A

Summer Training Project Report

On

Study of Employee Engagement

IN

CAPIXA TECH PVT. LTD. ,NODIA

SUBMITTED IN PARTIAL FULFILLMENT FOR AWARD OF DEGREE OF

BACHELOR BUSINESS ADMINISTRATION

DOON INSTITUTE OF MANAGEMENT AND RESEARCH

SUBMITTED BY

URVASHI KUMAR
 DECLARATION

Urvashi kumar ( BBA) hereby declare that the project work on the topic “Employee Engagement”
completed at Capixa Tech Pvt. Ltd. , submitted under the guidance and supervision of Mr Vipul Tomar
, Human Resource is my original work carried out by me during the period 1st June, 2021 to 15th July,
2021.

The preparation of my project report is based on my personal findings, interaction with the official
employees and secondary sources.

Date: _______________

Urvashi kumar (BBA)

 ACKNOWLEDGEMENT

I wish to express my gratitude to Capixa Tech Pvt. Ltd. for giving me an opportunity to
be a part of their esteemed organization and enhance my knowledge by granting
permission to do summer training project under their guidance. I would like to present
my vote of thanks to Prof. Akanksha Rawat , Prof. Ashu chanchal , Director, The Doon
Institution Management and Research and Unversity of Srinagar who provided me with
the opportunity of a life time to do Summer Training at Capixa Tech Pvt. Ltd. . I am
deeply indebted to Mr. Vipul Tomar (Manager- Human resource), for their valuable and
enlightened guidance .

In the end, I would like to thank my parents, teachers, all my friends and well wishers
whose blessings and love has made it possible for me to successfully complete my Project.

I also owe special thanks to all the respondents whom I approached with my questionnaire
and who took time off their busy schedules to answer them patiently. Urvashi kumar.
 PREFACE

As a part of course curriculum of Bachelors of Business Administration we were asked to

undergo 45 days summer training in Capixa Tech Pvt. Ltd. , so as to give us exposure to
practical management and to get us familiar with various activities taking place in the
organization. I have put my sincere efforts to accomplish my objectives within the
stipulated time. Despite all limitations, obstructs, hurdles and hindrances, I have worked
to my optimum potential to achieve desired goals.

Being new in the highly competitive world of business, I came across some difficulties to
make my objective a reality. Anyhow with the kind of help and genuine interest and the
guidance of my supervisor I am presenting this hand carved effort. I tried my level best to
conduct a research to gain a thorough knowledge about the project on topic, “Employee
Engagement at Capixa Tech Pvt. Ltd. . .”
S.NO. Title Page No.

Front Page

Declaration

Acknowledgement

Preface

Certificate

1 Execution summary 1

2 Objective of Project 2 -7

3 Company Profile 812

4 Topic – Employee Engagement 13 -27

5 Research methodology 28- 29

6 Research Design 29

7 Sampling plan 30

8 Data collection source 31

9 Limitation of research 31

10 Data Analysis and interpretation 32- 49

11 Finding and suggestion 50 – 52

12 Conclusion 52

13 Bibliography 53- 54

14 Annexure (Questionnaire) 54-58

 EXECUTIVE SUMMARY

The project was started on 1st June 2021, under the guidance of Mr Vipul Tomar ( Human
Resource). My project involves the study of workplace involvement of employees,
employee engagement practices, work-life balance and employee retention.

For this we used the method of personal interviews and questionnaires. At the same time,
we used the employee management system (EMS), handled MIS- Report and planned
various activities and events for the employees as a part of day-to-day work. To complete
my project I circulated questionnaire within three department- Finance& accounts,
operations and Human resource. I received 36 responses with were later analyzed.
OBJECTIVE OF THE PROJECT
Human being is the most important and valuable resource for every organisation or institution has in the form of its
employees. If the employees are happy then automatically it affects their performance. Objectives are:-

Primary Objective :--

· The most important objective of employee engagement is to create a sense of belongingness towards the organisation
which would lead to employee retention.

· To examine the HR functions at Capixa tech this triggers up employee engagement.

· To study the organisation culture of Capixa tech pvt ltd. .

· To study the factors affecting the Employee engagement.

· To give suggestions related to Employee Engagement initiatives by compiling the data collected.

Weekly details :-

I had reported in Capixa Tech Pvt Ltd., Nodia (U.P) on June 1 , 2021 to HR Mr. Vipul Tomar (HR Department).

Week: 1

On the first week, I have done a survey in Capixa Tech Pvt Ltd. . In this day my focus was to understand the working
culture of Capixa tech . I asked many of the employees about their working process ,what kind of problem they are facing
in this organisation ,what is their expectation from the organisation etc.I have done this activity floor wise; throughout the
week. In this way I have interacted with 30 employees. Moreover I have done the announcement in CSD also.

Week: 2

On the second week, I organised a game in Capixa tech . Here the participants have to spell the brand name correctly; if
they could spell 5 out of 10 then they were eligible to get the price. In this way many employees won the price. Moreover
I collected their feedback from them for that game. I regularly maintained the grooming standard of employees. On the
occasion of World food safety Day the employee food to avoid fast food .

Week: 3

On the third week I have checked the files of the current employees and stored all the data which was required. Every day
checklist was maintained by me. This week “Picnic Day ” was celebrated in which, I have organised a lot of picnic with
the help of the HR Head and other managers. The Picnic games , art contest , three – legged race , picnic bowling , music
trivia , competition. The winners got prizes. Then I took the post event feedback and analysed their motivation level. Most
of the response was positive.
Week: 4

In this week I have organised a game named “Identify the offer”. Here the employees will identify the offers which are
running in Capixa tech , if they answered 7 out of 10 correctly then they will were eligible to receive prizes. Here many
employees got prizes. Moreover I maintained the employee’s confirmation detail in “Sparsh and Purnata software”. I
maintained the checklist in a regular basis.

Week: 5

In this week I took the interview of the new staff of Capixa tech . Moreover I filled up the employee joining form, ESIC
form, and their data like CV, mark sheets, photo, certificates, blood group report, identity proof, residential proof, and
parent’s date of birth, which is necessary part of recruitment process, for the employee.

Week: 6

In the 6th week, I took the interview of the temporary staff for the purpose of sale in store. Then I receive all the data of
those employees like their CV, identity proof, and photo for the verification purpose.

Week: 7

In this week I collected the questionnaire from the seller as well as from the managers. I took their feed back in the form
of questionnaire. Moreover I regularly checked that the temporary staffs are present or not.

