATION LIMITED (NBCC)
The main vision of NBCC is to formulate strategic plan to improve productivity and performance by developing employees’ capabilities and potential for sustaining competitive growth. To enhance the knowledge of employees in their respective fields to enable them to make better use of their expertise in achieving organisational goals. To augment the quality of life of employees. Building quality culture for achieving organisational goal by developing professional attitude and approach. So to full fill all their vision they build Employees Development Centre, which is located on Meharuli Gurgaon Road near Ghitorni village. Initially set up to enable the Management to restructure its workforce by training and re-training members of the work force in the alternative technical trades and multi-skilling the existing members of the workforce, the EDC in course of time has graduated itself to provide training to external agencies also. The Centre has full time qualified and experienced instructors for most of the trades. Instructors for the other trades are drawn from
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the H.R Pool of the Corporation as and when required. The Centre is fully equipped for practical training and also arranges on the job training for the trainees at its projects in Delhi and outside. Contentment and all around development of employees at all levels is of paramount importance to the Corporation. Besides, multi-dimensional human resource development initiatives on an ongoing basis, Corporation has over the years introduced employees welfare measures in a graduated manner.

Currently the list stands as under:

1. Group Medical Insurance Scheme
In-service / retired employees of the Corporation are covered under a Group Medical Insurance Policy and are eligible for indoor medical treatment both on cashless and reimbursement basis in any of the Hospitals listed by the Insurance Company. Besides, a corpus / flotter are also available to the extent of 25% of the insured amount in order to cover the requirement of genuine cases.

2. Group Insurance Scheme
The in-service employees in the regular establishment of the Corporation are covered by a Group Insurance Scheme on payment of subscription by the employees according to their scale of pay.

3. Interest subsidy on House Building Advance

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Regular employees of the Corporation are entitled to get interest subsidy on house building advance obtained by them from approved lending agencies. The difference between the rate of interest charged by the lending agencies and the rate of interest charged by the Central Government on house building advance from its employees is reimbursable subject to a maximum of 6%.

4. Housing Subsidy
Employees of the Corporation on transfer from one place to another are entitled to housing subsidy at the new place of posting in addition to HRA of the station at which the family is left behind. The Corporation also facilitates the employees for hiring their own accommodation at the new place of posting by allowing them interest free advance recoverable in twelve monthly instalments.

5. Company Leased Accommodation
Employees at the level of General Manager and above are entitled to Company leased accommodation.

6. Transport Allowance to Physically Handicapped employees
Transport Allowance is payable to physically handicapped employees it double the rate at which it is payable to other employees of the Corporation.

7. Children Education Allowance:
Employees of the Corporation are entitled to Children Education Allowance subject to fulfilment of certain conditions in respect of children studying up to 12th class. Employees posted to North Eastern Region are allowed almost all the Special Benefits as applicable to Central Government employees.

8. Leave Travel Concession:

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Corporation has its own rules for granting Leave Travel Concession to its employees. Each employee is entitled to avail home town LTC every two years. Against one of the Home Town LTC, employee can avail All India LTC in a block of four years. Special concession to travel by air by any airline has been given in case of travel from one place to another provided the destination is linked by Rajdhani /Shatabadi Express trains. The expenditure is, however, restricted to the train fare applicable in the case of Rajdhani / Shatabadi Express trains.

9. Leave Encashment:
Employees of the Corporation are entitled to encashment of leave to the extent of 50% as on 1st July of every year subject to availability and proceeding on leave for the matching period.

10. Benevolent Fund:
In the event of demise of an employee in harness, there is provision for extending financial assistance to the kith and kin / legal heirs of the deceased employee from the Benevolent Fund. For this purpose the Corporation contributes a sum of Rs.50,000/- per employee and the balance is generated out of contribution from the employees of the Corporation.

11. Corporate Wear / Uniform /shoes:
Corporation provides corporate wear to all its regular employees except operative level staffs who are being provided with summer / winter liveries as per their entitlement.

