REMUNERATION POLICIES AND EMPLOYEE

SATISFACTION

FINAL YEAR PROJECT REPORT

Submitted in partial fulfillment of

MASTER of BUSINESS ADMINISTRATION

at

University School of Business

CHANDIGARH UNIVERSITY, GHARUAN

(2017-2019)

Supervised By Submitted By

Anupal Mongia Shivani Sharma

17MBA1365
 DECLARATION

I declare that this project titled REMUNERATION POLICIES AND EMPLOYEE

SATISFACTION has been worked on, drafted and finalized by me – SHIVANI SHARMA,
17MBA1365 student of MBA 4th semester of the batch 2017-2019. This project is the original
piece of work and not copied or plagiarized from any other source of literature, review article or
published article in this regard. This Final Year Project Report is being submitted in partial
fulfillment of the degree of Master in Business Administration from University School of
Business, Chandigarh University and has not been submitted for the reward of any certificate,
diploma, degree, fellowship with any other college / university nor educational institute before
this.

In case any part of this work is reported as copied from any another source, I shall be solely
responsible for the same and will be answerable for any action taken in this regard.

Student’s Signature

Shivani Sharma

17MBA1365

Date
 CERTIFICATE

This is to certify that, Ms. Shivani Sharma, UID No. 17MBA1365, a student of MBA 4th
semester, with University School of Business, Chandigarh University, Gharuan, Punjab, has
successfully completed her Final Research Project from to and her report titled
“Remuneration Policies and Employee Satisfaction”. The student has certified out the work
satisfactorily under my supervision.

According to the declaration submitted by the student, the report is an authentic work and may
be considered for partial fulfillment towards course credits.

I wish her success in life.

Sign of Faculty Supervisor

 ACKNOWLEDGEMENT
“Acknowledgement is an art, one can write glib stanzas without meaning a word, on the other
hand one can make a simple expression of gratitude.”

It is great pleasure to take an opportunity to thank various people who has helped me through my
Final Project Report on Remuneration Policies and Employee Satisfaction.

I wish to express my deep sense of gratitude to my faulty mentor at my campus for his able
guidance and useful suggestions, which helped me in conducting the project work on time and
his timely guidance in the conduct of my project report.
 TABLE OF CONTENTS

CHAPTER PARTICULARS PAGE NO.

NO.
1. Introduction about the company

2. Introduction about the topic

3. Review of Literature

4. Need, Objective and Scope of the study

5. Research Methodology
i. Research Design
ii. Sampling Design
iii. Data Analysis

6. Data Analysis and Interpretation

7. Conclusion and Suggestions

Biblography and References

Annexures
 CHAPTER 1
INTRODUCTION ABOUT THE COMPANY
1.1 INTRODUCTION ABOUT CITCO

The Chandigarh Industrial and Tourism Development Corporation

Limited (CITCO) was joined as a Company under the Companies Act,
1956 on 28.03.1974. It was initially known as Chandigarh Small
Industries Development Corporation (CSIDC) and began working in
that capacity from 20.09.1974. The Corporation was given extra
elements of advancement of Tourism and other related activists in the
year 1982. Because of which, its name was changed to Chandigarh
Industries and General Development Corporation Limited (CIGDC).

 In 1982, the Management of Hotel Mountview, Sector 10, Chandigarh and Hotel
Parkview (at that point Chandigarh Yatri Niwas) was exchanged to the Corporation.
What's more the Corporation was given the obligation regarding dealing with the
Community Centers and Clubs, (this movement was later exchanged to Municipal
Corporation, Chandigarh).
 In 1988, the fragmented structure of Hotel Shivalikview, (the then Janta Hotel) was
exchanged to CITCO for development and the executives. This inn was placed in
business use on 01.01.1990.
 In 1992, the Corporation was allocated land in Sector 9, Chandigarh for setting up a
Petrol Pump. CITCO tied up with BPCL and the Petrol Pump is running as a standout
amongst the most favored outlet in the City.
 In 1993, CITCO was delegated as C&F Agent for IPCL (taken over by Reliance
Industries Limited).
 In 2000, CITCO was distributed space at Kalagram on Chandigarh Shimla Expressway to
set up a Restaurant. The unit is structured as an ethnic Punjabi outlet.
 In 2002, CITCO was allocated space for running cheap food outlet in the center point of
the Sub City Center in Sector 34, Chandigarh. The outlet 'Drop-In made there at is
extremely mainstream with office goers.
 The Indian Oil Corporation offered its Sector 56 Petrol Station to CITCO for its
administration w.e.f. eighteenth December, 2009. The UT Administration authorized out
space to CITCO in Sector 38 W. CITCO set up a Petrol Station and LPG outlet there at as
a team with Indian Oil Corporation who consented to burn through Rs.3.65 Crores on
formation of State of Art Petroleum Infrastructure making this outlet the biggest Petrol
Station with LPG offices in Chandigarh. The outlet was dispatched on 16.02.2011 for
LPG. The Petrol deals began on 16.04.2011.
 Further, redesign of Hotel Shivalikview at an expense of Rs. 875.00 lacs was attempted
in 2010. The work is to be done in two stages. In the principal stage, an eatery and bar,
Cloud 9 on the west side porch has been dispatched on 23.06.11. Likewise a downpour
 timberland topic based gathering corridor has been made on the east porch at sixth floor.
This was appointed on 23.09.11 alongside 2 multipurpose lobbies of 100 pax limit and 1
meeting space for 20 pax. These territories have been made on the Ground floor by
getting rid of the immense shopping arcade existing prior. 4 shops have been made in the
region on the ground floor to meet necessity of the lodging visitors. In the second stage
previously embraced, the whole ground floor will be redesigned to improve the anteroom
region by making a twofold stature divide. The yard will likewise get another look. In
this stage, the current Bazm Restaurant will be extended and given an absolute new look.
While a Swimming pool is being made in the back grass region, a cutting edge Health
club is being made on the principal floor.
24 Rooms were included Hotel Parkview making it the greatest spending inn in
Chandigarh. The IDFC Center is being overhauled as an advanced Test and Calibration
Center with NABL accreditations to help the SSI Units to have their supplies aligned and
tried according to BIS affirmation. Speculation worth Rs.80.00 lacs have been made on
buy of high innovation hardware and types of gear. To satisfy the need of the Industry,
Multipurpose Industrial Community Center (MICC) was moved up to give sustenance
offices and different administrations to the Industrial laborers and the business people at
exceptional rates.

