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Employee satisfaction

CHAPTER-1
INTRODUCTION
INTRODUCTION TO HRM:
Human resource management (HRM) is the management of human resource .It is a
function in the organizations designed to maximize employee performance in service of
an employer's strategic objectives.HR is primarily concerned with the management of
people within organizations, focusing on policies and on systems. HR departments and
units in organizations typically undertake a number of activities, including employee
benefits design, employee recruitment, "training and development", performance
appraisal, and rewarding. HR also concerns itself with organizational change
and industrial relations, that is, the balancing of organizational practices with
requirements arising from collective bargaining and from governmental laws.
HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. The function was initially dominated by transactional
work, such as payroll and benefits administration, but due to globalization , company
consolidation, technological advances, and further research, HR as of 2015 focuses on
strategic initiatives like mergers and acquisitions, talent management, succession
planning, industrial and labor relations, and diversity and inclusion.
Human Resources are a business field focused on maximizing employee productivity.
Human Resources professionals manage the human capital of an organization and focus
on implementing policies and processes. They can be specialists focusing in on
recruiting, training, employee relations or benefits. Recruiting specialists are in charge of
finding and hiring top talent. Training and development professionals ensure that
employees are trained and have continuous development. This is done through training
programs, performance evaluations and reward programs. Employee relation deals with
concerns of employees when policies are broken, such as harassment or discrimination.
Someone in benefits develops compensation structures, family leave programs, discounts
and other benefits that employees can get. On the other side of the field are Human
Resources Generalists or Business Partners. These human resources professionals could
work in all areas or be labor relations representatives working with unionized employees.
Businesses are moving globally and forming more diverse teams. It is the role of human
resources to make sure that these teams can function and people are able to communicate
cross culturally and across borders. Due to changes in business, current topics in human
resources are diversity and inclusion as well as using technology to advance employee
engagement. In the current global work environment, most companies focus on
lowering employee turnover and on retaining the talent and knowledge held by their

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Employee satisfaction

workforce. New hiring not only entails a high cost but also increases the risk of a
newcomer not being able to replace the person who worked in a position before. HR
departments strive to offer benefits that will appeal to workers, thus reducing the risk of
losing corporate knowledge.
MEANING OF HR:
Hr means that management can get and use the skill, knowledge ability, etc. through the
development of skills, tapping and utilizing them again and again. Human resource
management is that process of management which develops and manages the human
elements of enterprise. It is not only the management of skills but also the attitudes and
aspirations of people. When individuals come to work place, they come with not only
technical skills, knowledge, experience etc., but also with their personal feelings,
perception, desires, motives, attitude, values etc. so HRM will mean management of
various aspects of human resources.
DEFINITION OF HR:
According to Flippo, “Human resource management is the planning ,organizing, directing
and controlling of the procurement , development, compensation, integration,
maintenance and reproduction of human resources to the end that individual,
organizational and societal objectives are accomplished”.
According to Institute of personnel management (U.K.), “Personnel Management is an
integral but distinctive part of management concerned with people at work and their
relationship with the enterprise. It seeks to bring together into an effective organization
the men and women who staff the enterprise enabling each to make his/her best
contribution its success, both as a member of a working group and as an individual. It
seeks to provide relationships within the enterprise that are conducive both to effective
work and human satisfaction.”
According to G.R. Agarwal, “human resource management is a process concerned with
the management of human energies and competencies for achieving organizational goals
through acquisition, development, utilization and maintenance of a competent and
committed workforce in a changing environment”.

According to Gary Dessler, “Human resource management refers to the policies and
practices one needs to carry out the people or human resource aspects of management
position including recruiting, screening, training, rewarding and appraising”.

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Employee satisfaction

SCOPE OF HRM:
HRM in Personnel Management: This is typically direct manpower management that
involves manpower planning, hiring (recruitment and selection), training and
development, induction and orientation, transfer, promotion, compensation. The overall
objective here is to ascertain individual growth, development and effectiveness which
indirectly contribute to organizational development. It also includes performance
appraisal, developing new skills, disbursement of wages, incentives, allowances,
traveling policies and procedures and other related courses of actions.

HRM in Employee Welfare: This particular aspect of HRM deals with working
conditions and amenities at workplace. This includes a wide array of responsibilities and
services such as safety services, health services, welfare funds, social security and
medical services. It also covers appointment of safety officers, making the environment
worth working, eliminating workplace hazards, support by top management, job safety,
safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical
care, sickness benefits, employment injury benefits, personal injury benefits, maternity
benefits, unemployment benefits and family benefits.

HRM in Industrial Relations: It is a highly sensitive area, it needs careful interactions
with labor or employee unions, addressing their grievances and settling the disputes
effectively in order to maintain peace and harmony in the organization. The main aim is
to safeguarding the interest of employees by securing the highest level of understanding
to the extent that does not leave a negative impact on organization. It is about
establishing, growing and promoting industrial democracy to safeguard the interests of
both employees and management.

FEATURES OF HRM:

1. Human Resource Management Is a Management of an Individual

Human resource management is concerned with people dimension of management.
Hence it manages different people such as worker/labor, supervisors, managers,
departmental heads and other related top managers too. Therefore, human resource
management is defined as the management of human resource and their commitment
towards work.

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Employee satisfaction 2. As a result of which. employees are motivated towards higher level work performance for achievement of organizational goal. It is continued till the dissolution of an organization. NMKRV College For Women [AUTONOMUS] Page 4 . Rather they should be dynamic. But managers want to accomplish organizational goals before something else. It helps to mobilize human resource in the organization in order to achieve the stated goals and objectives strategically. 7. Human Resource Management Is Future-oriented HRM is future oriented behavior in the sense that it helps in assessing human resource requirement for future. 5. Human Resource Management Is a Dynamic Function The principles and practices of HRM should not be rigid. Employees should gain an updated knowledge and ability to work in the changing environment 4. scope and purpose of the organization. HRM practices and principles help in integrating individual and organizational goal into a framework. It means HRM is a dynamic function whereby the procedures and practices are influenced by the environmental factors. Hence. The principles and practices are applied irrespective of size. An employee wants to satisfy his/her individual goal first. It helps in determining future goals and objectives of the organization and it employees the people to get the job done in future period of time. Human Resource Management Is a Continuous Process Human resource management is not a shot affair rather it is an ongoing process of managing people and their competencies. All the activities of management are arranged in such a way that they are interconnected with efficient and effective utilization of human resources according to change in organizational strategy. Human Resource Management Is a Universal Function HRM is a universal function in the sense that it is applicable in all types of organizations. 6. All the processes involved in HRM should run continuously. 3. Human Resource Management Is a Strategic Approach HRM is taken as strategic approach for organizational development. nature. Integration of Goals Usually there is a goal difference between organizational goal and individual goal.

helps them execute the goals with best possible efforts. This is beneficial as it enables them to form an outline of their anticipated goals in much clearer terms and thereby. they take timely action and prevent things from going out of hands.Employee satisfaction IMPORTANCE OF HRM: 1. NMKRV College For Women [AUTONOMUS] Page 5 . 4. to work according to their potential and gives them suggestions that can help them to bring about improvement in it. We can see conflicts among them. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. Maintaining Work Atmosphere This is a vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. They first hear the grievances of the employees. Managing Disputes In an organization. 3. when taken on a regular basis. 2. will help them to take up some new roles. the staff members get the opportunity to sharpen their existing skills or develop specialized skills which in turn. motivate the employees. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner. The HR managers come up with plans and strategies for hiring the right kind of people. clean and healthy environment can bring out the best in an employee. Recruitment and Training It is one of the major responsibilities of the human resource team. the contract of an employee with the company is prepared. Performance Appraisals HRM encourages the people working in an organization. When needed. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Thus. A friendly atmosphere gives the staff members job satisfaction as well. A safe. there are several issues on which disputes may arise between the employees and the employers. In other words. They design the criteria which is best suited for a specific job description. In such a scenario. they also provide training to the employees according to the requirements of the organization. Performance appraisals. Based on these two factors. Then they come up with suitable solutions to sort them out.

They organize business meetings. NMKRV College For Women [AUTONOMUS] Page 6 . 5. To respect the individual and company relationships with the highest standard of conduct and integrity. 8. which are: (1) Managerial functions. 6. to accomplish the basic organization goals.Employee satisfaction 5. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization. To identify and satisfy individual and group needs by providing adequate and equitable wages. To secure the integration of individual and groups within the organization by coordination of individual and group goals with those of organization. status. 4. seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. and (2) Operative functions. To create and utilize an able and motivated workforce. To utilize the available human resources effectively. prestige. 2. 7. recognition. security. etc. FUNCTIONS OF HRM: The function performed by the resource management can broadly be classified into two categories. 3. incentives. To be close to the customer through employees. Developing Public Relations The responsibility of establishing good public relations lies with the HRM to a great extent. To establish and maintain sound organizational structure and desirable working relations among all the members of the organization. OBJECTIVES OF HRM: The objectives of HRM may be as follows: 1. employee benefits and social security and measures for challenging work.

It is a process of determining the organizational goals and formulation of policies and programs for achieving them. delegating authority to subordinates. Thus organizing involves giving each subordinate a specific task establishing departments. Other functions of managers depend on planning function. (1) Managerial Functions: Planning: Planning is a predetermined course of actions. Thus planning is future oriented concerned with clearly charting out the desired direction of business activities in future. coordinating the work of subordinates.Employee satisfaction These are discussed in turn. and so on. NMKRV College For Women [AUTONOMUS] Page 7 .Forecasting is one of the important elements in the planning process. Depend on planning function . Organizing: Organizing is a process by which the structure and allocation of jobs are determined. establishing channels of authority and communication.

maintaining morale motivating subordinates etc.Employee satisfaction Staffing: It is a process by which managers select. A brief description of these follows: Procurement: It involves procuring the right kind of people in appropriate number to be placed in the organization. organization development to strike a better fit between organizational climate/culture and employees. selecting employees. NMKRV College For Women [AUTONOMUS] Page 8 . and taking corrective actions as needed. for achieving the goals of the organization. train. checking to see how actual performance compares with these set standards. recruiting prospective employees. development. counseling employees. compensating employees. These functions include procurement. recruitment. executive training to develop managers. These functions vary from department to department depending on the nature of the department Viewed from this standpoint. selection placement and induction or orientation of new employees. Directing/Leading: Directing is the process of activating group efforts to achieve the desired goals. It consists of activities such as manpower planning. Development: This function involves activities meant to improve the knowledge. skills aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. It includes activities like getting subordinates to get the job done. promote and retire their subordinates This involves deciding what type of people should be hired. also called. compensation. Controlling: It is the process of setting standards for performance. These functions may comprise training to employees. service functions are those which are relevant to specific department. the operative functions of HRM relate to ensuring right people for right jobs at right times. and maintenance functions of HRM. setting performance standard. training and developing employees. evaluating performance. (2) Operative Functions: The operative.

