HUMAN RESOURCE MANAGEMENT

INTRODUCTION AND MEANING

HR is of paramount importance for the success of any organization. It is a
source of strength and aid. Human resources are the wealth of an organization which
can help it in achieving is goals. HR management is concerned with the human beings
in an organization. In the present complex environment, no business or organization
can exist and grow without appropriate human resource. So HR has become the focus
of attention of every progressive organization.

HR is a resource like any other natural resource. It means that management

can get and use the skill, knowledge, ability, etc. Through the development of skill,
tapping and utilizing them again. HR management is that process of management
which develops and manages the human elements of an enterprise. It is not only the
management of skills but also the attitudes and aspirations of people. When
individuals come to a work place, they come with not only technical skills,
knowledge, experience etc., but also with their personal feelings, perceptions, desires,
motives, attitude, and values etc. so HRM means management of various aspects of
human resources. An important element of human resource management is the
‘humane approach’ while managing people. This approach helps a manager to view
his people as an important resource. It is an approach in which manpower resources
are developed not only to help the organization in achieving its goals but also to the
self-satisfaction of the concerned persons.

HRM is that process of management which develops and manages the human
element of an enterprise. It is not only the management of skills but also the attitudes
and aspirations of people.

DEFINITION OF HUMAN RESOURCE MANAGEMENT

HRM may be defined as a set of policies, practices and programmers designed
to maximize both personal and organizational goals.

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 ACCORDING TO FLIPPO, “human resource management is the
planning organizing; directing and controlling of the procurement, development,
compensation, integration, maintenance and reproduction of human resources to the
end that individual, organisational and societal objectives are accomplished.”

ACCORDING TO INSTITUTE OF PERSONNEL

MANAGEMENT” personnel management is an integral but distinctive part of
management concerned with people at work and their relationships within the
enterprise. It seeks to bring together into an effective organization the men and
women who staff the enterprise enabling each to make his/her best contribution to its
success, both as a member of a working group and as an individual. It seeks to
provide relationships within the enterprise that are conducive both to effective work
and human satisfaction.”

OBJECTIVES OF HRM
The primary objective of HRM is to ensure a satisfactory accomplishment of
the objectives of the organization; care is taken to consider the interests and needs of
the employees and of employee goals. This is done by integrating the employee
interests and the management interests with a view to achieve the objectives of the
entire organization. The objectives of the HRM are, basically, four fold as shown in
the diagram:

Societal objectives
Organizational objectives
Functional objectives
Personnel objectives

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The objectives are discussed in detail as follow:
a. Societal objectives: The basic objectives of HRM towards the society should
be to ensure that their organization manages human resources in an ethical and
socially responsible manner through ensuring compliance with legal and ethical
standards. Thus, this objective includes:
1. To manage human resources in an ethical and socially responsible manner.
2. To ensure compliance with legal and ethical standards.
3. To minimize the negative impact of societal demands upon the organization.

b. Organizational objectives: The organizational objectives of HR include the

following:
1. HR department, like any other department in an organization, should focus on
achieving the goals of the organization first. If it does not meet this purpose,
the HR department cannot exist in the long run.
2. HR department should recognize its role in bringing about organizational
effectiveness.
3. HRM is not an end in itself. It is only a means to assist the organization with
its primary objectives.
In simple words, the HR department should aim at serving rest of the organization.

c. Functional objectives: The functional objectives of HRM include the

following
1. To maintain the HRM department’s contribution at a level appropriate to the
organization’s needs. Resources are wasted when HRM is either more or less
sophisticated to suit the organization’s demands.
2. The department’s level of service must be tailored to fit the organization it
serves.
3. HRM should employ the skills and abilities of the workforce efficiently. It
should aim at making the peoples strengths more productive and beneficial to
the organization.
4. HRM should aim at providing the organization with well trained and well-
motivated employees.

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d. Personnel objectives: personnel objectives or personal objectives the
employees must be met if employees are to be maintained, retained and motivated.
Otherwise employee performance and satisfaction may decline and they may leave
the organization. The objectives of HRM in this context are:
1. HRM should increase employee’s job satisfaction to the fullest extent.
2. HRM should also meet the self actualization needs of the employees. It should
stimulate every employee to achieve his potential.
3. HRM should assist the employees in achieving their personal goals, at least in
so far as these goals enhance the individual’s contribution to the organization.
4. HRM should develop and maintain a quality of work life (QWL). It makes
employment in the organization a desirable, personal and social situation.
Organizational performance can never be improved without improving the
quality of work life.
5. The HRM should also communicate HR policies to all employees. It will help
the HRM in tapping the ideas, opinions, feelings, and the views of the
employees.

NATURE OF HUMAN RESOURCE MANAGEMENT

The nature of human resource management has been highlighted in the
following features, which are derived from the definitions given:
 Human resource management is embedded in the organizational structure of
an enterprise and is an integral part of the process of management itself.
 It is a comprehensive function which covers all types of people at all levels in
the organization.
 Human resource management is comprehensive as well pervasive. It is
inherent in all organizations and at all levels. It is not confined to industry
alone. It is equally useful and necessary in government, armed forces, sports
organizations, and the like. It applies to all the functional areas e.g.
production, marketing, finance, research etc.
 Human resource management is a people oriented function and is concerned
with employees as individuals as well as groups. It deals with human
relationships within an organization. It is a process of finding out the optimum
arrangement between individuals, jobs, organizations and environment.

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 Human resource management is concerned with the motivation of human
resource in the organization. The human beings can’t be treated as other
physical factors of production.
 Human resource management is a continuous process. It is not a shot
function, rather it is a never ending exercise.
 Science as well as art human resource management is a science as it contains
an organized body of knowledge consisting of principles and techniques. It is
also an art. Handling people is one of the most creative arts. It involves the
application of theoretical knowledge to the problems of human resources.
Thus, it is a science as well as an art.
 As compared to other areas of management, human resource management is
comparatively a young discipline. It started in the later part of the nineteent
century.
 In modern time, human resource management has become highly specialized
job. Moreover, it is not an isolated subject, it is inter disciplinary. It involves
application of knowledge drawn from several disciplines like sociology,
anthropology, psychology, economics etc.
 Human resource management is basic to all functional areas of the
management such as production management, financial management,
marketing management etc. the function of human resource or personnel
manage is advisory in nature.
 T.V RAO suggests the following essential elements of HRM:
I. Employees enjoy their work
II. Employees have a sense of accomplishment in and through their work.
III. Employees have a high sense of belonging to their organization and
their work place.
IV. Employees feel that they are respected as individuals and their
contributions are valued.
V. Employees have feeling to enhance their competence and perform more
challenging and satisfying tasks.
VI. Instead of spending time in satisfying their needs, employees contribute
to the organizational tasks and goals.

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NEED FOR HRM APPROACH:
Human resource management helps in creating a better understanding between
employees and management. It helps workers in accomplishing individual and
organizational goals. This approach has been attracting the attention of management
professionals in the last decade or so. HRM is considered essential due to the
following reasons:
1. Better industrial relations: There is widespread unrest, strained worker
management relations, lack of confidence in each other, rising expectations of
workers, emergence of militancy in trade unions etc. these factors have created
a gap among workers and managements. Both sides are talking of exploitation
by the either side. In the absence of cordiality in an organization the
performance of workers is adversely affected.
HRM approach is required to create proper understanding among workers and
management. The workers are developed to meet their individual and
organizational objectives. The workers are convinced that various managerial
actions will help them in accomplishing their motives besides helping the
organization.
2. Develop organizational commitment: There is a humanization of
work environment in industrialized countries like Japan, U.S.A, Germany etc.
and other countries. Globalization of economy has exposed Indian industries
to international competition. An improvement in efficiency and quality of
work can come only when workers develop organizational commitment. HRM
approach helps in creating a sense of pride for the organization among the
workforce.
3. Coping with changing environment: The business environment is
rapidly changing. Technological improvements have revolutionized
production procedures. Automation has been introduced in office operations.
Better communication channels have revolutionised vital areas of business.
There is a need to cope with new and changing situation. The operational
efficiency of employees must improve to face the new situation. There is a
need for new approach to manpower.

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 4. Change in political philosophy: Political philosophy has undergone a
change all over the world. The new approach is to develop human resource
properly for making its better use. In India, central government has named a
ministry as human resource development and put it under the charge of a
cabinet minister. This development shows the importance given to human
resource, so there is a need for human approach towards to workforce.
5. Increased pressure on employees: The technological changes have
necessitated the use of sophisticated machines. The installation, monitoring of
machines, maintenance and controlling of operations need trained and skillful
people. There is a regular need for training and development of people for
coping with the emerging situation. Human resource development has become
essential for every organization. Research and fresh initiative in industry
require new policy of human resource development.

SCOPE OF HUMAN RESOURCE MANAGEMENT

According to Dale Yoder, the scope of human resource management is very
wide. It consists of the following activities:
i. Setting general and specific management policy for organizational
relationships and establishing and maintaining a suitable organization for
leadership and cooperation.
ii. Collective bargaining, contract negotiation, contract administration and
grievance handling.
iii. Staffing the organization, finding, getting and holding the prescribed types and
number of workers.
iv. Aiding in the self development of employees at all levels providing
opportunities for personal development and growth as well as for acquiring
requisite skill and experience.
v. Developing and maintaining motivation for workers by providing incentives.
vi. Reviewing and auditing manpower management in the organization.
vii. Industrial relations research-carrying out studies designed to explain employee
behavior and thereby effecting improvement in manpower management.

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 The Indian institute of personnel management: Personnel management in India,
P.29-30. Has described the scope of human resource management into the following
aspects:
1. The personnel aspect: this aspect of human resource management is
concerned with the manpower planning, recruitment, selection, placement,
induction, transfer, promotion, demotion, termination, training and
development, layoff and retrenchment, wage and salary administration,
incentives, productivity etc.
2. The welfare aspect: The welfare aspect is concerned with working
conditions and amenities such as canteens, crèches, rest room, lunch rooms,
housing, transport, education, medical help, health and safety, washing
facilities, recreation and cultural activities etc.
3. The industrial relations aspects: This aspect is concerned with the
company’s relations with the employees. It includes union management
relations, joint consultation, negotiating, collective bargaining, grievance
handling, disciplinary action, settlement of industrial disputes etc.