HOTEL HOTEL HOTEL TOUR &

LAKE GENERAL /
MOUNTVIE SHIVALIKVIE PARKVIE TRAVEL
CAFETERIA MISCELLANEOUS
W W W WING
BRIEF NOTE ON THE WORKING AND ADMINISTRATIVE SET-UP OF
THE CHANDIGARH INDUSTRIAL AND TOURISM DEVELOPMENT
CORPORATION LIMITED (CITCO)

Presently CITCO is embraced the accompanying exercises:-

A. INDUSTRIAL DEVELOPMENT:-

1. Procurement and dissemination of crude material viz. Iron and Steel and IPCL items to the
little scale units including dealing with SAIL's stockyard as a Consignment Agent.

2. Running "Chandigarh Emporium" to give promoting offices to the SSI units.

3. An Industrial Development – cum-Facility Center to give basic offices to the little scale units;

4. Construction of Industrial sheds for distribution to the business people for foundation of Small
Scale Industries;

B. TOURISM DEVELOPMENT:

1. Running and Management of Hotel Mountview, Hotel Shivalikview and Hotel Parkview

2. Cafeterias at Sukhna Lake, ISBT - 17,Drop In at Sector 34 and Stop 'N' Stare at Sector 10

3. Transit Lodge at ISBT, Sector 17

4. Tours and Travel Wing including working Double Deck Bus – Hop On-Hop Off for Tourists.

5. Non Commercial Canteen at UT Secretariat.

C. MISCELLANEOUS EXERCICES:

1. Running of Petrol Pumps at Sector 9, 38 W and 56

2. Late morning Meal for Govt. Schools in UT

A.1. INDUSTRIAL ACTIVITIES

i) SALES DEPOT- SUPPLY OF RAW MATERIAL

The Chandigarh stockyard of SAIL was built up at Chandigarh on 24.10.1979. Before the
opening of this stockyard at Chandigarh, the Iron and Steel crude material was obtained by
CITCO from the fundamental makers' stockyard at Jalandhar. Directly, this SAIL stockyard is
likewise being overseen by CITCO as a Consignment office work.

For encouraging closeout of Iron and steel crude material to the SSI units enrolled with the
Director Industries of their particular states, CITCO secures material from the primary makers
viz. SAIL, TISCO, RINL and so forth and disperses the equivalent to the said SSI units from its
Depot situated on a 2.5 Acre estimate plot on the Chandigarh Ambala National Highway.

ii) IPCL

In 1992, CITCO was selected the conveying and sending (C&F) operators for IPCL items in
Chandigarh. CITCO acquires fixed commission on Sales. This Public Sector Company was
anyway disinvested in 1999 and was taken over by Reliance Industries Limited. The action is
additionally being completed from the premises of the Steel Depot. As the movement is being
completed on committal premise, no speculation has been made by CITCO. For the reason,
CITCO has anyway outfitted Bank Guarantee/Security Deposit with Reliance Industries Limited.

iii) INDUSTRIAL DEVELOPMENT-CUM-FACILITY CENTER

The Industrial Development-cum-Facility Center (IDFC) was built up in the Industrial Area,
Chandigarh to give basic offices to the little scale units. This Center was initially begun as an
organization capacity of the Chandigarh Administration. From 1.4.81 onwards the Center is
being controlled by CITCO from its own assets. Just the capital consumption on buy of plant and
apparatus is as a rule halfway met through Govt. Gifts. The Center has been set up to give
administration/offices to the SSI units and isn't a benefit acquiring unit of CITCO. In the present
year, the Administration has endorsed an arrangement of totally patching up and updating the
middle by putting in new hardware comprising of testing supplies at an expense of Rs.1.00
Crore.
A.2. INDUSTRIAL ESTATE

One of the primary elements of CITCO on joining was to develop Industrial Sheds for further
distribution to the business people on 99 years rent hold premise in order to empower them to set
up their little scale ventures. Under this plan, completely created Industrial Plots are distributed
by the Chandigarh Administration for CITCO, which thusly develops Industrial Sheds on these
plots subsequent to masterminding term advances from the Financial Institutions/Banks. 548
Industrial Sheds of different sizes including a capital of Rs.495.19 Lacs have been developed and
dispensed to the business person's upto 31.3.2009.

A.3. INDUSTRIAL SECTOR

1. Construction and allotment of Industrial Sheds

2. Distribution Of Iron And Steel
3. Consignment Agency of SAIL
4. CITCO Industrial Development Facility Centre

B.1. TOURISM DEVELOPMENT

HOTEL MOUNTVIEW

Hotel Mountview, where one gets

immersed in the extravagant warmth
of accommodation and care. Famous
the world over, this hotel settles in
the background of Shivalik Hills,
preferably situated in Chandigarh's
upscale select environs, mixed with
quietness of the bordering relaxation
valley.

Contemporary solaces, a wonderful

climate with customized
administrations are the ideal fixings that make this lodging a favored, entrancing spot to remain
in. Every one of the hotel's 144 rooms and 10 suites are individualistic in its stylistic theme and
style. Loll in the sun in the midst of lavish green yards and lofty trees with the setting of brilliant
slopes or essentially doing nothing at all in choice environment, whatever your inclination, You
will discover whatever you are searching for.
For the most recognizing palates, experience new has a great time feasting settings that show an
a la mode feeling of appeal and cooking. Each supper at Hotel Mountview is a purpose behind
festival. Be it for companions, for business or for exceptional events. The visitors can look over
rich exhibit of menu spread over various cooking styles and it is lodging's pleasure to serve them
with consummate consideration.

The hotel has played host to a few heads of nations, states and telling superstars. Hotel
Mountview reclassifies style for business and relaxation explorers.

HOTEL SHIVALIKVIEW

Lodging Shivalikview is situated inside city's center point of business, shopping and diversion
Sector – 17, Hotel Shivalikview is a verdant retreat which offers a classy, cozy base for business
experience just as investigating the attractions and places of interest of the "City Beautiful".The
inn is a 25 minutes' drive from the Airport and a short ways' from the Railway Station and is a
mobile separation from Inter-state transport end.

A perfect goal for sorting out gatherings, traditions and displays with an emphasis on MICE with
unmatched customized administrations which add to the inalienable warmth. The inn is
presumed for immaculate models of administrations and extravagance.

