INTRODUCTION

1
1.1 ‘People are our greatest asset’ is a mantra that companies have been chanting
for years. But only a few companies have started putting Human Resources
Management (HRM) systems in place that support this philosophy. There are a
number of challenges in the Indian industry which require the serious attention of
HR managers to ‘find the right candidate’ and build a ‘conducive work
environment’ which will be beneficial for the employees, as well as the
organization. The industry is already under stress on account of persistent problems
such as attrition, confidentiality, and loyalty. Other problems are managing people,
motivation to adopt new technology changes, recruitment and training, performance
management, development, and compensation management. With these challenges,
it is timely for organizations to rethink the ways they manage their people.
Managing HR in the knowledge based industry is a significant challenge for HR
managers as it involves a multi task responsibility. In the present scenario, HR
managers perform a variety of responsibilities. Earlier their role was confined to
administrative functions like managing manpower requirements and maintaining
rolls for the organization. Now it is more strategic as per the demands of the
industry.

1.2 Managing People

In view of the industry dynamics, in the current times, there is a greater demand for
knowledge workers. Resumes abound, yet companies still fervently search for the
people who can make a difference to the business. Often talented professionals
enjoy high bargaining power due to their knowledge and skills in hand. The attitude
is different for those who are taking up responsibilities at a lesser age and
experience. These factors have resulted in the clear shift in approach to
individualized career management from organization career commitment.

1.3 Motivating the Workforce

As the competition is growing rapidly in the global market, a technological edge
supported by a talent pool has become a crucial factor for survival in the market.
Naturally, as a result every organization gives top priority to technology
advancement programs. HR managers are now performing the role of motivators for
their knowledge workers to adopt new changes.

1.4 Competency Development

Human capital is the real asset for any organization, and this makes the HR role
important in recruiting, managing, and retaining the best. The HR department has a
clear role in this process and determines the success.

2
1.5 Recruitment and Training
Recruitment has become a major function from an imperative sub system in HR,
particularly in the industry. HR managers play a vital role in creating assets for the
organization in the form of quality manpower.
Attracting new talent also is a top priority for software companies, but less so for
smaller companies. Another challenge for HR managers is to put systems in place to
make the people a perfect fit for the job. Skill redundancy is fast in the industry. To
overcome this problem, organizations give the utmost priority to training and skill
enhancement programs on a continuous basis. Many companies are providing
technical training to the employees on a quarterly basis. These trainings are quite
useful also in terms of providing security to the employees.

1.6 The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based
industry. It is essential that Our Company takes more initiatives to improve the
security levels of the employees.

1.7 Work life Balance Factor

Another dimension to the challenges faced by our company is the growing pace of
talent acquisition. This aspect creates with it the challenge of a smoother
assimilation and the cultural binding of the new comers into the organization fold.
The pressure of delivering the best of quality services in a reduced time frame calls
for ensuring that employees maintain a work life balance.

1.8 Attrition/Retention of the Talent Pool

One of the toughest challenges for the HR managers in the industry is to deal with
the prevalent high attrition levels. Though there is an adequate supply of qualified
staff at entry level, there are huge gaps in the middle and senior level management in
the industry. Further, the salary growth plan for each employee is not well defined.
This situation has resulted in increased levels of poaching and attrition between
organizations. The industry average attrition rate is 30–35 per cent and could range
up to 60 per cent.

1.9 Bridging the Demand Supply Gap

HR managers have to bridge the gap between the demand and supply of
professionals. They have to maintain consistency in performance and have to keep
the motivation levels of employees high, despite the

3
monotonous nature of work. The same also leads to recurring training costs.
Inconsistent performance directly affects revenues. Dwindling motivation levels
lead to a loss of interest in the job and a higher number of errors.
The most common purpose for surveying employees is satisfaction. Employee
satisfaction surveys deal with workplace issues, such as benefits, commitment to
diversity, and effective communications. The data from these surveys helps paint a
portrait of employee attitudes and opinions. These kinds of surveys are particularly
useful after a company has undergone some sort of change, such as a layoff, an
acquisition, or a new department head. They also help employers isolate the root
causes of persistent problems, such as low productivity or high expenses.

Employee satisfaction surveys help employers measure and understand their

employees' attitude, opinions, motivation, and general satisfaction with their work
environment. Use employee satisfaction surveys to inform employee decision
making, benefits, work needs and more.

1.10 Employee satisfaction surveys provide valuable data that can ultimately
save company money. Our employee satisfaction surveys can:

➢ Measure employee satisfaction levels.