All the above aspects are concerned with human element in industry as distinct
from the mechanical element.

HRM has a crucial role to play in the organization, so following functions can
be associated with HRM:
1. Identifying and developing persons: The success of every
organization depends upon the quality of persons it employs, HRM helps in
spotting right person for the right jobs, persons are prepared for taking up
different jobs, every person may not be suitable for every job. Persons are
assigned jobs are per their aptitudes. Persons are given right type of training so
that they are able to develop their potentialities to the maximum. They are also
motivated to give their maximum to the organization.
2. Retaining suitable persons: The rapid development of technology is
throwing up new challenges every day. Modernization of various techniques,
computerization and data processing, introduction of microprocessor
controlled machines and revolution in communication techniques have

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 resulted in a demand for trained and highly skilled persons. HRM not only
helps in procuring suitable person but is also useful in retaining them. There
may be a redundant workforce because of various developments, efforts be
made to offer golden handshake to them.
3. Creating work culture: HRM approach emphasizes the development of
employee’s potentialities and using them for achieving organizations goals.
The aim and priorities of individual workers are given due weight age in the
schemes of the organization. Human resource policy is backed by human
values, understanding and concern for the welfare of people. Persons in the
organization will reciprocate by improving their efficiency, motivation,
self-co-ordinate and greater co-operation. The work culture in the organization
improves, people feel satisfied and enjoy their work.
4. Educating managerial personnel: HRM approach will succeed only
when managerial personnel change their attitude towards the workforce. There
is a need to educate executives, managers and top management regarding
various aspects of the human resources approach adopted by the organization.
5. Conducting research: HRM will be successful only if we know the
aspirations and expectations of various persons working in the organization.
The framing of human resource policies, strategies and approaches depends
upon the information collected through research.
6. Developing a communication system: There is a need to develop
downward, upward and lateral communication in the organization. HRM
develops a system of communication where policies of the management are
properly communicated to the lowest level of hierarchy and feedback from
lower levels is conveyed to the top management. Communication system helps
in understanding the view points of each other and taking up remedial steps, if
needed.

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 EMPLOYEE MOTIVATION
INTRODUCTION:
Motivation refers to the process by which a person’s efforts are energized,
directed and sustained toward attaining a goal. Motivation is said to be intrinsic or
extrinsic.
Intrinsic motivation is explained as motivating oneself with no external
prodding. It refers to someone who does something for no other reason than the
personal reward, fulfillment or joy. The extrinsically motivated person performs to
avoid punishment or to gain a reward. Simple rewards such as money, stickers or
grades can be motivating factors.

DEFINITIONS:
Motivation has been variously defined by scholars. Some definitions are
discussed as follows:
Berelson and Steiner “A motive is an inner state that energises, activates, or
moves and directs or channels behaviour goals.”

Lillis “It is the stimulation of any emotion or desire operating upon one’s will and
promoting or driving it to action.”

Dubin “Motivation is the complex of forces starting and keeping a person at work in
an organisation.”

Vance “Motivation implies any emotion or desire which so conditions one’s will
that the individual is properly lead into action.”

Vitiles “Motivation represents an unsatisfied need which creates a state of tension or

disequilibrium, causing the individual to make in a goal – directed pattern towards
restoring a state of equilibrium by satisfying the need.”

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The Concept Of Motivation:
The word motivation has been derived from motive which means any idea,
need or emotion that prompts a man in to action. Whatever may be the behaviour of
man, there is some stimulus behind it .Stimulus is dependent upon the motive of the
person concerned. Motive can be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives
which control mans behaviour at any particular point of time. In general, the different
motives operate at different times among different people and influence their
behaviours. The process of motivation studies the motives of individuals which cause
different type of behaviour.

NATURE OF MOTIVATION:
Motivation is a psychological phenomena which generates within an
individual. A person feels the lack of certain needs, to satisfy which he feels working
more. The need satisfying ego motivates a person to do better than he normally does.
From definitions given earlier the following inferences can be derived
1. Motivation is an inner feeling which energises a person to work more.
2. The emotions or desires of a person prompt him for doing a particular work.
3. There are unsatisfied needs of a person which disturb his equilibrium.
4. A person moves to fulfil his unsatisfied needs by conditioning his energies.
5. There are dormant energies in a person which are activated by channelizing
them into actions.

SIGNIFICANCE OF MOTIVATION:
Motivation involves getting the members of the group to pull weight
effectively, to give their loyalty to the group, to carry out properly the purpose of the
organization. The following results may be expected if the employees are properly
motivated.
1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers
will cooperate voluntarily with the management and will contribute their
maximum towards the goals of the enterprise.

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2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization.
This will also result in increased productivity.
3. The rates of labour’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the
workers themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also be
low.
6. There will be increase in the quantity and quality of products. Wastage and scrap
will be less. Better quality of products will also increase the public image of the
business.

TYPES OF MOTIVATION:
When a manager wants to get more work from his subordinates then he will
have to motivate them for improving their performance. They will either be offered
incentives for work, or may be in the space of rewards, better reports, recognition etc.,
or he may instill fear in them or use force for getting desired work. The following are
the types of motivation:

1. Positive Motivation:
Positive motivation or incentive motivation is based on reward. The workers
are offered incentives for achieving the desired goals. The incentives may be in the
shape of more pay, promotion, recognition of work, etc. The employees are offered
the incentives and try to improve their performance willingly. According to Peter
Drucker, “the real and positive motivators are responsible for placement, high
standard of performance information adequate for self control and the participation of
the worker as a responsible citizen in the plant community.” Positive motivation is
achieved by the co-operation of employees and they have a feeling of happiness.

2. Negative Motivation:
Negative or fear motivation is based on force or fear. Fear causes
employees to act in a certain way. In case, they do not act accordingly then they may

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be punished with demotions or lay-offs. The fear acts as a push mechanism. The
employees do not willingly co-operate, rather they want to avoid the punishment.
Through employees work upon a level where punishment is avoided but this type of
motivation causes anger and frustration. This type of motivation generally becomes a
cause of industrial unrest.

In spite of the drawbacks of negative motivation, this method is commonly

used to achieve desired results. There may be hardly any management which has not
used negative motivation at one or the other time.

IMPORTANCE OF MOTIVATION
Management tries to utilise all the sources of production in the best possible
manner. This can be achieved only when employees co-operate in this task. Efforts
should be made to motivate employees for contributing their maximum. The efforts of
management will not bear fruit if the employees are not encouraged to work more.
The motivated employees become an asset to the organisation. The following is the
importance of motivation:
1. High Performance: Motivated employees will put maximum efforts for
achieving organisational goals. The untapped reservoirs, physical and mental
abilities are tapped to the maximum. Better performance will also result in
higher productivity. The cost of production can be brought down if
productivity is raised. The employees should be offered more incentives for
increasing their performance. Motivation will act as a stimulant for improving
the performance of employees.
2. Low Employee Turnover and Absenteeism: When the employees
are not satisfied with their jobs then they will leave it whenever they get an
alternative offer. The dissatisfaction among employees also increases
absenteeism. The employment training of new employees costs dearly to the
organisation. When the employees are satisfied with their jobs and they are
well motivated by offering them financial and non-financial incentives then
they will not leave the job. The rate of absenteeism will also be low because
they will try to increase their output.

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3. Better Organisational Image: Those enterprises which offer better
monetary and non-monetary facilities to their employees have a better image
among them. Such concerns are successful in attracting better qualified and
experienced persons. Since there is a better man-power to development
programme, the employees will like to join such organisations. Motivational
efforts will simplify personnel function also.
4. Better Industrial Relations: A good motivational system will create job
satisfaction among employees. The employment will offer them better service
conditions and various other incentives. There will be an atmosphere of
confidence among employers and employees. There will be no reason for
conflict and cordial relations among both sides will create a healthy
atmosphere. So motivation among employees will lead o better industrial
relations.
5. Acceptability to Change: The changing social and industrial situations
will require changes and improvements in the working of enterprises. There
will be a need to introduce new and better methods of work from time to time.
Generally, employees resist changes for fear of an adverse effect on their
employment. When the employees are given opportunities of development
then they can easily adapt to new situations.
6. Delegation of Authority: If a subordinate is given a substantial amount
of responsibility to execute a given task, it can prove to be a very strong
motivating factor. The subordinate feels that since the supervisor has shown
trust in him, he must show results. However this method can prove to be
disastrous for those subordinates who lack confidence.
7. Reinforcement: Reinforcement is a very powerful motivational tool. It is
based on law of effect which simply states that “Of several responses made to
the same situation, those which are accompanied or closely followed by
satisfaction will be more likely to recur, those which are accompanied or more
closely followed by discomfort will be less likely to recur. There are four basic
types of reinforcements in organisations: Positive, Negative, Punishment and
extinction.

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 8. Quality of Work Life: Quality of working life refers to the
favourableness or unfavourableness of the job environment of an organisation
for its employees. It is a generic term which covers a person’s feelings about
every dimensions of his work. According to Prof. Leoyd “Quality of work life
means the degree to which members of a work organisation are able to satisfy
important personal needs through their experiences in the organisation.”
9. Job Rotation: Job rotation implies shifting of an employee from one job to
another in order to provide some variety so as to minimise monotony and
boredom. The basic objective of job rotation is to increase the skill and
knowledge of the employees about related jobs. In job rotations employees
learn to do all the different activities necessary for an operation or unit of
work.

MOTIVATIONAL THEORIES:
Early management theories, such as Frederick W. Taylor’s Scientific
Management Theory suggested using financial compensation to impel motivation
and job performance. Personality and learning theories in psychology during the early
1900s led to the development of motivational programs to enhance performance by
creating organizational conditions that matched need satisfaction with on-task efforts.
Research on the determinants of choice, from the 1940s through the 1960s, led to the
development of predictive models of workplace behaviours, including turnover.