12. Interest free advance:
The eligible employees of the Corporation are entitled to Fan, Cycle, Festival, Scooter and Car advance as per guidelines / rate of interest applicable to the
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Central Govt. employees.

13. Computer Advance:
The employees of the Corporation are entitled to an interest free advance to be recovered in 24 instalments.

14. Tea Allowance:
The regular employees of the Corporation are paid a tea allowance on monthly basis.

15. Refreshment charges for attending office beyond office hours / holidays:
The refreshment charge is being paid to the employees in HO & ZO for working on holidays / for sitting late after office hours. NBCC are very much concern about the Employee retention, satisfaction and productivity. So they are using new, innovative and creative idea or HR policies that can improve the performance of all the employee of NBCC. These can be improved through sensitive monitoring of employee attitudes, implementing improvements based on survey results and providing feedback to employees about those improvements. EDC i.e. Employees Development Centre of NBCC also undertakes short term training for the unemployed youth sponsored by the National Federation of Labour Co-operatives and has been training persons in various trades. EDC is capable of designing programmes on its own and imparts training in its own premises and at the premises of the client organizations as per their specific needs. The design and delivery including duration of training is shaped in consultation with the client organization. Employees Development Centre offers full time courses in the following trades: 1. Carpentry 2. Masonry
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3. Plumbing 4. Internal Wiring, repair of domestic appliances and motor winding. 5. Auto Electrician 6. Barb ending 7. Welding 8. Painting etc.

EMPIRICAL ANALYSIS
In this analysis part I use all the respondent views and opinions and answers, so that it gives my thesis more authentic and also give more value to my thesis. Here I got several kinds of responses like some are good and some are bad and some are how to improve the employee satisfaction, so based on all these feedback from the employees of NBCC I prepare the analysis. Here in this analysis I find out that 90% of the people are very much satisfy in the organization and 5% employees are partially satisfy and partially dissatisfy and 5% employees are totally dissatisfy with the organization. In this analysis I find out that there are two kind of working environment is present in NBCC, one is those employees who are totally working in the offices and another is those employees who are working in the construction sides, as we know that the NBCC is a construction company which are engaged in making building,
28

bridges and other construction related work in the hilly and remote areas. So, the workers who are doing duty in the construction side areas among them the work satisfaction is considerably low against those employees who are doing duty in the proper offices. According to my analysis the NBCC management is showing great support to their employees but in spite of that some of the employees are dissatisfy and which is common in every organization as it is not possible to satisfy each and every employee of the organization but the NBCC human resource department is taking so many measures and steps to satisfy those employees who are not satisfy for some reasons. As NBCC believes that a happy worker is productive worker and employees are their greatest strength, so the organization tried their level best to satisfy all the employees of the organization and also NBCC continuously doing the human resource accounting which help them to identify that the employees are satisfy or not in the organization and also with this method and technique it is very easy to measure the potential or ability of the employees across the organization, to produce value out of their knowledge and skills. NBCC employees are getting lots of other benefits like interest free loan, free medical benefits and free oil for the vehicles of the employees and other benefit also which is provided by NBCC. There are some of the problematic areas are like the employees those have to work in the construction sides they were not getting proper food , clean water and the security as the places are so

29

remote which are so far from the main city. As we know that NBCC is wholly owned by the government of India so it is a public company and it is mostly seen that in public company the employees are so much relaxed than the other private company and they are getting the job security as a addition benefit. To satisfy any employees the main factor that makes happy or pleasant feeling is job security. Because in these recession period no other companies (mainly private companies) can take these initiative which is taken by NBCC. Another very important problem that come in front of the NBCC is some of the employees need job variance in their job but it is not possible in NBCC. As we know that NBCC is a construction company so their work is mainly roaming around this area not more than that & these is the main reason for employee leaving the job. So the NBCC management need to identify the ways to retain the good and experience employees in the organization and they need to give focus on paying more salary to employees and other extra incentives and more support to their families these strategies might proven to be excellent tools to retain and improving the bottom line and other employees in the organization. Employee’s benefits that an NBCC offer are a long-term investment that can result in a sustained competitive advantage for the organization. One of the vital things which I notice while talking with the NBCC employees is most of the employees of NBCC are basically from other states & they are not satisfy as there are several reasons for that like in other states lots of shopping

