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EXECUTIVE SUMMARY OF THE REPORT

Organization is considered as consciously coordinate social unit, composed of two or more

people that function on a relatively continous basis to achieve a common goal. Organization are
social entities that are goal directed, are designed as deliberately structured and coordinated
activity systems and are linked to external environment.

Management is the heart of the organization and human resource management is the soul of it as
it acquires, develops motivates the personnel without whom the organization might not exist.
Organization consists of five basic elements money, machinery, material, methodology and man
however rest of the four can be arranged or bought from any part of the company but man is the
only source which can’t be arranged but has to be developed.

Job satisfaction is a complex concept and difficult to measure objectively. A wide range
of variables relating to individual, social, organizational and environmental factors, affects the
level of job satisfaction. Job satisfaction in turn has a variety of effects. These effects may be
seen in the context of an individual’s physical and mental health, productivity, absenteeism and
turnover.

HCL Technologiesltd. is a sound organization with well-defined goals and objectives. Each and
every department is contributing towards its growth. HCL Technologies ltd. wants to develop a
systems which can help them out in deciding the high performers in each and very department so
that they can base their system of recruitment on the qualities, skill and qualification of these
high performers and to get perfect personnel out of the process of recruitment. They also wanted
to develop a system, which can be good base for the performance appraisals and training and
development.

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This project is an initial step toward the implementation of job satisfaction among the
employees of HCL TechnologiesLtd. In order to study the level of job satisfaction in the
employees of HCL TechnologiesLtd. a descriptive research was adopted.

 A questionnaire was prepared to find out the level of job satisfaction among the
employees of HCL.
 All the responses were studied/analyzed and certain findings and recommendations were
given.
 A detailed and systematic report was prepared.

This project not only deals with the compilation of the profiles of different people in different
department but it is also deals with the practical aspects of it i.e. how this system can be applied
in HR function via recruitment, training and development and performance appraisals.

Finally some concrete steps to improve the level of job satisfaction were recommended. These
steps were: -

 Job redesigning to make the job more interesting and challenging,

 Improving quality of work life,
 Linking rewards with performance and
 Improving organizational climate.

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COMPANY PROFILE

“In an intellectual capital world, talent is what matter, and we are told that the companies that

will win in the competitive arena those that are the best at locating, assessing, recruiting and

keeping the most talented people.”

The genesis of HCL began at a Delhi "barsaati" (akin to a garage start-up) in 1976 which evolved

three decades later into a dynamic USD 5 Billion Global Empire.

A young team of six led by Shiv Nadar, the pioneers of HCL, believed in the growth prospects

IT industry had for India. Today HCL is one of the leading IT enterprises employing 60,000

professionals, with a global presence in 23 countries spanning locations worldwide.

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Shiv Nadar firmly believes that, "If you want to empower people, give them the tools. There's
enough entrepreneurship in this country to take care of the rest." He is quick to grasp new
opportunities, select a team to transform his ideas into reality and delegate the project to
competent professionals.

From modest beginning 3 decades ago,

 Shiv Nadar entered the Forbes List of billionaires in the year 2000.
 In 2007 he was ranked 214 globally and among the top fifteen in India.
 Business Standard ranked him 4th in the billionaires club.
 and he is also amongst the top 20 Indian personalities as per the Business Today – Cirrus
survey.
 Shiv Nadar was awarded the Padma Bhushan by the President of India, Pratibha Patil on
May 5, 2008.

HCL Technologies (abbr. for Hindustan Computers Limited) is India’s 4th largest leading global
IT Services companies, providing software-led IT solutions, Remote infrastructure management
services and BPO. Having entered the global IT landscape in 1999 after its IPO, the company
focuses on Transformational Outsourcing, working with client. The company leverages an
extensive global offshore infrastructure and its global network of Offices in 17 countries to
deliver solutions cross select verticals including Financial Services, Retail & Consumer, Life
Sciences (Clinical Research services in CDM and Biostatistics) & Healthcare, Aerospace,
Automotive, Semiconductors, Telecom and ME (Media & Entertainment). For the Fiscal year
ending June 30, 2007, HCL Technologies, along with its subsidiaries Recorded revenues of US $
1.7 Billion and employed 52,000 professionals.

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6 S OFFERINGS FOR BUSINESS EMPOWERMENT

HCL believes in the 6 S offerings for Business Empowerment:

SOLUTIONS :

The one stop shop solution center for all your IT needs, customized to meet and scale with your
unique Business Needs.

SERVICES :

A range of value added services in IT infrastructure operations and management.

SUPPORT :

Pan-India footprint of support and logistics locations. Over 260 Direct service support locations.
Technically sound workforce of over 1700 certified professionals.
STANDARDS :

World Class Quality standards maintained for PPP (People, Processes & Performance). Alliance
with global technology leaders.
SAVINGS:

Help in reducing costs & “do more with less” by maximizing the value of the technology and personal
resources, thereby reducing the total cost of ownership (TCO).

SATISFACTION :

Complete Satisfaction for the customers through the HCL 6S offering that enables one to maximize
system uptime through rapid response and resolution services thereby optimizing IT investments.

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MAIN DIVISIONS OF HCL

HCL INFOSYSTEMS :

HCL Info systems, India’s premier information enabling and integration company offers its
customers technology solutions across multiple platforms. It has partnerships with some leading
global player like Intel, AMD, Toshiba, Ericsson, Microsoft, Nokia and Sun Microsystems
among others.

HCL Technologieshave direct customer services center across 300+ locations and two ISO 900 I
certified state-of-the-art manufacturing facilities. With a mission to provide world-class
information technology solutions and services to enable its customers to serve their customers
better, HCL Technologiesis forever setting new standards of IT in the country

. HCL ENTERPRISE :

HCL Enterprise is a leading Global Technology and IT enterprise with annual revenues of $2.7
billion (Rs. 12,000 cr). The HCL Enterprise comprises of two companies listed in India, HCL
Technologies & HCL Info systems. The 3-decade-old enterprise, founded in 1976, is one of
India’s original IT garage start-ups. Its range of offerings span Product Engineering, Technology
and Application Services, BPO, Infrastructure Services, IT Hardware, Systems Integration, and
distribution of technology and telecom products. The HCL team comprises of 30,000
professionals of diverse nationalities, who operate from 15 countries including 300 points of
presence in India. HCL has global partnerships with several leading Fortune 1000 firms,
including leading IT and Technology firms.