➢ Track changes in employee satisfaction over time.
➢ Improve overall satisfaction and retention.

4
SECTION 2

5
 COMPANY
PROFILE
2.1 AVI Electronics & Networks Pvt Ltd Pune was established with a vision and
perseverance of offering the best technologies and innovations in deploying
customer’s interactive solutions. It has now become a name to reckon with. And
today it is a leading Indian IT Infrastructure Solutions Company.

2.2 The Company is a leader in the field of IT & telecommunications for the last
19 years. Started with the Supply, Installation and Commissioning of PBX, it has
further grown to high-end equipment like Bandwidth Managers, PDH & SDH
Multiplexers, ADSL, Data Servers, Desktops, Layer 3/4 Switches, Routers,
Wireless LANs, Modems, Very Small Aperture Terminal (VSAT), Optical Fiber
Cable and terminal equipment, Structured Cabling of Telecom and Computer
networks, and 2 Way Radios Test & Measurement Equipments etc. Besides this we
execute turnkey projects in the field of Optical Fiber Cable, VSAT and in other
communication related fields.

2.3 AVI Electronics & Networks Pvt Ltd also designs and offers solutions for
System Integration, LAN Solutions (Local), CAN Solutions (Campus), MAN
(Metropolitan), WAN Solutions (Wide), Video Conferencing and Telephony as per
various customer requirements using UTP, OFC, Wireless, ISDN and Leased Line
Connectivity. A strong technical team enables us to provide end-to-end, cost-
effective Enterprise solutions including advance technologies like VLAN, VPN
and VoIP also we keep our self equipped with ultra modern technologies.

2.4 The Company keeps itself equipped with ultra modern technologies, so
customers can access the benefits of today’s technology and in turn help to keep
their business a step ahead. Our partnership with strong brands and leading
equipment manufacturers from across the world gives the best available choices for
product selection for highest performing and end-to-end enterprise solutions.

2.5 In addition the company also provides consultancy services in

6
designing and developing customer specific RF products and Data, Voice and Video
connectivity solutions.

2.6 A company with a strong technical expertise as they keep on undergoing

technical & sales training from our OEM's and are Cisco Premier Partner, HP
Premium Business Partners, Microsoft Partner, RSA Partner, Beyond Security
Distributor, etc.

7
Employees.

2.7 The success of any company is directly proportional to the success of it’s
team. At Avi the Quest to discover inspires all its endeavors.

2.8 AVI strives to create an environment where curiosity and collaboration turn
into fountains of opportunity. While AVI is a technology company, it realizes that
good people are critical to make any great technology work. That is why they have
put in place policies and programs to identify, hire, train, and retain a diverse and
talented workforce that works safely and understands and internalizes the ethics
and values that define the company. When you receive customer service from Avi
- whether it's via e-mail or on the phone - they assure you that you would be in
contact with the best and brightest in the industry.

2.9. Dedicated technical staff that is on duty 24x7 handles the Network
Operations Centre. Their Professional System Administrators are constantly
monitoring server and network status to ensure the site is always up and
functioning.

2.10 AVI’s top-notch Internet and Media development team is continuously

upgrading systems with new technologies on the horizon, creating tools and
features to make customer’s web presence well maintained and reliable.

2.11 AVI has a healthy concoction of managerial experience, technical

knowledge and customer service.

2.12 AVI has the following Certified Staff :

➢ Cisco Certified : CCNA, CCVP, CCSP, CCIE, CCNP

➢ Microsoft Certified : MCP, MCSA, MCSE, MCAS

➢ VMware Certified : VSP, VTSP, VCP

➢ Dell Certified : Solutions Speciality, Server Speciality, Storage

Speciality
➢ RSA Certified : Access Manager, Digital Certificate, DLP,
SIEM, SecurID

8
 ➢ Cyberoam Certified, TrendMicro Certified, Sophos
Certified, EMC Certified, HP Certified Partner
Mission.

2.13 AVI Electronics & Networks Pvt. Ltd. is committed to Endeavour to

fulfil the customer needs by offering the best in terms of product, services,
execution and prices. And all this is accomplished with utmost professionalism,
skills, knowledge and using the ethical business practices.

2.14 Providing customers with solutions that enable the convergence of data and
voice networks, the transition from circuit to packet networks, next-generation
wireless networks and the expansion of optical networks beyond the network core.

2.15 The mission is to enable people and companies to increase their

business value through the use of IT technologies.