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malls and multiplexes etc are there but in Tripura this things are not present, so they might feel bad but the employees who are belongs to Tripura they are much more satisfy. The NBCC employees are getting proper training and development program which is very good and can able to transfer policy of the NBCC very effective and efficiently. NBCC provides some benefits to the employees which leads to the satisfaction cost. Some of the scheme or HR policies are - Group Medical Insurance Scheme, Group Insurance Scheme, Interest subsidy on House Building Advance, Housing Subsidy, Company Leased Accommodation, Children Education Allowance, Transport Allowance to Physically Handicapped employees, Leave Travel Concession, Leave Encashment, Benevolent Fund, Corporate Wear / Uniform /shoes, Interest free advance, Computer Advance, Tea Allowance & Refreshment charges for attending office beyond office hours / holiday. In case of the employee avails of external medical facilities reimbursement of the incurred express is made to the employees. The employee are getting paid holidays or vacation and the employee insurance is also provided by the organization, then the maternity leave to the women employees of the organization. Then educational allowance for employee’s children as NBCC provides a fixed educational allowance towards the school and colleges related expenses of the employees’ children. Merit scholarships for employee’s children and NBCC encourage the children of employees to excel in their

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studies by awarding merit scholarship. Company transportation facilities as NBCC provides facilities to their company cars and serve to ease the difficulties associated with commuting to work. NBCC provides the facilities to many workers in urban and semi-urban areas have to commute long distance between their place of work and their homes.

RESPONSE SHOWING THE SATISFACTION LEVEL OF THE EMPLOYEES ON VARIOUS HR POLICIES OF NBCC. Paramete rs Group Medical Insurance Scheme Group Insurance Scheme Housing Subsidy Children Education Allowance Leave Travel Concession Extrem Extremel Dissatisf Satisfied ely y ied Satisfie Dissatisf d ied

04

0

02

20

15 02 02 13

0 04 10 01

01 08 08 03

10 12 06 09

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Leave Encashment Benevolent Fund Interest free advance Computer Advance Tea Allowance Refreshment charges Working Environment Pay Structure

15 14 24 21 19 24 14 20

01 0 0 01 02 0 04 0

01 02 0 0 0 0 04 02

09 10 02 04 05 02 04 04

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Analysis 1
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These analysis is based on employees views regarding a scheme which is known as Group medical insurance scheme. In-service / retired employees of the Corporation are covered under a Group Medical Insurance Policy and are eligible for indoor medical treatment both on cashless and reimbursement basis in any of the Hospitals listed by the Insurance Company. Table 1 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Group 04 0 2 20 Medical Insurance Scheme

Interpretation
Group medical insurance scheme is a popular scheme which is related with the employees’ health. From this survey we can say that most of the respondents are satisfied i.e. 77%, 15% & 8% are satisfied, extremely satisfied and dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

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Analysis 2
This analysis is based on Group insurance scheme. GIS covers the entire insurance segment which is on the basis of payment of subscription by the employees according to their scale of pay. Table 2 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Group 15 0 1 10 Insurance Scheme

Interpretation
Group insurance scheme is a popular scheme which is related with the employees’ health and also with other benefit. From this survey we can say that most of the respondents are extremely satisfied i.e. 58%, 38% & 4% are extremely satisfied, satisfied and dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

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Analysis 3
This analysis is based on housing subsidy. Employees of the Corporation on transfer from one place to another are entitled to housing subsidy at the new place of posting in addition to HRA of the station at which the family is left behind. The Corporation also facilitates the employees for hiring their own accommodation at the new place of posting by allowing them interest free advance recoverable in twelve monthly instalments. Table 3 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Housing 2 4 8 12 Subsidy

Interpretation
Housing subsidy is a scheme which is related with the employees’ accommodation especially when they are transfer from one place to another. From this survey we can say that most of the respondents are satisfied i.e. 46%, 31%, 15% & 8% are satisfied, dissatisfied, extremely dissatisfied and extremely

37

satisfied respectively. Here we can see that employees’ dissatisfaction is somehow more than other scheme.