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REFLECTIONS ON HCL’S DIVISIONS

 Professional service organization :

Established in 1994,HCL info system PSO provides single-window enterprise solutions in key
vertical segments of telecommunications, manufacturing, finance & banking, government,
utilities and transportation. Spearheading HCL info system’ thrust on software exports, the PSO’
s infrastructure comprises a task force of 600 software specialists, three software export
factories, and dedicated’ centers of excellence’ for SAP and telecom solutions. PSO’S projects
involve high level IT consulting, large systems integration projects and functional consulting and
implementation services for ERP (enterprise resource planning), CRM (customer relation
management) and SCM (supply chain management). PSO’s development processes are ISO 9001
certified and it also has achieved the SEI CMM level IV.

 Systems Support Organization :

Continuously increasing customer expectations and applications its focus on integrated enterprise
solutions have strengthened the HCL Info system SSO’s capabilities in supporting installation
types ranging from single to large, multi location orders. The SSO, comprising a direct support
force of over 800 members, is operational at 143 locations across the country and is the largest
such human resource of its kind in the IT industry. A majority of the SSO has been specially
trained in supporting solutions, the company’s key focus area.

Manufacturing Operations :

HCL Infosystem manufacturing facilities are ISO 9002 certified and adhere to stringent quality
standards ands global processes. With the largest installed PC base in the country, three
indigenously developed and manufactured PC brands-the ‘Infiniti’ ,busy bee’ and the ‘Beanstalk
‘ and its robust manufacturing facilities, HCL Info system aims to further leverage its dominance

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in the PC market. Also manufactured at the Noida facility, HCL Info system ‘Infiniti’ global line
of business servers is incorporated with leading edge building blocks and from world leaders
such as Intel.
Global Services :

As Customers needs mature, the IT industry has witnessed a continual evolution through a
progressively finer segmentation of markets. To become a dominant player in providing global
IT services; HCL Info system has reorganized and consolidated its hardware and services
businesses. Towards this, it has set up overseas subsidiaries in the U.S , the U.K , Singapore,
Australia and Malaysia. Today HCL Technologies‘complete range of software development and
IT services are now available to global markets.
Frontline Division :

Frontline Division markets national and international brands of computer systems and
peripherals within the country. With its extensive network of 800 resellers across 300 cities,
Frontline Division has actively promoted the penetration of PC’s in the ‘home and the small
office/home office (SOHO) segments. To provide its users innovative support services and
solutions, the Divisions have established a countrywide network with 205 partners across 100
cities, termed the “support net”. Focusing on the small and medium enterprises (SME), the small
office/home office (SOHO), the home and the first time user (FTU) segments, the Frontline
Division aims to become a dominant purveyor of IT Products by value added services and
enhanced solutions to its customers.

 Office Automation Division :

HCL Info system. Office automation division, previously known as HCL Office Automation,
markets and supports Toshiba photocopies, In Focus multimedia projectors, Duplo digital
duplicators. Ericsson EP ABX , Samsung Key telephone Systems, and over 400 experienced
personnel further reinforces its strong operational capabilities. Among the specific initiatives
undertaken by the OA Division are customer meets held across the country, President Club
meets, tele -audits, and setting up of IVR (interactive voice responses) Helpdesks.

The Quest for Quality

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HCL Info system initiatives in setting national and international industry standards in
technology, solutions and processes led to the establishment of two unique programs - “program
Infiniti” in 1992 and “enterprise 2000” in 1994. “program Infiniti” is a consistent and continuous
plan designed to upgrade and modernize HCL Info system entire hardware and software
capability to world class standards. “Enterprise 2000” is a unique program with an aim to
provide IT solutions to class standards. “Enterprise 2000” is a unique program with the aim to
provide IT solutions to customers, to place them at the cutting edge of their respective businesses
by the year 2000 and beyond. In Keeping with its objective of total quality management, over 70
percent of its employees are being trained under the Phil Crosby methodology of Quality
Education System.

THE HP Relationship
In 1992, HCL formed a joint venture company, HCL HP, with the international computer giant,
Hewlett-Packard (HP), and precipitated a technological .leap by achieving world class
manufacturing expertise in the country for the HP’s based business servers and workstations. In
1997, HCL and its joint venture partner, HP RISC/UNIX re-organized their joint business
activities in India through the buying back of HP’s 26 percent of equity in HCL HP by the HCL.

Foray into Cyberspace

Following the governments decision to open up the distribution of internet services to the private
sector, HCL Info system, under a new initiative called WWW.OW, will provide a complete
range of solution for the internet. These services include setting up of infrastructure for ISP’S,
solutions for cybercafés, information kiosks, Net-on-TV, corporate intranet and extranet,
infrastructure for smart cities and a set of management services such as facilities management,
network management etc.

An HCL Info system believes in the Total Quality Management philosophy as a means for
continuous improvement, total employment, total employment participation in quality
improvement and customer satisfaction. Its concept of quality address people, processes and
products

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ALLIANCES & PARTNERSHIPS

HCL Technologieshas alliances with global technology leaders like Intel, AMD, Microsoft, Bull,
Toshiba, Nokia, Sun Microsystems, Ericsson, nVIDlA, SAP, Scan soft, SCO, EMC, VERITAS,
Citrix, CISCO, Oracle, Computer Associates, Red Hat, In focus, Duplo, Samsung and Novell.

These alliances on one hand give access to the best technology & products as well enhancing the
understanding of the latest in technology. On the other hand they enhance their product portfolio,
and enable them to be one stop shop for their customers.

Recent Updates:

1. HCL & Nokia decide on longer-term strategy to further penetrate Indian market.
2. Gist of Q & A with callers/ investors/ shareholders on the announcement relating to the
long term Agreement with Nokia.

3. Toshiba in partnership with HCL Technologiesexpands its retail presence in India by

unveiling ‘shop Toshiba’.

4. HCL forms a strategic alliance with Bull to launch a new range of Scalable Enterprise
Class Servers on Open Architecture.

5. AMD & IT Ministry unveil affordable computer to promote 50xl5 vision in India.

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GLOBAL SCENARIO
The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL
Infosystems. HCL Technologies is the IT and BPO services are focused on global markets, while HCL
Infosystems is the IT, Communication, Office Automation Products & System Integration arm focused
on the Indian market. Together, these entities have uniquely positioned HCL as an enterprise with
service offerings spanning the IT Services and Product spectrum.

The range of offerings span Product Engineering and Technology Development, Application Services,
BPO Services, Infrastructure Services, IT Hardware, Systems Integration, and Distribution of
Technology and Telecom products in India.