Behavior modification techniques were then developed to enhance job

performance. And job redesign was used to strengthen employee motivation by
creating work environments that promoted a sense of achievement, the perception
of competence, and autonomy. The past two decades have seen tremendous growth in
the use of goal setting and management by objectives (MBO) programs. The main
strength of Maslow’s Hierarchy of Needs Theory is the identification of individual
needs for the purpose of motivating behaviour. By appealing to an employee’s
unfulfilled needs, managers may influence performance. Alderfer’s ERG Theory is
one attempt to modify Maslow’s hierarchy by reducing the number of need
categories. Alderfer found only three levels of need:
a) Existence or survival (E);

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 b) Relatedness (R), dealing with social interaction and the external facets of
esteem (recognition and status from others); and
c) Growth (G), focusing on the desire to achieve and develop a person’s potential
and the internal facets of ego fulfillment (success and autonomy).

David McClelland’s Socially Acquired Needs Theory proposes that people are
influenced by a need for achievement, power, or affiliation and that the strength of
that particular need will vary according to the situation. Studies have found that
employees with a high need for achievement will set higher goals than will those with
lower achievement needs. Another research-based theory is Herzberg’s Motivator
Hygiene Theory. Herzberg’s research suggested that motivation is composed of two
largely unrelated dimensions:
a) job-related factors which can prevent dissatisfaction, but do not promote
employees’ growth and development (hygiene); and
b) job-related factors that encourage growth (motivators).

While there has been some support for Herzberg’s thesis, most empirical
studies refute predictions based on this theory. Needs for salary, recognition and
responsibility, for example, have been shown to operate both as motivators and as
hygiene factors.

Understanding what motivated employees and how they were motivated was
the focus of many researchers following the publication of the Hawthorne study
results (Terpstra, 1979). Six major approaches that have led to our understanding of
motivation are McClelland’s Achievement Need Theory, Behavior Modification
theory; Abraham H Mallows need hierarchy or Deficient theory of motivation. J.S.
Adam’s Equity Theory, Vroom’s Expectation Theory, Two factor Theory.

1. Abraham H Maslow Need Hierarchy or Deficient theory of

Motivation.
The intellectual basis for most of motivation thinking has been provided by
behavioural scientists, A.H Maslow and Frederick Heizberg, whose published works
are the “Bible of Motivation”. Although Maslow himself did not apply his theory to

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industrial situation, it has wide impact for beyond academic circles. Douglous Mac
Gregor has used Maslow’s theory to interpret specific problems in personnel
administration and industrial relations.

The crux of Maslow’s theory is that human needs are arranged in hierarchy
composed of five categories. The lowest level needs are physiological and the highest
levels are the self actualization needs. Maslow starts with the formation that man is a
wanting animal with a hierarchy of needs of which some are lower ins scale and some
are in a higher scale or system of values. As the lower needs are satisfied, higher
needs emerge. Higher needs cannot be satisfied unless lower needs are fulfilled. A
satisfied need is not a motivator. This resembles the standard economic theory of
diminishing returns. The hierarchy of needs at work in the individual is today a
routine tool of personnel trade and when these needs are active, they act as powerful
conditioners of behaviour- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological
needs, safety needs, social needs, ego needs and self actualization needs, as shown in
order of their importance.

Self-
Actualization

Ego Needs

Social Needs

Safety Needs

Physiological Needs

The above five basic needs are regarded as striving needs which make a
person do things. The first model indicates the ranking of different needs. The second

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is more helpful in indicating how the satisfaction of the higher needs is based on the
satisfaction of lower needs. It also shows how the number of person who has
experienced the fulfillment of the higher needs gradually tapers off.
 Physiological or Body Needs: - The individual move up the ladder
responding first to the physiological needs for nourishment, clothing and shelter.
These physical needs must be equated with pay rate, pay practices and to an extent
with physical condition of the job.
 Safety: - The next in order of needs is safety needs, the need to be free from danger,
either from other people or from environment. The individual want to assured, once
his bodily needs are satisfied, that they are secure and will continue to be satisfied for
foreseeable feature. The safety needs may take the form of job security, security
against disease, misfortune, old age etc. as also against industrial injury. Such needs
are generally met by safety laws, measure of social security, protective labour laws
and collective agreements.
 Social needs: - Going up the scale of needs the individual feels the desire to work
in a cohesive group and develop a sense of belonging and identification with a group.
He feels the need to love and be loved and the need to belong and be identified with a
group. In a large organization it is not easy to build up social relations. However close
relationship can be built up with at least some fellow workers. Every employee wants
to feel that he is wanted or accepted and that he is not an alien facing a hostile group.
 Ego or Esteem Needs: - These needs are reflected in our desire for status and
recognition, respect and prestige in the work group or work place such as is conferred
by the recognition of one merit by promotion, by participation in management and by
fulfillment of workers urge for self expression. Some of the needs relate to ones
esteem
e.g.; need for achievement, self confidence, knowledge, competence etc. On the job,
this means praise for a job but more important it means a feeling by employee that at
all times he has the respect of his supervisor as a person and as a contributor to the
organizational goals.
 Self realization or Actualization needs: - This upper level need is one
which when satisfied provide insights to support future research regarding strategic
guidance for organization that are both providing and using reward/recognition
programs makes the employee give up the dependence on others or on the
environment. He becomes growth oriented, self oriented, directed, detached and
creative. This need reflects a state defined in terms of the extent to which an

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 individual attains his personnel goal. This is the need which totally lies within oneself
and there is no demand from any external situation or person.
Thus, Maslow suggested the following points:
i. There are five levels of needs.
ii. All these needs are arranged in a hierarchy.
iii. A satisfied need is no longer a need. Once a need or a certain order of need is
satisfied it ceases to be a motivating factor.
iv. Once one level of need is satisfied, the next level of need will emerge as the
depressed needs seeking to be satisfied.
v. The physiological and security needs are finite but the needs of higher order
are infinite and are likely to be dominant in persons at higher levels in the
organisation.
vi. Maslow suggests that various levels are interdependent and overlapping. Each
higher level emerging before the lower level need has been completely
satisfied. Even though a need is satisfied it will influence behaviour because of
interdependent and overlapping characteristics of needs.

2. Alderfer’s Erg Theory:

Clayton Alderfer reformulated Maslow’s need hierarchy theory. The ERG
need theory developed by Alderfer, condenses the five needs given by Maslow into
three needs. The ERG word is derived from the first letters of each of these levels of
needs. These three needs are;
a) Existence needs. The existence needs combine the physiological and safety
needs of Maslow’s model. The existence needs are satisfied by material
incentives. These needs include the basic survival needs of human beings,
needs for physical and psychological safety from threats to people’s existence
and wellbeing.
b) Relatedness needs. Relatedness needs, include Maslow’s social and
esteem needs, which are derived from other people. These include
relationships with other people we care about. These needs are satisfied by
personal relationships and social interactions.
c) Growth needs. These needs are similar to Maslow’s self actualisation
needs. This need involves persons making creative efforts to achieve full

19
 potential in the existing environment. These needs will be satisfied only if an
individual involves himself in the activities of the organisation and searches
for new challenges and opportunities

Advantages of ERG theory:

i. Alderfer ERG theory is more consistent with our knowledge of individual
differences among people. Every individual will have different importance
for different group of needs depending upon his education, family
background and cultural environment. A very qualified person will value
the growth needs more than the social needs or even the existence needs.
On the other hand, a person who belongs to a very poor family will rate the
existence needs as more important. In this context, ERG theory is more
relevant as compared to the Maslow’s theory
ii. ERG theory takes the strong points of the earlier content theories but it is
less restrictive and limiting as compared to the others.

Limitations of ERG theory:

i. The ERG theory does not offer clear cut guidelines. This theory says
that an individual can satisfy any of the three needs first. But how will
we determine which of the three needs is more important than the other
to that person.
ii. This theory is a new concept as compared to the Maslow’s theory.
Alderfer’s research has indicated some degree of support for the
theories but yet it is too early to pass judgement on the overall validity
of the theory.

3. Herzberg’s Motivation-Hygiene Theory:

Fredrick Herzbery and his associates developed the MOTIVATION-
HYGIENE THEORY, commonly known as the two factory theory, in the late 1950’s
and early 1960’s. Herzberg and his associates conducted a research based on the
interview of 200 engineers and accountants who looked for 11 different firms in
Pittsburgh area, U.S.A. The purpose of this research was to find out as to what
variables are perceived to be desirable goals to achieve and conversely, undesirable
conditions to avoid.

20
 Based upon the answers received from these 200 people, Herzberg concluded
that there are certain factors that tend to be consistently related to job dissatisfaction.
The last of job conditions, he referred to as MAINTENANCE OR HYGIENE factors
and the first job conditions as MOTIVATIONAL FACTORS. The motivational
factors are intrinsic in nature and the hygiene factors are extrinsic in nature. These
two factors are described in detail as follows:
a. Hygiene factors. Hygiene factors or the maintenance factors do not motivate
people, they simply prevent dissatisfaction and maintain status quo. Such factors
do not produce positive results but prevent negative results. If these factors are
not there it will lead to job dissatisfaction. These are not motivators, as they
maintain a zero level of motivation or in other words, these factors do not provide
any satisfaction but eliminate dissatisfaction.
According to Herzberg there are 10 maintenance or hygiene factors:
i. Company policy and administration
ii. Technical supervision
iii. Inter-personal relations with supervisor
iv. Inter-personal relations with peers
v. Inter-personal relations with subordinates
vi. Salary
vii. Job security
viii. Personal life
ix. Working conditions
x. Status
b. Motivational factors. These factors are intrinsic in nature and are related to
the job. The motivational factors have a positive effect on job satisfaction and
often result in an increase in total output. Thus, these factor have a positive
influence on morale, satisfaction, efficiency and productivity. Herzberg
concluded that six factors motivate the employees:
i. Achievement
ii. Advancement
iii. Positivity of growth
iv. Recognition
v. Work itself
vi. Responsibility

21
4. McGregor’s Theory X Theory Y:
Douglas McGregor introduced these two theories i.e., theory X and theory
Y, based on two distinct views of human beings. He proposed, at opposite extents,
two pairs of assumptions about human beings which he thought were implied by the
actions of the managers. Theory X deals with one extreme, based on one set of
assumptions and theory Y, deals with another extreme based on another set of
assumptions. These theories are not based on any research, but according to
McGregor, these are intuitive deductions.