Analysis 4
This analysis is based on children education allowance. Company provide good scholarship to only those children of an employee who have scoring good marks in board exam. However there are some benefits for N.E employees. Table 4 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Children 2 10 8 6 Education Allowance

Interpretation
Children education allocation is a scheme which is related with the children’s education of the employees of NBCC. Employees of the Corporation are entitled to Children Education Allowance subject to fulfilment of certain conditions in respect of children studying up to 12th class. So most of the respondents are extremely dissatisfied i.e. 38%, 31%, 23% & 8% are extremely dissatisfied,
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dissatisfied, satisfied and extremely satisfied respectively. Here we can see that employees’ are extremely dissatisfaction because they need scholarships not only for 12th class but also for other student on different class.

Analysis 5
This analysis is based on leave travel concession. Each employee is entitled to avail home town LTC every two years. Against one of the Home Town LTC, employee can avail All India LTC in a block of four years. Table 5 Paramet Extrem Extrem Dissatis Satisf ers ely ely fied ied Satisfi Dissatis ed fied Leave 13 1 3 9 Travel Concessio n

Interpretation
Leave travel concession is mainly deals with the travel allowance which is given by the company to their employees. From thesis analysis we can say that most of the respondents are extremely satisfied. However 50%, 35%, 11% and 4% are
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extremely satisfied, respectively.

satisfied,

dissatisfied

and

extremely

dissatisfied

Analysis 6
This analysis is based on leave encashment. Employees of the Corporation are entitled to encashment of leave to the extent of 50% as on 1st July of every year subject to availability and proceeding on leave for the matching period. Table 6 Paramet ers Leave Encashment Extrem Extrem Dissatis Satisf ely ely fied ied Satisfi Dissatis ed fied

15

1

1

9

Interpretation
Leave encashment is mainly deals with the leave which is given by the company to their employees. From thesis analysis we can say that most of the respondents are extremely satisfied. However 58%, 34%, 4% and 4% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.
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Analysis 7
This analysis is based on Benevolent Fund. The company contributes a sum of Rs.50, 000/- per employee and the balance is generated out of contribution from the employees of the Corporation. Table 7 Parame ters Benevolent Fund Extrem Extrem Dissatis Satisf ely ely fied ied Satisfi Dissatis ed fied

14

0

2

10

Interpretation
Benevolent fund is mainly deals with the fund which is rises from the existing employees when any of the employees of NBCC is died (for any reason). From thesis analysis we can say that most of the respondents are extremely satisfied
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i.e. 54%, 38% and 8% are extremely satisfied, satisfied, & dissatisfied. and extremely dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

Analysis 8
This analysis is based on questionnaire method for IFA. The eligible employees of the Corporation are entitled to Fan, Cycle, Festival, Scooter and Car advance as per guidelines / rate of interest applicable to the Central Govt. employees. Table 8 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Interest 24 0 0 2 free advance

Interpretation
These bar diagram show the clear picture of respondent views regarding IFA. This scheme is mainly deals with the luxury item or heavy goods like car, scooter, fans, coolers etc. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 92% & 8% are extremely satisfied &
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satisfied respectively. However take a note that no respondent are extremely dissatisfied and dissatisfied.