Methodology of the Study:--

Research Methodology:

Research Type Descriptive Research

Data source Primary and secondary data

Research instrument Questionnaire, personal interview

Type of questionnaire close ended questions

Sampling unit Employees of Capixa tech , BBSR

Sampling method Stratified sampling

Contact method Personal interview

Location of survey Capixa tech Pvt Ltd.

Problem identification-

In this step the objectives of the management behind the project are ascertained.

1. Descriptive Research:
After identification of the problem, data is collected both from primary and secondary data source.

2. Research Designing:
In this step, the framework for the methods and procedures for collecting and analysing the needed
information’s are specified and types of questions need to be answered; scales for data measurement, sample
type, methods for collecting and analyzing the data etc are specified accurately.

3. Questionnaire preparation:
Questionnaire is prepared by taking the help of the close ended questions.

4. Sampling planning:
In this step, target population for data collection, sample size etc is determined.

5. Scaling:
For the purpose of getting accurate information I have used five point lickert scales.

6. Data Analysis:
In this step, after the data has been collected, the data are analysed using Microsoft Office.

7. Report preparation:
This is the final step of the research. In this step, the description of the whole research work is written, and
several observations, recommendations and conclusions are represented in a specific manner.

8. Software Used For Data Analysis:

Ms Word is used to process and analyse data of research work.

Limitation of the Study:-

1] Time Span: - Employee Engagement is a very vast process in any organisation. A time span of 45 days to
understand a process is difficult.

2] Many employees are not interested to attend this kind of programme in a regular basis.
Sampling Size:-

In pantaloons I have taken 40 employees as my sample size. Among 40 employees 30 are the Team member,
team leader and 10 are the managers including HR also.

Sampling Type:-

I used stratified sampling to conduct my research. Types of data collection which I used in my project are:

1] Primary Data
2] Secondary Data

Data CollectionMethod :-

I have used the method of questionnaire and personal interview method. Here in questionnaire I collected the
feedback of the employees where questions are in close ended form. Moreover I also took the personal
interview of the employees where they said the advantage and disadvantage of employee engagement process.

Events Organised By Me:-

In order to encourage, motivate and retain the employees I have organised many events in Capixa Tech . Where
many employees participated in those games to make themselves happier. The games are:-

Spell bee Competition :-

In this game I asked the spelling of some brands available in Capixa Tech . Who can say 5 right answers out of
10 spellings then he/she will win the prize. In this way many participants got Prizes.

Picnic :- picnic is a very festival in world, so in order to make all the employees happy, I with the help of HR
mam organised various event for the employees on this Picnic time. The events are like: games , art contest ,
three – legged race , picnic bowling , music trivia , Competition:-

THREE –LEGGED RACE –

LUNCH TIME -

ENJOY TIME-

MUSIC- GAME -
COMPANY PROFILE
HISTORY

Established in the year 2014, Capixa Tech

Pvt Ltd in Noida Sector 122, Noida, Delhi is
a top player in the category Internet Website
Developers in the Noida, Delhi. Capixa
Tech Private Limited is a Non-govt
company, incorporated on 14 Mar, 2014.
This well-known establishment acts as a
one-stop destination servicing customers
both local and from other parts of Noida,
Delhi. Over the course of its journey, this
business has established a firm foothold in
it’s industry. The belief that customer satisfaction is as important as their products and services, have helped
this establishment garner a vast base of customers, which continues to grow by the day. 

It's a private unlisted company and is classified as'company limited by shares’. Company’s authorized capital
stands at Rs 1.0 lakhs and has 100.0% paid-up capital which is Rs 1.0 lakhs.Capixa Tech Private Limited is
majorly in Business Services business from last 7 years and currently, company operations are active. Current
board members & directors are HIMANSHU, SHUBHAM SINGH PRATAP and VIPUL KUMAR.

Company is registered in Kanpur (Uttar Pradesh) Registrar Office. Capixa Tech Private Limited registered
address is B-5, Sector - 64, Noida Gautam Buddha Nagar UP 201301 IN.

Website is a wide window showcasing the quality products of a company through its key elements viz. Lay out,
graphics, font & content etc. With which a couple. explores a market for its products.

A perfect web designing presents visual appearance of the coy. ‘s impeccable impression of its
products/services with user friendly approach, compatible to all browsers & interactive to all types of screens e.
g. Mobile, Laptop Or Desktops.Capixa Tech is the best Noida serving in providing a key role in approaching all
concerned valued customers taking ones business to max. heights through our expertise in technical know how
in meeting your goals for super achievements in promoting marketing & establishing business.With our team of
expert designers we  are providing excellent web designing for promotion of your business.

About:
Capixatech is a software services firm with a pool of certified information technology professionals committed
to provide robust solutions in IT field.
Capixa Tech Pvt. Ltd. provides a full suite of custom web and mobile development services, along with a
consultative approach, for a best possible result. Mobile application development is the process by which
application software is developed for low-power handheld devices, such as personal digital assistants, enterprise
digital assistants or mobile phones. These applications can be pre-installed on phones during manufacturing,
downloaded by customers from various mobile software distribution platforms, or delivered as web applications
using server-side or client-side processing (e.g. JavaScript) to provide an "application-like" experience within a
Web browser. Application software developers also have to consider a lengthy array of screen sizes, hardware
specifications and configurations because of intense competition in mobile software and changes within each of
the platforms.
Description:

Capixatech is a software services firm with a pool of certified information technology professionals committed
to provide robust solutions in areas like IT project management, development, customization and maintenance
of secure and rich web applications
across a variety of technologies for a
broad range of clientele worldwide.

Our sincere efforts to exceed our

clients expectations has helped us
grow and emerge as an Offshore IT
Services Provider in India. We
follow globally accepted software
development principles,
methodologies and processes to
develop robust, scaleable and
flexible solutions. We have been able
to provide innovative offshore
solutions to our clients using our resource base of experienced IT Professionals and enhancing our technical
abilities from time-to-time. We help you leverage the power of the internet to reach new markets for your
business. Our approach is relationship-oriented and customer centric. We believe in delivering cutting-edge
solutions to our clients to ensure we exceed their expectations and simplify the way they do business. We see
our success in their future.

Mission:
To consistently create value for our stakeholders, by providing solutions which enable our customers to achieve
excellence and sustainable competitive edge. Capixatech strives to provide service to its customers with
emphasis on continuous improvement, pro-active approach, courtesy, timely response, and accuracy, with a
goal of achieving total customer satisfaction.