THEORY X. this theory is based on the traditional approach to human behaviour.

The assumptions generally, held by the managers in this theory are
a) The average human beings inherently dislike work and will try to avoid it,
whenever possible.
b) As the employees are lazy, they must be controlled, coerced, threatened with
punishment to achieve goals, to which they are in different.
c) Average employees will try to avoid responsibility and seek formal directions
whenever possible, because they have relatively little ambition.
d) Most workers place security above all other factors associated with work.
These assumptions about human nature are negative in their approach.
Managers who advocate these views feel that extreme control is most
appropriate for dealing with irresponsible and immature employees. This is an
autocratic style of leadership based on the traditional theory of what workers
are like and what management must do to motivate them. Workers have to be
persuaded and pushed into performance.

THEORY Y. This approach assumes that management by direction and control is a

questionable method for motivating such people whose physiological and social needs
have been satisfied and whose social esteem and self actualisation needs are becoming
more important. For such people, theory Y, seems to be applicable, which is the
contrast of theory X. this theory makes the following assumptions about people:
a) The average human being does not inherently dislike work. He can view work
as enjoyable or natural as rest or play.

22
 b) Employees will exercise self direction and self control in the attainment of the
objectives to which they are committed.
c) Given proper working condition, average person can learn to accept and even
to seek responsibility.
d) Commitment to objectives is a function of the rewards associated with their
achievement.
e) All the people are capable of making innovative and creative decisions and the
decision making is not the sole province of the people in management
positions.

TECHNIQUES TO INCREASE MOTIVATION

Every management tries to select certain motivational techniques which can be
employed for improving performance of its employees. Some techniques may be
suitably employed in one concern, while others may be useful in another concern and
so on. Motivational techniques may be classified into two categories i.e., financial and
non-financial. Both the categories of motivators are discussed as under.
A. Financial Motivators: Financial motivators may be in the form of more
wages and salaries, bonuses, profit-sharing, leave with pay, medical
reimbursements, company paid insurance or any of the other things that may be
given to employees for performance. The economists and most managers
consider money and financial incentives as important motivators. Behavioural
scientists, on the other hand, tend to place them low. Neither view is probably
right. According to Gellerman, money is actually used to retain people in
organisation and not primarily to motivate them. To attract good persons an
organisation will have to offer better wages”. Basically all this money can
motivate people if their wages are related to their performance.

B. Non-Financial Motivators: These motivators are in the better status,

recognition, participation, job security etc. Some of these motivators are
discussed here:
 Recognition. Every person wants his work to be recognised by his
supervisors. When he knows that his performance is known to his boss

23
 then he will try to improve it more and more. The recognition may be
in the form of a word of praise, a pat on the back, a word of praise, a
letter of appreciation, entry in annual confidential report etc. These
type of recognitions will act as motivator. If the performance of the
persons is not recognised and everybody treated on the same footing
then good persons will not like to put their best efforts.
 Participation. Participation has been considered a good technique
for motivation. It implies physical and mental involvement of people in
decision making process. It satisfies ego and self-esteem of persons.
They feel important when asked to made suggestions in their field of
activity. There is no doubt that most of the people know the problems
they face and their possible solutions. Participation results in
motivation and knowledge valuable for the enterprise success.
 Status. It refers to a social status of a person and it satisfies egoistic
needs. A management may create some status symbols in the
organisation. This can be done by way of giving various facilities to
the persons. These may be superior furniture, carpets on the floor,
attachment of peons, personal assistants etc. To get these facilities a
person will have to show a certain amount of performance.
 Competition. In some organisations competition is used as a
motivator. Various persons are given certain objectives and everybody
tries to achieve them head of others. There may be praises,
appreciation letters, financial incentives to those who reach the goals
first. The competitions encourage persons to improve their
performance.
 Job Enrichment. Job enrichment has been recognised as an
important motivator by various researches. The jib is made more
important and challenging for the workers, may be given wide latitude
in deciding about their work methods. The employees will also
perform the management functions of planning and control so far as
the work is concerned. According to Herzberg, job enrichment would
provide an opportunity for the employee’s psychological growth. The
employee is given the dealings and quality standards he must meet.

24
 Within a framework he is given free-hand to decide and perform the
work. It brings more job satisfaction and high morale. So it is
recognised device of motivation.

MOTIVATION PROCESS:

Identification of need

Tension

Course of action

Result –Positive/Negative

Feed back

25
 RESEARCH METHODOLOGY

OBJECTIVES OF THE STUDY:

1. To know the opinion of employees about existing motivational programmes in
the organization.
2. To examine the attitude of the employees towards the motivational activities
followed in the organization.
3. To study the effectiveness of the current motivational activities.
4. To know how motivating are training programs in organization.
5. To provide practical and appropriate suggestions for the improvement of
organization’s performance.

26
 METHODOLOGY OF STUDY
Data Collection:
Fundamental to the success of any research project is sound research design. A
research design is purely and simply the work (or) plan for a study that guides the
collection and analysis for the data. A good research design has the characteristics –
analysis, time required for research project and estimate of expenses to be incurred.
The function of research design is to ensure that the required data are collected
accurately and economically. It is a blue print that is followed in completing a study.

The study and findings are based on data collected from two important resources.
There sources are:
 Primary data
 Secondary data

Primary Data:
Primary data are those which are collected a fresh and for the first time. The
primary data for this research work is collected with the help of questionnaire which
consists of 15 questions with 4 point Likert scale having Highly satisfied, Satisfied,
Dissatisfied and Highly dissatisfied.

Secondary Data:
The secondary data are those which have already been collected by someone
else and which are already been through the statistical process.

They are
 Business Magzines
 Manuals and Magzines
 Journals
 Pamphlets
 Files
 Websites

27
Sample Size
The sample size used for the study is 100.

Sampling Technique:
The sampling technique used for the study is simple random sampling

Statistical Tool used:

All the above data collected from the respondents were put in tabular form in
the order of questions asked & responses received and then percentage were
calculated.

Percentage Method:
No. of respondents with opinion
Percentage = _______________________________ *100
Total no. of respondents

28
 SCOPE &LIMITATIONS OF THE STUDY

 There is no possibility for deep study as the time duration is limited upto
45days.
 The information given by some of the respondents may be biased.
 Sample size used for the study was limited to 100.
 There is more scope for the research on employee motivational activities in this
organization.

29
 NEED FOR THE STUDY

The human resources department actively works to improve the employee

motivation by creating and implementing programs and policies such as sick leave,
vacation time, the opportunity to purchase stock options, profit sharing, job sharing,
day care services, and various incentive opportunities.

There are seven management functions of a human resources (HR) department

that will be specifically addressed in Employee motivation: staffing, performance
appraisals, compensation and benefits, training and development, employee and labor
relations, safety and health, and human resource research.

To study the motivation programs, to identify the level of performance of

employee, to improve and update the employee skills and performance and to study
the Employee motivation facilities at all levels of organization.

30
 INDUSTRY PROFILE
Information technology, and the hardware and software associated with the IT
industry, are an integral part of nearly every major global industry. Information
technology, and the hardware and software associated with the IT industry, are an
integral part of nearly every major global industry.

The information technology (IT) industry has become of the most robust
industries in the world. IT, more than any other industry or economic facet, has an
increased productivity, particularly in the developed world, and therefore is a key
driver of global economic growth. Economies of scale and insatiable demand from
both consumers and enterprises characterize this rapidly growing sector.

The Information Technology Association of America (ITAA) explains

'information technology' as encompassing all possible aspects of information systems
based on computers. Both software development and the hardware involved in the IT
industry include everything from computer systems, to the design, implementation,
study and development of IT and management systems.

Owing to its easy accessibility and the wide range of IT products available, the
demand for IT services has increased substantially over the years. The IT sector has
emerged as a major global source of both growth and employment.

Features of the IT Industry at a Glance:

 Economies of scale for the information technology industry are high. The
marginal cost of each unit of additional software or hardware is insignificant
compared to the value addition that results from it.
 Unlike other common industries, the IT industry is knowledge-based.
 Efficient utilization of skilled labour forces in the IT sector can help an
economy achieve a rapid pace of economic growth
 The IT industry helps many other sectors in the growth process of the
economy including the services and manufacturing sectors

31
The role of the IT Industry
The IT industry can serve as a medium of e-governance, as it assures easy
accessibility to information. The use of information technology in the service sector
improves operational efficiency and adds to transparency. It also serves as a medium
of skill formation.

MAJOR STEPS TAKEN FOR PROMTION OF IT INDUSTRY

Domain of the IT Industry
A wide variety of services come under the domain of the information
technology industry. Some of these services are as follows:
 Systems architecture
 Database design and development
 Networking
 Application development
 Testing
 Documentation
 Maintenance and hosting
 Operational support
 Security services

The Indian Information Technology industry accounts for a 9.3% of the

country's GDP and export earnings as of 2015 to 2018, while providing employment
to a significant number of its tertiary sector workforce. More than 2.5 million people
are employed in the sector either directly or indirectly, making it one of the biggest
job creators in India and a mainstay of the national economy. In 2017-18, annual
revenues from IT-BPO sector is estimated to have grown over US$76 billion
compared to China with $35.76 billion and Philippines with $8.85 billion.[1] India's
outsourcing industry is expected to increase to US$225 billion by 2020. The most
prominent IT hub is Bangalore. The other emerging destinations are Chennai,
Hyderabad, Coimbatore, Kolkata, Kochi, Pane, Mumbai, Ahmadabad , NCR .
Technically proficient immigrants from India sought jobs in the western world from
the 1950s onwards as India's education system produced more engineers than its

32
industry could absorb. India's growing stature in the Information Age enabled it to
form close ties with both the

United States of America and European Union. However, the recent global
financial crises has deeply impacted the Indian IT companies as well as global
companies. As a result hiring has dropped sharply and employees are looking at
different sectors like the financial service, telecommunications, and manufacturing
industries, which have been growing phenomenally over the last few years.