Analysis 9
This analysis is based on computer advance scheme. The employees of the Corporation are entitled to an interest free advance to be recovered in 24 instalments. Table 9 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Computer 21 1 0 4 Advance

Interpretation
These pie charts show the clear picture of respondent views regarding computer Advance. From thesis analysis we can say that most of the respondents are
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extremely satisfied i.e. 81%, 15% & 4% are extremely satisfied, satisfied and extremely dissatisfied respectively. However take a note that no respondent are dissatisfied.

Analysis 10
This analysis is for tea allowance. So the provide tea to all the employee of NBCC which in turn cut some amount from their salaries. Table 10 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Tea 19 2 0 5 Allowance

Interpretation
44

These pie charts show the clear picture of respondent views regarding tea allowance. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 73%, 19% & 8% are extremely satisfied, satisfied and extremely dissatisfied respectively. However take a note that no respondent are dissatisfied.

Analysis 11
This analysis is for refreshment charges. Table 11 Paramete Extrem Extrem Dissatis Satisf rs ely ely fied ied Satisfi Dissatis ed fied Refreshment 24 0 0 2 charges

Interpretation
These bar diagram show the clear picture of respondent views regarding refreshment charges. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 92% & 8% are extremely satisfied &
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satisfied respectively. However take a note that no respondent are extremely dissatisfied and dissatisfied.

Analysis 12
This analysis is for working environment so that we can able to know about the working condition of NBCC and how much they (NBCC) are concern about the employee’s safety and health. Table 12 Paramete Extrem Extrem Dissatis Satisf rs ely ely fied ied Satisfi Dissatis ed fied Working 14 4 4 4 Environment

46

Interpretation
These pie charts show the clear picture of respondent views regarding working conditions. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 54%, 16%, 15% and 15% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.

Analysis 13
This analysis is for pay structure. As we know that every organization has their own pay structure which is different from other company. Here they have different pay structure for different group i.e. group A, B, C & D. Table 13 Parame Extrem Extrem Dissatis Satisf ters ely ely fied ied Satisfi Dissatis ed fied Pay 20 0 2 4 Structure

Interpretation

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These pie charts show the clear picture of respondent views regarding their own pay structure. From thesis analysis we can say that most of the respondents are extremely satisfied i.e. 77%, 15%, and 8% are extremely satisfied, satisfied & dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

FINDINGS
After getting all the data we can say that most of the employees of NBCC are extremely satisfied. These analysis is totally based on HR policies and practices which is being implemented in the organization i.e. NBCC. On the basis of questionnaire and also through the help of personnel interview I have analysed all these findings which are as follows-:

Group medical insurance scheme is a popular scheme which is related with the employees’ health. From this survey i have analysed that most of the respondents are satisfied i.e. 77%, 15% & 8% are satisfied, extremely satisfied and dissatisfied respectively. No respondent are extremely dissatisfied.

In group insurance scheme most of the respondents are extremely satisfied i.e. 58%, 38% & 4% are extremely satisfied, satisfied and dissatisfied respectively. No respondent are extremely dissatisfied.

In housing subsidy scheme most of the respondents are satisfied i.e. 46%, 31%, 15% & 8% are satisfied, dissatisfied, extremely dissatisfied and extremely
48

satisfied respectively. Here employees’ dissatisfaction is somehow more than other scheme.

Children education allocation is a scheme which is related with the children’s education of the employees of NBCC. Here most of the respondents are extremely dissatisfied i.e. 38%, 31%, 23% & 8% are extremely dissatisfied, dissatisfied, satisfied and extremely satisfied respectively. Here we can see that employees’ are extremely dissatisfaction because they need scholarships not only for 12th class but also for other student on different class.

In leave travel concession most of the respondents are extremely satisfied. However 50%, 35%, 11% and 4% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively. In leave encashment most of the respondents are extremely satisfied. However 58%, 34%, 4% and 4% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively. Benevolent fund is mainly deals with the fund which is rises from the existing employees when any of the employees of NBCC is died (for any reason). Here most of the respondents are extremely satisfied i.e. 54%, 38% and 8% are extremely satisfied, satisfied, & dissatisfied respectively. No respondent are extremely dissatisfied.

