final dopcument (1) (1)

8/3/2019 Final Dopcument (1) (1)

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TRAINING REPORT

ON

TWO MONTHS INDUSTRIAL TRAINING

AT

S.E.L MANUFACTURING CO.LTD.

( Vill : Sekhan Majara near Rahon,S.B.S Nagar,Punjab )

IN

H.R.DAPATEMENT

SUBMITTED IN PARTIAL FULFILLMENT OF THE DEGREE

OF

MASTER OF BUSINESS ADMINISTRATION

IN

HUMAN RESOURCE

Under the Guidance of: Submitted

By:

Mr. SANDEEP SINGH RAJ

KUMAR

Designation:TRAINING OFFICER College Roll

No.:2119

Department:H.R CLASS.:MBA-2

PUNJABI UNIVERSITY REGIONAL CENTRE FOR INFORMATION

TECHNOLOGY AND MANAGEMEN

SAS NAGAR MOHALI PHASE-7

PUNJAB


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ACKNOWLEDGEMENT

This formal piece of acknowledgement may not be sufficient to express my feelings of gratitude

towards the people who helped me successfully completing my training with regard to S.E.L

MANUFACTURING CO. LTD. Firstly I wish to take the opportunity to express my deep

regards to Mr.K.P.N. (SENIOR MANAGER H.R.Deptt)for accepting me as a trainee for the

period from January 6 to June 5 in this prestigious organization.

I take this opportunity to express my sincerest thanks to Mr. HARNEK

SINGH(chief manager H.R. Deptt.) for their valuable guidance.

I am really indebted to the management and working of the S.E.L Manufacturing

Ltd. Who have established a brilliant enterprise at RAHON, which provides chances of training

to number of engg. Students like me and render all their help, assistance and their cooperation to

them and established a great name in 3yrs. of their service. I am grateful to Mr. SANDEEP

SINGH(TRAINING OFFICER H.R.Deptt), for their progressive advice for training place and

for their keen guidance for training.

.

K.P.N.

(SENIOR MANAGER)


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CONTENTS

S.No. Page no.

1 . About the Company... 4

2. Definition..10

3. Importance of employee satisfaction12

4. Factors affecting employee satisfaction13

5. Advantage and disadvantage of employee satisfaction.23

6. Objectives 12

7. Interpretation 28

8. Conclusion ...32

9. Findings37

10. Recommendations ....49

11. Bibliography....51


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OBJECTIVES OF THE STUDY

To find that whether the employees are satisfied or not

To analyse the companys working environment.

To check the Degree of satisfaction of employees.

To find that they are satisfied with their job profile or not.

To find that employees are working with their full capabilities or not.


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About The Company

SEL GROUP, under the mentorship of The Chairman Mr. R.S. Saluja, has nurtured a

dynamic business landscape.

Mr. Neeraj Saluja, Managing Director and Mr. Dhiraj Saluja, Whole Time Director have

carried forward and added to the legacy of The Chairman, with their formidable leadership. With

their discerning vision and clairvoyance, they are steering the group through the most significant

and arduous phase in its history.

The GROUP has announced a capex of USD 400 millions to set up an integrated state of the

art yarn manufacturing facility with 400000 spindles. This will be the largest yarn

manufacturing facility in a single location. Work for the same has already started in

Mahetwara, Madhya Pradesh, with the potential of providing direct employment to 4000 and

indirect employment to 20,000 people.

The GROUP, headquarters, at Ludhiana, Punjab, North India, started its journey in 1969 with

manufacturing in Ready Made garments. It has been a momentous journey for the GROUP.

From a couple of million USD to being a USD 300 million integrated textile group with a

targeted capacity of 1 million spindles, the goodwill earned by the GROUP is indeed

palmary. The top management consists of The Chairman Mr.R.S.Saluja, Managing Director Mr.

Neeraj Saluja, Whole Time Director Mr. Dhiraj Saluja,Executive Director & CEO Mr. V.K.

Goyal and Executive Director & CFO Mr. Navneet Gupta

The top management through its functions provides strong leadership; visible and active support;

and demonstrated commitment which is fundamental to the success of the business. It creates and


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Management

The top management consists of The Chairman Mr.R.S.Saluja, Managing Director Mr. Neeraj

Saluja, Whole Time Director Mr. Dhiraj Saluja,Executive Director & CEO Mr. V.K. Goyal and

Executive Director & CFO Mr. Navneet Gupta

Mr. R. S.