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GEOGRAPHICAL SPREAD

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OVERVIEW OF HCL

HCL is one of the leading global Technology and IT enterprises with annual revenues of US$ 3.30
billion. The HCL Enterprise comprises two companies listed in India, HCL Technologies
(www.hcltech.com) and HCL Technologies

The 30-year-old enterprise, founded in 1976, is one of India’s original IT garage start-ups. Its range of
offerings span R&D and Technology Services, Enterprise and Applications Consulting, Remote
Infrastructure Management, BPO services, IT Hardware, Systems Integration and Distribution of
Technology and Telecom products in India. The HCL team comprises 34,000 professionals of diverse
nationalities, operating across 15 countries including 300 points of presence in India. HCL has global
partnerships with several leading Fortune 1000 firms, including several IT and Technology majors.

NATIONAL SCENARIO

Fueled by the entrepreneurial zeal of its founders, HCL developed the first indigenous micro-
computer in 1978, at the same time as Apple. Since then, HCL has had a 3 decade rich history of
inventions and innovations. Entrepreneur is the term that best describes the HCL employees. The
TIME magazine has referred to HCL as an "intellectual clean room where its employees could
imagine endless possibilities."Ever since HCL entered into an alliance in 1970s, partnerships and

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HCL have been inseparable. Bonds have been forged with partners to co-create value Strong
inorganic growth is a testimony to the spirit of partnerships. This entrepreneurial and win-win
relationship driven culture continues to guide HCL in all its endeavors.

SWOT ANALYSIS HCL TECHNOLOGIES

1.STRENGTHS

Wide Range of Products and Services like Bpo’s, SoftwareServices, Infrastructure Management which
cater into both largeand medium size companies.B.Global Coverage in countries like U.S, Europe, Japan
etcC.Strong employees base of upto 50000Pax.D.Support sales activities by understanding the customer

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business better.E.Keep uptodate on what competition is doing.F.Its revenue has increased from 60.7bn in
2007 from 114bnin2009 which shows its increasing trend.

2.WEAKNESS

.One of the key weakness of HCL is that it has lost projects incontinuation like recently BFSI
cuts projects.

B.HCL has always a weakness in TIER1 sectors.C.Total asset turnover is one of the weakness of HCL as
they hasalways failed to materialize its assets in right direction.D.Lack of innovation and distribution
network especially in caseof laptops has reflected HCL’s weakness.

3.OPPORTUNITIES

A.Acquisitions:-HCL has already done 3 major acquisitions likeLiberta. This enables them to expand and
create opportunity for them to wide there spectrum.B.Key opportunities lies in the countries like Eastern
Europe andAPAC(Asia-Pacific Region).C.Mid Market segment is the opportunity area as
againstfortune200 companies.D.Opportunity of doing better on return on equity from 21.42%
by beating satyam(26.08%)E.Increasing its market share from 9.8% vs 19.7%(HP)

4.THREATs

.One of key threat for HCL and the industry as a whole is the ban of outsourcing from India due to new
regulations from U.SB.Dip in quarterly Sales by 5% can lead to loss of market shareand
product depreciation.C.Small Players and manufactures are trying to enter into thesegment where they
can provide much cheaper products thenHCL which will be a rising competition for HCl to stand.

OBJECTIVES OF THE STUDY

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 Every work has an objective to prove its worth. Any work done without an objective is a
sheer wastage. So, following are the objectives of my study: -

 To find out the level of satisfaction among the employees of HCL.

 To find out the problems which are leading to dissatisfaction among the employee.
 To evaluate the impact of job satisfaction and dissatisfaction.
 To provide certain measures that would increase the satisfaction level of employees.
 To study the personnel environment of HCL.
 To see how the presence of job satisfaction among the employees has contributed to the
efficiency and the effectiveness of the employees in the organization.
 To feel the pulse of the employees views and other suggestion.

REVIEW OF LITERATURE

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In this an attempt has been made to review the existing literature on various dimensions of
employee. It is very much needed to review existing literature before framing objectives of the
study. 1. (Vijay, 2016) Director, Invenio Business solutions in his article “Times of India” titled
“The IT professional trade off “ Analyzing the career traction tradeoffs from a different
perspective provide professionals an opportunity to showcase their business acumen. He
observed that experienced IT professionals who now perceive IT consulting as the preferred
career path. He also observed that Potential candidates from established firms apply with an
anticipation of landing a larger role within the organization and having a bigger scope of work.
According to him India will be a hot bed for talent in the years to come. 2. (Sunita Shukla, 2016)
In their research article they pointed out that to meet the unique need of the organization,
retention policies to be kept in mind. The researcher has concluded that employee friendly
policies and systems and other innovative methods of employee welfare programs are must to
retain the employees and minimize attrition. In her research she pointed out that transparent and
fare appraisal system is the first rank and need to looked into 3. (Yongqiang 2015) in their survey
the influence of collectivist human resource management practices on team-level identification
collecting empirical data from firms in different regions of China, we found that the
collectivism-oriented HRM approach has a positive effect on employees' team-level relational
identification 4. (Srinivas P S, 2015) in their research paper published in Journal of health
research and reviews in 2015 “ IT professionals are subjected to high level of stress which affects
their mental health by doing yoga job anxiety and perceived stress modifiable in Indian IT
professionals has reduced . The IT companies must ensure to reduce stress levels among their
employees. 5. (Babu G R, 2013) His study on software professionals reported that 74.3%
reported that workers with high stressors had 6 times odds of having paid sex in last 3 months.
His study revealed about the sexual behavior of the software professionals. 6. (Mathew, 2013)
The researcher discussed about the employee challenges in Information Technology , workforce
productivity is influenced by changing environment , it is inevitable to expect challenges out of
such working conditions, later on such challenges becomes very important for better work
environment, she concluded that employees are facing lot of challenges . 7. (Dilshad, 2013)
Their research was found that there exist a linkages between Human resource practices and job
satisfaction and motivation to employees, Non-Governmental organizations are not following
and practicing al the HR practices in Pakistan. 8. (Pratibha, 2013) She concluded that that
Information and communication technological environment it is inevitable to expect challenges