2.16 AVI aims at delivering services which will open new possibilities for our
customers and allow them to work effectively and creatively.

2.17 Company’s values are: people, customers and quality. Besides, its other
core values are:

➢ Simplicity: - Doing a job in a simple and straightforward way.

➢ Frugality: -Being careful, thrifty and economical with money, time
and resources.
➢ Integrity: - Meeting all commitments being honest and morally
upright.
➢ Respect: - Consideration and regard for human beings,
environment and
➢ infrastructure.
➢ Harmony: - Looking towards reaching a broad agreement on
consensus on interests, opinions and action plans whilst ensuring that
it is inline with organizations objectives.

2.17 Business Values.

(a) Customer Focus. All activities /actions will have

intense focus to enhance internal/External customer’s satisfaction.

9
(b) Mutual Trust. To have a faith in colleague / co-worker being a
bonafide person and in his working according to predefined
process/systems.
(c) Commitment. Committing to honour a promise, to achieve a
goal/ target or being responsible for given/ accepted assignment with
ultimate aim of achieving desired results.
(d) Continuous Improvement. Improving each and every
system, method, procedure and process to reduce time, cost and
complexity in business activities and to create overall satisfaction
(e) Professionalism. Handling the job/responsibilities with skills
to achieve the desired results within given time, without having a
feeling of obligation.
(f) Institutionalization. Making a system, method and
procedure to make it a regularly adhered way of working.
(g) Assertiveness. Expressing in good spirit, without fear,
ones own views without intention to offend or insult the other person.

Services and Solutions.

2.18 AVI offers its clients the full array of IT lifecycle solutions. They provide
solutions and support from basic routing and switching, to advanced
technologies like Unified Communications (including Internet Protocol (IP)
Telephony), Wireless Local Area Networks (WLAN), and Virtual Private
Networks (VPN), Data Centre, Storage and Security, Avi Electronics offers
best-in-class networking solutions.

2.19 Avi can assist customers in every step, from initial planning, through
implementation, to maintenance and support of your total IT infrastructure. The
company has assisted many corporates in their successful deployment of network
solutions and support, network infrastructure services, network security solutions,
storage solutions, managed services and given professional technical consulting
and support.

2.20 AVI Electronics & Networks Pvt. Ltd. Provides solutions in the
following domains:-

➢ Networking.

10
 ➢ Security.
➢ Voice.
➢ Servers.
➢ Storage.
➢ Virtualization.
➢ Telecom.

2.21 The Company provides services in the following areas:-

➢ Consultancy.
➢ Integration.
➢ Technical Training.
➢ Managed Services.

2.22 AVI Electronics & Networks Pvt Ltd is partnered by the following
global giant)(list not exhaustive):

➢ Cisco.
➢ Microsoft.
➢ Hewlett Packard.
➢ Dell
➢ Beyond Security.
➢ Avaya.
➢ D-Link.
➢ Krone.
➢ EMC.
➢ Trend Micro.
➢ Symantec.
➢ McAfee.
➢ Radvision.
➢ Emerson

Location of the Company.

2.23 The company is located on Market Yard Road. The postal address of the
company is:-

Poonam Plaza
Market Yard Road
Pune – 411037.

Principal Customers.

11
➢Defence.
➢DRDO.
➢ITES.
➢BPO.
➢KPO.
➢Education.
➢Banking.
➢Finance.
➢Insurance.

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SECTION 3

13
EMPLOYEE SATISFACTION

3.1 What does the term ‘Satisfaction’ imply to an employee? It implies nothing
else than the feeling of either being contended or non-contended on using a product.

3.2 Employee Satisfaction is a prerequisite for the customer

satisfaction.

3.3 Enhanced employee satisfaction leads to higher level of employee

retention.

3.4 A stable and committed workforce ensures successful knowledge

transfer, sharing, and creation --- a key to continuous improvement, innovation,
and knowledge-based total customer satisfaction.

3.5 When companies are committed with providing high quality products
and services; when companies set high work standards for their employees; and
when employees are empowered through training and development, provided with
knowledge and information, permitted to make mistakes without punishment, and
trusted; they will experience an increase in their level of satisfaction at work.

3.6 This level of satisfaction can be enhanced further if teamwork and

visionary leadership are introduced.

3.7 Continuous improvement comes from the efforts of the empowered

employees motivated by visionary leadership. This is supported by the findings that
empowerment and visionary leadership both have significant correlation with
employee satisfaction. Teamwork is also supported by the findings. In addition, the
study found significant correlation between employee satisfaction and employee’s
intention to leave.