In interest free advance most of the respondents are extremely satisfied i.e. 92% & 8% is extremely satisfied & satisfied respectively. However no respondent are extremely dissatisfied and dissatisfied.

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Most of the respondents are extremely satisfied for computer advance i.e. 81%, 15% & 4% are extremely satisfied, satisfied and extremely dissatisfied respectively. However take a note that no respondent are dissatisfied.

From this analysis for tea allowance we can say that most of the respondents are extremely satisfied i.e. 73%, 19% & 8% are extremely satisfied, satisfied and extremely dissatisfied respectively. However no respondent are dissatisfied.

In refreshment charges most of the employees are extremely satisfied i.e. 92% & 8% is extremely satisfied & satisfied respectively. However take a note that no respondent are extremely dissatisfied and dissatisfied.

For working condition most of the respondents are extremely satisfied i.e. 54%, 16%, 15% and 15% are extremely satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.

For pay structure most of the respondents are extremely satisfied i.e. 77%, 15%, and 8% are extremely satisfied, satisfied & dissatisfied respectively. However take a note that no respondent are extremely dissatisfied.

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CONCLUSION
After getting through all the questionnaires which is filled by the employees of the organization i.e. employees of NBCC we can conclude that most of the employees are extremely. These is only due to proper utilization of fund in appropriate sector or area, moreover their HR policies are very good. However there are some respondent or employees are not satisfied and it may be due to group difference. So we can say that maximum employees are extremely satisfied, moderate employees are satisfied whereas less or small fraction of people are extremely dissatisfied or dissatisfied.

HR VISSION, MISSION AND OBJECTIVES
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HR VISSION

• To build and nurture a world class Human Capital for leadership in construction business.

HR MISSION

• To adapt and continuously innovate best-in-class HR practices to support business leaders through engaged empowered and enthused employees.

HR OBJECTIV ES
• Enrich and sustain the culture of integrity, belongingness, team work, accountability and innovations. • Attract, nurture, engage and retain talent for competitive advantage. • Enhance employee competencies continuously. • Build a joyous work place. • Promote high performance work system.
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• Upgrade and innovate HR practices, system and procedure to global benchmark. • Promote work life balance. • Measure and audit HR performance. • Promote work life balance. Integrate the employee family into the organization fabric. • Inculcate a sense of corporate social responsibilities among the employees. • Managing industry, organizational and contractual relationships in an ethical, fair and professional manner. • Maintaining human resources management practices that advocate and advance the wellbeing of employees, as well as their personal and professional development.

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EMPLOYEE SATISFACTION SURVEY
Surveying employee satisfaction and commitment provides an opportunity for the company to reveal its employees’ real needs, which is a material element of business efficiency. The purpose of the survey is to explore and understand the factors and fields that affect employee satisfaction, and what all or a group of employees are dissatisfied with despite considering it important for their activities. Another goal of the survey is to compare the extent of satisfaction across organizational units. Customized solutions offered to employees on their real problems are attached particular significance for all employees. In the course of our analyses, we provide our clients with an accurate, detailed and comprehensive view of the current situation; at the same time, it is not only the present that is addressed, but also future tendencies are outlined, as well as the key areas of intervention identified. The company management is provided information on employees’ judgments of their workplace, on the timescale they reckon with the company and the extent they feel motivated. For our surveys, we use a customized questionnaire, which facilitates surveying the employees’ real satisfaction (i.e. the areas attached high importance and low satisfaction). In the survey, these are the factors represented that affect satisfaction most. Areas with bad or deteriorating results can be paid particular attention in strategic planning. The survey reveals the positive tendencies seen in the field of employee satisfaction and commitment, and the inhibiting factors regarding the whole company and various employee groups.