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out of such working conditions. With changing work dynamics, employees are facing lot of
challenges 9. (Ruchi Goyal, 2012) Their research paper investigated influence of HR practices
on the employee job satisfaction and organizational commitment in pharmaceutical companies in
India. Five factors were obtained, companies are motivating their employees thru rewards and
recognitions, and they also undertook several welfare activities. Pharma companies are in
forefront to reward their employees. 10. (Gill Amarjit, 2012)) in their paper examines the effects
of job satisfaction and work experience on employee-desire for empowerment. Restaurant
industry employees from the lower mainland area of British Columbia, Canada and the Punjab
area of India were surveyed to assess their perceptions of job satisfaction, work experience, and
desire to be empowered at their places of work. Results suggest that job satisfaction and work
experience enhance the employee-desire for empowerment in both countries in Canada and
India. The practical implication of this study was that employees who exhibit job satisfaction and
work experience behaviours are more likely to heighten their desires to be empowered,
regardless of cultural context. The findings help to explain failures in organizational efforts to
empower workers by demonstrating the critical role of Job Satisfaction and work experience
behaviours is heightening 11. (Egan Toby Marshall, 2011) in their research paper entitled “
Employee Engagement Correlates to Career Advancement and Training. The researcher focused
on employee engagement and how career training and advancement opportunities influence
engagement. Study on employee engagement found employee engagement levels around the
world were stable when mid-2010 was compared with early 2008. It mentioned that employees
felt that training and career development opportunities were vital for job satisfaction. It
comments that employee trust of executives and managers was more likely to result in employee
engagement 12.(Sita C Ambarao, 2011) in her research paper published in “The International
Journal of Human Resource Management´ They are of the opinion that India has absorbed ideas
and practices from around the world for many centuries . In order to compete with foreign firms
Indian firms are in the race of adopting new and innovative methods 13. (Mishra, 2011) In her
study Recruitment and Selection does not have any impact on organizational commitment. There
is good relationship of commitment between employees and Management with perks and
packages. Salary and other benefits are important for employees 14. (Tripathy, 2008) In their
study writers argued that HR practices are a complex adoptive in nature, CAS theory is closed
aligned with present knowledge and information in HR practices of IT industries in India 15.
(Klein, 2007) article “The Real Exit Interview” discusses the significance of effective exit

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interviews, and the basic reasons why employees leave their employers. It cites that some of the
factors that motivate employee departure include the workplace unfairness, unjust salary and
negative work culture 16. (Leo D'Angelo, 2007) i n their article “The Coming of Age” examines
the Policies of Australian companies when it comes to retaining their older workers. According
to the author, it is in the interest of both businesses and the community that employers enable
older workers to enjoy an equal partnership in the workplace. The author adds that if Australian
employers do not implement strategies to keep older employees working, they risk losing their
most experienced people. 17. (Jena McGregor, 2007) the article “The Employee is Always
Right” discusses the Indian company HCL Technologies which publishes employee reviews of
management on the company’s intranet. Although many companies use 360 degree reviews to
allow employees to give feedback about managers; HCL may be the first company to publicize
the results. The company is attempting to improve employee retention by responding
aggressively to employee complaints. 18. (Noelle, 2006) in his paper “ A little appreciation can
go a long way toward employee job satisfaction” : The paper reported on the role of appreciation
on employee’s job satisfaction. It highlights the role of HR professionals in restoring their
employees' passion to do a good job through an appreciative approach. Attempting to improve
employee retention by responding aggressively to employee complaints. 19. (Fatima, 2006) in
her research study “ A study of employee retention policies in the IT sector in Hyderabad “ 2006
has stated that in IT firms following a unique methods to attract , retain their employees. At
Wipro problems arising due to non-compensation reasons are addressed by four initiatives for
example Meet your people programme, Wipro listens and responds , Best people manager
awards, Talent Review and Planning. 20. (Udai Pareek, 2006) the authors placed forward a case
for proactive and strategic HRD. In order to meet the domestic and international demand for
computer software. India plans to enhance its IT workforce to half a million personnel by 2006.
The most recent statistics show that 19 of the 26 state governments have already announced IT
policies and many others have formed high level task forces. Nevertheless, initiatives by the
Government have proved slow 21. (Sun, 2006) In his views IT companies are taking care to
retain key technical workers, Bonus and Pay hikes are important incentives given to them. One
of the popular method is to keep IT workers is to train and give chance for professional
advancement. 22. (Ashish Arora and others 2006) Indian Software industry is noteworthy, some
states favored locations for IT industries. States are allowing private engineering college in large
scale, engineering education reached rural areas. A large number of engineering institutions were

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established in rural areas as a result engineering education reached to the rural youths. 23.
(McCaughey, 2005) They concluded that expansion requires more staff in the foreign
management positions using the selection of expatriate employees. Though there are remarkable
incidents of expatriate failures too, hence the HR strategy in the selection procedures command
more importance. There are varying strategies to minimize expatriate failures, but more
organizations rely on synergies between expatriate programs, the tenets of job satisfaction and to
some extend predictors of turnover. As a strategy for the job satisfaction of expatriates, it is
recommended that the enhancing of acculturation and adjustment of an expatriate can increase
the job satisfaction. 24. (Lock, 2003) in his study on retaining IT professionals in the British
Columbia province of Canada suggests that various workplace factors such as challenging work,
rewards for innovation are the key components in attracting and retaining IT professionals 25.
(Palo, 2002) on H R practices in five IT companies found that in the IT industry employees are
treated as most valuable assets . IT companies try to provide them with best work culture,
conducive environment to bring the best from their employees. Competitive and challenging
work culture is important for the growth and development of software professionals 26.
(Anatharaman, 2002) study in 2002 on competence of software professionals reveals that H R M
practices such as rigorous selection process, team based job design, development oriented
appraisal system and value added incentives help organizations enhance the competence of the
software professionals . However the study could not find any significance since we are looking
for knowledge 29. (Hazra, 2002) In their study they pointed out that in Configuration of Indian
Software Industry made a substantial contribution towards understanding HR in the Indian IT
industry, on several aspects of HR practices. They laid more stress on HR practices and for the
overall growth of employees. Proper recruitment and motivating the employees are key factors .
30. (Hurley, 2002) Discussed role of H R, skills of H R executives should be able to
demonstrate, managing change is the important challenge the HR professionals are facing.
Creating, retention problem. Todays’ labor market is challenging. HR executives will have to
face challenging tasks a head . 31. (Aurora 2001) In software industry human capital is intensive.
Engineering graduates join as software professionals most of the IT firms hire graduates from
private training institutes, having diploma. Majority of engineers are not trained . Since the
scholars’ study was in 2001 now the trend is changed. 32. (T V Rao, 2001) in their study they
perfectly examined various HR practices used by firms in Asia and other European countries
which are directly related to Software industries. Their study revealed more on HR practices

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European countries follow better practices whereas Indian firms are still behind 33. (Truss, 2001)
Since IT industry is emerging and HR practices have to be necessary strategic, dynamic, flexible
in nature keeping in mind dynamic nature of the business IT industry will grow. IT industry has
to adjust to the changing scenario. HR practices must change as per the requirement of the
employees. The firms must introduce new systems and practices 34. (Mathaias, 2001) in her
research paper, “Bangalore, the crucible of India” states that it is hard work engaging Indian
Software talent as the software industry is a spawning ground for IT professionals. It is also a
stalking ground for companies on the hunt for priced talent which means that companies here
must work extra hard to hold on to their key people. Retention of employees then is a major task
before HR personnel managers. AMR (attract, motivate, retain) is a big issue in IT industry. 35.
(Diane, 1999) Money and job advancement opportunities are important for recruitment.
Motivational factors like challenging work environment, training, praise, recognition etc will
make impact on their performance. Money is the important factor for both recruitment and
retention of employees.