The employees must have working knowledge of the language and culture (in terms of values. morals. gratuity. this function ensures equitable and fair remuneration for employees in the organization. etc. there are indications that employee conflict will increase. Having discussed the scope and functions of HRM. are also arranged. group insurance. Because tomorrow’s workers will come in different colors. Human Resource Management (HRM) must also develop mechanisms that will help multicultural individuals work together.Employee satisfaction Compensation: Compensation function involves determination of wages and salaries matching with contribution made by employees to organizational goals. pension. be large or small organizations. custom or age differences become more prevalent. transport facilities. etc. wage and salary administration. etc. Globalization and its implications Business today doesn’t have national boundaries – it reaches around the world. language. For this purpose virus benefits such as housing. RECENT TRENDS IN HRM: 1. The rise of multinational corporations places new requirements on human resource managers. It consists of activities such as job evaluation. In other words. This will necessitate managers being trained to recognize differences in workers and to appreciate and even celebrate these differences. Maintenance: It is concerned with protecting and promoting employees while at work. skills and cultural adaptability is available to handle global assignments. Several social security measures such as provident fund. now it seems pertinent to delineate the HRM scenario in India. incentives. managers will be required to change their ways. bonus. As background. The HR department needs to ensure that the appropriate mix of employees in terms of knowledge. educational. It is important to note that the managerial and operative functions of HRM are performed in conjunction with each other in an organization. HRM would be required to train management to be more flexible in its practices. are provided to the employees. customs and laws) of the host country. `nationalities and so on. NMKRV College For Women [AUTONOMUS] Page 9 . medical. the organizations must train individuals to meet the challenges of globalization. In order to meet this goal.

social class sexual orientation. 3. HRM dept is key to the downsizing discussions that have to take place. HRM must train people of different age groups to effectively manage and to deal with each other and to respect the diversity of views that each offers. Strategic human resource planning will have to carefully weigh the skill deficiencies and shortages. ethnicity. 4. age. A family friendly organization is one that has flexible work schedules and provides such employee benefits such as child care.Employee satisfaction 2. This includes HRM offerings that fall under the heading of the family friendly organization. ideologies and background characteristics such as geographic origin. Work-force Diversity In the past HRM was considerably simpler because our work force was strikingly homogeneous. HRM department will have to devise suitable training and short term programs to bridge the skill gaps & deficiencies. personality characteristics. marital status. productivity. Changing skill requirements Recruiting and developing skilled labor is important for any company concerned about competitiveness. HRM department has a very important role to play in downsizing. Today’s work force comprises of people of different gender. values. One means of achieving that is through the organization’s benefits package. Diversity is critically linked to the organization’s strategic direction. quality and managing a diverse work force effectively. education. Whenever an organization attempts to delayer. HRM people must ensure that proper communication must take place during this time. tenure with the organization. The premise of downsizing is to reduce the number of workers employed by the organization. HRM must be aware of the age differences that exist in today’s work force. beliefs. the potential benefits from better creativity and decision making and greater innovation can be accrued to help increase organization’s competitiveness. Corporate downsizing. Since a growing number of jobs will require more education and higher levels of language than current ones. and economic status and the list could go on. physical appearance. increase in employee accidents and customer complaints. lifestyle. religion. it is attempting to create greater efficiency. Skill deficiencies translate into significant losses for the organization in terms of poor- quality work and lower productivity. They must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. In situations like these a participative approach seems to work better. Where diversity flourishes. In addition to the diversity brought by gender and nationality. NMKRV College For Women [AUTONOMUS] Page 10 . language. HRM practitioners and specialists will have to communicate this to educators and community leaders etc. HRM must also deal with actual layoff.

Continuous improvement programs Continuous improvement programs focus on the long term well-being of the organization. throughout each segment in the organization. Re-engineering work processes for improved productivity Although continuous improvement initiatives are positive starts in many of our organizations. Unfortunately. Re-engineering changes how organizations do their business and directly affects the employees. how it is to be done and how to best implement these decisions. 6. Such drastic change results in the re-engineering of the organization. to meeting customer needs. It requires organizational members to rethink what work should be done. For re-engineering to generate its benefits HRM needs to offer skill training to its employees. Specifically. Rather. Such action is intuitively appealing – the constant and permanent search to make things better. from hiring quality people. Whether it’s a new process. Companies strive to improve everything that they do. they typically focus on ongoing incremental change. HRM must prepare individuals for the change. The company changes its operations to focus on the customer and to involve workers in matters affecting them.facing rapid and constant change. they are like an organization wide development process and the process must be accepted and supported by top management and driven by collaborative efforts. to administrative paper processing.Employee satisfaction 5. At this point organization development initiatives dominate. HRM plays an important role in the implementation of continuous improvement programs. Ongoing incremental change avoids facing up to the possibility that what the organization may really need is radical or quantum change. nor dictated down through the many levels in an organization. This often involves a companywide initiative to improve quality and productivity. Whenever an organization embarks on any improvement effort. it is introducing change into the organization. such initiatives are not something that can be easily implemented. It is a process whereby an organization focuses on quality and builds a better foundation to serve its customers. Re-engineering occurs when more than 70% of the work processes in an organization are evaluated and altered. This requires clear and extensive communications of why the change will occur. The problem with them is that they may provide a false sense of security. Re- engineering may leave certain employees frustrated and angry and unsure of what to expect. what is to be expected and what effect it will have on employees. Yet many companies function in an environment that is dynamic. As a result continuous improvement programs may not be in the best interest of the organization. a NMKRV College For Women [AUTONOMUS] Page 11 . Accordingly HRM must have mechanisms in place for employees to get appropriate direction of what to do and what to expect as well as assistance in dealing with the conflict that may permeate the organization.

providing scheduling options that meet their needs and making decisions about whether or not benefits will be offered to the contingent work force. The key is to optimize. Mass Customization There is a lot going on already within HR concerning mass customization. a personal employment deal for every individual would be chaotic. No organization can make the transition to a contingent workforce without sufficient planning. Consultancy work is often a short time basis and to re-invent the organization’s operation such a workforce of consultancy is vital. working in teams. Here. the optimal combination of mass production with customization. several HRM issues come to the forefront. employees would need new skills as a result of the re-engineering process. allowing employees to choose between lower base pay and higher bonuses vs. 7. HRM must be an active partner in these discussions. 8. HRM will also have to give some thought to how it will attract quality temporaries. After its entire HRM department’s responsibility to locate and bring into the organization these temporary workers. Contingent workers are individuals who are typically hired for shorter periods of time.Employee satisfaction technology enhancement. We’ve seen companies basing employment arrangements on learning styles and personalities. and changing from career ladders with a straight shot to the top to career lattices where a sideways move is considered a good career move. Contingent workforce A very substantial part of the modern day workforce is the contingent workers. NMKRV College For Women [AUTONOMUS] Page 12 . HR will need to take the tools of marketing around customization for consumers and clients and applying them to the task of talent segmentation. They perform specific tasks that often require special job skills and are employed when an organization is experiencing significant deviations in its workflow. At the other extreme. At one extreme. As such. having more decision making authority. and in fact may be unproductive and unfair. These include being able to have these virtual employees available when needed. As temporary workers are brought in. or the like. when these strategic decisions are being made. HRM will also have the responsibility of quickly adapting them to the organization. This is sometimes done on consultancy basis. defining fairness as “same for everyone” risks missing important benefits of customization. When an organization makes its strategic decision to employ a sizable portion of its workforce from the contingency ranks. higher base pay and lower bonuses. HR has done a great job of applying HR principles to its own traditional functional processes.

they resist it because they simply don’t feel well-equipped to explain them. employee training and empowering of employees. Work at home may also require HRM to rethink its compensation policy. because customization will often mean that different groups of employees receive different employment arrangements based on their needs or the way they contribute. Telecommuting also offers an opportunity for a business tin a high cost area to have its work done in an area where lower wages prevail.Employee satisfaction Thus. HRM has a significant role to play in employee involvement. HR should develop principles for understanding the optimal level of customization in the employment relationship. 9. work teams. Decentralized work sites also offer opportunities that may meet the needs of the diversified workforce. participative management. Much of that challenge revolves around training managers in how to establish and ensure appropriate work quality and on-time completion. or by the job performed? Also. Employees need to be trained and that’s where human resource management has a significant role to play. decentralized work sites present a challenge. Will it pay by the hour. goal setting. Employees expected to delegate. They may need training in interpersonal skills to make participative and work teams function properly. or to set goals cannot do so unless they know and understand what it is that they are to do. the employers no longer have to consider locating a business near its work force. “We do the same thing for everyone. Those who have family responsibilities like child care. or those who have disabilities may prefer to work in their homes rather than travel to the organization’s facility. Employee involvement For today’s organization’s to be successful there are a number of employee involvement concepts that appear to be accepted. It is far easier to say.” The concept of fairness is sometimes confused with treating everyone the same. to work in teams. Moreover. Telecommuting capabilities that exist today have made it possible for the employees to be located anywhere on the globe. With this potential. on a salary basis. 10. Empowering employees requires extensive training in all aspects of the job. because employees in decentralized work sites are full time employees of the organization as opposed to contingent workers. Decentralized work sites Work sites are getting more and more decentralized. Workers may need to understand how new job design processes. These are delegation. it will be organization’s responsibility to ensure health and safety of the decentralized work force. For HRM. What is needed is demonstrated leadership as well as supportive management. Our work suggests that while many HR managers understand the need for customization and differentiation in principle. so it’s out of my hands. HR must develop principles that equip leaders to explain these differences to employees. to have decisions anticipatively handled. NMKRV College For Women [AUTONOMUS] Page 13 .

it has brought in new eyes in the face of HRM. This has seen high results in not only in performance but also in attraction and retention of highly qualified personnel. In the current situation as it is now especially with the outbreak of HIV/AIDS epidemic. These systems help in handling a lot of data on a chip other than having a room full of file shelves.Employee satisfaction 11. NMKRV College For Women [AUTONOMUS] Page 14 . Large or multinational organizations using some of the human resources information systems are reaping big. This is not only a productivity strategy but also a strategy used to attract and retain valuable employees. it has been seen to be of value to have infected and affected employees have special attention so that they can have confidence of support from the employers. What HRM is concerned with here is the safety (confidentiality) of the data/information of staff. For instance the paper work files are being replaced by HRMIS which may be tailor made or Off the Shelf. You do not have to stay in a particular location to do your duties but you can do on a mobile basis. and free medical treatment bills. Couple with other communicable and none communicable diseases HRM has no option other than to advice management to invest in health care packages that will revitalize the performance of the affected and infected employees’ Therefore for HRM to continue showing relevance it has shifted to providing health services to staff through health insurance. Health With the emergence of the wellness clubs and fitness centers together with the need for having healthy workforce. With its effect leading to stigmatization. A number of computerized systems have been invented to help in the HRM of which they are seen as simplifier of HR functions in companies. Technology With the current technological advancement and its projection in the future. and therefore it is at the forefront of having to train personnel in operating such systems and developing the integrity of such personnel to handle the sensitivity of the matter. 12. Cancers of all types are endemic to employees. HRM has to think of counseling and guiding such employee so that despite of the effect they (employee) remain productive. sensitization. it has emerged that HRM has to move to another step like having to subscribe for its employees to such clubs. paying health insurance services for the staff. Cancer is another kind of issue that has seen the current trend in HRM look closer to health and wellness of employees.