Visitor Services/Amenities:

• Centrally Air-Conditioned

• Wi-Fi/Internet Connectivity

• 24 hours Currency trade

• Non-Smoking Floor

• Banquets and Conferences

• Well prepared Business Center

• Doctor on Call

• Travel Desk

• Laundry Service

• Shopping Arcade

• Health Club with Gym

HOTEL PARKVIEW

Hotel Parkview (past Chandigarh YatriNiwas) was

dispatched by CITCO w.e.f. 29.3.1984 in the Officers'
Apartments in Sector 24 to take into account low-spending
visitors. The old square comprising of 48 rooms was
revamped in September, 1998. In 1996, the Department of
Tourism, U.T. expanded an allow of Rs. 100.00 lacs for the
formation of another square Building, comprising of 16
private rooms, a Restaurant and 2 expansive feast corridors.
The new square, which has come up nearby the current
square, is outfitted with an advanced kitchen and a hall. In
2002, a Bar was likewise included. The Chandigarh Administration distributed extra 24 rooms in
the current Officers loft thinking about the interest for spending convenience. These rooms were
put to business use amid 2004. In 2007, CITCO began crafted by developing 63 rooms on the
principal, second and third floor of the new square, at a complete expense of Rs.308 lacs. In the
primary stage, 42 rooms were made operational in November 2008. This undertaking has been
affirmed by the Ministry of Tourism which has likewise given an allow of Rs. 164.80 lacs for the
equivalent. The lodging has experienced redesign with the modernization of its kitchen zone and
making of extra offices like Staff Cafeteria, Stores, and Locker room and so forth. The
undertaking of making extra 21 private rooms on the third floor of the new square is additionally
arranged for the current year.

LAKE CAFETARIA

CITCO is dealing with a Cafeteria at the Sukhna Lake premises. It

is a noteworthy vacation spot, and is mainstream with the nearby
inhabitants too. Offices of Fast Food Counter, Cold Drink
Dispensing Machines, Bakery, Ice Cream, Restaurant, Pub, and
Shops on rentals, Boating and Amusement diversions are
accessible. In drifting Shikaras& Paddle Boats are accessible for
employing. CITCO is additionally dealing with the music
framework at the strolling trail of the Lake. The unit has been revamped, the open regions has
been improved and open space for the guests. Frozen yogurt Parlor has been made for serving
Quality Ice Creams to the clients
CAFETERIA AT GENETAL BUS STAND, SECTOR 17, CHANDIGARH

To give quality nourishment stuff at sensible costs to the

overall population at the Inter-State Bus Terminal, Sector
17, Chandigarh, CITCO was allocated two stalls and one
Fast Food Restaurant at the Bus Stand. From its very
initiation in 1989, the Fast Food Restaurant has
accumulated gigantic fame and is currently being belittled
by nearby inhabitants just as by travelers. Resulting upon
the moving of the ISBT from Sector 17 to Sector 43, the turnover have seen a misfortune.

TOUR & TRAVELS WING

CITCO is running a Tour and Travel Wing to take into account the necessities of the visitors and
occupants alike. In 2001-02, CITCO dispatched an open to sky Double Deck Bus called Hop On
– Hop Off, which is the first of its sort to be presented in the nation. It manages open door for
undertaking city voyage through Chandigarh in a brief timeframe.

MANAGEMENT OF NON COMMERCIAL SUBSIDISED CANTEENS

The administration of Govt. Bottles was exchanged to CITCO by the Hospitality Department of
the Chd. Organization w.e.f. 16-4-1983. CITCO is dealing with a Canteen at U.T. Secretariat.

TOURISM INFORMATION CENTER AT AIRPORT/ISBT/RAILWAY STATION

CITCO set up a Tourist Information Center at Chandigarh Airport in the year 1991 to give
data/writing/help with the issues of inn convenience, travel game plans and partnered
administration for the guests going to the City. Correspondingly a Tourism Information Center
was set up at the Chandigarh Railway Station amid 1994-95. A Tourist Information Center was
additionally settled at ISBT, Sector 17 out of 1995.

U.T. SECRETARIAT

The Corporation is running a bottle at the U.T. Common Secretariat at sponsored rates.

C.1. GENERAL/MISCELLANEOUS DEVELOPMENT

PETROL STATION

CITCO ventured into a new arena of business in 90s with the

start of Petrol Station Sector – 9, strategically located in the
hub of city on the Madhya Marg.With the popularity growing
amongst the public for supply of qualitative and quantitative
petroleum products, CITCO broad based its presence in the
petroleum sector with the opening of new petrol stations in
the Southern Sector of Chandigarh.

Petrol Station Sector – 38 (West) is the largest LPG-cum –Petrol Station in the city and is very
popular amongst motorists coming from South-Western side of Chandigarh.

Another Petrol Station in Sector – 56 makes its presence felt amongst the public as it is the last
petrol station of the city located on the national highways leading to Punjab and Himachal
Pradesh.

CA YARD

In the year 2000, SAIL welcomed offers for running and dealing with its stockyard at
Chandigarh on Consignment Agency premise. CITCO took part in this delicate in joint endeavor
and was apportioned the agreement at first for a time of 4 ½ years till 30.11.2008. In perspective
on the great work done by CITCO the agreement has been additionally reached out till
30.11.2012.

MID DAY MEAL:

In 2006-2007, the UT Administration presented plan of Mid-day feast in Govt. Schools of UT.
Under the program, 45000 understudies were to be furnished with Mid-day supper. CITCO was
given duty of planning suppers for 15,000 understudies. The plan is being executed effectively.

ADMINSITRATIVE SETUP

• Chandigarh Industrial and Tourism Development

Board of Corporation Limited is governed by a Board of
Directors comprising: Chairperson, Managing
Directors Director and 6 Directors.

• The Corporation is headed by Mr. Arun Kumar

Chairperson Gupta, IAS, Home Secretary UT Administration ,
Chandigarh.

Managing • Shri Jitender Yadav, IAS is the Managing Director.

He is an Indian Administrative Service Officer of
Director AGMUT.

Directors (Ex • Finance Secretary UT, Deputy Commissioner Chd.

and Director Tourism UT Chd. are ex- officio
Offico) directors of the Corporation

• Chairman of the CII (NR), President Industries

Non Official Association of Chandigarh (IAC) and President
Director Hotel & Restaurant Association of Northern India
(HRANI), are also members of the Board.
 CHAPTER 2

INTRODUCTION ABOUT THE TOPIC

2.1 INTRODUCTION
Employee remuneration refers to the reward or the compensation given to the employees for
their work performances. It provides basic attraction to an employee to perform the job
effectively and efficiently. It also leads to employee motivation.

Salary constitutes and determine their standards of living. Salary effects the employee
productivity and work performance.

 CATEGORY OF EMPLOYEES AND DEDUCTIONS AND ALLOWANCES:

Under this study we have considered three type of employees which are as discussed
below:

REGULAR EMPLOYEES

CONTRACTUAL EMPLOYEES

DEPUTATIONIST

REGULAR EMPLOYEES:

Standard representatives take a shot at pay-scale premise which is being embraced by UT-
Administration now and again. These compensation scales are updated after at regular intervals.
Till the compensation scales are updated Interim reliefs are allowed to the workers.

Presently the example of pay-scales depend on the evaluation pays.

CONTRACTUAL EMPLOYEES:

Staff has likewise been delegated on the legally binding reason for 1 year which is additionally
stretched out on premise of work and substance report. Contract staff is paid compensation on
the fixed sum which is additionally improved @ 5% of the pay drawn.

Security is likewise taken from the agreement staff for example deducted from the pay.