RESEARCH METHODOLOGY

According to Clifford Woody, "research comprises defining and redefining problems,

formulating hypothesis or suggested solutions; collecting, organizing and evaluating data,

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making deductions and reaching conclusion; and at least carefully testing the conclusions to
determine whether they fit the formulating hypothesis."

Research methodology is the way to systematically solve the research problem. It is the process
through which the researcher acquaints himself to the problem and then he draws a step-by-step
outline of how to solve the problem. The following methodology has been used in this research
study of finding out the level of job satisfaction among the employees with in the organization.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure. Research design is a plan
that specifies the sources and types of information relevant to the research problem. It is a strategy
specifying which approach will be used for gathering and analyzing the data. In fact, the research design
is the conceptual structure within which research is conducted; it constitutes the blue print for the
collection, measurement and analysis of data.

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Types of Research Design

Research design is mainly of three types: -

1. Exploratory Research

2. Descriptive or Conclusive Research

3. Experimental Research

The research undertaken by me in this project is descriptive research. The research

methodology adopted for the project can be stated as follows: -

 An extensive study of the topic through various sources such as Internet, data available in the books and
work done in some topics.

 A questionnaire was prepared to find out the level of job satisfaction among the employees of HCL
TechnologiesLtd.

All the responses were studied/analyzed and certain findings and recommendations were given.

A detailed and systematic report was prepared

ASSUMPTIONS

Sources of primary data like Structured Questionnaire and Schedules are the
reliable and valid instrument to access the level of job satisfaction among the
employees of HCL Technologies Limited.

Responses obtained from the Questionnaire are true

It is supposed that to a large extent sample is free from biasness.

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Also all the sources of secondary data like induction, manual, website of HCL, etc; are the reliable
sources.

SAMPLING DESIGN

Sampling is used to collect primary data when the source of data is far too many to be exhausting
handled. Sampling is an integral part of data collection process.

The way of selecting a sample is known as sample design. A sample design is a definite plan for obtaining
a sample from a given population. Sample design may as well lay down the number of items to be
included in the sample i.e., the size of the sample. Sample design is determined before data are collected.

Types of Sampling Design

Sampling design is of two types: -

1. Probability Sampling

2. Non-Probability SamplingIn this survey I have used Non-Random Sampling or mere specifically
Convenience Sampling as the incumbents were approached as per their ease and availability.

METHODS OF DATA COLLECTION

The key for useful systems id the selection of the method for collecting data and linking it to
analysis and decision issue of the action to be taken. The accuracy of the collected is of great importance
for drawing correct and valid conclusion from the detailed investigations.

There are two types of data viz., primary and secondary.

In this study I have used Structured Questionnaire and Schedules for collecting primary
data. I have also made frequent interaction with the management and the employees during my
training at HCL TechnologiesLtd. I have been impressed by the ingenuity, cooperation, confidence
and efficiency, which were reflected through their knowledge and experience.

24
 25

JOB SATISFACTION

INTRODUCTION:-

Hop pock brought the term “Job Satisfaction” to limelight. He reviewed 32 on job satisfaction conducted
prior to 1933. According to him, job satisfaction is "the combination of psychological, physiological and
environmental circumstances that cause a person to truthfully say, "I am satisfied with my job." This
definition points to the factors affecting job satisfaction but does not indicate the nature of job
satisfaction.

Job satisfaction is the end feeling of a person after performing a task. To the extent that a person's job
fulfills his dominant needs and is consistent with his expectation and values, the job will be satisfying.
The feeling would be positive or negative depending upon whether need is satisfied or not.

Job satisfaction is a set of favorable or unfavorable feeling of relative pleasure or pain. It typically refers
to the attitudes of a single employee. Job satisfaction can be viewed as the overall attitude, or it can apply
to the parts of an individual’s job. Job satisfaction like an attitude is generally acquired over a period of
time as an employee gains more and more information about the workplace. Nevertheless, job satisfaction
is dynamic, for it can decline even more quickly than it developed. Managers cannot establish the
conditions leading to high satisfaction now and then neglect it, for employee’s needs may change
suddenly. Managers need to pay attention to employee attitudes week after week, month after month, year
after year.

Job satisfaction is one part of life satisfaction. The nature of one’s environment off the job influences
one’s feelings on the job. Similarly, since a job is an important part of life, job satisfaction influences
one’s general life satisfaction. Managers may need to monitor not only the job and immediate work
environment but also their employee’s attitude towards other parts of life.

25
 26

Job satisfaction is different from motivation, morale and attitudes. Motivation refers to the willingness to
work. Satisfaction, on the other hand, implies a positive emotional state. Morale implies a general attitude
towards work and working environment. It is a group phenomenon where as job satisfaction is an
individual feeling. Job satisfaction may be considered a dimension of moral and moral could be a source
of satisfaction. Attitudes are predispositions that make the individual behave in a particular way. Job
satisfaction, on the contrary, is the end feeling, which may influence subsequent behavior. Thus, job
satisfaction is an employee's general attitude towards his job.

While managing human resources, most of the executives face the problem of providing job satisfaction
to the employees under their command. Job satisfaction is not the same as motivation. It is more of an
attitude, an internal state of the person concerned. It could, for example, be associated with a personal
feeling of achievement. Herzberg in his two-factor theory of motivation advocated 'job enrichment' to
give people the opportunity to use their talents and abilities, to exercise self control over their job and thus
to attain job satisfaction. Thus, job satisfaction is an individual's emotional reaction to an employees.

26
 27

PERSONAL FACTORS

Personal factors exercise a significant influence on job satisfaction. The main elements of personal factors
are given below: -

(1) Age: - Some research studies reveal a positive correlation between age and job satisfaction. Workers
in the advancement age group tend to be more satisfied probably because they have adjusted with their
job conditions. However there is a sharp decline after a point perhaps because an individual aspires for
better and more prestigious jobs in the later years of his life.