From break of family affairs of course an employee is rejuvenated and recognizes that the employer values him so much to the extent that he/she is allowed to visit. It goes without say that as longer as there is no clear defined human resource management strategies in the given organization there is definitely a problem boiling in the same organization or an explosion is bound to happen. Confidentiality The current trends have been seen as new challenges in the terms of costs especially in the short run but for organization to strive well in this competitive market to together with the labor mobility it is imperative important to rethink the HRM in terms of the current trends at all levels. With the current trend in managing the most valued organization resource. With the current trend HRM have to work it out that every employee’s family to some extent is a happy one. Therefore the HRM has to stay tuned the dynamics of family needs of employees and go a step ahead to provide development assistance like loans to meet family needs and social development. Which leads to high productivity. Therefore investing in what may seem out hand for the organization is inevitable. stay and enjoy family bond. Still it is realized that the family bond is a cost to employer in terms of time but it is a great motivator the employee.Employee satisfaction 13. In this moment the member of the family is not missed. organizations have to dig deeper to maintain. The fact is a happy family is equal to a happy workforce. Family work life balance Over a long time now in HRM history it has been a big debate about family life work balance. 14. NMKRV College For Women [AUTONOMUS] Page 15 . It is time HRM to convince management to organize family day out for the staff and their families. Time off your duty is to enrich one with family chore which help identify the employee with the organization. sacrifice sometimes for days off to enable employees to attend to their family issues. The employment laws unlike from the past now allow family leaves and above all you have parental leave (paternity and maternity). Employees have been on toes of the employers to see if there could be justice done and on the other hand employers have been keen to minimize the effect of the same.

mental. 5. The Mediator: As a mediator. The Counsellor: Employees who are dissatisfied with the present job approach the personnel manager for counseling. The role of HR Manager includes roles of conscience of a counselor. 6. The Problem Solver: He acts as a problem solver with respect to the issues that involve human resource management and overall long rang organizational planning. The Spokesman: He is a frequent spokesman for or representative of the company. the personnel manager plays the role of peacemaker. 3. He settles the disputes between employees and the management. physical and career also approach the personnel managers. The Change Agent: He acts as a change agent and introduces changes in various existing programs. a mediator. health children’s education/marriage. In addition. a problem solver and a change agent. a company spokesman. 2. He acts as a liaison and communication link between both of them. NMKRV College For Women [AUTONOMUS] Page 16 . He plays various strategic roles at different levels in the organization.Employee satisfaction HR MANAGER: ROLES: Human Resource Manager plays a vital role in modern organization. The Conscience Role: The conscience role is that of a humanitarian who reminds the management of its morals and obligations to its employees. 4. employees facing various problems like marital. 1. The personnel manager consults the employees and offers suggestions to solve overcome the problems of the employees.

a policy may state that time management is important to the business. In essence. procedures and company standards dictates to employees the behaviors that are acceptable in the workplace. 9. Preparing and adapting job analysis. 3. Preparing the employees in quality improvement programs. Motivating employees. For example. 8. which fosters timeliness among employees. 2. 10. or HR may adapt a looser time management policy that values employees' freedom to manage their own schedules. transfer and demotion. NMKRV College For Women [AUTONOMUS] Page 17 . Identifying the training needs for employees. 5.Employee satisfaction DUTIES AND RESPONSIBILITITES 1. habits and beliefs that the business espouses. Organizational Culture Organizational culture is the collection of values. employee group and trade union. Fixing the salaries and employees benefits. Advising the managers regarding Hr planning. Assisting managers in organizing for promotion. COMPONENTS 1. working norms. Searching for the prospective employees. 6. The HR management system plays a large part in shaping the organizational culture. 7. 4. Maintaining close and sound relation with individual employees. 11. the organizational culture affects the way people do their work and interact with one another and with customers. 12. Conducting induction programs. Setting policies. Solving employee problems and preventing industrial disputes. company vision. Conducting tests and interviews.

HR can post warning signs and posters listing the steps to take in case of an emergency. 5. employees come and go. Training and Development Almost all employees .Employee satisfaction 2. benefits and compensation are all drivers to organizational success and should be constantly on the minds of HR managers. This minimizes the possibility that an accident will occur and helps to eliminate any subsequent legal action that might be taken against the company. NMKRV College For Women [AUTONOMUS] Page 18 . training them to effectively do their jobs and providing incentives for further education. The HR management system is also responsible for ongoing employee development. For example. for changes in workflow and for reassuring employees in times of crises or frightening change. This continuing education keep employee’s skill fresh so they bring new and Innovative ideas to the workplace. and the finances of the company fluctuate. if there is heavy machinery in the office. Finding qualified workers. Planning for change means helping employees understand their roles in the larger picture of the company. Recruitment and Retention While recruitment and retention may seem like a given for HR management systems. even ones that are highly educated or skilled. require some level of training because each organization runs things in a different way. Health and Safety The HR management system plays a key role in ensuring health and safety in the workplace. but the HR function may go a step further to make sure employees understand the risks of certain activities. 4. keeping them engaged with the company. it is the anchor of all HR's policies and systems. Policies and procedures need to be firmly communicated to employees as part of their on- boarding process. HR takes this information and develops a management plan for disasters. It's about building bridges between departments and managers and getting people to talk about "what-if" situations. Planning for Change The business world changes rapidly. New technology is introduced. This can be achieved through policies and procedures. 3. HR's role in helping to stabilize the company for change cannot be understated.

It is easy and involves involvement from a number of employees. For majority of employee it becomes very difficult to put forward their problems before their boss. employee goal achievement. It is best for the means of communication. 2) A great medium for communication: Employee satisfaction surveys are a way employees can communicate with the managers or upper class of people working with them in the same organization for the up liftment of the organization. ADVANTAGES AND DISADVANTAGES OF EMPLOYEE SATISFACTION: ADVANTAGES OF EMPLOYEE SATISFACTION: 1) Increased involvement: Surveying are the best possible way to get in to the heart of every employee and knowing what problems they are actually facing and trying really hard to help them get rid of such problems. The feedback’s being provided are taken NMKRV College For Women [AUTONOMUS] Page 19 . Survey helps anonymously saying things they wish to say and what changes they want or what are they feeling with the workforce they are associated with. The employee satisfaction survey helps then individual employee to mark their presence for making any desirable change they want to execute in the organization. 3) An improvised approach: Make the employees raise their voice over the issues they want to bring to the company and those they have been holding back from a l ong time.Employee satisfaction MEANING 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. Survey helps in creating a line of communication between different groups of people working in any company. Many measures purport that employee satisfaction is a factor in employee motivation. As the surveys are done anonymously there is no threat for any individual to put the things they are feeling or wanting to say without being judged by those feedbacks. and positive employee morale in the workplace.

This becomes valuable as the survey helps in focusing of some points which cause trouble either to that particular employee or the company indirectly. 5) Flexibility: The surveys are so designed that they will serve more flexibility to the end user or the employee in their specific work place. it is a boon for the organization as every individual is different. Everyone will have their own thought about the problem and their very own conclusions as well this will eventually help in the formulation of a better. 6) Creative: When the employee working in any organization is asked for any help regarding anything or if their opinions are asked through any survey. This helps in the proper management and deliverance of individual employee’s NMKRV College For Women [AUTONOMUS] Page 20 . This anonymously giving opinion through survey helps them to speak their heart out without any fear. new and improvised plan which will ultimately reflect the growth of the company. 7) Better understanding: While conducting any employee survey in the organizations. If a survey is being made that highlights the employee satisfaction which will help the management of the company to know what makes the employee working under them delighted or sad about anything that concerns their work place. With a strong opinion one can help the company to plan and manage the relevant changes in their work plan and bring out the best from every employee. This is a common fear occurring in almost every employee’s mind.Employee satisfaction up seriously by the higher authorities so that they can provide a feasible solution that will benefit both the employees as well as the organization. various message passing to the employees or other people associated with the organization whose opinions and thoughts are important for the growth of the company are always valued by any company. They will give the survey with utmost honesty and won’t bring any topic other than what concerns about themselves. 4) Anonymous: Majority of employees working in any organization doesn’t want to state their true emotions about what are they feeling towards their job to be shared as they have a fear of being criticized.

lost focus or being used by the other employees or any higher authority. she/he might be finding it difficult to say what their concerns are face to face. There are often times when the number of question was more than 10 which loses an employee’s lack of interest and eventually she/he just tick without even reading the question and hence the employee satisfaction survey purpose behind taking such surveys goes in vain. DISADVANTAGES OF EMPLOYEE SATISFACTION: 1) Increased quantity but no quality questions: Often in various employee satisfactions survey questions being asked are not what the organization should aim at asking. 10) Creative: Every individual or every employee will serve for the best of the growth of the organization and this creative approach helps them to grow more and better in many ways. 9) Helpful: Survey employee satisfaction helps both the company and the employee to seek and devote energy and time in doing they are prescribed to do. This delicacy should not affect the growth of the organization. 8) Delicate: If any employee working for the organization is feeling unhappy. NMKRV College For Women [AUTONOMUS] Page 21 . They can maintain and manage the regularity of the organization and the different employee will serve their purpose of devotion with honesty and putting forward their opinions. The survey is fruitful for the company in various possible ways and for the employees as well.Employee satisfaction growth and also helps the employees an ease in taking their true opinions through survey that are executed in the organization. This creativity helps them the organization for a better up liftment and ultimately helps the employee to understand the company more and the people working there. This creativity helps the employee to understand every problem and think out of the box to provide the solution for it. This is one important aspect of conducting surveys. Employees will come to know what help and how that can help the employees to increase their growth exponentially.

not everyone remembers the questions that were being asked in the survey and hence its purpose becomes unsuccessful. The company is too rigid to make any changes and they will eventually do what they aim at doing. job satisfaction is the most important thing considered at any job. If any survey is being made in the month of February then its result might come in the end of October or December which should not be the case . The time the results get out. what every employee thinks about the job is more important which is majority of the times ignored.Employee satisfaction 2) Once an year conduction: The employee satisfaction takes place in majority of the organization only once in an year which means that the employee can only say about their problem once every year and whose solution is also not fixed. it takes a hell lot amount of time in displaying its result. they are different and have their importance in every aspect. 5) No fruitful result: The survey aims at providing solution to the employee by considering their problems and asking for their opinion to help them change those but what actually happens is something totally different. 3) Unsatisfied employees: The major drawback is that the surveys don’t actually measure how satisfied the people are at workforce they are working. While considering all the advantages and disadvantages. NMKRV College For Women [AUTONOMUS] Page 22 . The companies just create an imaginary vision but actually just manage the tasks what they actually want to perform. While being happy and satisfied are apparently almost related entities. 4) Time consuming: The survey takes place in various work forces. Often it is seen the employee who has asked for a change has left the organization. Apparently. The amount of time any survey took place and the time needed to process that task is way too much.

The response rate with which the results are being announced is tremendously low and often helps no one. the more will be the chances of its failure. 8) No ownership: The survey takes place for the whole employees and not for any individual but problem arises when there is involvement of various other people working under the solution of the problem behind the asked questions in any survey. Every focus turns to be more on lowering down the total score of the team. The engagement of the employee is a good way of seeing a stand-alone solution for a problem but after the survey gets implemented no solution actually happens NMKRV College For Women [AUTONOMUS] Page 23 . Some team member becomes happy if they got the desired output they were asking for. The survey tends to avoid planning for the results and eventually the last survey overlaps the new and no conclusion drives to be seen. The important point to consider is to find a balance between the surveys and avoiding any chaos that can happen. 7) No growth of the employee: The survey responses make it very biased and there are companies where they intentionally ask the employees to mention their name while taking the survey and this way they can easily approve the voices of the ones who are the company’s favorite and hence ignoring the suggestions of the rest of the employees. 9) Survey failure: The more the number of questions will be.Employee satisfaction 6) Negativity: The survey doesn’t pinpoint the actual problem so that can help for fixing it both rather they misuse this concept. The company neglects the opportunity they had for the upliftment of the company and spread them to the best of every employee’s work but it all just goes in vain. The growth of the employee hinders. But they just spread the negativity by not focusing on the actual problem. Nobody takes the ownership but rather is busy in doing something or the other to grab the attention of the company and in return provide the outcomes that are best for their personal benefit. while some are given no attention.