3.8 The success of a corporation depends very much on customer satisfaction. A

high level of customer service leads to customer retention, thus offering growth and
profit opportunities to the organization. There is a strong relationship between
customer satisfaction and employee satisfaction. Satisfied employees are more
likely to stay with company

14
and become committed and have more likely to be motivated to provide high
level of customer service, by doing so will also further enhance the employee’s
satisfaction through feeling of achievement. Enhanced employee satisfaction leads
to improved employee retention; and employee stability ensures the successful
implementation of continuous improvement and customer satisfaction. Customer
satisfaction will no doubt lead to corporate success and greater job security. These
will further enhance employee satisfaction. Therefore, employee satisfaction is a
prerequisite for customer satisfaction.

Employee satisfaction is closely relatred to Job satisfaction. In the next few

paragraphs, I am going to discuss Job satisfaction at length.

3.9 Job satisfaction describes how content an individual is with his or her job. It is
a relatively recent term since in previous centuries the jobs available to a particular
person were often predetermined by the occupation of that person’s parent. There
are a variety of factors that can influence a person’s level of job satisfaction. Some
of these factors include the level of pay and benefits, the perceived fairness o the
promotion system within a company, the quality of the working conditions,
leadership and social relationships, the job itself (the variety of tasks involved, the
interest and challenge the job generates, and the clarity of the job
description/requirements).

3.10 The happier people are within their job, the more satisfied they are said to be.
Job satisfaction is not the same as motivation, although it is clearly linked. Job
design aims to enhance job satisfaction and performance methods include job
rotation, job enlargement and job enrichment. Other influences on satisfaction
include the management style and culture, employee involvement, empowerment
and autonomous workgroups. Job satisfaction is a very important attribute which is
frequently measured by organizations. The most common way of measurement is
the use of rating scales where employees report their reactions to their jobs.
Questions relate to relate of pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers. Some questioners ask yes or no
questions while others ask to rate satisfaction on 1 – 5 scale 9where 1represents
“not all satisfied” and 5 represents “extremely satisfied”).

Definitions

15
3.11 Job satisfaction has been defined as a pleasurable emotional state resulting
from the appraisal of one’s job; an affective reaction to one’s job; and an attitude
towards one’s job. Weiss (2007) has argued that job satisfaction is an attitude but
points out that researchers should clearly distinguish the objects of cognitive
evaluation which are affect (emotion), beliefs and behaviours. This definition
suggests that we from attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviours.

Affect Theory

3.12 Edwin A. Lockes Range of Affect Theory (1976) is arguably the most
famous job satisfaction model. The main premises of this theory is that satisfaction
is determined by a discrepancy between what one wants in a job and what one has
in a job. Further, the theory states that how much one values a given facet of work
(e.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied one
becomes when expectations are/are not met. When a person values a particular facet
of a job, his satisfaction is more greatly impacted both positively (when expectations
are met) and negatively (when expectations are not met), compared to one who does
not value that facet. To illustrate, if Employee A values autonomy in the workplace
and Employee B is indifferent about autonomy, then Employee A would be more
satisfied in a position that offers a high degree of autonomy compared to Employee
B. this theory also states that too much of a particular facet will produces stronger
feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory

3.13 Another well known job satisfaction theory is the Dispositional Theory. It is a
very general theory that suggests that people have innate dispositions that cause
them to have tendencies toward a certain level of satisfaction, regardless of one’s
job. This approach became a notable explanation of job satisfaction in light
evidence that job satisfaction tends to be stable over time and across careers and
jobs. Research also indicates that identical twins have similar levels of job
satisfaction. A significant model that narrowed the scope of the Dispositional
Theory was the core Self-evaluations Model, proposed by Timorthy A. Judge in
1998. Judge argued that there are four Core Self-evaluations that determine one’s
disposition towards job satisfaction: self-esteem, general self- efficacy, locus of
control, and neuroticism. This model states that higher

16
levels of self-esteem (the value one places on his self) and general self- efficacy (the
belief in one’s own competence) lead to higher work satisfaction. Having an internal
locus of control (believing one has control over her/his own life, as opposed to
outside forces having control) leads to higher job satisfaction. Finally, lower levels
of neuroticism lead to higher job satisfaction.