(2) Sex: - One study revealed that women are less satisfied than men due to fewer job opportunities for
female. But female workers may be more satisfied due to their lower occupational aspirations.

(3) Education level: - Generally more educated employee tend to be less satisfied with their jobs
probably due to their higher job aspirations. However, research does not yield conclusive relationship
between two variables.

(4) Marital Status: - The general impression is that married employees and employees having more
dependent tend to be more dissatisfied due to their greater responsibilities. But such employees may be
more satisfied because they value their jobs more than unmarried workers.

(5) Experience: - Job satisfaction tends to increase with increasing years of experience. But it may
decrease after twenty years of experience particularly among people who have not realized their job
experience.

Baron has listed certain factors that influence job satisfaction. These factors are: -

S. No. Factors Comments

1. Challenging work Work should be interesting, but not fatiguing.

2. Rewards for good performance Clear contingencies between performance and

rewards are desirable.

27
 28

3. Verbal recognition Appreciations, praises and feedback.

4. Good working conditions Physical working conditions should be

comfortable.

5. Concerned supervision Supervisors should demonstrate their concern

for helping employees.

6. Positive interpersonal relations Satisfaction is strongly enhanced by friendly

relations with co-workers and supervisors.

7. Effective company policies These should aid employees to attain goals.

8. Job security Feeling of job securities for employees.

9. Pay Belief that benefits are fairly distributed.

S. No. Factors Comments

10. Participation in decision-making Employees generally feel that they know

much about their jobs, and should be
consulted.

11. Degree of autonomy and responsibility The greater these are, the higher
satisfaction tends to be.

12. Role ambiguity Individual wish to know just what is

expected of them; ambiguity should be
avoided.

IMPORTANCE OF STUDY OF JOB SATISFACTION

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The importance to the study of job satisfaction levels is very important for the executives. Job satisfaction
study importance can be understood as they answer the following questions: -

1. Is there room for improvement

2. Who is relatively more dissatisfied?

3. What contributes to the employee satisfaction

29
 1

MEASURES TO IMPROVE JOB SATISFACTION

Job satisfaction plays a significant role in the organization. Therefore, managers should take concrete
steps to improve the level of job satisfaction. These steps may be in the form of: -

 job redesigning to make the job more interesting and challenging,

 improving quality of work life,

 linking rewards with performance and

 improving organizational climate.

Harrell points out that management may take several measures to increase job satisfaction. He suggested
measures to improve job satisfaction with regards to several factors: -

 Personal factors

 Factors inherent in the job

 Factors controllable by management

(1) Personal factors: - Management cannot change personal factors of employees and that is not the
job of management either. Management must, however appreciate the role of personal factors in job
satisfaction and productivity of the employees. The factors of effective selection and placement of
employees are crucial in this respect, in order to utilize the human resources better. Individuals may be
placed on jobs where their personal factors help in obtaining job satisfaction. These factors include the
individual employee personality, age, sex, number of dependents, education, intelligence, time on the job
etc. Certain personality traits have been viewed as an important cause of job dissatisfaction. The existence
of neurotic behaviour or personality maladjustment has been found to be the cause of job dissatisfaction
but some studies indicate that neurotic tendency leads to job dissatisfaction only when the job itself is one
of the greatest strain.

1
 2

As regards to relationship between education of an individual and his job satisfaction, there is no
clear research evidence about it.
As regards the relationship between the intelligence between individual and job satisfaction, it usually
depends upon the level and the range of intelligence and the challenge of the job.

A study by, Nancy C. Morse on the satisfaction is the white collar job, institute of social research,
University of Michigan 1953 has noted the following findings:

(a) Older white-collar employees have intrinsic job satisfaction but lower financial and status satisfaction.

(b) Women are more satisfied with their job than men probably because of their lesser ambitions and
financial needs.

(c) The more dependent one has to support, the lesser satisfaction has with his job probably because of his
larger financial needs.

As regards to the relations of age to job satisfaction, a number of studies find little relationship of
age to job satisfaction for all employees, though in some job situations, it has been found to be
important.

As regards to relationship of time spend by an individual on the job satisfaction, it may be said that drops
slowly after a couple of years but rises again with further more time on the job.

(2) Factors inherent in the job: - As regards to factors inherent in the job, care should be taken into
account: -

 the geographical locations while building a plant;

 size of the organization while planning for expansion; and

 measures to minimize repetitiveness in job while laying out the manufacture of a product.

 Although technically a particular location appears to be feasible for building a plant, it may be a
source of considerable dissatisfaction to the employees. The company has to take steps in order to
overcome such sources before it can expect efficient operations. Again, the size of a small firm has

2
 3

certain advantages over that of a big firm on the opportunity for employee satisfaction. However, the
ultimate deciding factor of employee satisfaction seems to be the overall effectiveness of management in
the organization and not the size. These factors include the type of work to be performed, skills required
for work performance, occupational status involved in the job, difference in work situations etc.

According to Robert Hop pock study, the job satisfaction varies from almost zero to 100% depending
upon the job. The type of work inherent in the job is very important, as a number of researches in this
regard have shown that varied work generally brings about more job satisfaction then does routine work.

As regards to relation of occupational status to job satisfaction, it has been pointed out that occupational
status is related to job satisfaction but it is not identical with it. Such status does not depend entirely the
job itself and it depends not only the way the employee regards the status of his job but also on how it is
considered by others whose opinions or views he regards to be important. However research evidence
indicates that employees in those jobs are relatively more dissatisfied which have less social status or
prestige.

Job satisfaction is also related to the place of work or work situation. It is believed that employees at the
work place in large cities are generally less satisfied with their jobs than those work in small towns or
cities.

(3) Factors controllable by management: - There are many important factors, which the management
can control, in order to bring about employee satisfaction. These factors include security (economic as
well as social), wages & salaries or pay, fringe benefits, opportunities for advancement, working
conditions type and quality of supervision etc. It is believed that industrial employees mostly want steady
work and security for age. Much can be done to improve the factors controllable by the management such
as : -

 Efforts can be made to give a feeling to the individual that their jobs are important and that they
are making significant contributions towards the attainment of organizational goals.

3
 4

 The issue of wages, fringe benefits and security may be given a serious consideration as they
reflect in large measures, the real needs and aspirations of employees in Indian conditions. Measures can
be taken to provide an opportunity for advancement based on merit and seniority.

 Work terms can be formed on the basis of psychometric patterns and supervisors can be trained to
provide effective leadership.

 The criteria of selection, placement, transfer, promotion and various rewards have been viewed
with suspicious and hatred by employees in many Indian organizations.