DEPUTATIONIST:

1. Managing Director : An officer of IAS unit is given the charge of Managing Director.

2. Chief General Manager : An officer of PCS/HCS unit is given the charge of Chief General
Manager

3. Manager Accounts : One post of Manager Accounts is additionally filled by an officer on

assignment from the UT framework.

 REMUNERATIOIN POLICIES :

DEDUCTIONS AND ALLOWANCES:

A. Dues

 PAY-BAND:

A PAY BAND is utilized to characterize scope of remuneration given for specific jobs. The
range depends on components like area (high versus ease of living areas), experience, or rank.
Pay groups is a piece of a sorted out pay remuneration plan, program, framework.

 GRADE PAY:

Aside from fundamental pay, government workers get grade pay which relies on the
classification/class of representative. The total of fundamental pay and grade pay is utilized to
ascertain dearness stipend and different recompenses.

 INTERIM RELIEF:

Between time alleviation is characterized as give of something to give momentary help, or a

request by the court before a full preliminary to protect the present circumstance until the
preliminary.

INTRERIM RELIEF= 5% (fundamental pay + grade pay)

  DEARNESS ALLOWANCE:

DA is typical cost for basic items change recompense paid to government workers, open division
representatives (PSU) and beneficiaries in INDIA.

Rate of DA is reconsidered after at regular intervals.

Current winning rate is 142%

DA= 142%(basic pay + grade pay + break help)

 HOUSE RENT ALLOWANCE:

HRA is allowed to representatives who don't have any administration convenience @ 20%.

HRA= 20%(basic pay + grade pay + between time alleviation)

 CITY COMPENSATORY ALLOWANCE:

City compensatory stipend is a fixed remittance paid to the customary workers. At present it is
paid @ of Rs 120 every month.

 MEDICAL ALLOWANCE:

Medical allowance is a fixed remittance paid to the workers of an organization on a month to

month premise independent of whether they present the bills to substantiate consumption or not.

The fixed medical allownces is Rs.500

 FIXED CONVEYANCE ALLOWANCE:

Movement stipend likewise called transport recompense is a kind of remittance offered to the
representatives of an organization to make up for their movement from living arrangement to and
from particular work place area.

 GROSS PAY:

The aggregate of representatives standard compensation including recompenses, additional time

pay, commission and reward, some other sum, before any conclusions are made.

B. Deduction

 PROVIDENT FUND:

A store into which the business and the worker both pay cash routinely, with the goal that when
the representative resigns or leaves the organization he gets a single amount measure of cash.
12% of PROVIDENT FUND is compulsory and deducted on the entirety of fundamental pay,
grade pay and interval alleviation and dearness stipend.

 INCOME TAX:

Pay charge is deducted from the pay of a worker dependent on the pay charge chunk and
individual funds propensity.

B.1 Individual (occupant or non-inhabitant), who is of the period of under 60 years on the most
recent day of the pertinent earlier year:

B.2 Resident senior native, i.e., each person, being an occupant in India, who is of the age of 60
years or more however under 80 years whenever amid the earlier year:

B.3 Resident very senior native, i.e., each person, being an occupant in India, who is of the age
of 80 years or more whenever amid the earlier year:

 SOCIETY DEDUCTIONS:

CITCO has its own general public under the name – CITCO EMPLOYEE THRIFT AND
CREDIT URBAN EARNERS SOCIETY LTD. This is likewise a discretionary conclusion.

Representatives who are the individual from the general public, obligatory store of Rs.1000 is
produced using the compensation of the workers in addition to advance portions; if the
representatives has profited advance from the general public. This sum is transmitted to the
general public through the check.
  LIFE INSURANCE CORPORATION:

Representatives who have selected pay sparing plan, premium as suggested by LIC division is
deducted from the compensation of the worker transmitted to LIC through check.

 GROUP INSURANCE SCHEME:

Gathering Insurance Scheme is life coverage assurance to gatherings of individuals. This plan is
perfect for managers, affiliations, social orders and so on and enables you to appreciate bunch
benefits at truly lower costs .It is a discretionary reasoning and is been deducted just at an
alternative of the worker.

 LABOUR WELFARE FUND:

Work welfare subsidize is a statutory commitment overseen by individual state experts. The state
work welfare board decide the rate of the commitment and recurrence of the commitment.

It is obligatory finding forced by government. Aggregate of Rs.2 is been deducted from the
compensation of each representative. The business contributes twofold the sum for example Rs.
4 and transmits the equivalent through check to Labor Department.

 STAFF MEAL:

Staff supper is a gathering feast that an eatery serves its staff outside of pinnacle business hours.
Normally the dinner is served to the whole staff without a moment's delay, with all staff being
dealt with similarly, similar to a "family".

CITCO gives suppers to representatives working in the Hotel Industry at an ostensible

conclusion of Rs 200 from the compensation of the worker.

 EMPLOYEE STATE INSURANCE:

Employee State Insurance Scheme (ESI) is a multidimensional and a coordinated government

managed savings framework redid to offer 'security' to the workers. This was presented
according to the 'Representatives State Insurance Act, 1948'. As indicated by this Act, the ESIS
will give assistance if there should arise an occurrence of disorder, passing because of business,
damage, maternity, impermanent or lasting disablement and so on.

It is being deducted from the pay of the worker whose compensation don't surpass Rs 21000 @
1.75%.CITCO contributes @3.75% of wages and dispatches the equivalent to ESI office through
check.

 LICENSE FREE:

Government settlement is allocated to certain workers. Standard conclusion of permit expense is

produced using pay of these workers relying on the classification of quarter apportioned. CITCO
contributes multiple times the measure of permit charge deducted from the compensation of the
worker and dispatched to Accounts Officer lease office.

 LOAN TO EMPLOYEES:

CITCO gifts bike advance, vehicle credit, house building advance to its representatives. As per
the credit profited by the representative, conclusion is produced using the compensation
alongside the intrigue.

 PAY STRUCTURE OF REGULAR EMPLOYEES:

SENIOR MANAGER:

MANAGER ACCOUNTS:
SENIOR ASSISTANT:

JUNIOR ASSISTANT:
CLERK:

PEON:
BELL BOY:
MANAGER HRD:

LAW OFFICER:
 CHAPTER 3
REVIEW OF LITERATURE
Review of Literature

Olatunji Eniola Sule1* and Sarat Iyabo Amuni2 led the investigation that investigated wages and
pay rates organization as a persuasive instrument in Nigerian association. The investigation went
further to recognize unwarranted and paid occupation with conceivable impact of wages and
compensations as it identifies with individual commitment and exertion towards the
accomplishment of the corporate objectives and goals. The investigation made utilization of a
self-structured survey and in the long run utilized chi-square to break down and finish up on the
theory that wages and compensations fills in as inspirational instrument and that wages and pay
rates has huge association with specialists execution in Nigerian association.