Awards:

Microsoft Business Solutions

MIT- in pursuit of excellence

Founded:

Shubham Pratap Singh, Vipul Tomar, Himanshu Solanki

Product:

Web Development & desining , Mobile application , SEO & SMO, Training and Internship under PHP , JAVA ,
.Net , Android and other technical courses.

Client :-

Rohit Sharma
CEO, Crosoft India Pvt. Ltd
Putting together a website is a task, finding the right individual or company is even more complex. I did my
search around looking for this particular company that has the ability to create, design and optimized my web
site. Thanks God I meet Gus at Capixa Tech, not only they have great taste in design .

Shelly singh
Owner, Ridhima parlor
Excellent, working with web designer express was great.  Thanks to their knowledge and determination our
website looks great and functions really good.  

Saurabh Trivedi
CEO, TFPL India PVT. LTD.
Web Designer Express did a great job of not only creating our website how we wanted it to be, but also gave us
great insight on what they believed will help boost sales. Their proven experience and excellence is the reason
why our company would recommend Web Designer Express to anyone who is looking to create a customized
website. 
Our Services :
Perpetuating develops mobile apps for the consumer, professional, and educational markets. Our focus is on
building engaging mobile apps and web services that meet business needs and transform business processes.
Perpetuating collaborates with our clients to build mobile and web apps that often must scale for thousands or
even millions of users, distribute proprietary content, handle complex business rules, and integrate with other
business systems.
We use agile development methods, hire top performers, conduct rigorous testing, and can incorporate a
blended on-shore/off-shore model to provide value-driven, 24/7 service.
We have mobile app development experience across a broad spectrum of platforms, devices, and development
languages—including JQuery, Ext JS, GWT, Flash/Flex, Silverlight, and numerous template engines.
Our mobile app development services include:Information architecture
Wireframes
Prototype development
User interface development
Mobile software programming
Content preparation and loading
Usability testing
Release management
Quality assurance
App launch
Topic: - Employee Engagement
INTRODUCTION:-

Employee Engagement refers to the emotional attachment an

employee has with the organization. An employee is said to be
highly engaged, if he is fully absorbed or encouraged to
perform his task beyond what typically is expected in his job
role.

An organization is a collection of individuals who come

together and work towards the realization of a common
objective. Larger the number of people working together, larger is the size of the organization and vice-versa.
However, for an organization to flourish, it is important for the employees to operate at their full potential,
which unfortunately is not the case in most of the organizations.

Employee engagement is not an exact science. At the core of employee engagement are some values. These
values determine the why, how and what of that company. Not all employees in an organization utilize their full
potential. There may be many reasons responsible for the same. They may not associate with the goal of the
company, they may have problem with their team, the boss or the subordinate or it may be a general problem of
attitude.

An organization is a collection of a large number of individuals striving towards the accomplishment of a

common objective. Ideally, every employee must work to their full potential to further the organization’s
reputation and interests, but however this is not the case in most of the companies.

Based on the level of commitment, the employees can be classified into the following three categories –
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1] Actively Disengaged Employees :

This is the first category of employees, who are unhappy and resentful and spreads unhappiness in the
organization. Such employees are bad for the organization since they are always provoking and convincing the
other employees to leave their jobs and move out of the organization. However, these employees last longer in
the firm and remove the prospective employees whom they perceive will attain higher position or move to the
next job level in the near future. They do so, to get ahead in their jobs by removing the potential candidates.

2] Engaged Employees :

The engaged employees are those who work with full passion and are emotionally attached to the organization.
They are innovative and provide new ideas to move the organization forward. Such employees are optimistic
and spread positivity among the co-workers. They personalize the goals and objectives and always work for the
betterment of the organization.
3] Not Engaged Employees :

This is the category in which majority of the employees in the organization fall. These are the ones who seek
directions from their superior and do only that work which has been asked for. Such employees do put in their
time, but not passion and energy into their work. They like to receive only one instruction at a time and lacks
innovativeness. These employees can hold either a negative or positive attitude towards the organization. Thus,
an employee can fall into either of these categories depending on his emotional attachment to the firm. The
emotional attachment refers to the strong emotional bond employee shares with the organization.

How can leaders engage employees’ heads, hearts, and hands? The literature offers several avenues for action;
we summarize these as the nine C’s of employee engagement.
Connect − In a company, every employee should be valued and these values come with a good relationship that
is possible through good connections.

1] Carrer − Every employee looks for career growth. It is possible only when the employees are given an
opportunity to perform challenging tasks in their respective domains.

2] Clarity − The mission and vision of the company should be clear to every employee so that they can plan
their goals with respect to their career growth

.
3] Convey − In any company, communication should be maintained transparent to avoid any
misunderstanding. Conveying information in a clear manner is an extremely important function.

4] Congratulate − Every employee should be congratulated and appreciated, when they produce
extraordinary work output. It keeps them motivated.

5] Contribute − Being a leader, it is mandatory for any manager to support and contribute their subordinates
in achieving their goals.

6] Control − Being in control helps in performing a task in a balanced way and produce successful output.
Hence, a leader should always encourage his employees to be in control while taking any official decision.
7] Collaborate − Trust is an important binding factor that helps in collaborating all the employees together
for achieving the goals for themselves and for the organization.

8] Credibility − In any organization, every employee should be ethical and honest, where the leader is
credible for the employees.

9] Confidence − Confidence among employees is very important for the betterment of the organization. So, it
is the primary role of a leader to instill confidence among the employees.

There are two primary factors that drive employee engagement. These factors are based
on statistical analysis and widely supported by industry research:-

1] Engagement with the Organization

2] Engagement with "My Manager"

1] Engagement with the Organization :

This factor measures how engaged employees are with the organization as a whole, and by extension, how they
feel about senior management. This factor has to do with confidence in organizational leadership as well as
trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of
work.

2] Engagement with "My Manager"

This factor is a more specific measure of how employees feel about their direct supervisors. Topics include
feeling valued, being treated fairly, receiving feedback and direction, and generally, having a strong working
relationship between employee and manager based on mutual respect.
Proactive Insights Hierarchy of needs applied to Employee Engagement :-

Abraham Maslow was an American psychologist who created the Hierarchy of Needs, a theory which argued
that psychological health was dependent on the fulfilling of needs in order of priority. This theory put forward
the idea that humans must have their basic needs met in order to pursue their own personal growth and
development. The needs in Maslow’s theory are, in order:

Survival – These are biological needs such as food, water, shelter, sleep.
Safety – This need requires stability, security, order, law, and protection from elements.
Belonging – This is a need for friendship, love, affection, and intimacy
Importance – The need to achieve and master things, independence, and self-respect
Self-Actualization – This is the need that requires people to fulfill their potential and what they believe they’re
capable of.