 Employees can be given adequate information regarding their work situations, the company and
allied factors. This is likely to minimize the adverse effects of wrong information received from
"grapevine". The employees do not want information by way of grapevine; if possible they would like to
find out from their superiors in person. Information obtained through the grapevine is often erroneous and
detrimental to the company, whereas the correct information is bound to help the company in the long
run.

 Desirable conditions of work are also important to job satisfaction. Probably white-collar
occupations are attached more desirable. Good supervision is on the average an important factor in job
satisfaction. An effective downward flow of communication in an organization is also important to job
satisfaction because employees today are keen to know more about the company-its plans, policies etc.
and they also seek information from management as to how they are doing and how they can improve if
necessary?

It should be recognized that the attitude of employees are stable and that the job dissatisfaction may exist
even if several factors are corrected. Therefore, the management should not expect immediate returns
from these measures in the form of improved job satisfaction and decreased job satisfaction.

4
 5

5
 6

MEASURING THE LEVEL OF JOB SATISFACTION

Long term nation wide studies indicate that job satisfaction has been relatively high and stable in
the United States. Although worker’s expectations have both increased and changed in their focus over
time. The quality of management practices also has improved. As results more than 80% of those in the
work force usually report that they Rae reasonably satisfied with their jobs. Managers should not be
complacent, however, for this also suggests that million at workers are unhappy, and many other millions
are probably dissatisfied with same specific aspects of their job. In addition many of the “satisfied”
workers may have simply resigned themselves to their work situations, with the results that they are
neither satisfied nor dissatisfied.

The level of job satisfaction across groups is not constant, but it is related to a number of variables. This
allows managers to predict which groups are likely to exhibit the problem behaviors associated with
dissatisfaction. The key variables revolve around age, occupational level, and organizational size.

Who is satisfied? As workers grow older, they tend to be slightly more satisfied with their jobs;
apparently they lower their expectation to more realistic levels and adjust themselves better to their work
situations. Predictably, too, people with high-level occupations tend to be more satisfied with their jobs.
As we might expect, they are usually better paid, have better working conditions and hold jobs that make
fuller use of their abilities.

Finally, there is some evidence to suggest that levels of job satisfaction are higher in smaller
organizational units (such as a branch plant). This is because larger organizations tend to overwhelm
people, disrupt supportive processes, and limit the amounts of personal closeness friendship, and small
group teamwork that are important to the satisfaction of many people.

METHODS OF DATA COLLECTION

The key for useful systems id the selection of the method for collecting data and linking it to analysis and
decision issue of the action to be taken. The accuracy of the collected is of great importance for drawing
correct and valid conclusion from the detailed investigations.

There are two types of data viz., primary and secondary.

In this study I have used Structured Questionnaire and Schedules for collecting primary data. I have also
made frequent interaction with the management and the employees during my training at HCL

6
 7

Technologies Ltd. I have been impressed by the ingenuity, cooperation, confidence and efficiency, which
were reflected through their knowledge and experience.

FINDINGS AND SUREYS

1. How long have you been working in the organization?

a. Less Than 1 year 45%

b. 1-2 Years 35%

c. 2-5 Years 15%

7
 8

d. 5-10 Years 5%

e. 10 or more than 10 Years 0%

5.00% 0%
15.00%

45%
Less Than One Year
1-2 Years
2-5 years
5-10 Years
10 or More Years

35%

8
 9

2. The working environment enables you to work effectively and efficiently.

a. Strongly Disagree 0%

b. Disagree 17.5%

c. Some What Agree 45%

d. Strongly Agree 37.5%

45%

45%

40% 37.50%

35%

30%

25%
Series1

20% 17.50%

15%

10%

5%
0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

9
 10

10
 11

3. Individual Differences are respected here (e.g.-gender, race, educational qualifications, etc.).

a. Strongly Disagree 17.5%

b. Disagree 20%

c. Some What Agree 35%

d. Strongly Agree 27.5%

35%

35.00%

30.00% 27.50%

25.00%

20%

20.00% 17.50%
Series1

15.00%

10.00%

5.00%

0.00%
Strongly Disagree Disagree Some What Agree Strongly Agree

11
 12

4. The communication and level of information flow in the firm is very transparent and smooth.

Yes 75%

No 25%

25%

Yes
No

75%

12
 13

13
 14

5. Your job is meaningful in terms of meeting companies goals.

a. Strongly Disagree 0%

b. Disagree 15%

c. Some What Agree 52.5%

d. Strongly Agree 32.5%

60%

52.50%

50%

40%

32.50%

Series1
30%

20%
15%

10%

0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

14
 15

15
 16

6. You are satisfied with your level of salary according to your work.

a. Strongly Disagree 0%

b. Disagree 43%

c. Some What Agree 57%

d. Strongly Agree 0%

60% 57.00%

50%

43%

40%

Series1
30%

20%

10%

0% 0.00%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

16
 17

17
 18

7. You are getting sufficient benefits (incentives, perquisites, etc.)

a. Strongly Disagree 40%

b. Disagree 35%

c. Some What Agree 25%

d. Strongly Agree 0%

40%

40%

35%

35%

30%

25.00%

25%

20% Series1

15%

10%

5%

0.00%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

18
 19

8. You get necessary help and support from your superior as and when required.

a. Strongly Disagree 0%

b. Disagree 10%

c. Some What Agree 47%

d. Strongly Agree 53%

19
 20

60%

53%

50%

40%
37%

30%
Series1

20%

10%
10%

0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree

20
 21

9. Your job provides you with the authority to make decisions in accordance with your

responsibility.