John and Children (1993) expressed that the most straightforward route to the spirit, efficiency,
and representatives' work quality is to viably remunerate representatives'. Here, benefits assume
a fundamental job. Creating and executing an important, savvy remunerate framework is one of
the essential difficulties looked by associations today. Specialists lean toward employments that
remunerate them based on what they see as monetarily legitimate (Robbins, 1991). It isn't the
measure of cash one gets yet it's the activity wage consistency dependent on laborer observation
that prompts work fulfillment (Chimanikire, Mutandwa, Gadzirayi, Muzondo and Mutandwa,
2007).

(Chiu, Luk and Tang, 2002) expressed that liberal prizes will in general hold individuals since
high reward levels lead to high occupation fulfillment, duty, and loyalty.Therefore, when
representatives feel they are not being compensated as they expected, it will diminish their
activity fulfillment, inspiration may endure, prompting low resolve and low quality execution.
On the off chance that one saw reasonableness about the advantages that one got from one's boss,
this may prompt higher occupation fulfillment (Buffardi, Smith, O'Brien and Erdwins,2002 ;
Dickhart, 2005 ;William &Dreher,1992).

Imprint Bussin ( November 2003) led the examination whose was point was to build up an inside
and out comprehension of the overall significance of the variables driving change to
compensation strategy basic leadership and the effect on associations. Information from 148
associations was examined and exposed to thorough factual examination. The outcomes
demonstrated that the most intense drivers of compensation arrangement were maintenance of
key staff, budgetary outcomes and association technique. The best changes to compensation
strategy were in the zones of variable pay, merit/execution related pay, showcase position,
complete bundle and occupation assessment/broadbanding arrangement. A solid connection was
found between the degree of progress in Compensation strategy and effect on the association.
This proposes the more noteworthy the adjustment in Compensation arrangement the more
noteworthy the effect on the association.
Folayan (2006), portrayed advantages as the part of a remuneration bundle gave notwithstanding
money pay. He proceeds to take a gander at the effects that advantages can have in
representatives fascination, maintenance and inspiration and recognized the three primary sort of
workers benefits, specifically; welfare benefits which incorporates annuity and medical
coverage; family well disposed advantages which may incorporate family leave and tyke care
vouchers and employment related advantages which may incorporate organization vehicle or
item limits. Armstrong (2008),' expressed that the principle points of any advantage frameworks
are: To add to the arrangement of an aggressive pay the board framework, to accommodate the
need of the representatives in wording, of their security and now and again their necessity for
extraordinary budgetary help, this showing to them that they are individuals from a conveying
association, to expand the, responsibility of workers to the association and to give a duty
effective technique for compensation.

Jacob Kibert Murkey (2007) directed the investigation whose goal was to recognize the impact
of compensation on inspiration and execution of workers an instance of Country Media
Gathering. Subjective research was connected in this examination. An example size of 100
representatives of the objective populace was utilized in this exploration on suspension. The
investigation gathered information utilizing a self controlled poll. In the investigation he
discovered that Inspiration impacts the yield of a business. Undertakings depend on the
proficiency of the staff to ensure that administrations fulfill the needs of the clients. In the event
that workers need inspiration, their administrations to the clients are undermined. This
demonstrates representatives are the most essential of the considerable number of components of
creation and on the off chance that their inspiration is low, at that point there will be an impact
on their viability and effectiveness.

Dessler (2008) expressed in the examination that there are two wide methods for arranging pay,
to be specific; Occupation based methodology and Ability based methodology. The Activity
based methodology is the most customary and broadly utilized sort of pay plan. As per Gomez et
al. (2012) the arrangement expect that occupations are great characterized and titled, for instance
a clerk, a lady or a gourmet expert. The works in these employments is finished by individuals
who are paid to perform them well. In this arrangement since all occupations are not similarly
vital to the firm, the work showcase puts more prominent incentive on certain employments than
on others with the most critical employments paying the mostThe expertise put together
methodology with respect to the next hand expect that specialists ought not be paid for the
employments they hold but rather for how able they are at playing out the assignment or
numerous undertakings (Gomez et al, 2012). The more prominent the assortment of occupation
related abilities one has the more they are paid. DeNisi and Griffin (2008) characterizes expertise
based pay as remunerations to representatives for procuring aptitudes.
Kabir and Parvin(2011) found that there are numerous factors that can influence work fulfillment
of an individual including compensation and incidental advantages, only arrangement of
advancement, working condition quality, administration, the work undertakings and
socializing.Andrew Clark et al (1996)have watched very huge U-molded connection between
pay fulfillment and employment assignments fulfillment for occupation fulfillment.

Gomez et al. (2012) expressed that representative's remuneration is the absolute most vital
expense in many firms, in some assembling associations it represents 60% of the all out
expense.In any case, this is considerably higher in some administration associations and this
implies the viability with which remuneration is allotted can have a critical effect in picking up
or losing the focused edge. The equivalent is reverberated by Dessler (2008) who said that
building up a decent worker pay plan is critical for any association and its representatives. He
keeps on saying that inappropriately created remuneration plan may result to a pay rate that is too
high subsequently pointless costs; while paying less may ensure substandard representative
quality and high worker turnover. In the meantime inside discriminatory pay rates decrease
worker confidence and cause perpetual grumbles from the representatives. Regardless of whether
an association utilizes work based or ability based pay plan, the fundamental point of the
arrangement is to empower the association accomplish its key destinations (Gomez et al, 2012)
and pull in, spur and hold skillful representatives (Decenzo et al, 2007).

As indicated by Muhammad Rafiq, (2012) for elite and hierarchical development, rewards must
be given to representatives. They further inspected the impact of outward and inborn rewards on
worker work fulfillment and reasoned that extraneous rewards fundamentally influence the
activity fulfillment dimension of representatives in call focuses.
 CHAPTER 4
NEED, OBJECTIVES & SCOPE OF THE STUDY
NEED OF THE STUDY:
 To enquire about the HUMAN RESOURCE MANAGEMENT SYSTEM.
 To study the employee remuneration and satisfaction system in the CITCO.

OBJECTIVE OF THE STUDY:

 To study the employee satisfaction regarding remuneration policies of CITCO.
 To identify the factors which influence the remuneration satisfaction of employees.

SCOPE OF THE STUDY:

The scope of the study is limited to employees of MOUNTVIEW and CITCO HEADOFFICE.
The project was constrained by time limit of 6 weeks. During the survey we have taken into
consideration the three type of employees i.e. regular, contractual, deputationist.
 CHAPTER 5
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
It is known as the process used to collect information and data for the purpose of making
business decisions. The methodology may include publication research, interviews, surveys and
other research techniques, and could include both present and historical information.