SalujaChairman

Industry

Experience:

43 years

Mr. Neeraj

Saluja

Managing

Director

Industry

Experience:

19 years

Mr.Dhiraj

Saluja

Whole Time

Director

Industry

Experience:

15 years

Mr.V.K. Goyal

Executive Director

& C.E.O

Industry Experience:

30 years

Mr. Navneet Gupta

Executive Director

& C.F.O

Industry Experience:

20 years

The top management through its functions provides strong leadership; visible and active support;

and demonstrated commitment which is fundamental to the success of the business. It creates

and articulates a vision of what the organization could achieve in the long run. It tends to move

the organization in new directions and empowers people at all levels to utilize their full potential

to achieve

the objectives. It stresses relationships with peers, values and commitment the emotional and

spiritual aspects of the organization.

Mission And Vision


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With a strong infrastructure and a sound financial base SEL is poised for a quantum

growth, seeking to achieve a larger market share.

Growth

To

Bu

ild

a

sus

tai

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ble

,

pro

fita

ble

an

d

gro

wt

h

ori

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cor

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ate


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Infrastructure

Spinning

NeelonVillage Lal Kalan, Near Neelon Kanal Bridge, Chandigarh Road, Ludhiana,

Punjab.

Rahon Village Sekhon Majra, Rahon Machiwara Road, District Nawan Shahar,

2005

Forayed Into The Spinning Business With Yarn Manufacturing Facility at Neelon (District

Ludhiana)

2007

Setting Up Of another Spinning Unit at Rahon (District Nawanshahar, Punjab)

2008

expanded the manufacturing base at Rahon by establishing another Spinning Unit and Terry

Towel Division.

2009

Addition Of Two Spinning Mills at Neemrana (District Alwar, Rajasthan) And Hansi (District

Hisar, Haryana)

2010

Open end yarns were added in the portfolio, the spinning capacity of which is now being tripled.


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Punjab.

Neemrana15-BCD & 20-BCD, RIICO Industrial Area, Neemrana, District Alwar,

Rajasthan.

Hansi 21st Milestone, Delhi-Hisar Highway, Hansi, Haryana.

SehoreVillage Mehatwara, Tehsil Jawat, District Sehore, Madhya Pradesh

(upcoming).

Ready-Made Garments

Ludhiana C-256/257, Phase VIII, Focal Point, Ludhiana, Punjab.

Ludhiana Village Bajra, Rahon Road, Ludhiana, Punjab.

Ludhiana G.T. Road, Ludhiana, Punjab.

Baddi 106, HPSIDC, Baddi, District Solan, Himachal Pradesh.

Baddi 90, HPSIDC, Baddi, District Solan, Himachal Pradesh.

Baddi 46, EPIP, Village Jharmajri, Baddi, District Solan, Himachal Pradesh.

Terry Towel

Rahon Village Sekhon Majra, Rahon Machiwara Road, District Nawan Shahar,

Punjab.

Knitted Fabrics

NeelonVillage Lal Kalan, Near Neelon Kanal Bridge, Chandigarh

Road, Ludhiana, Punjab.


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Definition of Employee Satisfaction

Employee satisfaction is the term used to describe a situation when employees

are satisfied and contented with his job and the office environment.Importance of Employee SatisfactionEmployee Satisfaction is of utmost importance in any organisation be it smallor large. Thinking that employee satisfaction is important only for theemployee then it is not right. It is equally important for the organisation forwhich the employee is working as well. The following points will show theimportance of employee satisfaction easily.

In light of the organisation:

1. It enhances employee retention and the company does not need to trainemployees repeatedly.2. The overall productivity of the company is increased and it assists in

achieving the goals of the company.3. When employees are satisfied with their job they deal with customers in abetter manner and thus customer satisfaction is achieved to great extent.4. It helps the company in getting better services and products from itsemployees.5. Money spent on training new candidates and recruitment of new candidatescan be saved extensively.

In light of the employee:

1. When the employee gets satisfactory services from the company initially, he

tends to believe that same treatment would be offered in long run.

2. Employee would start taking interest in his work instead of worrying about

other issues.

3. The employee starts feeling a sense of responsibility towards the

organisation.

4. He deals with customers in a better way and builds strong relations with

them.

5. They would try to produce better results in order to get appreciation from

the company


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RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be

understood has a science of studying how research is done scientifically. In it we study

the various steps that all generally adopted by a researcher in studying his research

problem along with the logic behind them.

The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as a scientific & systematic search for pertinent information on a

specific topic. Research is an art of scientific investigation. Research is a systemized

effort to gain new knowledge. It is a careful inquiry especially through search for new

facts in any branch of knowledge. The search for knowledge through objective and

systematic method of finding solution to a problem is a research.