Two – Factor Theory (Motivation – Hygiene Theory)

3.14 Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene
Theory) attempts to explain satisfaction and motivation in the workplace. This
theory states that satisfaction and dissatisfaction are driven by different factors
motivation and hygiene factors, respectively. Motivating factors are those aspects of
the job that make people want o perform, and provide people with satisfaction.
These motivating factors are considered to be intrinsic to the job, or the work carried
out. Motivating factors include aspects of the working environment such as pay,
company policies, supervisory practices, and other working conditions. While
Herzberg’s model has stimulated much research, researchers have been unable to
reliably empirically prove the model, with Hackman & Oldham suggesting that
Herzberg’s original formulation of the model may have been a methodological
artifact. Furthermore, the theory does not consider individual differences,
conversely predicting all employees will react in an identical manner to changes in
motivating/hygiene factors. Finally, the model has been criticised in that it does not
specify how motivating/hygiene factors are to be measured.

Measuring Job Satisfaction

3.15 There are many methods for measuring job satisfaction. By far, the most
common method for collecting data regarding job satisfacting is the Likert scale
(named after Rensis Likert). Other less common methods of for gauging
jobsatisfaction include: Yes/No questions, True/False questions, point systems,
checklist, forced choice answers. The Job Descriptive Index (JDI), created by smith,
Kendall, & Hulin (1969), job satisfaction that has been widely used. It measures
one’s satisfaction in five facets: pay, promotions and opportunities, coworkers,
supervision, and the work itself. The scale is simple, participants answer either yes,
no, or decide in response to whether given statements accurately describe one job.
The Job in General Index is an overall measurement of job satisfaction. It was an
improvement to the job Descriptive Index because

17
the JDI focused too much on individual facets and not enough on work satisfaction
in general.

18
SECTION 4

19
RESEARCH METHODOLGY

4.1 Introduction . Research is a careful inquiry or examination to discover new

information and to expand and verify existing knowledge. According to Clifford
Woddy, Research is defined as “the process which includes defining and redefining
problems, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, making deductions and reaching conclusions and at last carefully
testing the conclusions to determine whether they fit the formulating hypothesis.”

Employee Satisfaction Measurement.

4.2 Employee satisfaction has been defined as a function of perceived

performance and expectations. It is a persons’ feeling of pleasure or disappointment
resulting from comparing a products’ outcome to his/her expectations.

4.3 If the performance (Company Services) falls short of expectations, the

employee is dissatisfied and if it matches the expectations, the employee is
satisfied. A high satisfaction implies more purchase/use of the product or service.
The process is however, more complicated then it appears. It is more important for
any organization to offer high satisfaction, as it reflects high loyalty and it will not
lead to switching over once a better offer comes in.

4.4 Tools for tracking and measuring customer satisfaction:

(a) Complaint and Suggestion System: Employee can freely deliver

complaints and suggestions through facilities like suggestion box, personal
meetings with seniors etc.
(b) Lost Employee Analysis: The exit interviews are conducted or
employee loss rate is computed.

(c) Employee Satisfaction Survey: Periodic surveys by use of questionnaire

or telephone calls to random sample of recent buyer help to find out customer
satisfaction and relate to repurchase intention and word of mouth score.

4.5 Statement of the Problem. Human behaviour is unpredictable.

One can act according to one’s own decision. No one can expect the same type of
behaviour from anyone at all circumstances. Human

20
behaviour is highly influenced by the environment. Because of this factor, we
cannot expect that one can act in the same way on a particular problem in all
situations.

4.6 Most times human behaviour is influenced by the nature of work group.
Friendly cooperative co-workers will definitely have a positive approach towards
their work. The work group serve as a source of support, comfort, advice and
assistance to the individual workers. A good work group makes the job more
enjoyable, and the performance of the group will be very high. This will
automatically lead to the attainment of the individual as well as die organizational
goals. As a result every one of the organization will have a high job satisfaction and
will have a peaceful life.

4.7 If there is dissatisfaction with the job it will make the workers become restless
which may be reflected in the form of low production, high wastage of materials,
accidents, conflicts among workers, absenteeism, high employee turnover, strike and
lockouts etc. Therefore, it is more important to study the job satisfaction of workers
as it one of deciding factors which will determine the whole operation of an
organization.

4.8 Scope of the Study. The scope of the study is as under:

(a) Conduct the study in the premises of Avi Electronics

& Networks Pvt Ltd, Pune.

(b) Include 30 employees at random.

(c) Seek individual responses to questionnaires.

(d) Collect data from participants.

(e) No comparisons will be made with other organizations.

(f) Include open and close ended questions while seeking data.