These needs are the basis for human survival and growth. But look closer at them. They play a large part in
employee engagement levels and how your employees are engaged and motivated within your company. Let’s
break it down and see how this works:
Survival– We know this is a basic need. This includes the need to have a job, a salary that pays the bills, and a
sense of financial independence.
Safety– When we have jobs, we need to know that they are  With the way the job market is nowadays, it’s hard
for many to move past this second most basic need. It also causes individuals to need structure in the workplace,
with a chain of command and a process for their duties so they feel confident that they’re doing their job
correctly.
Belonging– People need to feel like they’re part of a team, that they are a part of something bigger. As
employees, humans need to know their individual contributions are valued by the company. If your
organizational is setup around team principles, then this sense of belonging and “camaraderie” should come
almost naturally.
Importance– This need dovetails into the “belonging” need in the sense that individuals need to feel like
they’re important to a team, projects, and the overall organization. This need is most prevalent inside of larger
companies where the need to engage employees on a personal level becomes harder and harder for higher level
management.
Self-Actualization– Most employees have some level of ambition and want to achieve more than where they’re
currently positioned. Giving them opportunities for growth, learning, leadership and advancement gives them
all of the tools they need to begin to self-actualize within your company’s walls. When they reach this point,
and are taking full advantage of the tools made available to them, they inspire others along the way and create a
ripple effect of employee engagement.

These needs are critical for the fulfillment of a satisfying professional life and career, so how can you provide
this type of environment for your employees?
1. Pay your employees a livable wage.
2. Don’t make them feel as if their job is on the line all the time.
3. Have a strong organizational structure that promotes teamwork and inclusion.
4. Make them feel important.

This is where things like employee recognition come into play so strongly. When your employees perform
well, let them know it. Recognize them publicly for their accomplishments and reward them for what they’ve
done. The public recognition lets the employee know their performance is important and that it matters.
Incentive programs also work well here because they give employees tangible rewards for their performance.
When someone receives a reward, they emotionally connect that reward to their jobs and feel important and
accomplished because of it.
5. Self- actualization is realized because when employees feel important and recognized, they feel like they can
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take on more ownership of their role, and more of a leadership role within their company. This kind of
employee is incredibly beneficial to the health of employee engagement because their enthusiasm and attitude
actually inspire others to want to perform on their level.

Employee Engagement Process :

Employee engagement process includes the job distribution, training and development programs and appraisal
process. The Job distribution process starts after the onboarding process, ones the joining formalities are done,
the job role and its responsibility is handed over to the employee. The training and development is related to the
job role the candidate is performing. Training and development is provided to develop the skills and techniques
of the employee, so that he may perform well, which will benefit the organization.

This process also develops and motivates the employees. And at last the appraisal process, which is most
important as it is the rewarding process to enhance the moral and spirit of employee to perform well.

i. Prepare and Design: The first step in the process is about discovering the specific requirements of your
organisation and deciding the priorities. After that a customized design of carrying the whole process can be
designed. It is recommended to seek advice of expert management consultant in order to increase the chances of
getting it done right at the first attempt.
ii. Employee Engagement Survey: Design the questions of the employee engagement survey and
deploy it with the help of an appropriate media. It can be either in printed form or set online depending upon the
comfort level of the employees and your questionnaire evaluation process.

iii. Result Analysis: It is the most important step in the entire process. It is time when reports are to be
analyzed to find out what exactly motivates employees to perform their best and what actually disengages them
and finally compels them to leave the organisation. The results and information can then be delivered through
presentations.

iv. Action Planning: ‘How to turn the results of the survey in to an action’ is a challenging question that
organisations need to deal with the utmost care. Coaching of line managers as well as HR professionals is very
important in order to tell them how to take appropriate actions to engage employees. They should also be told
about dos and don’ts so that they can successfully implement the changes.

v. Action Follow-up: Action follow up is necessary in order to find out if the action has been taken in the
right direction or not and if it is producing the desired results.

Benefits of Employee Engagement :-

Cost of Disengaged Workforce :

The findings of the Gallup Study of 2008 show that while the engaged employees believe they can contribute
to company’s growth, the disengaged employee believes otherwise, i.e. his job does not contribute to the
organization. This belief of the disengaged employee creates a negative spiral that affects his work, co-workers,
customers, productivity, and eventually both happiness of employee and company performance. Some effects
are illustrated below:

1] Effect on Work - The disengaged employee tries to evade work, struggles to meet deadlines and is
reluctant to accept additional responsibility.

2] Effect on Co-Workers - The negativity of a disengaged employee, demonstrated either through raves
and rants or complete withdrawal from participation, affects the team morale. After all who has not heard of the
proverb - one bad apple can spoil the whole bunch.

3] Effect on Customers - Every employee, whether an organization likes it or not, becomes its
ambassador. And a disengaged employee either by actively de-selling the organization, or by complete apathy
towards their work, product, process, organization help create disengaged customers.
4] Effects on Productivity - Disengaged employees seldom push themselves to meet organizational goals
let alone contribute to innovative practices at workplace. Since, they do not believe that their work contributes
to the organization; they evade completing tasks thereby affecting team productivity.

5] Effect on Company Performance - In the corporate world, time is money and organizations must
innovate to stay relevant. A disengaged workforce by virtue of delayed completion of tasks and inability to
improvise and innovate cost the company dollars which ultimately affects bottom line. This has been validated
by a Gallup Study whose research showed that costs of disengaged workforce in the United States was upwards
of $300bn annually.

6] Effect on Personal Life of Employee - A disengaged employee is seldom able to shake off the
lethargy and perform in the current organization or land a job of preference. This leads to pent up frustration
which may ultimately affect his personal and family life.

Benefits of an Engaged Workforce:

An engaged workforce form an emotional connect with the organization that helps them.

1] Go the Extra Mile to Achieve Individual and Company Success

2] Innovate at Workplace
3]Attract customers and employees
4] Become Evangelists of the company, its product and processes
5] Infuse energy and positivity at workplace.