RESEARCH DESIGN


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A research is the arrangement of the conditions for the collections and analysis of the

data in a manner that aims to combine relevance to the research purpose with economy

in procedure. In fact, the research is design is the conceptual structure within which

research is conducted; it constitutes the blue print of the collection, measurement and

analysis of the data. As search the design includes an outline of what the researcher will

do from writing the hypothesis and its operational implication to the final analysis of

data.

The design is such studies must be rigid and not flexible and most focus attention on the

following2;

Research Design can be categorized as:

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be

understood has a science of studying how research is done scientifically. In it we study

the various steps that all generally adopted by a researcher in studying his research

problem along with the logic behind them.

The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as a scientific & systematic search for pertinent information on aspecific topic. Research is an art of scientific investigation. Research is a systemized

effort to gain new knowledge. It is a careful inquiry especially through search for new

facts in any branch of knowledge. The search for knowledge through objective and

systematic method of finding solution to a problem is a research.


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RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the

data in a manner that aims to combine relevance to the research purpose with economy

in procedure. In fact, the research is design is the conceptual structure within which

research is conducted; it constitutes the blue print of the collection, measurement and

analysis of the data. As search the design includes an outline of what the researcher will

do from writing the hypothesis and its operational implication to the final analysis of

data.

The design is such studies must be rigid and not flexible and most focus attention on the

following;

Research Design can be categorized as:

TYPES OF RESEARCH

EXPERIMENT

AL

DESCRIPTIVE

& DIAGNOSTIC

EXPLORATOR

Y

TYPES OF RESEARCH


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The present study is exploratory in nature, as it seeks to discover ideas and insight to

bring out new relationship. Research design is flexible enough to provide opportunity

for considering different aspects of problem under study. It helps in bringing into focussome inherent weakness in enterprise regarding which in depth study can be conducted

by management.

DATA COLLECTION

For any study there must be data for analysis purpose. Without data there is no

means of study. Data collection plays an important role in any study. It can be collected

from various sources. I have collected the data from two sources which are given

below:

1. Primary Data

Personal Investigation

Observation Method

Information from correspondents

Information from superiors of the organization

1. Secondary Data

Published Sources such as Journals, Government Reports, Newspapers and

Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them given

to their analyst & trainees for investigation.

Scope Of The Study

The scope of the study is very vital. Not only the Human Resource department can use

the facts and figures of the study but also the marketing and sales department can take

benefits from the findings of the study.


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Scope for the sales department

The sales department can have fairly good idea about their employees,that they are

satisfied or not.

Scope for the marketing department

The marketing department can use the figures indicating that they are putting their

efforts to plan their marketing strategies to achieve their targets or not.

Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the

personnel department can use the information to make efforts to avoid such complaints.

Sample Size :-

Questionare is filled by 100 employees of sel manufacturing company.

The questionnaire was filled in the organization and vital information was collected

which was then subjects to:-

A pilot survey was conducted before finalizing the questionnaire.

Data collection was also done with the help of personal observation.

After completion of survey the data was analysed and conclusion was drawn.

At the end all information was compiled to complete the project report.


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Analysis & Interpretation


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EMPLOYEE SATISFACTIONTop of Form

Are you satisfied with current salary?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you comfortable in the current work environment?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Do you feel secure within the organization premises?

Disagree


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Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with canteen services?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Does the organisation provide you proper sanitation?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Do the managers behave well with you?

Disagree

Agree

Strongly disagree


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Strongly agree

Undecided

Are you comfortable with transportation?

Disagree

Agree

Strongly disagree

Strongly agree

undecided

Do the managers address your grievances properly?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

In case of any injury or accident,are you properly hospitalized?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided


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Are you agree with company's policies and rule and regulations?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

50responses

SummarySee complete responsesAre you satisfied with current salary?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you comfortable in the current work environment?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Do you feel secure within the organization premises?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with canteen services?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Does the organisation provide you proper sanitation?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Do the managers behave well with you?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you comfortable with transportation?Disagree

Agree

Strongly disagree

Strongly agree

undecided

Do the managers address your grievances properly?Disagree

Agree

Strongly disagree

Strongly agree

Undecided



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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you agree with company's policies and rule and regulations?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Number of daily responses

EMPLOYEE SATISFACTION 2Top of Form

Are you satisfied with current salary?

Disagree

Agree

Strongly disagree

Strongly agree


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Undecided

Are you comfortable in the current work environment?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Do you get promotion according to your performance?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with canteen or mess's services?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Does the organization provide you proper sanitation?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with security system?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you comfortable in company's hostels?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with increment or reward given by company?