India's IT Services industry was born in Mumbai in 1967 with the

establishment of Tata Group in partnership with Burroughs. The first software export
zone SEEPZ was set up here way back in 1973, the old avatar of the modern day IT
Park. More than 80 percent of the country's software exports happened out of SEEPZ,
Mumbai in 80s.

Each year India produces roughly 500,000 engineers in the country, out of
them only 25% to 30% possessed both technical competency and English language
skills, although 12% of India's population can speak in English. India developed a
number of outsourcing companies specializing in customer support via Internet or
telephone connections. By 2018, India also has a total of 37,160,000 telephone lines
in use,[8] a total of 506,040,000 mobile phone connections,[9] a total of 81,000,000
Internet users comprising 7.0% of the country's population,[10] and 7,570,000 people
in the country have access to broadband Internet— making it the 12th largest country
in the world in terms of broadband Internet users.[11] Total fixed-line and wireless
subscribers reached 543.20 million as of March, 2018

Formative years (till 1991)

The Indian Government acquired the EVS EM computers from the Soviet
Union, which were used in large companies and research laboratories. In 1968 Tata
Consultancy Services established in SEEPZ, Mumbai[3] by the Tata Group were the
country's largest software producers during the 1960s. As an outcome of the various
policies of Jawaharlal Nehru (office: 15 August 1947 – 27 May 1964) the
economically beleaguered country was able to build a large scientific workforce, third

33
in numbers only to that of the United States of America and the Soviet Union. On 18
August 1951 the minister of education Maulana Abul Kalam Azad, inaugurated the
Indian Institute of Technology at Kharagpur in West Bengal. Possibly modeled after
the Massachusetts Institute of Technology these institutions were conceived by a 22
member committee of scholars and entrepreneurs under the chairmanship of N. R.
Sarkar.

Relaxed immigration laws in the United States of America (1965) attracted a

number of skilled Indian professionals aiming for research. By 1960 as many as
10,000 Indians were estimated to have settled in the US. By the 1980s a number of
engineers from India were seeking employment in other countries. In response, the
Indian companies realigned wages to retain their experienced staff. In the
Encyclopaedia of India, Kamdar (2006) reports on the role of Indian immigrants
(1980 - early 1990s) in promoting technology-driven growth

The United States’ technological lead was driven in no small part by the brain
power of brilliant immigrants, many of whom came from India. The inestimable
contributions of thousands of highly. Trained Indian migrants in every area of
American scientific and technological achievement culminated with the information
technology revolution most associated with California’s Silicon Valley in the 1980s
and 1990s.

The National Informatics Centre was established in March 1975. The

inception of The Computer Maintenance Company (CMC) followed in October 1976.
Between 1977-1980 the country's Information Technology companies Tata InfoTech,
Patni Computer Systems and Wipro had become visible. The 'microchip revolution' of
the 1980s had convinced both Indira Gandhi and her successor Rajiv Gandhi that
electronics and Telecommunications were vital to India's growth and development.
MTNL underwent technological improvements. Between 1986-1987, the Indian
government embarked upon the creation of three wide-area computer networking
schemes: INDONET (intended to serve the IBM mainframes in India), NICNET (the
network for India's National Informatics Centre), and the academic research oriented
Education and Research Network (ERNET).

34
 Regulated VSAT links became visible in 1985. Desai (2006) describes the
steps taken to relax regulations on linking in 1991.

In 1991 the Department of Electronics broke this impasse, creating a

corporation called Software Technology Parks of India (STPI) that, being owned by
the government, could provide VSAT communications without breaching its
monopoly. STPI set up software technology parks in different cities, each of which
provided satellite links to be used by firms; the local link was a wireless radio link. In
1993 the government began to allow individual companies their own dedicated links,
which allowed work done in India to be transmitted abroad directly. Indian firms soon
convinced their American.

In 1991 the Department of Electronics broke this impasse, creating a

corporation called Software Technology Parks of India (STPI) that, being owned by
the government, could provide VSAT communications without breaching its
monopoly. STPI set up software technology parks in different cities, each of which
provided satellite links to be used by firms; the local link was a wireless radio link. In
1993 the government began to allow individual companies their own dedicated links,
which allowed work done in India to be transmitted abroad directly. Indian firms soon
convinced their American customers that a satellite link was as reliable as a team of
programmers working in the clients’ office.

Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail

Service in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet
access on a visible scale in 1992. Election results were displayed via National
Informatics Centre's NICNET.

The Indian economy underwent economic reforms in 1991, leading to a new

era of globalization and international economic integration. Economic growth of over
6% annually was seen between 1993-2002. The economic reforms were driven in part
by significant the internet usage in the country. The new administration under Atal
Bihari Vajpayee which placed the development of Information Technology among its

35
top five priorities formed the Indian National Task Force on Information Technology
and Software Development.

Wolcott & Goodman (2003) report on the role of the Indian National Task
Force on Information Technology and Software Development.

Within 90 days of its establishment, the Task Force produced an extensive

background report on the state of technology in India and an IT Action Plan with 108
recommendations. The Task Force could act quickly because it built upon the
experience and frustrations of state governments, central government agencies,
universities, and the software industry. Much of what it proposed was also consistent
with the thinking and recommendations of international bodies like the World Trade
Organization (WTO), International Telecommunications Union (ITU), and World
Bank. In addition, the Task Force incorporated the experiences of Singapore and other
nations, which implemented similar programs. It was less a task of invention than of
sparking action on a consensus that had already evolved within the networking
community and government.

The New Telecommunications Policy, 1999 (NTP 1999) helped further liberalize
India's telecommunications sector. The Information Technology Act 2000 created
legal procedures for electronic transactions and e-commerce.

Throughout the 1990s, another wave of Indian professionals entered the

United States. The number of Indian Americans reached 1.7 million by 2000. This
immigration consisted largely of highly educated technologically proficient workers.
Within the United States, Indians fared well in science, engineering and management.
Graduates from the Indian Institutes of Technology (IIT) became known for their
technical skills. Thus GOI planned to establish new Institutes especially for
Information Technology to enhance this field. In 1998 India got the first IT institute
name Indian Institute of Information Technology at Gwalior. The success of
Information Technology in India not only had economic.

36
India is now one of the biggest IT capitals in the modern world.
The economic effect of the technologically inclined services sector in India
accounting for 40% of the country's GDP and 30% of export earnings as of 2006,
while employing only 25% of its workforce is summarized by Sharma (2006):

The share of IT (mainly software) in total exports increased from 1 percent in

1990 to 18 percent in 2001. IT-enabled services such as back office operations,
remote maintenance, accounting, public call centres, medical transcription, insurance
claims, and other bulk processing are rapidly expanding. Indian companies such as
HCL, TCS, Wipro, and Infosys may yet become household names around the world.
Today, Bangalore is known as the Silicon Valley of India and contributes 33% of
Indian IT Exports. India's second and third largest software companies are head-
quartered in Bangalore, as are many of the global SEI-CMM Level 5 Companies.

And Mumbai too has its share of IT companies that are India's first and
largest, like TCS and well established like Reliance, Patni, InfoTech, I -Flex, WNS,
Shine, Naukri, Jobs pert etc. are head-quartered in Mumbai. And these IT and dot com
companies are ruling the roost of Mumbai's relatively high octane industry of
Information Technology.

Such is the growth in investment and outsourcing; it was revealed that Cap
Gemini will soon have more staff in India than it does in its home market of France
with 21,000 personnel+ in India.

On 25 June 2002 India and the European Union agreed to bilateral cooperation
in the field of science and technology. A joint EU-India group of scholars was formed
on 23 November 2001 to further promote joint research and development. India holds
observer status at CERN while a joint India-EU Software Education and Development
Center is due at Bangalore.

37
India's IT industry (USD)
FY FY FY FY FY
Particulars
2014 2015 2016 2017 2018
IT Services 10.4 13.5 17.8 23.5 31.0
- Exports 7.3 10.0 13.13 18.0 23.1
- Domestic 3.1 3.5 4.5 5.5 7.9
ITES-BPO 3.4 5.2 7.2 9.5 12.5
- Exports 3.1 4.6 6.3 8.4 10.9
- Domestic 0.3 0.6 0.9 1.1 1.6
Engineering services, R&D and Software
2.9 3.9 5.3 6.5 8.6
products
- Exports 2.5 3.1 4.0 4.9 6.4
- Domestic 0.4 0.7 1.3 1.6 2.4
Hardware 5.0 5.9 7.0 8.5 12.0
- Exports 0.5 0.5 0.6 0.5 0.5
- Domestic 4.4 5.1 6.5 8.0 11.5
Total IT industry (including hardware) 21.6 28.4 37.4 48.0 64.

38
Health issues among Young labour force
Employees in IT / ITES services undergo high stress in their work
environment which raises serious concerns about work in this industry. The corporate
HR practices are another concern where one survey found TCS employees average
age is 29 years and the recruitment practices which contribute to the inexperienced
work force in the industry. Corporate critic’s shortage of human resources but the
analyst says 20 year old industry cannot have 6 year experienced labour force.[18]
There have been raising concerns on violating employment laws by corporate and
there are harassment reported from companies like Wipro.

India IT Industry
The Indian IT industry is mainly governed by IT software and services such as
System Integration, Software experiments, Custom Application Development and
Maintenance (CADM), network services and IT Solutions. According to the findings
of National Association of Software and Service Companies (Nasscom) the revenues
of the Indian IT-BPO industry will aggregate up to US$ 88.1 billion for the FY2018.
The IT software and services sector alone will account for revenues up to US$ 76.1
billion for the same year.

The export revenues earned by the sector will reach US$ 59 billion in FY2018
making the sector a holder of 26 per cent of market share of the total Indian export
industry. The number of people employed with the sector will also increase to 2
million employees. Within the realm of exports the IT Services division grew at a rate
22.7 per cent in FY2017. It was the fastest growing sector accounting to aggregate
export revenues of US$ 33.5 billion

Top IT Companies
As per the latest reports published by Dataquest, The top 20 IT companies in
India which comprise both hardware and software accounted for accumulated
revenues of $4 billion in 2017-18.