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On surveying employee satisfaction, the following aspects are examined:
• • •

the relationship of employees to the company (commitment, loyalty) factors that affect performance (working environment, motivation) processes that affect company operations (coordination, decision-making,

flow of information) The survey is anonymous, which ensures that employees’ names are not revealed, and also provides an opportunity to publish individual opinions. Employees evaluate the various areas on a scale of satisfaction. They assess each question in terms of importance and their satisfaction. The results of employee satisfaction are of key importance to senior management and the HR management, as these levels of management have an influence on the resources that affect satisfaction, in addition to managing such resources and operating any related processes and systems (salaries and fringe benefits, training - education, performance appraisal systems, career management, etc. ) Employee satisfaction surveys may equally contain standard and companyspecific aspects. The former provide an opportunity for comparison with the data of other companies, using external criteria, i.e. benchmarking.

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SUGGESTIONS/recommendation
As it is seen through survey, research and analysis that about 80% are extremely satisfied, 15% of employees are just satisfied with the organization HR policy and remaining 5% are extremely dissatisfied and dissatisfied so, I suggested the company to take several steps or strategy which will help the employee to satisfy their needs and wants. As most of the employees are satisfied so they should focus on other remaining employees who are not satisfied with companies HR policies. In NBCC human resource department needs to set up the Grievance redressal department so that the employee’s grievance can be handling with care and immediate result should be given by the department. To retain the employees the organization needs to ESOPs (Employee Stock Options) tools come handy for the organization to retain the employees.

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APPENDIC ES

57

QUESTIONNAIRE
Name: Address: Marital Status: Gender: Group: Phone No: • How far you are satisfied with the various HR policies of NBCC? Parameters Group Medical Insurance Scheme Group Insurance Scheme Housing Subsidy Children Education Allowance Leave Travel Concession Leave Encashment Benevolent Fund
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Married Male A B C D

Unmarried Female

Extremely Extremely Satisfied Dissatisfied

Dissatisfied

Satisfied

Interest free advance Computer Advance Tea Allowance Refreshment charges Working Environment Pay Structure

• Have you undergone any training program in NBCC? A) Yes B) No

• If yes in what way did the training benefit you? A) Knowledge wise Any suggestion for NBCC:B) Skill wise C) Attitude wise

Date:

Signature:

THANK YOU
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REFERENCE
BOOKS
Falcons (1991), “Self Assessment & Job Satisfaction in Public & Private Public Organization” Vol – 16, Page no- 388. Organization Behaviour, Personality and attitudes, Chapter VI, Page No-109, ICFAI University Press, March 2004.

JOURNAL
Training and its development, ICFAI University Press, February 2009, Vol. II, Page no – 27. Job market, ICFAI University Press, January 2009, Page no – 11. Organization Behaviour, Vol. III, ICFAI University press, Page no – 29, January 2009. Knowledge Management, Vol. VII, January 2009, Page no – 7.

WEBSITES
http://www.ultrafeedback.com/Home/Researchservices/OnlineSurveys /tabid/71/Default.aspx http://en.wikipedia.org/wiki http://www.nbcc.org.com

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GLOSSARY

A Attitude - A persistence tendency to feel and behave in a particular way towards some object. Attrition – A process whereby employees leave their jobs for reasons such as retirement, resignation, transfers etc. And those jobs remain unfilled. Authority- The rights inherent in a managerial position to give orders and expected the orders to be obeyed.
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Autonomy – The degree to which the job provides substantial freedom & discretion to the individual in scheduling the work in and determining the procedure to be used in carrying it out. C Career – The sequence of positions occupied by a person during a course of a life time. Career management – The process of designing and implementing plans and strategies that enables HR professionals and manager to satisfy work force needs & enable individuals to achieve their career objectives. Change – Making things different. Change agents - People who act as catalyst and assume the responsibility for managing change activities. Channel – The medium through which the communication message travels. Charismatic leadership – Leadership qualities originating from a strong leader, which tend to be internalized by members of the group. Coercive power – Power that is based on fear. Communication – The use of symbols to transfer the meaning of information. Compensation – The reward that employees receive in exchange for their contribution to an organization.