5.1. RESEARCH DESIGN:

DATA COLLECTION:-

Both primary and secondary data have been collected for meeting the objectives of current study.

 Primary data:
In this study the primary data has been collected from personal interaction with Accounts
Manager and other Staff Member.

 Secondary data:
The major source of data for this project was collect through Company annual book, Reference
books, Company manual and through internet.

5.2 SAMPLING DESIGN:

• SAMPLE SIZE: - 40 (that include the employees of CITCO head office and hotel
mountview)
• SAMPLING TECHNIQUE: - Simple Random Sampling
• SAMPLE UNIT: - Individual
• DATA COLLECTION METHOD: - Questionnaires to be filled by employees.

5.3 DATA COLLECTION:

Questionnaire:
A questionnaire is a research instrument consisting of a series of questions for the
purpose of gathering information from respondents. Questionnaires have advantages over
some other types of surveys in that they are cheap, do not require as much effort from the
 questioner as verbal or telephone surveys, and often have standardized answers that make
it simple to compile data.

SPSS:
SPSS is short for Statistical Package for the Social Science, and it is used by various
kinds of researchers for complex data analysis. The SPSS software package was created
for the management and statistical analysis of social science data.
SPSS helps to create reports of questionnaire data in the form of graphical presentations
which are ready for publication and reporting.

LIMITATIONS OF THE STUDY:

Every work has its own limitations. Limitations are extent to which the process should not
exceed.
Limitations of the project are:
The project was constrained by time limit of 6 weeks.
Mindset of people may vary depending upon their age, gender, education qualification,
income etc.
People mindset about the survey was obstacles in acquiring complete information.
Respondents were very busy in their schedule. So it was very time consuming for
collecting information and positive interaction with them to answer the questions
properly.
The survey is subjected to the bias and prejudices of the respondents. Hence 100%
accuracy can’t be assured.
 CHAPTER 6
DATA ANALYSIS AND INTERPRETATIONS
ANALYSIS & INTERPRETATIONS

QUESTIONNAIRE: -
1. AGE:

Frequency Percent Valid Percent Cumulative

Percent
31-40 years 8 20.0 20.0 20.0

Vali 41-50 years 16 40.0 40.0 60.0

d above 50 16 40.0 40.0 100.0

Total 40 100.0 100.0

INTERPRETATION: Out of 40 respondents , 8 amongst them belongs to age group of 31-40
Years and rest of them are equally distributed between age group of 41-50 Years and Above 50
Years.

2. GENDER:

Frequency Percent Valid Percent Cumulative

Percent

Male 23 57.5 57.5 57.5

Valid
Female 17 42.5 42.5 100.0

Total 40 100.0 100.0

INTERPRETATION: It is seen that total population is of 40 and 23 are male i.e. 57.5% and 17
are females i.e. 42.5%

3. EDUCATION QUALIFICATIONS:

Frequency Percent Valid Percent Cumulative

Percent
under-graduate 9 22.5 22.5 22.5

Graduate 17 42.5 42.5 65.0

Valid
post graduate 14 35.0 35.0 100.0

Total 40 100.0 100.0

INTERPRETATION: It is seen that out of 40 people 22.5% are from undergraduate, 42.5% are
from graduate and 35% are from post graduate.

4. FROM HOW MANY YEARS HAVE YOU BEEN WORKING WITH CITCO?

Frequency Percent Valid Percent Cumulative Percent

0-3 Years 3 7.5 7.5 7.5

3-5 Years 5 12.5 12.5 20.0

Valid 5-7 Years 12 30.0 30.0 50.0

More than 7 Years 20 50.0 50.0 100.0

Total 40 100.0 100.0

INTERPRETATION: From the pie chart it is clearly visible the half of the population have
worked for more than seven years, 30% of them have worked for 5-7Years and the remaining
population have been distributed between 0-5 Years.

5. WHAT IS YOUR PRIMARY WORK LOCATION?

Frequency Percent Valid Percent Cumulative Percent

Accounts Branch 22 55.0 55.0 55.0

Personal Branch 4 10.0 10.0 65.0

Valid Commercial Branch 5 12.5 12.5 77.5

Industrial Branch 9 22.5 22.5 100.0

Total 40 100.0 100.0

INTERPRETATION: We can easily interpret that out of total population, major workforce i.e.
55% of the people works in Accounts Branch, 10% in Personal, 12.5% in Commercial and the
remaining i.e. 22.50% works in Industrial Branch.

6. TYPE OF EMPLOYEE?

Frequency Percent Valid Percent Cumulative

Percent
Regular 37 92.5 92.5 92.5

Valid Contractual 3 7.5 7.5 100.0

Total 40 100.0 100.0

INTERPRETATION: It is seen that majority of employees are of regular one and 7.5% are
contractual employees.

7. COMPANY PROVIDES SATISFACTORY SALARY ACCORDING TO THE

WORK?

Frequency Percent Valid Percent Cumulative

Percent
Agree 31 77.5 77.5 77.5
Neutral 8 20.0 20.0 97.5
Valid
Disagree 1 2.5 2.5 100.0

Total 40 100.0 100.0

INTERPRETATION: Out of 40, 77.5% are satisfied with the fact that they are getting salary
according to the work so allotted, and 2.5% are dissatisfied with the salary so received.

8. EMPLOYEES GET APPRECIATION AND REWARDS OF THE DESIRED

WORK/TARGETS ARE ACCOMPLISHED?

Frequency Percent Valid Percent Cumulative

Percent
Agree 24 60.0 60.0 60.0
Neutral 15 37.5 37.5 97.5
Valid
Disagree 1 2.5 2.5 100.0

Total 40 100.0 100.0

INTERPRETATION: 60% of the employees agreed that they get appreciation and rewards
according to desired work and targets. 37.50% are found to be neutral and remaining 2.5% are
found to be disagreed over it.
 9. ARE YOU A PART OF CITCO SOCIETY?

Frequency Percent Valid Percent Cumulative

Percent
Yes 31 77.5 77.5 77.5

Valid No 9 22.5 22.5 100.0

Total 40 100.0 100.0

INTERPRETATION: 77.50% of the population says that they are the part of the CITCO
society, while rest of them don’t belong to this category.
 10. ARE YOU SATISFIED WITH THE PROMOTION POLICY OF CITCO?

Frequency Percent Valid Percent Cumulative

Percent
Yes 30 75.0 75.0 75.0

Valid No 10 25.0 25.0 100.0

Total 40 100.0 100.0

INTERPRETATION: Promotion basically refers to the upward movement of the employee

from one job to another higher one, with increase in the salary, status and responsibilities. 75%
of the respondents are found satisfied with the Promotion Policy of CITCO while the other 25%
are found dissatisfied.
 11. SHOULD CONVEYANCE ALLOWANCE BE BASED ON FIXED BASIS?