Elements of Employee Engagement:-

Four things are important when we talk about employee engagement; commitment, motivation, loyalty and
trust. Their level determines the quality of engagement of an employee.
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1] Commitment : Commitment means the degree to which individuals associate themselves with the job, the
responsibilities and the organisational objectives. Engaged employees are those who are fascinated by their
work and committed to face every challenge to attain their goals. They are dependable and highly productive
and therefore, are accountable for what they do.

2] Motivation : Up till recently it was believed that the biggest motivation is achievement. The reverse is
also true, which means achievement results in more motivation. If employees put in their 100 percent efforts to
take their organisation to the next level, this attained status motivates them more than anything. Proper rewards
and recognitions can further motivate them to achieve more and more for their organisation. Motivation and
achievement go hand in hand and act as the burning fuels for the success of any organisation.

3] Loyalty : Employees who are actively engaged in their work show more loyalty towards the organisation.
The best part is that they need less focus and attention of managers to perform their task as they themselves feel
accountable for their job responsibilities and results attained. However, it doesn’t take much time for actively
engaged employees to turn into disengaged employees if the organisation doesn’t have a well established
reward system. Recognition is a basic necessity of individuals to remain steered up towards their job.

4] Trust : High levels of employee engagement can be fostered only when trust prevails in the organisation
from both the sides. As they share strong emotional bond with the organisation, the latter should also show trust
in their abilities. Employees must be given autonomy to perform their tasks their way. They should not be
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restricted to a specific rules and regulations and therefore, should be motivated to experiment to perform their
task in a different and innovative manner.

All these elements play a vital role in determining the fate of an organisation. Besides this, two-way
communication to discuss challenges, potential consequences, vision and values and organization’s future
should be established. In fact, communication is the backbone of any organisation without which it can’t
survive for long. Having an open conversation with employees can solve the problems that they are facing in
executing their job. Apart from this, organizational culture, a well established and duly followed reward system
including compensation, benefits, and recognition and personal growth and satisfaction of employees are also
important factors in improving the levels of employee engagement.

Employee Engagement Strategies :

Empowering employees by delegating them responsibilities and giving them autonomy to take decisions
regarding their job on their own can also increase their productivity. It is worth going beyond the traditional
management tools of connectivity to help employees remain motivated and dedicated to perform their tasks. To
achieve this, the organisations can design effective employee engagement strategies on the basis of the model
explained below:-
1] Unify the Experiences: Conduct an employee engagement survey in order to find the factors
responsible for engaging and disengaging employees. Unify the common experiences and problems and design
employee engagement strategies accordingly. Sharing of feedback in written is one way of communicating the
experiences and problems.

2] Evolving Through Open Communication: Open communication or face to face communication in

the form of discussions can really help in bringing the various issues and identifying the main problems in the
organisation. It is very essential to establish a proper communication where everyone can put their views and
suggest a solution too. Most of the top organisations ask for suggestions and new ideas from their employees
and then offer rewards on giving the best proposal.

3] Providing Proper Communication Channels: Some employees are comfortable with open face-to-
face communication styles whereas there are some who want to give feedbacks and suggestions in written.
Discovering the best channel of communication and establishing a proper route to share feedbacks and views
plays a vital role.

4] Enabling Conversation Fluidity : Whichever way of communication you choose, ensure that it has
required fluidity. There should not be any hindrance in the established method of communication. Not being
able to provide feedback or share problems and experiences can lead to frustration and distress among
employees. Therefore, ensure that there are no barriers to communication. This can also result in disengaging
the engaged employees.

5] Manage Communication : Managing communication is the last but the most important step in the
entire process. Managers should keep a check on the entire process in order to ensure that it is not adversely
affecting the health of the organisation. They must make sure that it serves the desired purpose and is not being
used negatively.

Drivers of Employee Engagement :-

1] Work/Job Role - Employees must see a link between their role and the larger organization goal.
Understanding this linkage provides an intrinsic motivation and increased engagement. Most employees will
come to work on time without possessing a sense of belonging and will try and complete assigned tasks even
without possessing that sense achievement on completion of task. However, an employee that sees a clear
linkage on how his/her role contributes to the organization will go the extra mile and help create organization
wealth.
2] Work Environment/Organization Culture - The bond between an employee and the organization
is cemented when the employee identifies with the culture of the organization. An employee is engaged and
motivated to stretch beyond the call of duty if he/she finds the work environment enabling and supportive.

3] Rewards and Recognition - The bottom line is that people work to earn which helps fulfil ambitions.
Equitable pay coupled with rewards and recognition programs enhances motivation and leads to commitment
and engagement.

4] Learning and Training Oppurtunities - As Lawyer (2006) put it - “People Enjoy Learning.” This
is especially true in the case of today’s millennial workforce that constantly looks at enhancing knowledge and
skill. Skill and Knowledge enhancement is not just important for the employees but providing a learning culture
is essential for organizations to remain relevant in the constantly changing business landscape.

5] Performance Management - An effective performance management system contributes positively to

employee engagement. Goal setting lies at the root of any performance management system. Clearly articulated
goals, a fair and just means to judge performance and timely, rational feedback are critical elements in creating
a bond between the employee and his/her organization.

6] Leadership - It is a well recorded fact that most resignations happen because the employee is not satisfied
with his/her ‘boss.’ An organization that spends time and effort in grooming leaders who are aligned to its
goals, culture and people invests well. New age industries have a young and dynamic workforce that looks for
autonomy in decision making, increased responsibility and accountabilities.

7] Other Factors - Clear and open communication, quality of interaction with peers, collaboration,
organization policy, organization performance are all contributing factors to employee engagement.

Ques - How Does Employee Engagement affect Financial Performance of a Company ?

Ans - Experts say that the engagement, involvement and satisfaction of the employees should be the biggest
concern of the organisations. When they are actively engaged, it can directly affect the productivity and
financial standing of the company. While it may not directly add to your profits but it certainly helps in several
indirect ways. There are numerous indicators that show that employee engagement has a strong impact on the
financial performance of a company. However, the direct results are still debatable. There have been umpteen
numbers of studies showing the link between employee engagement and financial profitability of an
organisation but none of them produces sufficient evidences to establish it as a hard core fact. factors related to
employee engagement that indirectly contribute to the profitability of an organisation :
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Indicators of Improved Financial Performance :-

1] Increased Productivity :

When employees like to do what they are assigned, they are completely involved in their job to perform their
best and bring desired results.

2] Lower Employee Turnover :

When employees are engaged in their jobs and are fully satisfied with their career as well as their organisation,
they grow with it. There can be two main reasons why they look for alternatives. One, they are not interested in
doing what is assigned to them and two, they are not happy with the organisation.