2. growing turnover is a problem for any organization. IMPORTANCE OF EMPLOYEE SATISFACTION: 1. He deals with customers in a better way and builds strong relations with them. 7. 8. Money spent on training new candidates and recruitment of new candidates can be saved extensively. It play very important role in productivity of employee and you can achieve your desire goal. 3. While some industries have a naturally high turnover. 4. 2. Rapidly growing organization. It helps the company in getting better services and products from its employees. They would try to produce better results in order to get appreciation from the company. If your absolute level of turnover exceeds the industry average. 5. No workplace feels or says the things an employee is actually feeling or wanted to say. No need to hire a new bunch of candidate periodically. NMKRV College For Women [AUTONOMUS] Page 24 . the organization. High or growing turnover rate. The employee starts feeling a sense of responsibility towards the organization. NEED FOR EMPLOYEE SATISFACTION: 1. You can maintain retention ratio in Company.Employee satisfaction 10) No personal profit: The job satisfaction surveys are very much useless and often no result tends to be happening after taking tons of survey every year and they are just meant for personal benefit of the company and fooling around the employee working under them. it is critical to find out how employees feel about their jobs. Everybody wants something or the other to be done but rarely anything happens. It is easy to sigh off the survey and not giving the appropriate answers to the questions. When an organization is growing quickly. 6. and their fit and future within it. you have a problem that an employee satisfaction survey is the first step to solving.

management does not know how effective tools and methods are. because the employees are the ones working with the tools on a regular basis. In a highly competitive industry. Excessive rumors. Determine whether training methods and materials are beneficial to the employees. Staying in touch with employees is necessary to facilitate continued competitiveness. equipment and communication procedures. and fear. OBJECTIVES OF EMPLOYEE SATISFACTION: 1. ask questions about the effectiveness of current tools. out of fear.Employee satisfaction 3. This leaves management in the dark. which leads to high turnover rates and low employee morale. Planned or recent organizational changes. A strong rumor mill is symptomatic of other problems in the organization. Highly competitive industry. 6. Evaluate Employee Perception Often. 5. trust. Contemplated changes in pay and benefits. If not handled properly. Change can be difficult for many people. 2. You must know what needs to be "fixed" and how much "fixing" it needs to maximize return on invested money and people resources. including change of leadership. For example. ask questions that allow the NMKRV College For Women [AUTONOMUS] Page 25 . To determine employee perceptions. an employee conceals how he really feels about the workplace environment. productivity and profits can decline. turnover minimization and productivity and creativity maximization are keys to success. These can include communications. One objective for an employee satisfaction survey is to identify problem areas that management may not be aware of. Evaluate Methods When a company runs efficiently. Only a survey can uncover the extent to which any of these issues exists 4. Often. it avoids wasted time and efforts.

If the employee has to reveal his identity. Though the questionnaire survey is time consuming for management. it is necessary to ask open-ended questions that allow the employee to provide comments and feedback. NMKRV College For Women [AUTONOMUS] Page 26 . the answers tend to be more honest. consider giving employees the option to remain anonymous. However. company benefits. instead of just getting a rating. More importantly. Passionate Good employees who stay at a company are passionate about their work and their company. you sit down with the employee to get verbal feedback. 4. To increase employee honesty during interview surveys.Employee satisfaction employee to express his point of view. Finding passion in an interview can be tricky. To get the details. coaching and development programs. management and supervisor attitudes. Survey Methods The two methods you can use to survey employees are interview or questionnaire. For example. 3. ask how satisfied he is with internal opportunities for growth or promotion. the employee completes the survey and submits it to you via paper or electronic format. Get Details It is common for employees to select a rating for each survey question. Hopefully. With an interview survey. If you want honest feedback on the survey. you should also get the details. he may not be honest about his true feelings. but your job is to separate fake passion from real passion. to find the people who can use their passion for their work. The details let you know why an employee selects a specific rating. With the questionnaire. all your interviewees seem passionate about the job (and if they don’t then that is an immediate red flag). employee rewards and recognition programs. consider outsourcing a non-biased third-party company to conduct the interview CHARECTERSITICS OF EMPLOYEE SATISFACTION: 1. due to fear of ramifications.

but to make sure you get new ideas you need creative thinkers. When a small business is trying to grow employees often need to deliver on many fronts and the bosses can’t be micromanaging. Good employees need to be able to adapt to new situations and grow with your business. 4. you need goal-oriented people. and any kind of collaboration is also dependent on your employees’ ability to communicate well. The business environment is always evolving and small businesses are hopefully growing and maturing quickly. To reach your goals. your company’s external success in sales. it also requires the ability to listen to others and respond effectively. This isn’t just expressing ideas coherently. You don’t want team members who are stuck in their ways. Communication Skills Companies are built by great employees who can work well together.Employee satisfaction 2. 3. Organized and Detail Focused A good communicator who is also a go getter is great. 6. Adaptable Business is unpredictable and circumstances are constantly changing. 5. That is just internally. employees who don’t get bogged down in the muck of office politics or taking credit but are committed to getting the job done and achieving the goal. PR. marketing. NMKRV College For Women [AUTONOMUS] Page 27 . but not if they get lost in the details and can’t stay organized. Creative Companies always need creative team members to help find new solutions. Goal Oriented To grow your small business you’ve got to have goals. One of the benefits of new hires is new ideas. That is built by strong communication.

but it can’t be addressed with the current results. Deliver employee satisfaction survey findings / forward report ANALYSIS OF EMPLOYEE SATISFACTION By now everyone knows that employee surveys are a fantastic way to gauge and improve employee satisfaction. 1. If you realize you missed asking a crucial question. You must properly understand and analyze the surveys correctly. Client informs employees of employee satisfaction survey . Finalize employee satisfaction survey questionnaire (question order. Employee satisfaction survey questionnaire proof to client 4. NMKRV College For Women [AUTONOMUS] Page 28 . You don’t want to try to answer questions that weren’t actually asked. Agree scope. Finalize employee satisfaction survey reporting style and content 6. Employee satisfaction survey set-up and testing 8. you may find yourself reading something into the data that isn’t actually there. make note of it. What were the goals of the survey? What was the scope of this project in general? It’s important to keep these things in mind as you begin to analyze the data collected. content and length) 5. Analysis of data. Conduct 10% validity checks 10. employee satisfaction survey timings. Design employee satisfaction survey questionnaire 3. Try to remember why you started this process. But performing a survey isn’t enough.Employee satisfaction PROCESS OF EMPLOYEE SATISFACTION A typical employee satisfaction survey process is shown below: 1. Mackman Research launch online employee satisfaction survey and capture data 9. you’ll first want to go back to the beginning when you were first creating the survey. It can be included in the next survey. Before You Begin To get started. prepare employee satisfaction survey final report 11.Mackman Research provide template 7. required employee satisfaction survey analysis 2. Otherwise.

Edit and Clean Before diving into the analysis. If this isn’t the first survey. and once it is interpreted and sorted into usable information it can be used to improve the workplace. NMKRV College For Women [AUTONOMUS] Page 29 . These can show specific areas of concern and indicate where improvement may be needed. If there was a low response rate or a disproportionate response rate among various departments. Analyze Now that you have valuable clean data. how and when the survey was completed. This just means making sure the data is accurate and no mistakes are included. evaluate the data and look for trends. 3. you can use previous surveys as benchmarks to compare the results. and graphical analysis. After all. and how many people actually responded as a whole. but ensuring the data is clean before analyzing will give you the most accurate results possible 4. employee communication. This review is necessary to ensure the data you collected is valuable and worth analyzing.Employee satisfaction 2. like the same employee filling out more than one survey or survey answers being counted multiple times. If this is the first survey. More detailed analysis can be done to evaluate the data. the point of these surveys is to understand what action needs to take place to improve employee satisfaction. the survey may need to be redone to ensure you’re getting accurate and valid results. and overall employee satisfaction. filtering. it’s time to start your analysis. It may seem like an unnecessary step. but also how it was collected and from whom. You aren’t just reviewing the data. keep all data and subsequent analysis to be used in the future. Consider which department respondents were from. First. like cross-tabulation. Hopefully your survey results in a treasure of data. data needs to be edited and cleaned up. Compile and Review All survey information should be gathered and prepared for a general review.

to be carried out in connection with a proposed research work. STATEMENT OF THE PROBLEM “The purpose of the study is to find out whether the HR policies followed by SAGAR HOSPITALS have satisfied the employees or not?” The research is basically being done to find out what influences the satisfaction of the employees that bear on the organization. To study the various factors which influencing employee. TITLE OF THE STUDY A project report on “EMPLOYEE SATISFACTION at SAGAR HOSPITALS. Bangalore 560078. It constitutes the blue print for collection. To study the composition of employer and employee relation existing in the organization. It’s only a guideline for the researcher to enable him to keep track of his actions and to know whether he was moving in the right direction or not to achieve his goal” Research design is the conceptual structure within which research is conducted. Only with the help of this study on employee satisfaction we can analyze if the company has been successful in the HR practices its been following and if not what are the means to make it successful so that the potentiality and profitability is increased and the gap between the employees and management is reduced.Employee satisfaction CHAPTER-2 RESEARCH DESIGN INTRODUCTION “Research design is a purposeful activity proposed to be carried out in a sequence during the process of research focusing on the management problem. NMKRV College For Women [AUTONOMUS] Page 30 . 3. 2. To study the statutory and non statutory welfare practices adopted by the organization. 4. measurement and analysis of data. It provides guidelines for research work. OBJECTIVES OF THE STUDY 1. To know the facilities provided to the employees as well as the public by the organization. Banashankari. It indicates a plan of action.

Employee satisfaction METHADOLOGY OF STUDY PRIMARY SOURCES OF DATA The survey includes primary data collection technique by using methods such as 1. and having it filled from the sample population. Websites 3. Sample unit is limited. The employees were selected at random to answer the questionnaire. 3. Observations 3. The study cannot be generalized to the industry. SECONDARY SOURCES OF DATA In secondary source of data collection method various information sources like 1. Direct interview etc. NMKRV College For Women [AUTONOMUS] Page 31 . SAMPLING SIZE: The sampling size was 150. LIMITATIONS OF THE STUDY 1. Limited period of time and money. Questionnaire 2. 2. The experience of the researcher may hinder the quality of analysis. 4. Company records This involves the preparation of written questionnaires. Books 2. 5. The study is limited in a particular organization. SAMPLING PLAN Data was collected through random sampling method. The data collection is presented with the help of tables and graphs.

To expand the boundaries of Medical Science through research. Ambulance and Blood bank. Sagar Hospital. Cath lab. Consulting rooms with spacious Patient waiting lounge. Bangalore. Private rooms. INTRODUCTION TO SAGAR HOSPITALS Sagar Hospital is a very popular hospital and one of the best hospitals for its experienced senior doctors and modern advancements in clinical research in the city of Bangalore in Karnataka. patient focused and integrated Health Care delivery system and achieving excellence in patient care and Medical Education. Lights. Private deluxe rooms. Birthing suite. Cubicle ICU’S.Laparoscopic Surgery. Day care unit. Operating theatres. Laboratory. Banashankari. Day care center. Facilities information of sagar hospital is Enough beds . The hospital is governed by Sagar business group of Bangalore. Karnataka .E. Specialists. Minimally Invasive Surgical OT with L. Tesla MRI with Total Imaging Matrix . Yoga and Physiotherapy. which is in Kumaraswamy layout found in the following Address: Shavige Malleshwara Hills. Comfortable semi private beds.D. MISSION OF SAGAR HOSPITAL To serve the needs of the society and to provide integrated and cost effective quality health care . Luxurious presidential suites. Pediatric care . Day and night Cafeteria . ABOUT SAGAR HOSPITALS The Sagar Hospitals is a landmark healthcare services institution that enjoys a unique reputation of being a popular destination for both Indian and international patients seeking treatment at an affordable cost. The hospital started functioning in the year of 1982 with the aim to serve the people of Bangalore city and surrounding areas with the expert team of doctors and all the latest technologies. Spacious single rooms . The hospital has experienced and dedicated doctors in the following medical departments.Employee satisfaction CHAPTER-3 COMPANY PROFILE VISSION OF SAGAR HOSPITAL Creating a premier. Cardiology. The Sagar Hospitals has lent its unique dimension NMKRV College For Women [AUTONOMUS] Page 32 . State of the Art . Neonatal unit. Robotic Enabled OT. Kumaraswamy Layout. and training the next generation of health care professionals. Diagnostics and Treatment services are Intensive Care beds. 24 hour pharmacy. Slice Cardiac CT. General ward beds.