(g) Protect the privacy of individuals responding to questionnaires.

4.9 Objectives of the Study. The objectives of the study are as follows:

21
 (a) Measure job satisfaction of the employees of Avi Electronics &
Networks Pvt Ltd, Pune.

(b) To assess the general attitude of the employees towards Avi

Electronics & Networks Pvt Ltd, Pune.

(c) To assess the level of commitment across process and

facilities.

(d) To analyze the strengths and weakness of Avi Electronics &

Networks Pvt Ltd, Pune as an organization

(e) To help the management of the company to know about the actions to
be taken to increase the level of satisfaction of the employees.

4.10 Data Collection

Following are the sources for the collection of data:

(a) Primary source

(b) Secondary source

4.11 Data Collection Methods

There are three main methods of data collection

(a) Observation

(b) Experimentation

(c) Survey

(d) Direct interview method

I have selected survey method of data collection which is one of the very common
and widely used methods for collection of primary data. We can gather wide range
of valuable information about the behavior of the employee’s viz. attitude, motive
and options etc.

4.12 Primary Data. The Primary Data required for this project work was
collected through Questionnaires. This method consisted of preparing detailed
questions covering the Employee satisfaction standards in the Company.
Thereafter it was distributed amongst a total of 30 personnel of the
Company(respondents) who were randomly selected. Further, no

22
names were sought from those filling in this Questionnaire so as to obtain their free
and frank opinion as also to protect their privacy. The format of the Questionnaire is
attached as Annexure I to this report.

4.13 Secondary Data. As Secondary Data is data which has been collected
earlier for other purposes, the requirement of this type of data with respect to this
report was obtained from the company website.

4.14 Sample Size and Method of Sampling. The details are as follows:

(a) Universe. The Universe for the purpose of this report was finite i.e.,
Avi Electronics & Networks Pvt Ltd, Pune.

(b) The Sampling Unit was an individual employed by Avi Electronics

& Networks Pvt Ltd, Pune and the Sample Size was limited to a total of
30 personnel of the Company.

(c) Method of Sampling adopted was Simple Random Sampling Method

because all employees have relatively different levels of satisfaction, thus a
sample size of 30 was considered to be adequate.

(d) Tools Used.

(i) Percentage Analysis.

(ii) Bar Diagram.

(iii) Pie Chart.

4.15 Limitations of the Project

The limitations of the project are enumerated as follows:

(a) The student had no prior exposure to the Corporate environment, its
work culture, work ethics etc. To that extent, understanding its dynamics in a
limited period, was difficult. This reflected on obtaining data/information from
the Organization for the purpose of this study.

(b) Employees by and large are reluctant in expressing their

feelings/thoughts in the Questionnaire and tend to be biased.

23
(c) The Organization is reluctant to openly share data/information and tend
to keep sensitive data/information confidential which is understandable.

(d) Some personnel in the Organization, irrespective of their seniority,

cannot pay adequate attention to the requests of such studies given the
constraints of time and the work pressures prevalent in the Industry today.

24
SECTION 5

25
DATA ANALYSIS & INTERPRETATION

5.1 The analysis and interpretation of the Questionnaire to the Participants

(format is as per Annexure I to this report) is enumerated in succeeding
paragraphs.

Q-1 Are you clear about the results expected of you in your job?

The responses showed that majority of the employees were clear about their job.
The response was as under:-

Response Nos Percentag e

Yes 28 93.3

No 2 6.7

Can’t say 0 0

Total 30 100

Interpretation.

Employees of the company are aware of the management’s expectations from

them.

26
Q-2 Are you clear about the overall goals of the company? The

response was as under:-

Response Nos Percentag e

Yes 27 90

No 3 10

Can’t say 0 0

Total 30 100

Interpretation.

Employees of the company are quite clear of the goals of the organization

27
Q-3 Are you satisfied with your job assignment?

The response was as under:-

Response Nos Percentag e

Yes 19 63.33

No 5 16.67

Can’t say 6 20

Total 30 100

Interpretation.

While a large proportion of the employees are happy and satisfied with their work
assignment, a fairly large proportion do not appear to be happy and satisfied.

28
Q-4 Does your job make use of your skills and abilities? The

response was as under:-

Response Nos Percentage

Yes 21 70

No 3 10

Can’t say 6 20

Total 30 100

Interpretation.

Skills and abilities of employees are being utilised by the company. However these
skills and abilities are not being optimally utilised.