3] Improved Customer Satisfaction :

When employees love their job, they will make every effort and go extra mile to offer complete assistance to the
customers.

Besides this, there are many other factors that go into the productivity and profitability of an organisation. But
like the above mentioned, they lack evidence for establishing a cause and effect or direct relationship between
employee engagement and company’s financial performance. Besides this, there are numerous other factors
apart from employee engagement level that have a strong impact on the financial status of a company. This is
not the only one but is one of the most  important ones.
RESEARCH METHODOLOGY
OBJECTIVES

The objectives of the study are as follows:

1] To analyze the workplace involvement of employees at Capixa Tech Pvt. Ltd.

2] To analyze the employee engagement practices in Capixa Tech Pvt. Ltd.

3] To analyze the work-life balance of employees at Capixa Tech Pvt. Ltd.

4] To analyze employee retention at Capixa Tech Pvt. Ltd.

RESEARCH DESIGN

Meaning

It is a logical and systematic plan for directing a research study, the methodology and techniques to be adopted
for achieving the objectives.

Nature Of ResearchDesign

“A research design is indispensable for a research product. Unlike the building plan, which is precise and
specific, research is designed for a tentative plan with a series of guide posts to keep one going on its right
direction.”

Besides a research study can’t extensive and intensive, as the researchers may like it to be it has to be geared to
the availability of date and the cooperation of the informants thus a research design represents a compromise
dictated by many practical considerations.

Research Design refers to "framework or plan for a study that guides the collection and
analysis of data". A typical research design of a company basically tries to resolve the
following issues:

· Determining Data Collection Design

· Determining Data Methods
· Determining Data Sources
· Determining Primary Data Collection Methods
· Developing Questionnaires
· Determining Sampling Plan
SAMPLING PLAN :-

Type of sampling

The sample has been constructed using simple random sampling. 3 departments – HR , Finance & accounts
and operations are selected and 12 employees from each department have been selected .

14

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Finance and Accounts HR Operations

1] Sample Size - 36 employees

2] Sample Area - D -44 , Sector-122 , Nodia-201 307 (U.P.) Company Area , Capixa Tech Pvt. Ltd.

3] Duration - 8 weeks

4] Scale

- 5 point scale where ,

1-Stongly Disagree
2- Disagree
3-Neutral
4-Agree
5- Strongly agree
DATA COLLECTION

Data Sources:

1] Primary Data : through Questionnaire: Structured questionnaire was administered to the sample
respondents. A primary source is anything that gives you direct evidence about the people, events, or phenomena that
you are researching. Primary sources will usually be the main objects of your analysis.

If you are researching the past, you cannot directly access it yourself, so you need primary sources that were
produced at the time by participants or witnesses (e.g. letters, photographs, newspapers).

If you are researching something current, your primary sources can either be qualitative or quantitative data that
you collect yourself (e.g. through interviews, surveys, experiments) or sources produced by people directly
involved in the topic (e.g. official documents or media texts)

2] Personal Interaction

3] Secondary Data: It was collected with the help of brochure, few journals and internet. Reference was also

made to the website of the company. A secondary source is anything that describes, interprets, evaluates, or

analyzes information from primary sources. Common examples include:

1] Books, articles and documentaries that synthesize information on a topic
2] Synopses and descriptions of artistic works
3] Encyclopedias and textbooks that summarize information and ideas
4] Reviews and essays that evaluate or interpret something
When you cite a secondary source, it’s usually not to analyze it directly. Instead, you’ll probably test its
arguments against new evidence or use its ideas to help formulate your own.

PURPOSE

The purpose of this study was to study employee engagement at Capixa Tech Pvt. Ltd.

LIMITATIONS

The limitations of the

project is as follows –

1] The study was conducted in 3 departments only, so the limited area of the study may affect the conclusions
2]Some of the respondents could not give their proper response due to lack of time which may affect the
reliability and relevance of the study

3] It might also be so that some respondents were not motivated enough to respond properly although full
attempt was made to keep it as unbiased as possible.

4] The duration of the project was short, so the scope of more in-depth evaluation was not possible.

5] Some of the respondents didn’t give exact answers related to some questions.

6] Some respondents hesitated to give responses with the fear that management may react differently resulting
in unwanted /unexpected actions.
ANALYSIS AND INTERPRETATION
PROFILE OF RESPONDENTS :-

1. Age

18-25 years
26-30 years
31-35 years
36-40 years
40-50 years
51 and above

2.8%

2.8%

16.7%

22.2%

38.9%

16.7%

Interpretation

After looking at this chart, it can be said that the respondents of age group 26-30 years occupies the major part
in the organization i.e. 38.9% followed by the age group of 31-35 years.
2. Gender

Female
Male
Prefer not to say

30.6%

69.4%

Interpretation

The ratio of male: female respondents are 7:3. The number of male respondents is greater in comparison to
female employees.

3. Marital status

Married
Unmarried
Seperated

61.1%
 38.9%

Interpretation

Most of the respondents working at Capixa Tech Pvt. Ltd. are married because most of them fall in the age of
25-35 which is a common age to get married and start families.

4. Educational qualification

10+2
Graduate
Post Graduate
ICWA
E-MBA (FINANCE)
ICWA, CS, B.COM
B.E
CA

5.6%

52.8%

27.8%

2.8%

2.8%

2.8%

2.8%

2.8%

Interpretation
Almost 50% of the respondents working at Capixa Tech Pvt. Ltd. are graduate, 28% of the respondents are
post graduate which states that 80% of the respondents are graduate or above.

5. Experience [Capixa Tech Pvt. Ltd. ]

Fresher
1-5 years
6-10 years
11-15 years
15-20 years
above 20years

16.7%

69.4%

13.9%

Interpretation

Approximately 70% of the respondents working at Capixa Tech Pvt. Ltd. had an experience of more than 1
year and less than 5 years at this organization while only 14% of the respondents had an experience more than
6 years.

QUESTIONAIRE ANALYSIS

A. TO ANALYZE THE WORKPLACE INVOLVEMENT OF EMPLOYEES AT

Capixa Tech Pvt. Ltd.

1] I know what is expected of me at work.

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10

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1 stronly disagree 2 3 4 5 stronly agree

Interpretation

Maximum number of respondent agreed / strongly agreed approx. 90% that they are aware of what they are
expected to do at work.

2] I have the material and equipment I need to do my work right.