Frequency Percent Valid Percent Cumulative

Percent
Agree 36 90.0 90.0 90.0

Valid Disagree 4 10.0 10.0 100.0

Total 40 100.0 100.0

INTERPRETATION: Out of 40, 36 of them responded that conveyance allowance should be

based on fixed basis while the remaining 4 disagreed over it.
 12. ARE YOU SATISFIED WITH THE ALLOWANCES LIKE MEDICAL
ALLOWANCE GIVEN BY CITCO? DO YOU FEEL LIKE IT SHOULD BE
UPGRADED OVER THE PERIOD OF TIME?

Frequency Percent Valid Percent Cumulative

Percent
Yes 37 92.5 92.5 92.5

Valid No 3 7.5 7.5 100.0

Total 40 100.0 100.0

INTERPRETATION: 92.5% of the respondents say that medical allowance be upgraded over
the period of time.

13. ARE YOU INTERESTED IN RECEIVING, FREE MEAL ON THE ACCOUNT

OF DEDUCTION OF RS 500 PER MONTH FROM THE SALARY?
 Frequency Percent Valid Percent Cumulative
Percent

Yes 36 90.0 90.0 90.0

Valid No 4 10.0 10.0 100.0

Total 40 100.0 100.0

INTERPRETATION: From the bar graph it can be interpreted that 90% of the employees are
interested in receiving the free meal on the account of deduction of Rs 500 from their salary and
rest 10% are not interested in receiving.

14. TEAM WORK/ COLLEAGUES / PEER COMMUNICATION:

25.00

20.00

15.00

agree
neutral
10.00
disagree

5.00

0.00
Good team work and sufficient encouragement everyone is encouraged to
cooperation provided by the team participate in groups/teams
mates

INTERPRETATION:

(a) Out of 40 employees, 20 of them believe that there is good team work and cooperation in
the organization. And remaining of them are equally distributed between neutral and
disagreed.
(b) Similarly as the case above, here also 20 of them believe that there are been sufficiently
encouraged by the team mates.
(c) From the graph, it can be interpreted that 15 employees feel that they are been
encouraged to participate in groups/ teams and 10 of them do not feel encouraged.

15. ORGANIZATIONAL DECISIONS / COMMUNICATION (MANAGER) /

EMPLOYEES INVOLVEMENT
45

40

35

30

25
disagree
20
neutral
15
agree
10

0
Organization The manager supervisor Freedom is given to the
communicates effectively gives us the regular employees to make
and in timely manner to its feedback important decisions
employees regarding their work

INTERPRETATION:

(a) Out of 40 employees, 75% of them agree to the fact that organization communicates
effectively and in timely manner to its employees. And 10% of them are been neutral and
15% of them do not agree with the fact.
(b) 37.5% of the respondents agree to the fact that the manager supervisor gives them the
regular feedback and other 37.5% stayed neutral over it and remaining 25% of the
respondents found disagree over it.
(c) 25% of the respondents are found agreed to the statement that the freedom is given to the
employees to make important decisions regarding their work and other 25% are found
neutral and remaining 50% are found disagreed over it.

16. PHYSICAL WORK CONDITIONS/ INFRASTRUCTURE/ RESOURCES.

 35

30

25

20

15
agree

10 neutral
disagree
5

0
Concern is shown The overall The overall The overall
for my health and infrastructure infrastructure infrastructure
safety at work provided by the provided by the provided by the
place organization is organization is organization is
satisfying satisfying satisfying
(ventilation) (Lightening and (Drinking water)
fan)

INTERPRETATION:
(a) Out of 40 employees, 20 of them feels satisfied with the fact that the concern is shown for
their health and safety at their work place , 10 are found to be neutral and remaining 10
disagreed to it.
(b) 5 respondents, 2 respondents, 30 respondents are found to be satisfied with the
infrastructure in the area of ventilation, lightening and fan, drinking water respectively.5
respondents in each case are found to be neutral with the infrastructure in the area of
ventilation, lightening and fan, drinking water respectively.30 respondents, 33
respondents, 5 respondents are found to be dissatisfied with the infrastructure in the area
of ventilation, lightening and fan, drinking water respectively.

17. BENEFIT PLANS

 40

35

30
Disagree
25
Neutral
20
Agree
15

10

0
Employee State Insurance Dearness Allownace

INTERPRETATION:
(a) By looking at the graphical presentation, 75% of the employees are satisfied with the
employee state insurance benefit. And remaining employees are equally distributed
between neutral and disagreed.
(b) Out of 40 employees, 80% of the respondents are satisfied with dearness allowance, and
the remaining are equally distributed between neutral and disagreed.

18. IS GROUP INSURANCE SCHEME BENIFICIAL TO MEMBERS OF CITCO?

Frequency Percent Valid Percent Cumulative

Percent

Yes 35 87.5 87.5 87.5

Valid No 5 12.5 12.5 100.0

Total 40 100.0 100.0

INTERPRETATION: Out of total respondents, 12.5% feels that group insurance scheme is not
found beneficial to them as a member of CITCO, while rest are found satisfied with it.

19. ARE YOU SATISFIED WITH YOUR JOB?

Frequency Percent Valid Percent Cumulative

Percent
Satisfied 33 82.5 82.5 82.5

Dissatisfied 4 10.0 10.0 92.5

Valid
Neutral 3 7.5 7.5 100.0

Total 40 100.0 100.0

INTERPRETATION: The feeling of pleasure and achievement which you experience in your
job when you know that your work is worth doing is known as job satisfaction. 82.5% of the
respondents are found satisfied with their job, while the 10% of them are dissatisfied and rest
7.5% are found neutral.

20. WHICH OF THE FOLLOWING FACTOR MOTIVATES YOU THE MOST?

Frequency Percent Valid Cumulative

Percent Percent
Promotions 13 32.5 32.5 32.5
Salary 13 32.5 32.5 65.0

Valid Relation with colleagues 8 20.0 20.0 85.0

Company's culture 6 15.0 15.0 100.0

Total 40 100.0 100.0

INTERPRETATION: Promotion and salary are rated equal in respect of motivation factor i.e.
32.5%. The third factor being rated as a motivation factor is relation with colleagues (20%) and
the remaining 15% consider company’s culture as their motivational factor.
 CHAPTER 7
CONCLUSION AND SUGGESTIONS
CONCLUSION:

 After reviewing the literature, conducting questionnaires to get some fresh data to support
our study, we have found that if organizational culture, benefits and salary are suitable
enough to raise the job satisfaction then employee retention will be high, and
organizations can lead by having a competitive advantage of having more satisfied and
retained workforce. So, if any organizations want to succeed in the market place it has to
maintain desired levels of benefits, attractive salary packages, maintain a good
organizational culture, and satisfy their employees as much as they can. This will
increase the employee loyalty and higher retention rates.