NMKRV College For Women [AUTONOMUS] Page 33 .  A deft corrective life saving surgical treatment for a child with a congenital heart illustrates the abilities of its professionals. It is supported by a chain of pharmacies for the convenience of patients. now boasts of Sagar Hospital’s two tertiary care multi-specialty hospitals at Jayanagar (JNR) with 200 beds and Banashankari (BSK) with 415 beds and four clinics and the professionalism of its consultants and surgeons that compares well with their international peers. Some of its recent feats have underlined its high sense of commitment to taking challenging cases with a sense of confidence and zeal. Bangalore. In a short time.Employee satisfaction of human touch to the complex science of healthcare. the imaginative concept of `Birthing Suite` . Sagar Hospitals is well equipped with the state-of-the-art medical equipments. The Sagar Hospitals mission is to maintain high degree of quality and care to any patient seeking medical aid is sacroscant to its highly acclaimed and equipped team. after being run over by a motor vehicle.  The nursing staff. Sagar Hospitals® have performed surgeries.  A miraculous muscle flap plastic surgery restored the hope of movement to a child. a product of Sagar Group’s own nursing school lends to the atmosphere of caring and competence towards providing the best medical care for its patients. A 128 Slice CT Scan that helps achieve a high degree of efficiency and accuracy in diagnostic procedures for cardiac and other arterial problems.  A Total Knee Replacement by its Orthopedic Department exemplifies its surgical excellence. some of them rare in nature exemplifying the innovative application of the latest knowledge in medicine. a fore runner has set standards for pre and post natal care for the modern woman.

It’s well planned nursing wards and deluxe suites with a high degree of attention to hygiene and ambiance help the recuperating patients be in a pleasant environment. The Banashankari facility also treats patients under other government welfare schemes like the Vajpayee Arogya Shree . NABL accredited and ISO 9001certified . Industry Associations and Industry in general with a scheme for third-party assessment of the quality and technical competence of testing and calibration laboratories. ISO 9001 emphasizes customer satisfaction and continual improvement for sustained growth of the business. Both the hospitals of Jayanagar and Banashankari. the first in India. ECHO DIAGNOSTIC NMKRV College For Women [AUTONOMUS] Page 34 . The hospital’s Green Light Laser Surgery facility. Government`s Kalaingar Insurance Scheme for Life Saving Treatments.Globally. for treating patients of benign prostate hyperglasia and reduce their in-hospital stay duration and thereby cost.Banashankari has been empanelled for extending treatment under the Tamil Nadu. ISO 9001 has been established as the most fundamental quality management system. National Accreditation Board for Testing and Calibration Laboratories is an autonomous body that has been established with the objective to provide Government. Accreditations Sagar Hospitals-Jayanagar is NABH. The Sagar Hospitals.Employee satisfaction Facilities like video conferencing with relatives living in any part of the globe from the ICU’s sophisticated cubicles provide a new experience to patients. NABL. have treated over a million in-patients for over a decade now.Suvarna Arogya Chaitanya and student dependents of the BPL Card holders.

the Sagar Group and Apollo Hospitals Group came together to set up this bed facility in the city one of the numerous efforts of that time that has given the present shape to Indian healthcare scene. the popularity and revenue have surely increased. The space constraint in the existing unit has been the only hiccup in its expansion. the bed strength remains the same. But for the last two years. The Hospital claims to have been the first in many from innovations in treatment to implementation of the latest technology. we were the first in the entire South – East Asia”. Never the less. as part of the expansion plan units are proposed to be set up in Dubai and Bahrain. Through details weren’t revealed. It took 1. such hindrances have been overcome and a new number of beds unit with state-of-the-art technology is about to start functioning very soon. plans are to introduce robotic surgery in the new unit that is being set up.” says Dr Sagar. Going forward. he adds. In this case. The Hospital claims to have been the first in many-from innovations in the years of its existence. Within India. our beds have been consistently full. however.5-2 years for us to fill our beds”. The growth. the focus is on tier-II and III cities for developing more such units. Five years down the line. Dr Sagar confirms that the Hospital is one of the best performers in terms of revenue. these have been the years of the Hospital’s existence and a booming industry right in the initial stages is a lot more than anyone can ask for. claims Dr Sagar. Like most other institutions in the sector. “We have not had any major obstacles and it has been quite smooth. We were the first in the country to perform a radical prostrate echtomy and facial nerve reconstruction and the first in Karnataka to do a bone marrow transplant. when we installed the tesla MRI. the last few years have been largely trouble – free and smooth sailing for the Hospital. NMKRV College For Women [AUTONOMUS] Page 35 .Employee satisfaction PRESENT STATUS OF SAGAR HOSPITALS HISTORY OF SAGAR HOSPITAL At the turn of the millennium. says Dr Sagar. Four years back. has been gradual. “Every Greenfield project takes time to take off to its potential. Through the years of its existence. In addition.

 1st in South India to do Spinal Cord Stimulation for Intractable Angina.USA COMPITATORS OF SAGAR HOSPITAL  Cover My Meds  Prescribers & Pharmacists. the only national body for Accreditation of Medical laboratories. NMKRV College For Women [AUTONOMUS] Page 36 . the only national body for Accreditation of Medical establishments.  1st in the state to do Combo Device Implantation.  1st hospital to conceptualise Birthing suite.  1st to commission the Robotic Enabled OT facility. H  Health Care Logistics  Distributor of over 8.  1st in the state to do Bone Marrow Transplant.  1st hospital to provide Green Light laser for enlarged prostate.  The Sagar GroupDSI institutions became the 1st institution in South India to organize the International Conference on Carcinogenesis in collaboration with Carcinogenesis Foundation. this enables you to connect to your near and dear ones anywhere in the world.  Laboratories accredited by NABL.  1st in India to do Laparoscopic Radical Prostactomy.  1st hospital to provide Advanced MRI with Total Imaging Matrix (TIM).  1st hospital to provide 128 Slice Cardiac CT.  1st to provide the Video Conferencing facility.Employee satisfaction MILESTONES OF SAGAR HOSPITAL  The Sagar Hospitals is the 9th in India to receive NABH accreditation.000 Unique & Hard-to-Find health care products.

Employee satisfaction  Multi-World Technologies  Multi-World Technologies. THE SAGAR GROUP COMPRISES OF:- NMKRV College For Women [AUTONOMUS] Page 37 . LLC | Secure Solutions for Your World.

42888777. made available to the Bangaloreans . To avail this Home Health Care Facility Please call: +91-80. particularly for the Senior Citizens and the immobile. A dedicated team of 25 people have been deployed constituting skilled nurses.+91 96866 97458 Sagar Day Care Centre: The Sagar Hospitals pioneered the concept of Day Care (Short Stay Service) dedicated to handle patients with a swift efficient treatment by a dedicated team of doctors and nurses NMKRV College For Women [AUTONOMUS] Page 38 . collect blood samples and to extend personal assistance for any additional service. All the reports pertaining to Home Health care would be delivered at the door step latest by the same evening*. paramedical staff and courier boy for the door-to-door service to physically examine.Employee satisfaction SERVICES PRODUCED BY SAGAR HOSPITALS Special Services Home Health care: The Sagar Hospitals pioneered the Home Health Care service program. +91 96866 97452. Physiotherapists. the 1st of its kind in Karnataka.

Employee satisfaction

.Such a service enjoys a unique reputation of being popular destination for both Indian
and International Patients.

Medical Services Development Team at Jayanagar:

Mr.Padmanabhan, PSUs, CGHS & CGHS related central & State Corporate, ESI & Local
Govt. Bodies, +91 9591991894 , padhu@sagarhospitals.in

For Services towards Private Corporate, +91 9591991816, +919591991811,

For Services towards Banks, +919591991886,

For Services towards Doctor Relations, +91 9591991843, +91 9686697483,

Medical Services Development Team at Banashankari:

Mr.C Manjunath, HOD & Corporate Relations, PSUs, CGHS & CGHS related central &
State Corporate, ESI & LocalGovt.,+919591991899,connectmanju@yahoo.com

For Services towards Doctor Relations, +91 9591991806

DEPARTMENTS OF SAGAR HOSPITAL
1. CARDIOLOGY AND MIS

2. NEUROLOGY

3. PEDIATRICS AND OBG

4. UROLOGY AND NEPHROLOGY

5. ENDOCRINOLOGY

6. DIAGNOSTICS AND EMERGENCY

NMKRV College For Women [AUTONOMUS] Page 39

Employee satisfaction

FUNCTIONS OF THE DEPARTMENTS
1. CARDIOLOGY AND MIS

Cardiac Sciences

The Cardiology Department at Sagar Hospitals provides complete cardiac care, which
includes both elective and emergency care by a dedicated team of cardiologists, cardio-
thoracic surgeons, interventional cardiologists, cardiology technicians, and paramedical
staff. Comprehensive care is also offered for a range of noninvasive investigational
facilities, cardiac catheterization, and interventional cardiology procedures.
The cardiac Cath Lab at Sagar Hospitals is an ultra-modern digital flat panel - Axiom
Artis Zee by Siemens – with comprehensive facilities for performing all diagnostic and
interventional procedures.
Interventional procedures performed routinely in the department include:
• Angioplasty and stenting,
• Permanent pacemaker implantation,
• Coronary and peripheral angiogram,
• Valvuloplasty,
• Device closure for congenital heart disease,
• Pacemaker implantation,
• Heart failure device therapy,
• Intra-aortic balloon pump, and
• Complex congenital cardiac surgeries.

Minimal Invasive Surgery (MIS)

A minimally invasive surgery refers to a procedure that is less invasive than a
general open surgery and typically involves usage of laparoscopic devices , remote-
controlled instruments , indirect observation through an endoscope etc. ,a surgery carried
out through the body cavity, skin or any anatomical opening ,resulting in shorter
hospital stays, with conscious effort towards outpatient treatment.

The Sagar Hospitals has pioneered work in this field by usage of latest laparoscope
enabling robotic surgery, remote controlled manipulation of instruments with indirect
observation that results in cleaner OTs.

NMKRV College For Women [AUTONOMUS] Page 40

Employee satisfaction

2. NEUROLOGY

The Neuroscience Department at Sagar Hospitals provides expert care to neurological,
neurosurgical, and psychiatric patients both in adult and pediatric neurology.

The neuro team comprising some of the best neurosurgeons and neurologists works to
comprehensively treat and provide the expert care for patients suffering from
neurological problems like epilepsy, movement disorder (Parkinson’s disease), cerebral
stroke, cranio-spinal infection, degenerative disorders, chronic headache, and migraine.
The team has successfully carried several spinal implant surgeries for spasticity. Sagar
Hospitals is one of the few tertiary hospitals with a history of successfully treating intra-
arterial and intra-venous thrombolysis and it is backed by an excellent intensive care and
rehab facility.