Conflict – A process that begins when one party perceives that another party has negatively affected, or is about negatively affect, something that the first party cares about. Controlling – Monitoring activities to ensure that they are being accomplished as planned and correcting any significant deviations. Culture – The acquired knowledge that people use to interpret experience and generate social behaviour. D Decision making – Choosing from among two or more alternatives.
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Demotions – The reassignment of an employee to a lower level job with lesser pay, involving fewer skills and responsibilities. E Effectiveness – Achievement of goals. Efficiency – The ratio of effective output to the input required to achieve it. Employee involvement - A participative process that uses the entire capacity of employees & is designed to encourage increased commitment to the organization’s success. Employee provident fund - Monetary assistance is provided to employees or their dependents for their post retirement life. Employee stock ownership plans (ESOPs) – Company established benefit plans in which employees acquire stock as part of their benefits. Empowerment – Making employees in charge of what they do. Ethics – Moral issues & choice that deal with right & wrong behaviour. Expectancy – The belief of an individual that an act will lead to a particular outcome that would his motivational level. F Feedback – A message that tells the original sender how clearly his or her message was clearly understood & what affect it has had on the receiver. Flexitime – Employees work during a common core time period each day but have discretion in forming their total workday from a flexible set of hours outside the core. Fringe Benefits – The monetary and non monetary benefits given to employees during their employment tenure. G Gratuity – A reward given to an employee as s token for his long and loyal service with the employer. Grievance – A dissatisfaction or feeling of injustice in connection with one’s employment situation that is bought to the notice of the management.
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Group – Two / more individuals, interacting and interdependent, who have come together to achieve particular objective. H HR policy – A set of proposals and actions that act as a reference point for managers in their dealings with employees. HRM – the functions performed in an organization that facilitates the most effective use of people to achieve organizational & individual goals. Human relations - Motivating people in organizational settings to develop team work that accomplishes individual as well as organizational goals effectively. I Individualism – A national culture attribute describing a loosely knit social framework in which people emphasize only the care of themselves and their immediate family. Intuition – A feeling not necessarily supported by research. J Job analysis – The systematic collection, evaluation & organization of information related to jobs. Job design – The process of structuring work & designating the specific activities at individual or group levels. Job rotations – Placing an employee on different jobs for different periods of time, where he gains job knowledge & experience in each of the different job assignments. Job satisfaction – The general attitude towards one’s job the difference between the amount of rewards workers receive & the amount they believe they should receive. Job Sharing – The practise of having two or more people split a forty hour a week job. L

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Leadership – The ability to influence a group towards the achievements of the goals. Learning – The acquisition of knowledge or skill through study, practise or experience. M Motivation – The relationship between the means, drives and incentives. N Need – Some internal state that makes certain outcomes appear attractive. Norms – Acceptable standards of behaviour within a group that are shared by the group’s members. O Organization – A consciously coordinated social unit composed of two or more people. That functions on a relatively continuous basis to achieve a common goal or set of goals. P Performance appraisals – An ongoing process of evaluating and managing both the behaviour and outcomes of employees in the work place. Perception – A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. Personality – The sum total of ways in which an individual reacts and interacts with others. R Reward - Anything that attracts an individual’s attention and stimulates him to work. Rewards can be monetary or non – monetary. Role conflict – A situation which an individual is confronted by divergent role expectations. T

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Team buildings – High interaction among groups members to increase trust and openness. Training - The systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task or job. Transfer – The reassignment of an employee to a job with similar pay, status, duties & responsibility. V Values – Basic convictions that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence. W Wage – the remuneration paid by the employer for the services of hourly, daily weekly or fortnightly employees. Work group – A group that interacts primarily to share information & to make decisions to help each other perform with in his / her area of responsibility.

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