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15

10

0
1 strongly disagree 2 3 4 5 strongly agree

Interpretation

Maximum number of the respondents agreed [90%] that they have availability of material and equipments they
need at workplace to do their work right.

3] I feel company treats all its employees equally

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18

16

14

12

10

0
1 strongly Disagree 2 3 4 5 strongly agree

Interpretation

The 50% respondents strongly agree and 25% agree to the fact that they are treated equal in the organization.

4] I have opportunities at work to learn and grow

18

16

14

12

10

0
1 strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

Almost 50% responders strongly agree that they have opportunities at work to learn and grow, approx 80%
responders agreed to this statement, rest 13% were neutral about it and 2.8% disagreed to this.

5] I feel that my managers are helpful

 30

25

20

15

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

90% respondents responded that they feel that there mangers are helpful to them while remaining 10%
disagreed or where neutral to this question.

6] At work, my opinions seemto count

25

20

15

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

From the graph it can be stated that 90% of the respondents agreed to the statement that their opinion seems to
count in the organization while the remaining 10% were either neutral or disagreed to this.
 ANALYSIS

QUESTIONS MEAN STANDARD

DEVIATION

1 I know what is expected of me at work 4.529411765 0.614732961

2 I have the materials and equipment I need to do 4.588235294 0.656789577

my work right

3 I feel company treats all its employees equally 4.294117647 0.835914008

4 I have opportunities at work to learn and grow 4.382352941 0.696950321

5 I feel that my managers are helpful 4.647058824 4.647058824

6 At work, my opinions seem to count 4.294117647 0.675520529

B. TO ANALYZE THE EMPLOYEE ENGAGEMENT PRACTISES AT CAPIXA

TECH PVT. LTD.

1. Organization conducts engagement activities timely to keep me engaged

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10

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1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

From the graph it can be stated that 95% of the respondents said that their organization conducts timely
activities to keep them engaged whereas the remaining 5% were neutral to this.

2. Engagement activities help me relieve my stress

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

85% of the respondents said that engagement activities help them relieve stress while 10 % were neutral to this
question while the remaining 5% disagreed to this statement.

3. Engagement activities (contest, events, picnics etc.) makes me look forward to work
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12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

90% of the respondents said that engagement activities make them look forward to work while the remaining
10% strongly contradicted to this.

4. Recreational facilities provided by the company are better than other organizations known to me.

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

72% of the respondents said that Recreational facilities provided by the company are better than other
organizations known to them while 20% were neutral to it and remaining 8% disagreed and believed that that
Recreational facilities provided by the other companies are better.
5. I want my organization to conduct engagement activities more frequently

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18

16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

87% responders said that they want organization to conduct engagement activities more frequently while the
remaining 13% were neutral to this question and were satisfied with the present numbers of activities held.

ANALYSIS

QUESTIONS MEAN STANDARD

DEVIATION

1 Organization conducts engagement activities 4.387096774 0.55129082

timely to keep me engaged

2 Engagement activities help me relieve my stress 4.235294118 0.8896313

3 Engagement activities (contest, events, picnics 4.352941176 0.645842318

etc.) makes me look forward to work

4 Recreational facilities provided by the company 4 0.778498944

are better than other organizations known to me

5 I want my organization to conduct engagement 4.264705882 0.618346942

activities more frequently
C. TO ANALYZE THE WORK-LIFE BALANCE OF EMPLOYEES AT CAPIXA TECH PVT. LTD.

1. I achieve the correct balance between my home and work lives

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

63% responders said that they are able to achieve correct work-life balance while 30% were neutral to it or
were not sure if they are able to balance or not . 8.3% responders disagreed to this statement that they are able to
achieve work-life balance.

2. After working hours I get enough time for my family

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

55% responders said that they get enough time for their families after working hours , 33% responders were
neutral to this question and remaining 12% disagreed to this statement and said they don’t get enough time
with their families after working hours.

3. Company provides maternity and paternity leaves

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18

16

14

12

10

0
1 Srongly Disagree 2 3 4 5 Strongly Agree

Interpretation

64% responders said that the organization provides maternity and paternity leaves and the remaining 36%
were neutral to this question as they were unaware about these types of leaves provided by the company.

4. I feel work life balance policy in the organization should be customized

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

66% responders said that they want work-life balance policy to be customized while t 30% responders were
neutral to this and change of policy didn’t matter them while 2.8% didn’t want policy to be customized.

5. I feel happy at work

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

85% responders said that they feel happy at work while the remaining 15% were neutral to this question.

ANALYSIS

QUESTIONS MEAN STANDARD

DEVIATION

1 I achieve the correct balance between my home and 3.852941176 0.657467729

work lives

2 After working hours I get enough time for my family 3.647058824 0.812118552

3 Company provides maternity and paternity leaves 3.705882353 0.759960596

4 I feel work life balance policy in the organization 3.794117647 0.769864678

should be customized

5 I feel happy at work 4.294117647 0.578891928

 D. TO ANALYZE EMPLOYEE RETENTION AT CAPIXA TECH PVT. LTD.

1. I see myself working here one year from now

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

77% responders said that they see themselves working in this organization one year from now while 20% were
neutral to this question as they were not sure if they will be working here or not and remaining 2.8%
responders said they don’t see themselves working here one year from.

2. If given the chance I would reapply to my current job

25

20

15

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

From this graph it can be stated that 60% responders said that they will reapply to their current job if they were
given a chance, 30% were neutral and were not sure if they will apply to this job while the remaining 10%
responders said that they won’t reapply to this job if given a chance.
3 . I believe my feedback is taken seriously by leadership team

16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

From the graph it can be said that 77% responders said that their feedback is taken seriously, 20% were neutral
to this while 2.8% responders said that their feedback is not taken seriously by the leadership team.

6. I feel recognized for my achievement and was awarded

25

20

15

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

Looking at the graph it can be stated that 92% responders said that they feel recognized for their achievement
and was awarded by the organization while 8% responders were neutral to this.

7. I would suggest working here to others as well

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16

14

12

10

0
1 Strongly Disagree 2 3 4 5 Strongly Agree

Interpretation

77% responders said that they will suggest others to work at CAPIXA TECH PVT. LTD., 16% responders
were neutral and remaining said they won’t suggest working here to others.