39
Top IT Companies in India
Below is a list of top IT Companies in India in 2018 showing their revenue and
growth rate

Company Revenue Growth Rate

Hewlett-Packard India Rs 14,992 core 16 percent

HCL Info systems Ltd Rs 11,836 core -4 percent

Ingram Micro India Rs 8,824 core -6 percent

Redingote Rs 7,024 core 7 percent

IBM India Rs 5,888 core 2 percent

Dell India Rs 5,275 core 24 percent

Wipro Rs 5,268 core 9 percent

Intel India 4,690 core Not available

Microsoft India Rs 3,575 core 14 percent

SAP India: Rs 3,204 core 46 percent

Acer India Rs 2,749 core 38 percent

Oracle India Rs 2,700 core 11 percent

APC-MGE Rs 2,620 core -1 percent

Emerson Network Power India Rs 2,500 core NA

Lenovo India Rs 2,396 core -3 percent

Cisco Systems India Rs 2,324 core 0 percent

Tulip Telecom Rs 1,965 core 22 percent

LG India Rs 1,798 core 39 percent

Samsung India Rs 1,664 core 29 percent

40
IT Outsourcing in India
As per NASSCOM, the IT export in business process outsourcing (BPO)
services attained revenues of $ 17.2 billion for the 2017-18 going up by almost 34.5
as compared to last year. It accounted for more than 77% of the entire software and
services income.

Over the year India has been the most favourable outsourcing hub for firms on
lookout to off shore their IT operations. The factor behind India being a preferred
destination is its reasonably priced labour, favourable business ambiance and
availability of expert workforce.

Considering its escalating growth, Patni Computer Systems the (IT) services
and solution giants in India have sealed a five- year contract with UK-based IT
solution provider 2 e 2 worth US$ 32.09 million. According to the agreement Patni
will offer a host of support services to 2 e 2’s clients and end users.

A 5 year agreement between HCL Technologies and News Crop for

administering its information centres and IT services in UK. As per the industry
analyses, the pact is estimate to be in the range of US$ 200-US$ 250 million.US$ 50
million agreement between HCL Technologies and Meggit, US- based security
apparatus manufacturer, for offering engineering facilities.

Global giant Wal-Mart has short listed their Indian IT dealers namely
Cognizant Technology Solutions, UST Global and Infosys Technologies for a
contract worth US$ 600 million.

India's domestic IT Market

India's domestic IT Market over the years has become one of the major driving
forces of the industry. The domestic IT infrastructure is developing contexts of
technology and intensity of penetration. Despite resistance by Barrack Obama against
outsourcing the Indian IT/BPO industry still show an impressive rate of growth.
According to a study conducted by Gartner, the IT/ BPO sector in India will grow at

41
almost 19 percent till the next two years. By the end of the FY 2018, the domestic
sector is estimated to expand to US$ 1.7 billion against the existing US$ 1 billion

Government initiative in India's domestic IT Market

 The Indian government has established a National Taskforce on IT with an
aim of formatting a durable National IT Policy for India
 Endorsement of the IT Act, which offers an authorized structure to assist
electronic trade and electronic operations.

Major investments in India's domestic IT Market

According to Andhra Pradesh Government the state's SEZs and Software
Technology Parks of India (STPI) will witness an investment of US$ 3.27 billion in
the next few years. EMC Corporation's total Indian assets is expected to reach US$ 2
billion by 2018

Future of Indian IT Industry

The Indian IT sector persists to be one of the flourishing sectors of Indian
financial system indicating a speedy expansion in the coming years. As per
NASSCOM, the Indian IT exports are anticipated to attain US$ 175 billion by 2020
out of which the domestic sector will account for US$ 50 billion in earnings. In total
the export and domestic IT sector are expected to attain profits amounting to US$ 225
billion along with new prospects from BRIC nations and Japan for its outsourcing
operations

IT Companies in India

 20 offices across 12 countries.

 1,000 customers across 5 continents.
 As of March 2018, total assets stood at Rs 2,845.42 crore (US$ 454.46 million).

42
 Incorporated in 1993, 3i Infotech is a public global information technology
company committed to empowering business transformation. A comprehensive set of
IP based software solutions (20+), coupled with a wide range of IT services, uniquely
positions the company to address the dynamic requirements of a variety of industry
verticals, predominantly banking, insurance, capital markets, asset & wealth
management (BFSI). Furthermore it offers solutions to the government,
manufacturing, retail, distribution, telecom and healthcare sectors. Among its
repertoire of IPR based solutions the flagship products of the Company are Premia,
MFund, Orion, Kasle ULS, Amlock and RhymeSight.

The Company has a very strong foothold and customer base in geographies
like South Asia, Middle East and Africa, China, Asia Pacific, Kingdom of Saudi
Arabia and North America.

The Company is also focused on value added services such as business

intelligence & analytics services, infrastructure management services, testing &
compliance, application development & maintenance, consulting and its BPO
offerings.

The Company, headquartered in Mumbai, India has over 8,500 employees in

more than 20 offices across 12 countries and over 1,000 customers in more than 50
countries across 5 continents.

 Recognised as one of the topmost telecom software companies in India

 Included in ‘Dun and Bradstreet’ India’s top 500 companies
 Ranked fifth in IT and software companies

Tech Mahindra, incorporated in 1986, is an Indian multinational provider

of information technology (IT), networking technology solutions and business support
services to the telecommunications industry. It is a part of the Mahindra Group that

43
employs more than 180,000 people in over 100 countries. The Group operates in the
key industries that drive economic growth, enjoying a leadership position in tractors,
utility vehicles, after-market, information technology (IT) and vacation ownership.

Tech Mahindra represents the connected world and offers innovative and
customer-centric information technology services and solutions. The company is
presently valued at US$ 3.1 billion with over 89,000 professionals across 51
countries. It also provides services to 629 global customers, including Fortune 500
companies. Its consulting, enterprise and telecom solutions, platforms and reusable
assets connect across a number of technologies to deliver tangible business value to
all their stakeholders.

Tech Mahindra connects industries such as banking, sports, manufacturing,

healthcare and life sciences, energy, telecom and many others including the services
sector, across various platforms.

44
 COMPANY PROFILE

INFOGOUP.IN offers software development, web designing and web

development, financial services, Overseas Education, services to Businesses
worldwide, delivering high quality, cost effective, reliable result-oriented web and e-
commerce solutions on time for a global clientele. Professionalism, Skill and
Expertise are the tools we use to make the web work for your Business bringing in
maximum return on your investment in shortest possible time.

We have delivered on IT projects of varying complexities for our very

demanding and Internet savvy clients spread across the globe. We develop unique
web solutions which ensure increased efficiency and competitive advantage for your
Business and thus to your end users.

We specialize in web design & development, search engine optimization and

web marketing, Ecommerce, multimedia solutions, content writing, graphic and logo
design. We build web solutions, which evolve with the changing needs of your
Business. We have a highly capable team of web consultants, creative designers,
content writers, programmers and web marketing professionals who know how to
deliver results. We treat each of our clients individually and therefore we do not offer
set prices on any service. While we have competency and skills at par with the best in
the world, following four are the core highlights of Infogroup.in, which constitutes
Infogroup.in Advantage

What Makes Us The Best?

Group of Companies
 Info Group Technologies.
 Info Group Financial Services.
 Info Group Consultancy.
 Info Group Overseas Education.
 Info Group Air Ticket (Domestic and International).

45
Directors Message:
Over the years we have grown into a fully fledged Software development,
Overseas Education, financial services supermarket. We started over a decade ago and
now have a nationwide network with a strong presence in the Southern region. In
world wise region

Our three mantras 'client servicing,' 'integrity' and 'team work' are inculcated
in the INFOGROUP.IN culture, maximizing wealth for our clients using various risk
and return combinations. We believe that if we have to grow, it is imperative our
clients grow. Our intention is to become one of the top ten financial services firms in
the country. Our vision is to emerge as the preferred financial services company with
a larger network catering to various customer segments and needs. We started small
and young and have grown to where we are because of your constant support and
faith in us.

'My learning from the industry and the service I could provide as a start-up, a
decade back is still maintained by the various people in the organization that help
customers realize their financial goals. This is and will always remain our ultimate
aim.'

Web Development –
We work with you at each step of the Web development of your dream site.

Stunning Web Design –

We are ready to revise our work again and again until you get completely
satisfied.

Accessibility –
By understanding the importance of accessibility and visibility, we use coding
standard compliant to ensure it works perfectly on major browsers.

46
Support Service -
It is not just Web design and development we assist you with, we make sure to
support you in the future if you meet with any problem in your site.

INFOGROUP.IN is the one-stop-shop for all your Internet related

requirements that eliminates the need of squandering from one place to another and
managing multiple service providers to maintain a strong web presence for you.

Our offerings of Web Solutions provide a full range of to suit your online
requirements. We facilitate Businesses to function more efficiently and bring
profitable returns. We do not think that accomplishing any job is impossible; it is just
that you have to use right methodologies and have right vision to do it. And we
accomplish this job by forming a strong relationships with our clients by offering
them right consultation and best possible services.

Services
INFOGROUP.IN is a leading provider of the Internet Solutions with services
such as Website Design, Website Development, Search Engine Optimization, secure
Shopping Cart solutions (E-commerce Solutions), Flash Design, Flash Development,
Call centre services, Multimedia, Graphic Design Solutions, Web Hosting, and Web
Promotion Services.

"The creation of something new is not accomplished by the intellect, but by

the instinct acting from inner necessity. The creative mind plays with the object it
loves"

Our Services
Website Design
 Corporate Website Design
 Flash Website Design
 Style Sheets/SHTML
 Graphic design

47
E-Commerce
 Secure Shopping Carts
 Content Management Tools
 Payment Gateway Integration
 Backend Development (Administrative Modules) Training

Interactive Multimedia
 Corporate Presentations
 Flash Animations/Intros
 Flash Games
 Flash Development
 Video/Sound Editing
 Product Catalogues
 Electronic Business Cards/Brochures

Corporate Identity Development

 Logo design
 Brochure design
 Marketing Collateral (envelopes, visiting cards, letterheads, etc)
 Stationery standards (standardization of fonts, colours to be used on all print
and electronic communication)
We provide top-quality services and we can work to tight deadlines and
budgets.