 Compensation and job satisfaction are components to improve employee Performance.

Compensation variable directly affects on Employee Performance variable. This shows
that compensation in form of salary, wages, bonuses, facilities, travel programs and
holiday allowance directly have a positive effect on employee performance.
Compensation variable directly affects on Employee Satisfaction variable. The higher the
compensation given the by company to its employees will increase employee satisfaction.
Job satisfaction mediates the effect of compensation on employee performance. When
someone is satisfied with compensation provided by company, it will improve the
employee's performance.

 It was a great learning experience during our tenure of training at CITCO in accounts
department. We learnt about the pay structure, tally software, vouching and accounting.

 Our main focus was on the remuneration paid to the staff which is a very wide concept.
Our project is based on the “Employees Remuneration Satisfaction”.

 CITCO has a good pay structure. Pay scales are granted to the employees as per the
groups A,B,C,D.
SUGGESTIONS:

In addition to overcoming the limitations of data gathering, additional research is needed to

observe the relationship between job satisfaction and work conditions, pay and promotions,
fairness, job security, relationship with supervisors and co-workers. The limitations have
contributed to the lack of arriving at many strongly statistically proven findings and conclusions.
For future research the following suggestions should be considered:

 CITCO has reached a stage where maximum staff is retiring or achieving the age of
superannuation. As a result there is lack of manpower.
Therefore, the vacant post should be timely filled up to avoid delay or overloading of
work.
 Create favorable work conditions for the company. Guide the employees to communicate
effectively, build a good interpersonal environment within the company, in order to
create good working conditions.
 Ensure rightsizing strategy within the organization where there is a shortage of
employees and train-up them appropriately for future positions.

 Proper office ventilation is needed to remove unpleasant smells and excessive moisture,
introduce outside air to keep interior building air circulated, and to prevent stagnation of
the indoor air. Therefore ventilation of workplace should be either by natural (e.g.
solar) or mechanical (eg. aircon, fans) means. Failure to do so will increase health and
safety risks to your employees.
 BIBLOGRAPHY: -

RESEARCH PAPER:

• OlatunjiEniola Sule1* &SaratIyabo Amuni2 conducted the study that looked into
wages and salaries administration as a motivational tool in Nigerian organisation.
• John and Sons (1993) stated that the easiest way to the morale, productivity, and
employees' work quality is to effectively reward employees'.
• (Chiu, Luk& Tang, 2002) stated that generous rewards tend to retain people because
high reward levels lead to high job satisfaction, commitment, and loyalty.
• Mark Bussin( November 2003)conducted the study whose was aim was to develop an
in-depth understanding of the relative importance of the factors driving change to
remuneration policy decision making and the impact on organisations.
• Folayan (2006), described benefits as the component of a compensation package
provided in addition to cash pay.
• Jacob KibertMurkey (2007) conducted the study whose objective was to identify the
effect of remuneration on motivation and performance of employees a case of Nation
Media Group.
• Dessler (2008) stated in the study that there are two broad ways of categorizing
compensation, namely; Job-based approach and Skill-based approach.
• Kabir and Parvin(2011) found that there are many variables that can affect job
satisfaction of a person including salary and fringe benefits, just system of promotion,
working environment quality, leadership, the work tasks and socializing.Andrew.
• Gomez et al. (2012) stated that employee’s compensation is the single most important
cost in most firms, in some manufacturing organizations it accounts for 60% of the total
cost.
• According to Muhammad Rafiq, (2012)for high performance and organizational growth,
rewards must be provided to employees.
 BOOKS REFERRED:

Gupta, S.P.STATISTICAL METHODS, Sultan Chand & Sons, 2014.

Jha, Pradeep kumar, RESEARCH METHODOLOGY, Springers Publications.

WEBSITE REFERRED:

www.scribd.co.in

www.citcochandigarh.com

www.nber.org.com

www.googlescholar.in
ANNEXURE:

NAME: DESIGNATION:

1. AGE:
• 21-30 years
• 31-40 years
• 41-50 years
• Above 50
2. GENDER:
• Male
• Female
• Transgender
3. EDUCATION QUALIFICATIONS:
• Under-Graduate
• Graduate
• Post Graduate
4. From how many years have you been working with CITCO?
• 0-3 Years
• 3-5 Years
• 5-7 Years
• More than 7 years
5. What is your primary work location?
• Accounts Branch
• Personal Branch
• Commercial Branch
• Industrial Branch
6. Type of employee?
• Regular
• Contractual

7. Company provides satisfactory salary according to the work?

 • Agree
• Neutral
• Disagree

8. Employees get appreciation and rewards of the desired work/targets are accomplished?

• Agree
• Neutral
• Disagree

9. Are you part of CITCO society?

• YES
• NO

10. Are you satisfied with the promotion policy of the CITCO?

• Yes
• No
11. Should conveyance allowance be based on fixed basis?

• Agree
• Disagree
12. Are you satisfied with the allowances like medical allowances given by CITCO? Do you
feel like it should be upgraded over the period of time?

• Yes
• No
13. Are you interested in receiving, free meal on the account of deduction of Rs 500 per
month from the salary?

• Yes
• No
14. Is group insurance scheme beneficial to members of CITCO?

• Yes
• No
All the three options provided from 13-15 questions below will count as:

(1) AGREE (2) NEUTRAL (3) DISAGREE

15. Team work / Colleagues / Peer communication

(a) There is a good team work and cooperation in the organization.

• Agree
• Neutral
• Disagree
(b) Sufficient encouragement is provided by the team mates at work.
• Agree
• Neutral
• Disagree
(c) Everyone is encouraged to participate in groups/ teams
• Agree
• Neutral
• Disagree
16. Organizational decisions / Communication (manager) / employee’s involvement.
(a) Organization communicates effectively and in timely manner to its employees.
• Agree
• Neutral
• Disagree
(b) The manager supervisor gives us the regular feedback.
• Agree
• Neutral
• Disagree
(c) Freedom is given to the employees to make important decisions regarding their work
• Agree

• Neutral

• Disagree
 17. Physical work conditions/ infrastructure/ resources.
(a) Concern is shown for my health at work place
• Agree
• Neutral
• Disagree
(b) The overall infrastructure provided by the organization is satisfying
 ventilation
• Agree
• Neutral
• Disagree
 Lightening
• Agree
• Neutral
• Disagree
 Drinking water
• Agree
• Neutral
• Disagree
18. Benefit plans:

 Employee state insurance

• Agree
• Neutral
• Disagree
 Dearness Allowance
• Agree
• Neutral
• Disagree
19. Which of the following factors motivates you the most?

• Promotions
• Salary
 • Relation with colleagues
• Company’s culture
20. Are you satisfied with your job?

• Satisfied
• Dissatisfied
• Neutral