29
Q-5 Do you get a sense of accomplishment from your work? The

response was as under:-

Response Nos Percentag e

Yes 17 56.67

No 5 16.67

Can’t say 8 26.67

Total 30 100

Interpretation.

Higher order needs of a large number of employees needs more attention. Majority
of employees appear to be getting a sense of accomplishment in their respective jobs.

30
Q-6 Would you like to continue in your current area of work?

Response Nos Percentage

Yes 26 86.67

No 2 6.67

Can’t say 2 6.67

Total 30 100

Interpretation.

Attitude of Employees towards their current job is reasonably satisfactory.

31
Q-7 Does your job, through variety and challenge, provide opportunities for
learning and growth?

The response was as under:-

Response Nos Percentage

Yes 18 60

No 4 13.33

Can’t say 8 26.67

Total 30 100

Interpretation.

More attention needs to be given to individual growth of employees of the company.

A fair proportion of the respondents seemed to be unsure of learning and growth
prospects in the company.

Q-8 Is the environment of your workplace safe clean, healthy and

hygienic?

The response was as under:-

Response Nos Percentage

Yes 28 93.33

32
No 0 0

Can’t say 2 6.67

Total 30 100

Interpretation.

The environment at the work place is neat, clean, tidy and hygienic.

33
Q-9 Does your job leave you with sufficient time for your personal/family and
social life?

The response was as under:-

Response No Percentag e

Yes 29 97

No 1 0

Can’t say 0 3

Total 30 100

Interpretation.

Majority of employees are satisfied with availability of personal time,

however, a fair proportion is not satisfied with the same.

34
Q-10 Are your superiors fair and equitable in their dealings with people?

Response was as under:-

Response No Percentag e

Yes 27 90

No 2 6.66

Can’t say 1 3.33

Total 30 100

Interpretation.

Reveals, healthy inter personal relations between management and employees of the
company.

35
Q-11 Have your performance appraisals been fair?

The response was as under:-

Response Nos Percentage

Yes 20 66.67

No 5 16.67

Can’t say 5 16.67

Total 30 100

Interpretation.

Reveals, a fair proportion of employees are not satisfied with their appraisal.

36
Q-12 Are there clear criteria for giving rewards? The

response was as under:-

Response No Percentag e

Yes 26 86.67

No 3 10

Can’t say 1 3.33

Total 30 100

Interpretation.

Reflects a healthy system of rewards in the company.

37
Q-13 Is credit for work well done given timely?

The response was as under:-

Response No Percentage

Yes 19 63.33

No 9 30

Can’t say 2 6.67

Total 30 100

Interpretation.

Reveals the fact that while most of the time, good work is being appreciated,
however more emphasis is required to ensure that good work does not go
unrecognised.

38
Q-14 How satisfied are you with your total remuneration package
considering your duties and responsibilities?

The response was as under:-

Response No Percentage

Extremely 13 43.33
satisfied
Satisfied 7 23.33

Neutral 4 13.33

Dissatisfied 4 13.33

Extremely 2 6.67
dissatisfied
Total 30 100

Interpretation.

While compensation package of the company is by and large fair, there is room
for improvement.

39
Q-15 Roles and responsibilities of people in the workplace are clearly
defined?

The response was as under:-

Response Nos Percentag e

Strongly 17 56.67
agree
Agree 5 16.67

Neutral 1 3.33

Disagree 4 13.33

Strongly 3 10
Disagree

Interpretation.

Roles and responsibilities in the company are well defined in most of the cases.
However more needs to be done towards better division and definition of the same.

40
Q-16 Superiors in the company welcome free and frank communication from
employees?

The response was as under:-

Response No Percentag e

Strongly 14 46.67
agree
Agree 6 20

Neutral 2 6.67

Disagree 4 13.33

Strongly 4 13.33
Disagree

Interpretation.

Free and frank opinions from employees are welcome in the company.

41
SECTION 6

42
Findings

6.1 The findings consequent to the study are as enumerated in

succeeding paragraphs.

(a) Majority(90%) of the employees were clear about their own

role and the company goals.

(b) Only 63 percent of the employees were satisfied with their job
assignments.

(c) Only 70 percent of the employees feel that the company is

utilising their skills and abilities.

(d) 87 percent of the employees want to continue in their current area of

work.

(e) 60 percent of respondents felt that their job provided

opportunities for learning and growth.

(f) 93 percent of respondents felt that environment of your

workplace safe clean, healthy and hygienic.

(g) 97 percent of respondents felt adequate private time for self and
family was available.