Web Designing
Let's define a website that can be rated as user friendly what it needs to have
 Perfect look and feel
 Ease of navigation
 Interactive
 Easy and fast opening pages web pages

48
 At INFOGROUP.IN, we ensure that we provide the best of facilities for
Customer's Satisfaction by making a unique and sleek design so, that it gives the
customer just the kind of look he desires. Your promotion is our aim. Be it a small
Business or a mid-size Business venture, it always requires sharp minds to understand
the trade requirements of any regional market and at Infogroup.in you get just the
right brains to work just in accordance with your kind of market.

Web-design can be considered as the practice of creating, presenting and

arranging the text matter in an innovative manner so, that it promotes Business of our
customer. World Wide Web has lately been considered as a great measure to promote
Businesses at much affordable rates than any other means.

Web Development
With the spectacular growth of the web, new opportunities are available for
Businesses across the world. It is now essential to have a web presence and India has
become the hub for website development for companies across the world.

Choosing the right web design firm is essential for successful completion of
your web design endeavor. It does matter if you are a startup, or an established
Business looking for web design, it is imperative that you should consider these
details for your website development company, these being strong portfolio, strong
communication skills, quick turnaround and an eye for customer service.

Web Hosting
Website hosting serves as a foundation stone for online existence and
consequently online promotion. It is a mode through which companies or individuals
launch their website on www i.e. World Wide Web. The first and foremost step for a
company that wishes to have a web presence is to sign up with a Web Hosting
company.

Benefits that Infogroup.in Company provides you are:

 Enables you to run a site online having all the details
 Provides a wide exposure

49
  Let’s you create and maintain databases
 Shopping cart for e-commerce websites
 Online Advertisements

Multimedia Services:
INFOGROUP.IN provides professional services in Multimedia Solutions.
We’re dedicated for complete Multimedia Solutions.

Our company offers complete high effect Multimedia solutions like Website
designing, website development, website maintenance, website redesigning, web
promotion, Graphic Designing, search engine optimization, 2D and 3D animations,
Video Editing Projects that will impact your customers with stunning effects and
effectively address your Business needs.

We have satisfied Clients belonging to various Business domains. Serving

efficiently and effectively to the clients

Development & Solutions:

Our INFOGROUP.IN offers complete high effect Multimedia solutions like
Website designing, website development, website maintenance, website redesigning,
web promotion, Graphic Designing, search engine optimization, 2D and 3D
animations, Video Editing Projects that will impact your customers with stunning
effects and effectively address your Business needs. We have satisfied Clients
belonging to various Business domains. Serving efficiently and effectively to the
clients.

Development & Solutions

 Web Designing
 Graphic Designing
 Search Engine Optimization
 2D & 3D animation
 E-Learning
 Video Editing

50
Software Development
In today's electronic age, almost all companies have switched over to
atomization. In todays, fast world, it’s not easy to cope up with advances till you’re
not automated. INFOGROUP.IN provides you with that cutting edge of cost effective
solutions. We develop and furnish customized software's as per needs, features and
requirements of individual(s) companies or instance, development of cost effective
software's for invoicing, accounting, trading etc. ERP and specialized software's. We
have expertise in visual basic software’s.

Financial Services:
Retail Equity Broking

Inherent strength in Retail Equity Broking

InfoGroup.in has earned its reputation in retail equity broking and we have a
fast expanding national footprint that is geared to cater to new clients and territories.
Our services in retail equity broking include trading in Equity, Commodities and
Futures and Options.

Our trading services are supported by our research department that delivers
incisive fundamental insights and well timed technical advice. We offer clients
profitable investment ideas catering to the short, medium and long term.

InfoGroup.in is a Depository Participant of Central Depository Services (I) Ltd

(CDSL).Investors who maintain a Demat account with InfoGroup.in benefit from the
ease and convenience of having us as the central point of service for all their
transactions in various exchanges.

Our retail investors benefit from our various values added services
such as:
 Pick of the week company research – A weekly investment idea
 Intraday, Positional technical calls
 Research Reports : Daily, Weekly, Monthly
 SMS and email trade confirmation
51
  Dedicated toll free number for clients
 Access to back office via website
 Weekend customer forums

Online Trading Services:

Trade on our state of the art online platform – with quick and convenient
anywhere access

InfoGroup.in offers a state of the art trading platform InfoGroup.in Online

that enables you to trade and monitor your investments across Equities, Mutual Funds,
Derivatives and Commodities from any desktop or laptop.

You also access online research on equities and derivatives. The platform
offers you more than a 1000 schemes from various AMC’s and Mutual Funds.

Choose a platform that suits your requirement

"InfoGroup.in Online trading platform" is available in three versions to suit
the requirements of various types of investors and different levels of expertise.
These include:
 InfoGroup.in Silver (Web based, easy version for beginners)
 InfoGroup.in Gold (Web based advanced version for experienced users)
 InfoGroup.in Platinum (software based, premium version for advanced users)
Online services on our Trading Platform
 Equity Trade – for any stock listed on the NSE and BSE
 F&O – Implement a wide range of Futures and Options trading strategies with
speed and ease of use
 Commodities – Trade in metals, energy, grains and other commodities

52
Portfolio Management Services (PMS):
Leveraging Expertise to Generate Wealth
InfoGroup.in offers Portfolio Management Services for individuals who
desire professional management of their investment portfolios.

Our PMS is powered by in-house research, our expertise in various markets

and our access to the right investment opportunities at the right time. We create your
portfolio depending on your investment goals and risk - return profile.

These portfolios seek a balance between risk appetites and return expectation.
We have dedicated fund manager who service our PMS clients. The portfolios
typically are a mix of blue chip and growth stocks and we generally maintain low
portfolio churn.

Benefits of INFOGROUP.IN Portfolio Management

 Professional management to your portfolio
 Regular reviews by fund management team
 Regular reporting of the status of your investment
 Freedom from regular paperwork

53
 DATA ANALYSIS & INTERPRETATIONS

1. Are you satisfied with the motivation you are getting from the top management

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 48 48

2 Satisfied 30 30

3 Dissatisfied 10 10

4 Highly Dissatisfied 12 12

TOTAL 100 100

From the above table we can observe that 48% of the employees are highly
satisfied, 30% of the employees are satisfied, 10% of the employees are dissatisfied
and 12% of the employees are highly dissatisfied with the motivation they are getting
from the top management. Thus, 48% of the employees are highly satisfied with the
motivation they are getting from the top management.

NO OF RESPONDENTS
60

50

40

30

20 NO OF RESPONDENTS
10

0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

54
2. Are you satisfied with gaining proficiency at your job and mastering your position

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 20 20
2 Satisfied 60 60
3 Dissatisfied 14 14
4 Highly Dissatisfied 6 6

TOTAL 100 100

From the above table we can observe that 20%of the employees are highly
satisfied, 60% of the employees are satisfied, 14% of the employees are dissatisfied
and 6% of the employees are highly dissatisfied with the proficiency they are gaining
from their position. Thus 60% of the employees are satisfied with the proficiency they
are gaining from their position.

NO OF RESPONDENTS
70
60
50
40
30
20 NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

55
3. Are you satisfied with the career development opportunities

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 20 20

2 Satisfied 52 52

3 Dissatisfied 10 10

4 Highly Dissatisfied 18 18

TOTAL 100 100

From the above table we can observe that 20% of the employees are highly
satisfied, 52% of the employees are satisfied, 10% of the employees are dissatisfied
and 18%of the employees are highly dissatisfied with the career development
opportunities in their organization. Thus, 52% of the employees are satisfied with the
career development opportunities in their organization.

NO OF RESPONDENTS
60

50

40

30

20 NO OF RESPONDENTS

10

0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

56
4. Are you satisfied with the promotion policies in your organisation

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 18 18

2 Satisfied 52 52

3 Dissatisfied 21 21

4 Highly Dissatisfied 9 9

TOTAL 100 100

From the above table we can observe that 18% of the employees are highly
satisfied, 12% of the employees are satisfied, 21% of the employees are dissatisfied
and 9% of the employees are highly dissatisfied with the promotion policies in their
organisation. Thus, 52% of the employees are satisfied with the promotion policies in
their organisation.

NO OF RESPONDENTS
60
50
40
30
20
NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

57
5. Are you satisfied with management for involving you in decision making.

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 80 80

2 Satisfied 4 4

3 Dissatisfied 6 6

4 Highly Dissatisfied 10 10

TOTAL 100 100

From the above table we can observe that 80% of the employees are highly
satisfied, 4% of the employees are satisfied, 6%of the employees are dissatisfied and
10% of the employees are highly dissatisfied with their involvement in decision
making. Thus, 80% of the employees are highly satisfied with their involvement in
decision making.

NO OF RESPONDENTS
90
80
70
60
50
40
30 NO OF RESPONDENTS
20
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

58
6. Are you satisfied with the effective performance appraisal system in your
organisation

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 8 8

2 Satisfied 66 66

3 Dissatisfied 18 18

4 Highly Dissatisfied 8 8

TOTAL 100 100

From the above table we can observe that 8% of the emloyees are highly
satisfied, 66% of the employees are satisfied, 18%of the employees are dissatisfied
and 8% of the employees are highly dissatisfied with the performance appraisal
system in the organisation. Thus, 66% of the employees are satisfied with the
performance appraisal system in the organisation.

NO OF RESPONDENTS
70
60
50
40
30
20 NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

59
7. Are you satisfied with the recognition you are getting from the top management

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 22 22
2 Satisfied 24 24
3 Dissatisfied 40 40
4 Highly Dissatisfied 14 14
TOTAL 100 100

From the above table we can observe that 22% of the employees are highly
satisfied, 24% of the employees are satisfied, 40% of the employees are dissatisfied
and 14% of the employees are highly dissatisfied with the recognition they are getting
from the top management. Thus, 40% of the employees are dissatisfied with the
recognition they are getting from the top management.