Effective management of acute strokes with clot busters or intervention is done using the
latest technology in imaging. The neurological labs are fully equipped to diagnose, using
EEG for evaluation of seizure and epilepsy,

• Unexplained episodes of unconsciousness and coma ENMG system

• Muscle disease (ENMG),

• Neuropathies and peripheral nerve disorder (NCV), and Evoked potentials for
visual pathway (VEP), for hearing (BAER), and for sensory pathway assessment (SSEP).

3. OBG AND PEDIATRICS

Obstetrics & Gynecology and Pediatrics

Women epitomize care and are often referred to as an ocean of love. At Sagar Hospitals,
our Obstetrics & Gynecology and Pediatrics departments offer an array of medical
services to ensure good health and well being of women and children who bring love and
cheer in to our lives.

The OBG department at Sagar Hospitals specializes in:

 antenatal care of Expectant mothers
 gynecological problems
 problems associated with menarche, menopause
 infertility
 loop insertion and removal

NMKRV College For Women [AUTONOMUS] Page 41

Antenatal Lamaze classes  Preventive gynocare Pap Smear / Breast examination and Mammography 4.  Patient education series. NMKRV College For Women [AUTONOMUS] Page 42 .  Laparoscopy Radical Nephrectomy  Laparoscopic radical Prostatectomy . The List of extensive OBG Procedures performed at the Sagar Hospitals:  Infertility workup  Hysterosalpingogram  Hysteroscopy  Operative and Diagnostic Laparoscopy  Normal and assisted deliveries  Ceasarian delivery  Hystectomy. our Urology and Nephrology departments understand the predicament and strive to bring a feeling of comfort and solace to many of our patients by extending our expertise in providing prompt and proper diagnosis. So far we have done more than thousand deliveries in LDRP suites to our credit and the department also runs high risk pregnancy clinics focuses on minimal invasive gyanac lap surgery and infertility clinic. UROLOGY AND NEPHROLOGY Urology and Department of Nephrology At the Sagar Hospitals.Employee satisfaction The OBG department at Sagar Hospitals has established sub specialities namely:  Fetal medicine  Gynaec Endoscopic surgery  Gynaec Oncology Services The Sagar group was the first to establish concept of Birthing Suites in Bangalore. All possible surgeries that can contemplated including  advance laparoscopic procedures  Laparoscopy Donor-nephrectomy. We are well equipped with sophisticated lasers and advanced laparoscopy equipment to perform complicated kidney transplantations with precision successfully.Abdominal / Vaginal / Lap assisted hystectomy / Total Laproscopic hystectomy  Onco surgeries for CA CX/ cancer of uterus and ovarian cancer. followed by appropriate treatment.

early/late puberty. At the Sagar Hospitals. Our promptness in attending to critical emergency cases within 7 minutes of their arrival is our promise and a world standard. 5. 6. etc suffer social stigma. our Emergency and Diagnostic departments reaffirm the faith of the people who seek our assistance in their hour of need.  Surgical tackling of all possible stones including laser lithotripsy (Holmium) 3 years back we have embarked on using the latest Green light Laser Therapy for vaporization of prostate. our medical professionals of the Juvenile Endocrinology department treat and counsel such children with understanding and affection. impotence work (Male infertility). We regularly carry out adultpaediatrics cadaveric kidney transplantation at our hospitals and endeavoured in a completing a joint study with a Cardio-Thoracic surgeon for conducting transplant with bypass surgery. even a minute’s delay could tip the critical balance between life and death. Sagar hospitals’ well equipped diagnostic facilities aid in making quick and proper diagnosis which enable our doctors to save lives round-the-clock. At the Sagar Hospitals. NMKRV College For Women [AUTONOMUS] Page 43 . We are fully geared to perform all endoscopic procedures which include:  diagnostic cystoscopy  TURP  Uretero-renoscopy.Employee satisfaction are performed at the Sagar Hospitals®. uncertain sex at birth. ENDOCRINOLOGY Endocrinology Children with hormonal problems like growth hormone deficiency. We have to date more than 300 procedures with the same technology with astoundingly happy results. DIAGNOSTICS AND EMERGENCY Diagnostics and Emergency In emergency situations. We provide appropriate treatment for such hormonal imbalances and enable them to regain their self worth to become productive individuals in the main stream. We regularly carry out infertility work.

Spouse & Children)  Individual Accident Policy  ESI ATTENDENCE POLICY  Salary link to Biometric Attendance  Employees should not forget to mark your Attendance both Time-in & Time-out NMKRV College For Women [AUTONOMUS] Page 44 .Employee satisfaction POLICIES ADOPTED BY SAGAR HOSPITTAL  Leave Policy  Insurance Policy  Attendance Policy  Salary & Compensation  Training & Development Policy  Performance Appraisal Policy  Employee Recreation Policy  Grievance Handling Procedure  Relieving Policy The following are the policies adopted by sagar hospital are discussed in detail:- LEAVE POLICY  Casual Leave (CL) : 12 days per year  Sick Leave (SL) : 12 days per year  Earned Leave (EL) : 15 days (after completion of one year of service)  Maternity Leave : 84 days (12 Weeks)  Compensatory off : 1 Month Validity MEDICAL HEALTH INSURANCE POLICY  Mediclaim Group Insurance Policy (Self.

 Star of the month The award is given to the employee for his/her outstanding performance in that particular month. NMKRV College For Women [AUTONOMUS] Page 45 .  Salary is to be treated as confidential information and no communication is to be done with colleagues and other staff. TRAINING AND DEVELOPMENT POLICY  Internal Training  External Training  On the job Training (OJT)  In-house Training PERFORMANCE APPRAISAL POLICY  Performance Appraisal is done once in a year. How do they access you?  Performance  Knowledge  Personal attribute  Feedback EMPLOYEE RECREATION POLICY  Birthdays Birthdays are celebrated on the last day of every month.Employee satisfaction SALARY AND COMPENSATION  Salary is paid on 1st of every month.

Employee satisfaction GRIEVANCE HANDLING PROCEDURE Top Management Middle Management Supervisor RELIEVING POLICY  Resignation letter  Approval of “Resignation Letter”  Training of Substitute of Reliever  Handing Over  Clearance Form  Exit Interview Form NMKRV College For Women [AUTONOMUS] Page 46 .

the only national body for accreditation of medical laboratories  First hospital in the state of Karnataka to perform a bone marrow transplant  First hospital in India to do laparoscopic radical prostactomy  First hospital in south India to do spinal code stimulation for intractable angina TECHNOLOGICAL ACHIEVEMENTS:  First hospital to conceptualize birthing suite in Karnataka  First hospital to provide the Video Conferencing facility. the only national recognition body for medical accreditation. hence the hospital has implemented one of its kinds Cubicle ICU’s providing complete privacy with an ambience of home. which enables you to connect to your near and dear ones anywhere in the world  First hospital to enable the Robotic Enabled OT facility  First hospital in the state of Karnataka to provide 128 Cardiac Slice CT  First hospital to provide Green Light laser for enlarged prostates.Employee satisfaction ACHIEVEMENTS OF SAGAR HOSPITAL: MEDICAL ACHIEVEMENTS:  Sagar Hospital is the second hospital in Karnataka and 10th hospital in India to receive the NABH accreditation. which would give minimal cuts on the body  First to provide the facility of advanced MRI with Total Imaging Matrix (TIM)  More importantly .  Laboratories accredited by NABH. the sagar hospitals respects individual’s privacy. CATH LAB NMKRV College For Women [AUTONOMUS] Page 47 .

6 days Activity Human health activities NMKRV College For Women [AUTONOMUS] Page 48 . 11 month.Employee satisfaction COMPANY PROFILE CIN U85110TG1988PTC008174 Company Name SAGAR HOSPITAL PRIVATE LIMITED Company Status Strike Off RoC RoC-Hyderabad Registration 8174 Number Company Category Company limited by Shares Company Sub Non-govt company Category Class of Company Private Date of 11 January 1988 Incorporation Age of Company 28 years.

which today runs over 30 institutions ranging from primary education to doctoral levels offering 100+ courses at DSI. Fellow of the Royal College of Economics (England). In memory of the Father of the Nation. Chandramma Sagar. Sri R. MBBS. Graduated in Arts and Commerce. FRCS (Glasgow): A doctor by profession. a Bar-at. The group pioneered in Education more than five decades back. LATE SMT CHANDRAMMA SAGAR Dr.Law. Dayananda Sagar: Barrister. FRCS (London) FRCS (Edin). DAYANANDA SAGAR Shri R. Bangalore and served as Honorary Surgeon to three former Presidents of India and three Governors of the State. Chandramma Sagar. Chandramma Sagar served as Dean of Vani Vilas Hospital. NMKRV College For Women [AUTONOMUS] Page 49 . Founded the Sagar Group in 1960. Dayananda Sagar founded the Mahatma Gandhi Vidya Peetha Trust. A gold medalist from the Mysore Medical College Dr. She was the first lady in India to complete triple FRCS from the UK and who went on to become a nationally renowned physician. The group ventured into healthcare services in 1960 under the qualified leadership of Dr.Employee satisfaction FOUNDERS OF SAGAR HOSPITAL: LATE SHRI R.

Employee satisfaction CHAPTER-4 ANALYSIS AND INTERPRETATION OF DATA 1.6 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 50 .7 Agree 97 64.7 Disagree 9 6 Strongly disagree 0 0 Do not wish to answer 1 0. Options No of respondents Percentage (%) Strongly agree 43 28.1 Table showing the employees opinion on how fairly their performance is evaluated.

1 Chart showing the employees opinion on how fairly their performance is evaluated.7% strongly agree. NMKRV College For Women [AUTONOMUS] Page 51 . 97 respondents agree. No of Respondents 120 100 80 60 no of respondents 40 20 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS From the above table we can analyze that 43 respondents strongly agree. 0 respondents strongly disagree. that employees performance is evaluated fairly and 28. 6% disagree.Employee satisfaction 2. 9 respondents disagree.7% agree. INTERPRETATION From the above table we interpret that 64. and 1 respondent do not wish to answer how fairly their performance is evaluated.

Employee satisfaction 1.2 Table showing the employees opinion.6 Strongly disagree 0 0 Do not wish to answer 0 0 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 52 .4 Disagree 10 6. are they feeling free to ask advice or support from their superiors Options No of respondents Percentage (%) Strongly agree 66 44 Agree 74 49.

NMKRV College For Women [AUTONOMUS] Page 53 .2Chart showing the employees opinion.Employee satisfaction 2. are they feeling free to ask advice or support from their superiors Strongly agree Agree Disagree Strongly disagree do not wish to answer ANALYSIS: From the above table we can analyze that 66 respondents strongly agree that employees are feeling free to ask advice or support from their superiors. INTERPRETATION From the above table we can interpret that 49. 74 respondents agree.6% disagree. 10 respondents disagree and 0 respondents strongly disagree and do not wish to answer.4% agree that the employees feel free to ask advice or support from their superiors and 44% strongly agree and 6.

33 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 54 .3 Table showing employees opinion is their knowledge and skills fully utilized? Options No of respondents Percentage(%) Strongly agree 60 40 Agree 83 55.Employee satisfaction 1.33 Do not wish to answer 2 1.34 Disagree 3 2 Strongly disagree 2 1.

34%agree that the employee’s knowledge and skills are fully utilized at their work place and 40% strongly agree and 2% disagree.3 Chart showing employees opinion is their knowledge and skills fully utilized? No of Respondents 90 80 70 60 50 40 no of respondents 30 20 10 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 60 respondents strongly agree that employee’s knowledge and skills are fully utilized and 83 respondents agree. 2 respondents strongly disagree and do not wish to answer. INTERPRETATION: From the above we can interpret that 55. NMKRV College For Women [AUTONOMUS] Page 55 .Employee satisfaction 2. and3 respondents disagree.