a. Strongly Disagree 0%

b. Disagree 15%

c. Some What Agree 35%

d. Strongly Agree 50%

50.00%

50%

45%

40%
35.00%

35%

30%

Series1
25%

20%
15%

15%

10%

5%
0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

21
 22

10. You are satisfied with the methodology by which changes/innovations is implemented in HCL.

a. Strongly Disagree 10%

b. Disagree 15%

c. Some What Agree 45%

d. Strongly Agree 30%

22
 23

50%

45%
45%

40%

35%

30%
30%

25%
Series1

20%

15%
15%

10%
10%

5%

0%
Strongly Disagree Sdisagree Some What Agree Strongly Agree

11. Your department gets a lot of support and teamwork from other areas within HCL.

a. Strongly Disagree 13%

b. Disagree 22%

c. Some What Agree 45%

d. Strongly Agree 20%

23
 24

45.00%

45%

40%

35%

30%

25% 22%
20.00% Series1

20%

15% 13%

10%

5%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

24
 25

12. Your experience with other departments in the company is very good.

a. Strongly Disagree 10%

b. Disagree 18%

c. Some What Agree 45%

d. Strongly Agree 27%

50%

45%
45%

40%

35%

30%
27%

25%
Series1

20% 18%

15%

10%
10%

5%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

25
 26

13. You receive regular and timely feedback about your performance in a formal environment.

a. Strongly Disagree 0%

b. Disagree 20%

c. Some What Agree 50%

d. Strongly Agree 30%

26
 27

50.00%

50%

45%

40%

35%
30.00%

30%

25% Series1
20%

20%

15%

10%

5%
0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

27
 28

14. You recommend this brand to your friends or colleagues.

a. Strongly Disagree 0%

b. Disagree 13%

c. Some What Agree 47%

d. Strongly Agree 40%

50%
47%

45%

40%
40%

35%

30%

25%
Series1

20%

15% 13%

10%

5%

0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree

28
 29

15. You will rate your company as a place to work as compared with other companies you know

about.

a. One of the best 25%

b. Above Average 45%

c. Average 30%

d. Below Average 0%

e. One of the Worst 0%

29
 30

30%

One Of The Best

Above Average
Average
Below Average
0% One of the worst
45%
0%

25%

30
 31

16. How long do you see yourself being with this company.

a. Less Than 1 Year 0%

b. 1-2 Years 35%

c. 2-5 Years 45%

d. 5-10 Years 20%

e. 10 or More 0%

0%

20.00% 0%

35%

Less Than One Year

1-2 Years
2-5 years
5-10 Years
10 or More Years

45.00%

31
 32

RECOMMENDATIONS

Job satisfaction plays significant role in the organization. Therefore, managers should take

concrete steps to improve the level of job satisfaction. These steps are: -

1. The top-level managers, the personal department is recommended to conduct interviews

and surveys at equal interval of time. This will ensure growth and progress on part of the

employees and the organization as a whole.

2. A personal informal meeting between the employees and their supervisors will help in

building up the morale of the workers and mutual understanding.

32
 33

3. The management should fix the level of salary of employees with reference to their

qualifications, experience and responsibilities.

4. Sufficient benefits (Incentives, perquisites, etc.) should be given to the employees in

order to boost up their moral. It thus, helps in motivating the employees by identifying and

satisfying their unsatisfied needs.

5. The management should focus its attention on the concept of reward and recognition. The

recognition should take the form of rewards. Financial and non-financial awards play a very

important part in satisfying employees. A judicious blend of these two must be employed for

satisfying employees.

6. Management should try to keep all the welfare facilities up to date and try to make the

working environment friendlier and comfortable so that the employees enjoy doing their work

and do not feel stressed up.

7. The management should make improvement in communication and information flow in

HCL because all the functions in an organization involves the act of communication without

33
 34

which they cannot be performed at all. Communication is essential to integrate and co-ordinate

the activity of the people in the organization.

8. Management should allow the employees to participate in important decisions related to

them. They will feel that they are given importance by the management.

9. The management should give adequate freedom and authority in accordance with their

responsibilities.

10. Proper training should be given to the employees so that they can improve upon their

skills. The management should organize Training and Development Programme for improving

job knowledge and skills at all levels of the organization.

11. Most of the employees in HCL are dissatisfied with the Performance Management

System. This means they do not get timely feedback about their performance nor do they get

timely promotions. Management should consider these points and should try to improve its

Performance Management System.

12. Steps should be taken so that the personal life of the employee does not get disturbed due

to the work profile.

34
 35

13. Every employee requires a mode of appreciation for the task achieved. This motivates the

employees and encourages them to perform better for the future.

14. Some of the employees were dissatisfied with the number of working hours and days. So

management should try to reduce the number of working hours and days so that the employees

enjoy doing their work and do not feel stressed up.

CONCLUSION

The study aims at finding out the employee’s satisfaction within the organization, which affects the

productivity, morale and willingness to co-operate with organization and to enhance the working of the

employees by providing them different provisions by the management.

35
 36

Most of the employees of the HCL Technologies are satisfied with the facilities provided to them. The

ones who are dissatisfied, the HR Department is doing their level best to overcome their dissatisfaction

by various programs.

BIBLIOGRAPHY

 Research Methodology Methods & Techniques – C. R. Kothari.

 Human Resource Management – Dr. C.B. Gupta

36
 37

 Principles And Practice of Management – L.M. Prasad

 Human Resource Management – S. Saiyadain Mirza

 Human Resource Management – Dr. V.P. Michael

 Search sites

- Google.co.in

- altavista.com

- insightlink.com

 HCL websites

- WWW.hcl.in

- WWW.hclinfosystems.in

- WWW.hcltechnologies.in

QUESTIONNAIRE
37
 38

PERSONAL DETAILS:

NAME:

DESIGNATION:

AGE:

DEPARTMENT:

1. How long have you been working in the organization?

a. Less Than 1 year

b. 1-2 Years

c. 2-5 Years

d. 5-10 Years

e.10 or more than 10 Years

2. The working environment enables you to work effectively and efficiently.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

3. Individual Differences are respected here (e.g.-gender, race, educational qualifications, etc.).

a. Strongly Disagree

38
 39

b. Disagree

c. Some What Agree

d. Strongly Agree

4.The communication and level of information flow in the firm is very transparent and smooth.

Yes

No

5. Your job is meaningful in terms of meeting companies goals.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

6. You are satisfied with your level of salary according to your work.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

7.You are getting sufficient benefits (incentives, perquisites, etc.)

a, Strongly Disagree

39
 40

b.Disagree

c. Some What Agree

d. Strongly Agree

8.You get necessary help and support from your superior as and when required.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

9.Your job provides you with the authority to make decisions in accordance with your responsibility.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

10.You are satisfied with the methodology by which changes/innovations is implemented in HCL.

a. Strongly Disagree

b. Disagree

c. Some What Agree

40
 41

d. Strongly Agree

11.Your department gets a lot of support and teamwork from other areas within HCL.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

12.Your experience with other departments in the company is very good.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

13.You receive regular and timely feedback about your performance in a formal environment.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

14.You recommend this brand to your friends or colleagues.

41
 42

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

15.You will rate your company as a place to work as compared with other companies you know about.

a. One of the best

b. Above Average

c. Average

d. Below Average

e. One of the Worst

16.How long do you see yourself being with this company.

a. Less Than 1 Year

b. 1-2 Years

c. 2-5 Years

d. 5-10 Years

e. 10 or More

42
 43

43