NO OF RESPONDENTS
45
40
35
30
25
20
15 NO OF RESPONDENTS
10
5
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

60
8. Are you satisfied with the responsibility given to you in the organisation

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 44 44

2 Satisfied 46 46

3 Dissatisfied 10 10

4 Highly Dissatisfied 0 0

TOTAL 100 100

From the above table we can observe that 44% of the employees are highly
satisfied, 46% of the employees are satisfied and 10% of the employees are
dissatisfied with the responsibility they are given in the organisation. Thus, 46% of
the employees are satisfied with the responsibility they are given in the organisation.

NO OF RESPONDENTS
50
45
40
35
30
25
20
15 NO OF RESPONDENTS
10
5
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

61
9. Are you satisfied with the working environment in your organisation.

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 30 30

2 Satisfied 44 44

3 Dissatisfied 22 22

4 Highly Dissatisfied 4 4

TOTAL 100 100

From the above table we can observe that 30% of the employees are highly
satisfied, 44% of the employees are satisfied, 22% of the employees are dissatisfied
and 4% of the employees are highly dissatisfied with the working environment in the
organisation. Thus, 44% of the employees are satisfied with the working environment
in the organisation.

NO OF RESPONDENTS
50
45
40
35
30
25
20
15 NO OF RESPONDENTS
10
5
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

62
10. Are you satisfied with the job security given to you by the organisation

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 52 52

2 Satisfied 26 26

3 Dissatisfied 20 20

4 Highly Dissatisfied 2 2

TOTAL 100 100

From the above table we can observe that 52% of the employees are highly
satisfied, 26% of the employees are satisfied, 20% of the employees are dissatisfied
and 2% of the employees are highly dissatisfied with the job security they are getting
from the organisation. Thus, 52% of the employees are highly satisfied with the job
security they are getting from the organisation.

NO OF RESPONDENTS
60
50
40
30
20
NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

63
11. Are you satisfied with the incentives provided by the organization.

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 30 30

2 Satisfied 52 52

3 Dissatisfied 18 18

4 Highly Dissatisfied 0 0

TOTAL 100 100

From the above table we can observe that 30% of the employees are highly
satisfied, 52% of the employees are satisfied and 18% of the employees are
dissatisfied with the incentives provided by the organisation. Thus, 52% of the
employees are satisfied with the incentives provided by the organisation.

NO OF RESPONDENTS
60
50
40
30
20 NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

64
12. Are you satisfied with the medical facilities provided to the you.

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 30 30

2 Satisfied 60 60

3 Dissatisfied 10 10

4 Highly Dissatisfied 0 0

TOTAL 100 100

From the above table we can observe that 30% of the employees are highly
satisfied, 60% of the employees are satisfied and 10% of the employees are
dissatisfied with the medical facilities provided by the organisation. Thus 60% of the
employees are satisfied with the medical facilities provided by the organisation.

NO OF RESPONDENTS
70
60
50
40
30
20 NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

65
13. Are you satisfied with the company providing educational facilities to your
children
S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 46 46

2 Satisfied 24 24

3 Dissatisfied 20 20

4 Highly Dissatisfied 10 10

TOTAL 100 100

From the above table we can observe that 46% of the employees are highly
satisfied, 24% of the employees are satisfied, 20% of the employees are dissatisfied
and 10% of the employees are highly dissatisfied with the educational facilities
provided to their children. Thus, 46% of the employees are satisfied with the
educational facilities provided to their children.

NO OF RESPONDENTS
50
45
40
35
30
25
20
15 NO OF RESPONDENTS
10
5
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

66
14. Are you satisfied with the canteen facilities provided to you

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 24 24
2 Satisfied 60 60
3 Dissatisfied 16 16
4 Highly Dissatisfied 0 0
TOTAL 100 100

From the above table we can observe that 24% of the employees are highly
satisfied, 60% of the employees are satisfied and 16% of the employees are
dissatisfied with the canteen facilities provided by the organisation. Thus, 60% of the
employees are satisfied with the canteen facilities provided by the organisation.

NO OF RESPONDENTS
70
60
50
40
30
20 NO OF RESPONDENTS
10
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

67
15. Are you satisfied with the company providing recreation facilities to you

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 30 30

2 Satisfied 46 46

3 Dissatisfied 14 14

4 Highly Dissatisfied 10 10

TOTAL 100 100

From the above table we can observe that 30% of the employees are highly
satisfied, 46% of the employees are satisfied, 14% of the employees are dissatisfied
and 10% of the employees are highly dissatisfied with the recreation facility provided
by the organisation. Thus, 46% of the employees are satisfied with the recreation
facility provided by the organisation.

NO OF RESPONDENTS
50
45
40
35
30
25
20
15 NO OF RESPONDENTS
10
5
0
Highly Satisfied Dissatisfied Highly
Satisfied Dissatisfied
1 2 3 4

68
 FINDINGS
 48% of the employees are highly satisfied, 30% of the employees are satisfied,
10% of the employees are dissatisfied and 12% of the employees are highly
dissatisfied with the motivation they are getting from the top management.
 20%of the employees are highly satisfied, 60% of the employees are satisfied,
14% of the employees are dissatisfied and 6% of the employees are highly
dissatisfied with the proficiency they are gaining from their position.
 20% of the employees are highly satisfied, 52% of the employees are satisfied,
10% of the employees are dissatisfied and 18%of the employees are highly
dissatisfied with the career development opportunities in their organization.
 18% of the employees are highly satisfied, 12% of the employees are satisfied,
21% of the employees are dissatisfied and 9% of the employees are highly
dissatisfied with the promotion policies in their organisation.
 80% of the employees are highly satisfied, 4% of the employees are satisfied,
6%of the employees are dissatisfied and 10% of the employees are highly
dissatisfied with their involvement in decision making.
 8% of the employees are highly satisfied, 66% of the employees are satisfied,
18%of the employees are dissatisfied and 8% of the employees are highly
dissatisfied with the performance appraisal system in the organisation.
 22% of the employees are highly satisfied, 24% of the employees are satisfied,
40% of the employees are dissatisfied and 14% of the employees are highly
dissatisfied with the recognition they are getting from the top management.
 44% of the employees are highly satisfied, 46% of the employees are satisfied
and 10% of the employees are dissatisfied with the responsibility they are
given in the organisation.
 30% of the employees are highly satisfied, 44% of the employees are satisfied,
22% of the employees are dissatisfied and 4% of the employees are highly
dissatisfied with the working environment in the organisation.
 52% of the employees are highly satisfied, 26% of the employees are satisfied,
20% of the employees are dissatisfied and 2% of the employees are highly
dissatisfied with the job security they are getting from the organisation.

69
 30% of the employees are highly satisfied, 52% of the employees are satisfied
and 18% of the employees are dissatisfied with the incentives provided by the
organisation.
 30% of the employees are highly satisfied, 60% of the employees are satisfied
and 10% of the employees are dissatisfied with the medical facilities provided
by the organisation.
 46% of the employees are highly satisfied, 24% of the employees are satisfied,
20% of the employees are dissatisfied and 10% of the employees are highly
dissatisfied with the educational facilities provided to their children.
 24% of the employees are highly satisfied, 60% of the employees are satisfied
and 16% of the employees are dissatisfied with the canteen facilities provided
by the organisation.
 30% of the employees are highly satisfied, 46% of the employees are satisfied,
14% of the employees are dissatisfied and 10% of the employees are highly
dissatisfied with the recreation facility provided by the organisation.

70
 SUGGESTIONS
 The superiors must recognize the work of their subordinate to motivate them
for better performance.
 Praise and appreciation from the management is necessary to motivate the
work force.
 The management must design strategy for rewards and recognition of high
performance.
 The management must design various schemes to make the jobs secured.
 The organization has to properly plan the career advancements for employees
to retain them for long period.

71
 CONCLUSION
The study on employee motivation highlighted so many factors which will
help to motivate the employees. The study was conducted among 100 employees and
collected information through structured questionnaire..

The performance appraisal activities really play a major role in motivating the
employees of the organization. It is a major factor that makes an employee feel good
in his work and results in his satisfaction too. The organization can still concentrate
on specific areas which are evolved from this study in order to make the motivational
programs more effective. Only if the employees are properly motivated- they work
well and only if they work well the organization is going to benefit out of it. Steps
should be taken to improve the motivational programs procedure in the future. The
suggestions of this report may help in this direction.

There are various factors that influence motivational factor such as salary,
working conditions, training, interpersonal relations and job satisfaction. The findings
of the study have reaffirmed that each one of these factors are important in
contributing to motivation, but none of them can be said as being more important than
the other. Motivation is the ultimate function of so many individual attitudes taken
together.

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 BIBLIOGRAPHY

 Human Resource Management - Shasi.K.Guptha

 Human Resource Management - Ashwathappa

 Organizational Behaviour - Fred Luthans

 Research Methodology - C.R.Kothari

 Human Resource Management - P.Subba Rao

WEBSITES
 www.google.com
 www.infogroups.com
 www.citehr.com
 www.wikipedia.com

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 QUESTIONNAIRE
1. Are you satisfied with the motivation you are getting from top management
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

2. Are you satisfied with gaining proficiency at your job and mastering your position
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

3. Are you satisfied with the career development opportunities

a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

4. Are you satisfied with the promotion policies in your organization

a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

5. Are you satisfied with management for involving you in decision making
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

6. Are you satisfied with the effective performance appraisal system in your
organization
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

7. Are you satisfied with the recognition you are getting from the organization
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

8. Are you satisfied with the responsibility given to you in the organisation
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

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9. Are you satisfied with the working environment in your organization
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

10. Are you satisfied with the job security given to you by the organisation
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

11. Are you satisfied with the incentives provided by the organization
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

12. Are you satisfied with the medical facilities provided to you
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

13. Are you satisfied with the company providing educational facilities to your
children
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

14. Are you satisfied with the canteen facilities provided to you
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

15. Are you satisfied with the company providing recreation facilities to you
a) Highly Satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

75