ANALYSIS

QUESTIONS MEAN STANDARD

DEVIATION
1 I see myself working here one year from now 4.323529412 0.726994153

2 If given the chance I would reapply to my current job 3.823529412 0.968303366

3 I believe my feedback is taken seriously by leadership 4.205882353 0.729441952

team
4 I feel recognized for my achievement and was awarded 4.294117647 0.578891928

5 I would suggest working here to others as well 4.235294118 4.212802768

FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS :-

1] Employees at capixa tech pvt. ltd. are aware of what is expected from them at work and have materials and
equipments which they need to do there work right .

2] Employees feel that they have opportunities to learn and grow in this organization .

3] Employees have agreed to this statement that there managers are helpful and treat each employee equally .

4] Employee engagement activities are conducted at capixa tech pvt. Ltd. timely but employees want it to be
conducted more frequently as it helps them relieve stress and look forward to work.

5] A good percentage of employees said they are able to achieve work-life balance and get enough time for
their families after work but still suggested customization of work-life balance policy of the organization so that
they can feel more happy at work.

6] It was seen that employees were not sure about the maternity and paternity leaves provided by the
organization.

7] Employees agreed that there feedback is taken seriously and their opinion seems to count in this
organization.

8] Employees at aerial telecom solution will suggest working here to others as well and will reapply if given a
chance.

9] Employee retention rate is seen to be high as maximum employees see themselves working here one year
from know.

10] Achievement of the employees are recognized and awarded.

Suggestions :-

1] It is seen that though the majority of the employees find the engagement activities interesting and want it to
be organized frequently, the participation level is not up to a certain level it should be according to the number
of employees working in the organization. Hence in order to motivate the employees for active participation,
activities of their interest should be organized on a regular basis.

2] To bridge in the gaps between various departments, communications and interactions should happen in the
form of various informal gatherings on weekends.
3] According to the employees, few other activities like picnics, art and craft, outdoor games, sports events, get
together, birthday parties, music and dance competitions should also be organized from time to time.

4] The coffee sessions that take place in the organization with the leaders should happen on a large scale where
all the employees can form a part of it and get knowledge about the company’s progress and serve more
interactive and informative value.

5] Employees should be encouraged more so that they are engaged and feel coherence of their goals with
organizational goals .

6] Co-ordination in terms of work management between various departments should be worked upon and
maintained.

Conclusion :-

The findings in the project show that there are many significant factors that together keep employee engaged
and result in overall workplace involvement.

More employee engagement activities organized frequently will help employees relive stress.

Work-life balance policy needs to be customized as some stated they don’t get enough time with their families
after working hours .

The satisfaction, motivation and engagement brings in the retention of employees thereby increasing the overall
retention rate .

This study has a huge scope and must be carried on in the entire organization as this will add up to the
performance management of the employees.
CHAPTER - BIBLIOGRAPHY AND REFRENCES
Employee engagement has been described as a multidimensional motivational construct that involves the simultaneous
investment of an individual’s complete and full self into the performance of a role. It has and continues to be an area of
great interest to academics, practitioners, and organizations. Although most of the academic research on employee
engagement has been published in the early 21st century, there have already been several books published on
engagement, special journal issues devoted to engagement, and numerous review articles and meta-analyses. However,
there continues to be concerns about the meaning, definition, and measurement of employee engagement. Regardless
of these concerns, it is now clear that employee engagement is an important predictor of individual and organizational
outcomes and has implications for employee well-being and performance.

Books on Employee Engagement

Several books have been published on employee engagement. Most of these books are edited books by academics for
academics that contain chapters on various areas of engagement research such as its meaning, measurement, drivers
and antecedents, outcomes, and interventions. Albrecht 2010 consists of thirty-four chapters divided into seven
parts. Bakker and Leiter 2010 contains thirteen chapters, and Truss, et al. 2014 has sixteen chapters divided into four
parts. Byrne 2015 consists of four parts and eleven chapters and covers both the science and practice of engagement.
An exception to these books is Mone and London 2010, which is focused on using the performance management
process to drive engagement and is more of a practical guide for managers.

WEBSITES

http://capixatech.co.in/

https://www.facebook.com/shuttlExpressIndia
ANNEXURE – I QUESTIONAIRE A STUDY ON EMPLOYEE ENGAGEMENT DEMOGRAPHIC
DETAILS:

1. AGE

A] 18-25years
B] 26-30years
C] 31-35Years
D] 36-40years
E] 40-50years
F] 51 and above

2. GENDER

A] Male
B] Female
C] Others

3. MARITIALSTATUS

A] Married
B] Unmarried
C] Separated

4. EDUCATIONAL LEVEL

A] 10+2
B] Graduate
C] Post Graduate
[D] Others, specify _________________

5. DESIGNATION

-------------------------------------------------------------------------------------------------------------------

6.  EXPERIENCE (AT AERIAL TELECOM)

A] Fresher
B] 1-5years
C] 6-10years
D] 11-15years
E] 15-20years
F] above 20years

SPECIFIC INFORMATION:

This part have 7 options 1,2, 3, 4,5 where,

1-Stongly Disagree,

2- Disagree,

3-Neutral,

4-Agree,

5-Strongly agree

TO ANALYZE THE WORKPLACE INVOLVEMENT OF EMPLOYEES AT AERIAL TELECOM

1 2 3 4 5

1 I know what is expected of me at work.

2 I have the materials and equipment I need to do my work

right.

3 I feel company treats all its employees equally

4 I have opportunities at work to learn and grow

5 I feel that my managers are helpful

6 At work, my opinions seem to count

TO ANALYZE THE EMPLOYEE ENGAGEMENT PRACTICES IN AERIALTELECOM

1 2 3 4 5

1 Organization conducts engagement activities timely to keep

me engaged

2 Engagement activities help me relieve my stress

3 Engagement activities (contest, events, picnics etc.) makes

me look forward to work

4 Recreational facilities provided by the company are better

than other organizations known to me

5 I want my organization to conduct engagement activities

more frequently

TO ANALYZE THE WORK-LIFE BALANCE OF EMPLOYEES AT AERIAL TELECOM

1 2 3 4 5

1 I achieve the correct balance between my home and work

lives

2 After working hours I get enough time for my family

3 Company provides maternity and paternity leaves

4 I feel work life balance policy in the organization should be

customized

5 I feel happy at work

TO ANALYZE EMPLOYEE RETENTION AT AERIAL TELECOM

1 2 3 4 5

1 I see myself working here one year from now

2 If given the chance I would reapply to my current job

3 I believe my feedback is taken seriously by leadership team

4 I feel recognized for my achievement and was awarded

5 I would suggest working here to others as well