Employee satisfaction 1.4 Table showing whether the employees receive on the job training to do a good job. Options No of respondents Percentage(%) Strongly agree 72 48 Agree 66 44 Disagree 6 4 Strongly disagree 3 2 Do not wish to answer 3 2 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 56 .

4 Chart showing whether the employees receive on the job training to do a good job. No of Respondents 80 70 60 50 40 no of respondents 30 20 10 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 72 respondents strongly agree that employees receive on the job training to do a good job . 3 respondents strongly disagree and do not wish to answer INTERPRETATION: From the above table we can interpret that 48%strongly agree that the employees have received on the job training to do a good job and 44%agree and 4% disagree .Employee satisfaction 2. NMKRV College For Women [AUTONOMUS] Page 57 . 66 respondents agree. and 6 respondents disagree.

Employee satisfaction 1.5 Chart showing whether employee’s appraisal help them to continuously improve performance.5 Table showing whether employee’s appraisal help them to continuously improve performance.33 Disagree 11 7.34 Agree 59 39.33 Strongly disagree 3 2 Do not wish to answer 3 2 Total 150 100 2. Options No of Respondents Total Strongly agree 74 49. NMKRV College For Women [AUTONOMUS] Page 58 .

and 11 respondents disagree. 1.6 Table showing the employees opinion about their satisfaction working in sagar hospitals NMKRV College For Women [AUTONOMUS] Page 59 .33% agree and 7. 3 respondents strongly disagree and do not wish to answer. INTERPRETATION: From the above table we can interpret that 49.34% strongly agree that their appraisal helps them to continuously improve their performance and 39.Employee satisfaction strongly agree agree disagree strongly disagree do not wish to answer ANALYSIS: From the above table we can analyze that 74 respondents strongly agree that employee’s appraisal help them to continuously improve their performance and 59 respondents agree.33% disagree.

34 Very dissatisfied 0 0 Not applicable 1 0.66 Total 150 100 2.6 Chart showing the employees opinion about their satisfaction working in sagar hospitals NMKRV College For Women [AUTONOMUS] Page 60 .Employee satisfaction Options No of respondents Percentage(%) Very satisfied 63 42 Satisfied 69 46 Dissatisfied 17 11.

NMKRV College For Women [AUTONOMUS] Page 61 .34% dissatisfied. 17 respondents dissatisfied. 0 respondents very dissatisfied and 1 respondent not applicable INTERPRETATION From the above table we can interpret that 46% are satisfied working in sagar hospital and 42% very satisfied and 11.Employee satisfaction No of Respondents 80 70 60 50 40 no of respondents 30 20 10 0 very satisfied satisfied dissatisfied very not applicable dissatisfied ANALYSIS: From the above table we can analyze that 63 respondents very satisfied working in sagar hospital and 69 respondents satisfied.

67 Agree 84 56 Disagree 5 3. Options No of respondents Percentage(%) Strongly agree 61 40.7 Table showing the employees opinion and does their manager treats them with respect.33 Strongly disagree 0 0 Do not wish to answer 0 0 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 62 .Employee satisfaction 1.

NMKRV College For Women [AUTONOMUS] Page 63 .7 Chart showing the employees opinion and does their manager treats them with respect.67% strongly agree and 3. INTERPRETATION From the above table we can interpret that 56% agree that their manager always treats their employees with respect and 40.33% disagree. strongly agree agree disagree strongly disagree do not wish to answer ANALYSIS: From the above table we can analyze that 61 respondents strongly agree that their manager treats them with respect and 84 respondents agree. 0 respondents strongly disagree and do not wish to answer. 5 respondents disagree.Employee satisfaction 2.

Options No of respondents Percentage (%) Strongly agree 50 33.34 Agree 86 57.8 Table showing does the organization take care of employee’s health and safety at the work place.Employee satisfaction 1.33 Strongly disagree 0 0 Do not wish to answer 0 0 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 64 .33 disagree 14 9.

INTERPRETATION From the above table we can interpret that 57.Employee satisfaction 2. 9. 0 respondents strongly disagrees and do not wish to answer. 14 respondents disagree.8 Chart showing does the organization take care of employee’s health and safety at the work place.33% agree that the organization show concern at their employees for health and safety at work place and 33.33% disagree NMKRV College For Women [AUTONOMUS] Page 65 .34% strongly agree. No of Respondents 100 90 80 70 60 50 no of respondents 40 30 20 10 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 50 respondents strongly agree that organization take care of health and safety at sagar hospital and 86 respondents agree.

Options No of respondents Percentage (%) Strongly agree 37 24.67 Agree 104 69.66 Do not wish to answer 1 0.9 Table showing employees opinion does the organization show initiative is encouraged.34 Disagree 7 4.Employee satisfaction 1.67 Strongly disagree 1 0.66 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 66 .

67% disagree.34% showing initiative is encouraged for the employees at their work place and 24. 1 respondent strongly disagree and do not wish to answer. 7 respondents disagree. No of Respondents 120 100 80 60 no of respondents 40 20 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 37 respondents strongly agree that organization show initiative is encouraged and 104 respondents agree.Employee satisfaction 2. INTERPRETATION: From the above table we can interpret that 69.67% strongly agree and 4.9 Table showing employees opinion does the organization show initiative is encouraged. NMKRV College For Women [AUTONOMUS] Page 67 .

10 Table showing employee’s opinion. that the organization does not show any discrimination on the basis of age. Options No of respondents Percentage (%) Strongly agree 73 48.Employee satisfaction 1.33 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 68 .67 Disagree 5 3.67 Agree 70 46. religion or disability.33 strongly disagree 0 0 Do not wish to answer 2 1.

0 respondents strongly disagree and 2 respondents do not wish to answer. that the organization does not show any discrimination on the basis of age.10) Table showing employees opinion.67% agree and 3. INTERPRETATION From the above table we can interpret that 48.67% strongly agree that the management does not show any discrimination on the basis of age religion or disability of the employees and 46. religion or disability and 70 respondents agree and 5 respondents disagree. NMKRV College For Women [AUTONOMUS] Page 69 .33% disagree.Employee satisfaction 2. strongly agree agree disagree strongly disagree do not wish to answer ANALYSIS: From the above table we can analyze that 73 respondents strongly agree that the organization does not show any discrimination on the basis of age. religion or disability.

11 Table showing the employees opinion about that does the annual appraisal helps them and their boss to identify and agree and they have clear performance criteria for the next year.34 Agree 90 60 disagree 9 6 Strongly disagree 6 4 Do not wish to answer 1 0. Options No of respondents Percentage Strongly agree 44 29.Employee satisfaction 1.66 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 70 .

11 Chart showing the employees opinion about that does the annual appraisal helps them and their boss to identify and agree and they have clear performance criteria for the next year. 6 respondents strongly disagree and 1 respondent do not wish to answer. and 9 respondents disagree. INTERPRETATION: From the above table we can interpret that 60% agree that annual appraisal help the employees and their boss identify and agree and have clear performance criteria for their next year and 29. No of Respondents 100 90 80 70 60 50 no of respondents 40 30 20 10 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 44 respondents strongly agree that annual appraisal help the employees and their boss identify and agree to have a clear performance criteria for the next year and 90 respondents agree.Employee satisfaction 2.34% strongly agree and 6% disagree. NMKRV College For Women [AUTONOMUS] Page 71 .

34 Agree 94 62.12 Table showing the employees often receives conflicting information on policies and procedures which affects us such as HR and admin.66 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 72 .67 Disagree 15 10 Strongly disagree 2 1. Options No of respondents Percentage (%) Strongly agree 38 25.33 Do not wish to answer 1 0.Employee satisfaction 1.

INTERPRETATION From the above table we can interpret that 62. strongly agree agree disagree strongly disagree do not wish to answer ANALYSIS From the above table we can analyze that 38 respondents strongly agree that employees often receive conflicting information on policies and procedures which affects us such as hr and admin and 94 respondents agree and 15 respondents disagree.12 Chart showing the employees often receives conflicting information on policies and procedures which affects us such as HR and admin.67%agree that the employees often receive conflicting information on their policies and procedures which affect us such as hr and admin and 25.34% strongly agree and 10% disagree. NMKRV College For Women [AUTONOMUS] Page 73 . 2 respondents strongly disagree and 1 respondent do not wish to answer.Employee satisfaction 2.

13 Table showing the employees overall physical working conditions at their location is satisfactory (ventilation. hygiene. space of work etc).Employee satisfaction 1. Options No of respondents Percentage(%) Very satisfied 54 36 Satisfied 80 53.34 Dissatisfied 12 8 Very dissatisfied 3 2 Not applicable 1 0.66 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 74 .

No of Respondents 90 80 70 60 50 40 no of respondents 30 20 10 0 very satisfied satisfied dissatisfied very not applicable dissatisfied ANALYSIS: From the above table we can analyze that 36 respondents are very satisfied with the overall physical working conditions at their location and 80 respondents satisfied and 12 respondents dissatisfied and 3 respondents very dissatisfied and 1 respondent not applicable. INTERPRETATION: From the above table we can interpret that 53.13 Chart showing the employees overall physical working conditions at their location is satisfactory (ventilation. hygiene.Employee satisfaction 2.34% are satisfied of the employee’s physical working conditions at their location and 36% are very satisfied and 8% are dissatisfied. space of work etc). NMKRV College For Women [AUTONOMUS] Page 75 .

Employee satisfaction 1.67 Strongly disagree 1 0.34 Agree 91 60. Options No of respondents Percentage(%) Strongly agree 50 33.14 Table showing the employees have the opportunity for personal development and growth in sagar hospital.67 Disagree 7 4.66 Do not wish to answer 1 0.66 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 76 .

INTERPRETATION: From the above table we can interpret that 60. NMKRV College For Women [AUTONOMUS] Page 77 .67 %agree that the employees have the opportunity for personal development and growth in sagar hospital and 33.14 Chart showing the employees have the opportunity for personal development and growth in sagar hospital. 1 respondent strongly disagree and 1 respondent do not wish to answer. strongly agree agree disagree strongly disagree do not wish to answer ANALYSIS: From the above table we can analyze that 50 respondents strongly agree that employees have the opportunity for personal development and growth in sagar hospital and 91 respondents agree and 7 respondents disagree.34% strongly agree and 4.67% disagree.Employee satisfaction 2.

66 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 78 .Employee satisfaction 1.15 Table showing does the employees have healthy and cooperative environment at their work place.34 Disagree 3 2 Strongly disagree 3 2 Do not wish to answer 1 0. Options No of respondents Percentage(%) Strongly agree 69 46 Agree 74 49.

34% agree that the employees have healthy and cooperative environment at their work place and 46% strongly agree and 2% disagree. INTERPRETATION: From the above table we can interpret that 49. NMKRV College For Women [AUTONOMUS] Page 79 .Employee satisfaction 1.15 Chart showing does the employees have healthy and cooperative environment at their work place. No of Respondents 80 70 60 50 40 no of respondents 30 20 10 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 69 respondents strongly agree that employees have healthy and cooperative environment at their work place and 74 respondents agree and 3 respondents disagree. 3 respondents strongly disagree and 1 respondent do not wish to answer.

are they satisfied with the total remuneration package considering their duties and responsibilities? Options No of respondents Percentage(%) Very satisfied 83 55.16 Table showing the employees opinion.Employee satisfaction 1.4 Satisfied 58 38.6 Dissatisfied 6 4 Very dissatisfied 2 1.6 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 80 .4 Not applicable 1 0.