(h) 90 percent of employees were of the opinion that their employees

were fair and equitable in their dealings with people.

(i) Only 63 percent of employees thought that credit for work well done
was given timely.

(j) 67 percent of employees were satisfied with their remuneration package

considering their job and responsibilities.

43
(k) 67 percent of employees were satisfied with freedom for free and
frank communication with superiors.

44
Suggestions

6.2 In general, level of employee satisfaction in the company is quite high.

However as far as satisfaction goes, sky is the limit and there is no end to
expectations. Following suggestions are made with the intention of further
improvement:-

(a) System of reward and recognition may be improved. Though

there is no bias in rewards, employees have a feeling that their good work is
not given credit in time.

(b) Remuneration to employees may be improved, if feasible.

(c) Communication (free and frank exchange between employees and

employers) may be given more attention.

(d) Opportunities for personal learning, growth and personal

development of the employees deserves due attention. Investment in
employees is indirectly investment in the company.

(e) Job assignment needs to be reviewed periodically in order to

avoid monotony and boredom.

45
SECTION 7

46
 CONCLUSION

7.1 The project has given me an opportunity to interact with the Corporate Sector
and to actually see how academic teaching of the classrooms in Management is
translated to reality and practice. In fact it was very heartening to experience that all
concepts and theories mentioned in various books are actually implemented by the
Company albeit under a different name to suit its needs/style/culture.

7.2 Also, undertaking this project has helped me in learning to think of a

topic/subject/issue in a logical manner and examining the issue in its totality.
This has also promoted interaction with people from different walks of life,
experiences and outlooks thus giving me a broader perspective to the issue of
training in particular and the business environment in general.

7.3 Finally to conclude, I would like to submit that while pursuing this research, I
learnt that it is very important to learn the background/genesis of the
topic/subject/issues first, so as to understand the requirement/problem at hand and
then consider its present status and future prospects so as to arrive at a suggested set
of solutions/recommendations/suggestions so vital to the purpose of such studies.

47
SECTION 8

SECTION 8

48
 BIBLIOGRAPHY

Reference websites.

1. http://www.avielectronic.com/

2. www.wikipedia.com

Reference Books.

1. Research Methodology by C R Kothari.

49
SECTION 9

50
 ANNEXURE I

Copy No ……
Date ….

QUESTIONNAIRE: PARTICIPANTS

1. Introduction. This questionnaire seeks data from respondents(employees

of the company) chosen at random. This data is for the purpose of this study
alone and will not be used for any other purpose and is purely academic in
nature.

2. The questions are as follows:

Q-1 Are you clear about the results expected of you in your job?

a. Yes.

b. No.

c. Can’t say.

Q-2 Are you clear about the overall goals of the company?

a. Yes.

b. No.

c. Can’t say.

Q-3 Are you satisfied with your job assignment?

a. Yes.

b. No.

c. Can’t say.

51
Q-4 Does your job make use of your skills and abilities?

a. Yes.

b. No.

c. Can’t say.

Q-5 Do you get a sense of accomplishment from your work?

a. Yes.

b. No.

c. Can’t say.

Q-6 Would you like to continue in your current area of work?

a. Yes.

b. No.

c. Can’t say.

Q-7 Does your job, through variety and challenge, provide opportunities for
learning and growth?

a. Yes.

b. No.

c. Can’t say.

Q-8 Is the environment of your workplace safe clean, healthy and hygienic?

a. Yes.

b. No.

c. Can’t say.

52
Q-9 Does your job leave you with sufficient time for your personal/family and
social life?

a. Yes.

b. No.

c. Can’t say.

Q-10 Are your superiors fair and equitable in their dealings with people?

a. Yes.

b. No.

c. Can’t say.

Q-11 Have your performance appraisals been fair?

a. Yes.

b. No.

c. Can’t say.

Q-12 Are there clear criteria for giving rewards?

a. Yes.

b. No.

c. Can’t say.

Q-13 Is credit for work well done given timely?

a. Yes.

b. No.

c. Can’t say.

53
Q-14 How satisfied are you with your total remuneration package considering
your duties and responsibilities?

a. Extremely satisfied.

b. Satisfied.

c. Neutral.

d. Satisfied.

e. Extremely dissatisfied.

Q-15 Roles and responsibilities of people in the workplace are clearly

defined?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-16 Superiors in the company welcome free and frank communication from
employees?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-17 Do your superiors encourage you to think innovatively and challenge

outmoded traditions and practices?

54
a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

55