6% are satisfied. 4% are dissatisfied. INTERPRETATION From the above table we can interpret that 55. and6 respondents are dissatisfied. NMKRV College For Women [AUTONOMUS] Page 81 .4% are very satisfied with the employees total remuneration package considering your duties and responsibilities and 38. 2 respondents very dissatisfied and1 respondent said not applicable.Employee satisfaction 2.16 Chart showing the employees opinion. are they satisfied with the total remuneration package considering their duties and responsibilities? very satisfied satisfied dissatisfied very dissatisfied not applicable ANALYSIS: From the above table we can analyze that 83 respondents very satisfied with the total remuneration package considering their duties and responsibilities and 58 respondents are satisfied.

are they satisfied with the reward and recognition given to those who truly deserve them options No of respondents Percentage(%) Very satisfied 38 25.4 Dissatisfied 7 4.4 Satisfied 101 67.6 Very dissatisfied 4 2.6 Not applicable 0 0 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 82 .17 Table showing the employees opinion.Employee satisfaction 1.

NMKRV College For Women [AUTONOMUS] Page 83 . 4 respondents very dissatisfied and 0 respondents choose not applicable.4% satisfied with the rewards and recognition given to those employees who truly deserve them and 25. are they satisfied with the reward and recognition given to those who truly deserve them No of Respondents 120 100 80 60 no of respondents 40 20 0 very satisfied satisfied dissatisfied very not applicable dissatisfied ANALYSIS: From the above table we can analyze that 38 respondents are very satisfied with the reward and recognition given to those who truly deserve them and 101 respondents are satisfied and 7 respondents dissatisfied. INTERPRETATION From the above table we can interpret that 67.Employee satisfaction 2.6% are dissatisfied.17 Chart showing the employees opinion.4% are very satisfied and 4.

4 Very dissatisfied 6 4 Not applicable 2 1.3 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 84 .Employee satisfaction 1.18 Table showing the employees opinion.3 Satisfied 39 26 Dissatisfied 5 3. are they satisfied with their working hours at the sagar hospital Options No of respondents Percentage(%) Very satisfied 98 65.

18 Chart showing the employees opinion.Employee satisfaction 2. 6 respondents very dissatisfied and2 respondents said not applicable. are they satisfied with their working hours at the sagar hospital very satisfied satisfied dissatisfied very dissatisfied not aplicable ANALYSIS: From the above table we can analyze that 98 respondents are very satisfied with their working hours in sagar hospital and 39 respondent’s satisfied and 35 respondents dissatisfied. 4% are very dissatisfied. NMKRV College For Women [AUTONOMUS] Page 85 . INTERPRETATION: From the above table we can interpret that65.3% is very satisfied that the employees are satisfied with the working hours at their company and 26% is satisfied.

19 Table showing the employees opinion. does the organization organize counseling programs for the employees Options No of respondents Percentage(%) Strongly agree 110 73.Employee satisfaction 1.6 Strongly disagree 1 0.7 Do not wish to answer 0 0 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 86 .3 Agree 32 21.4 Disagree 7 4.

does the organization organize counseling programs for the employees No of Respondents 120 100 80 60 no of respondents 40 20 0 strongly agree agree disagree strongly do not wish to disagree answer ANALYSIS: From the above table we can analyze that 110 respondents strongly agree that organization organize counseling programs for their employees and 32 respondents agree and 7 respondents disagree.Employee satisfaction 2. 1 respondent strongly disagree and 0 respondents do not wish to answer.3% strongly agree that the organization provide counseling programs for the employees and 21.19 Table showing the employees opinion.6% disagree. INTERPRETATION From the above table we can interpret that 73.4% agree and 4. NMKRV College For Women [AUTONOMUS] Page 87 .

Options No of respondents Percentage(%) Strongly agree 89 59.6 Disagree 7 4.Employee satisfaction 1.6 Strongly disagree 0 0 Do not wish to answer 2 1.20 Table showing employees opinion that does their superiors helps them to think innovatively and encourage them to change outmoded traditions and practices.4 Total 150 100 NMKRV College For Women [AUTONOMUS] Page 88 .4 Agree 52 34.

0 respondents strongly disagree and 2 respondents do not wish to answer. and 7 respondents disagree.4% strongly agree that the superiors encourage employees to think innovatively and challenge outmoded traditions and practices and 34.6% disagree. strongly agree agree disagree strongly disagree do not wish to answer ANALYSIS From the above table we can analyze that 89 respondents strongly agree that employee’s superiors help them to think innovatively and encourage them to change outmoded traditions and practices and 52 respondents agree. INTERPRETATION From the above table we can know that 59.20 Table showing employees opinion that does their superiors helps them to think innovatively and encourage them to change outmoded traditions and practices. NMKRV College For Women [AUTONOMUS] Page 89 .6% agree and 4.Employee satisfaction 2.

religion or disability to the employees and least no of respondents disagree. NMKRV College For Women [AUTONOMUS] Page 90 . It is found that most of the employees are satisfied working in sagar hospital and less no of the employees are dissatisfied. 6.Employee satisfaction CHAPTER-5 SUMMARY OF FINDINGS. Majority of the employees agree that organization showing imitativeness is encouraged to employees and least no of employees disagree. It is found that majority of the respondents agree that their knowledge and skills are fully utilized and least of them disagree. Most of the respondents agree that employee’s appraisal helps them to continuously improve their performance and less no of respondents disagree. 8. 7. Most of the respondents strongly agree that the organization does not show any discrimination on the basis of age. 2. 3. Most of the employees agree that they feel free to ask advice or support from their superior and less no of employees disagree. Majority of the respondents strongly agree that they receive on the job training to do a good job and least no of them disagree 5. Majority of the employees agree that performance is evaluated quiet fairly least of them disagree. Majority of the respondents agree that organization takes care of employee’s health and safety at the work place and least of the respondents disagree. 4. SUGGESTION AND CONCLUSIONS FINDINGS 1. Majority of the employee’s agreeing that their manager always treats them with respect and least of them disagree. 9. 10.

It is found that majority of the employees strongly agree that organization organize counseling programs for the employees and least of the employees disagree. 20. 17. It is found that most of the respondents agree they have healthy and cooperative environment at their place and least no of respondents strongly disagree.Employee satisfaction 11. 14. Most of the employees are very satisfied with the working hours in sagar hospital and few are very dissatisfied. Majority of the employees is satisfied with the reward and recognition given to those who truly deserve them and least of them are dissatisfied. Majority of the respondents strongly agree that employee’s superiors encourage them to think innovatively and encourage them to change outmoded traditions and practices and least of the respondents disagree. NMKRV College For Women [AUTONOMUS] Page 91 . Most of the employees are satisfied with the overall physical working condition at their location and less no of employees dissatisfied. Majority of the employees agree that annual appraisal help them and their boss to identify and agree that they have clear performance criteria for the next year and least of them disagree. 18. 19. 16. It is found that majority of the employees agree that they often receive conflicting information on policies and procedures which affect us such as hr and admin and least of them disagree and least of them disagree 13. 12. Most of the respondents are satisfied with total remuneration package considering the employees duties and responsibilities and less no of them dissatisfied. Majority of the respondents agree that the employee have opportunity for personal development and growth in sagar hospital and least no of respondents disagree. 15.

The employees in the organization says that appraisal doesn’t help them to continuously improve their performance to avoid such mistakes the organization should look after the employees performance and take respective measure to make them to improve their performance. Remuneration to employees may be improved.Employee satisfaction SUGGESTIONS: Sagar hospitals management fulfills the needs and wants the employees organization provides a standard quality of life to all employees.The employees in the organization are not satisfied working in sagar hospital for such employees the superiors should provide counseling programs and ask their problems and rectify them if possible. 5. 1. But there are some places where the company should have to make a few rectifications. 3. 2. Following are made with the intention of further improvement. NMKRV College For Women [AUTONOMUS] Page 92 . Organization should provide more safety and health take caring measures to the employees and also should provide more precautions before accidents occur. There should be an improvement of communication between employees and the superior and the superior should give more attention towards their employees. 4. if feasible.

then he/she must be disturbed at the working duration. The organization should provide all those facilities.Employee satisfaction CONCLUSIONS: Sagar hospital is one of the best service providing organizations in India. if an employee wouldn’t able to give time to his/her family. Earning of more and more money is not enough for live the life. If the employee gives his/her best services to the organization then the next responsibility of the organization is to provide a better quality of life in return. NMKRV College For Women [AUTONOMUS] Page 93 . which is provided at other branches in India. The employees are very lucky who will work for sagar hospital. All the employees are motivated and work together to achieve organization’s goal. The employees are very much satisfied who are working for sagar.

Employee satisfaction

BIBILOGRAPHY

Reference books

SLNO TITLE OF BOOK NAME OF NAME OF YEAR OF
AUTHOR PUBLISHER PUBLICATION
1. Human Resource Shashi K Guptha KALYANI 2009
Management and Rosy Joshi PUBLISHERS
2. Human Resource Shashi K Guptha KALYANI 2007
Development and Rosy Joshi PUBLISHERS

Websites

 www.sagarhospitals.in
 www.icmrindia.org
 www.academia.edu
 www.managementstudyguide.com

NMKRV College For Women [AUTONOMUS] Page 94

Employee satisfaction

ANNEXURE
Instructions for completing the survey
Please circle the rating which best expresses your opinion of the survey statement.

The KEY to the rating number is as follows:-

1. Very satisfied /strongly agree
2. Satisfied /agree
3. Dissatisfied/disagree
4. Very dissatisfied/strongly disagree
5. Not applicable or do not wish to answer

1. I think that my performance is evaluated quiet fairly. 1 2 3 4 5

2. I feel free to ask advice or support my superior. 1 2 3 4 5

3. My knowledge &skills are fully utilized. 1 2 3 4 5

4. I have received on the job training to do a good job. 1 2 3 4 5

5. My appraisal helps me to continuously improve performance. 1 2 3 4 5

6. My working environment is satisfactory. 1 2 3 4 5

7. My manager always treats me with respect. 1 2 3 4 5

8. Concern is shown with my health &safety at work. 1 2 3 4 5

9. Showing initiative is encouraged. 1 2 3 4 5

10. Management does not discriminate on the basis of age, religion or disability. 1 2 3 4 5

11. Does the annual appraisal help you and your boss to identify & agree and clear
performance criteria for next year.1 2 3 4 5

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Employee satisfaction

12. We often receive conflicting information on policies and procedures which affect us
such as HR and admin. 1 2 3 4 5

13. Overall the physical working conditions at my location are satisfactory. (Ventilation,
hygiene, space of work etc.) 1 2 3 4 5

14. I believe that I have the opportunity for personnel development and growth in
company. 1 2 3 4 5

15. There is a healthy and cooperative environment at my work place. 1 2 3 4 5

16. Are you satisfied with your total remuneration package considering your duties and
responsibilities? 1 2 3 4 5

17. Are you satisfied with the rewards and recognition given to those who truly deserve
them.1 2 3 4 5

18. Are you totally satisfied with the working hours at the sagar hospital? 1 2 3 4 5

19. Do you agree that your organization organize counseling programs for the
employees.1 2 3 4 5

20. Do you agree that your superiors encourage you to think innovatively and encourage
them to change outmoded traditions and practices? 1 2 3 4 5

NMKRV College For Women [AUTONOMUS] Page 96

Employee satisfaction NMKRV College For Women [AUTONOMUS] Page 97 .