Disagree

Agree


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Strongly disagree

Strongly agree

Undecided


Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you agree with company's policies or rule and regulations?

Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Submit

50responses

SummarySee complete responsesAre you satisfied with current salary?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you comfortable in the current work environment?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Do you get promotion according to your performance?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with canteen or mess's services?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Does the organization provide you proper sanitation?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with security system?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you comfortable in company's hostels?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you satisfied with increment or reward given by company?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

In case of any injury or accident,are you properly hospitalized?Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Are you agree with company's policies or rule and regulations?


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Disagree

Agree

Strongly disagree

Strongly agree

Undecided

Number of daily responses


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Advantages & Disadvantages of Employee satisfaction

Employers use employee opinion surveys for a variety of

reasons ranging from measuring job satisfaction to eliciting suggestions for improving workplaceconditions. Employers can use alternative methods to obtain this type of information but many

employers use surveys because they can reasonably ensure employee confidentiality and

anonymity. The advantages and disadvantages of employee opinion surveys are numerous,

however. Consider the pros and cons of employee opinion surveys before incurring the expense

of creating and administering questionnaires to employees.

1. Purpose of Employee Opinion Surveys

Employers create employee opinion surveys (EOS) to obtain employee sentiment about a

number of workplace issues. EOS can measure levels of job satisfaction, employee morale,employee engagement and leadership effectiveness. Many surveys, however, elicit responses tospecific questions about salaries, benefits and workplace concerns, such as discrimination andharassment. When administered correctly, the primary advantage of EOS is that statisticians canconvert raw data to information that can improve working conditions. Simply shelving EOSresults is a huge disadvantage that defeats the fundamental purpose of surveys, which is to provide measurements for human resources leaders' use in formulating and implementingpolicies and procedures that have a positive impact on employee satisfaction.

Significance of Employee Opinion Surveys

Employers that realize the significance of survey results may be among companies that place

tremendous value on employee opinion. Much emphasis is placed on the uses of employeeopinion survey results by attorney Shelley L. Freeman in an article entitled, "Employee

Satisfaction -- The Key to a Successful Company." Freeman states: "One caveat about employeesurveys, suggestion boxes and the like: affirmatively asking for employees' feedback and thenignoring it is worse than not asking at all. That doesn't mean that companies have to implementevery suggestion, but they ought to gather and analyze the information and respond in somesystematic manner that tells employees they were listening." That said, the significance ofemployee opinion surveys rests in utilizing the results to improve workplace conditions, whichmeans that utilizing results can be advantageous to the company while the misuse of results is aserious disadvantage.


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Employee Confidentiality and Anonymity

There are several types of employee opinion surveys, and two basic methods for administering a

survey; however, the issue of confidentiality and anonymity remains an important concernregardless of the method. In employee opinion surveys, the advantage to computer-basedquestionnaires can be confidentiality and anonymity, provided your human resources

information systems expert structures a survey from which you can't detect who providesspecific answers. The pen and paper method cannot always guarantee anonymity, especially ifthere's an opportunity for employees to provide handwritten responses. One way to assureconfidentiality is through outsourcing the employee opinion survey process. The advantage tooutsourcing the survey process is strict confidentiality; however, outsourcing can present adisadvantage for companies with limited budgets.

Creating Solutions

A primary advantage of employee opinion surveys is the potential to create workplace solutions.

The best way to accomplish this feat is to perform a close examination of survey results byexperts who can interpret data and present results in a way that's easy to understand. Following

the review of survey results, human resources leaders should work with upper management todevelop action plans based upon employee comments. However, abandoning the goals of thenewly stated action plans will likely have a negative impact upon the workplace. As the author of"Employee Satisfaction - The Key to a Successful Company" mentions, doing nothing withresults is one way to ensure employee dissatisfaction.

Future Employee Opinion Surveys

Measuring the effectiveness of workplace changes through the regular administration of

employee opinion surveys is essential. If your organization has collected data related to jobsatisfaction and employee morale prior to the employee opinion survey, it's easy to measure thebenefits of an employee opinion survey. For example, calculate your turnover rate before the

employee opinion survey. Analyze survey results for employee comments related to retention.After you implement changes, measure the turnover rate again. A reduction or an increase in theturnover rate will illustrate the effectiveness of your employee opinion survey.

LIMITATIONS OF STUDY

However I shall try my best in collecting the relevant information for my research report, yetthere are always some problems faced by the researcher. The prime difficulties which I face in

collection of information are discussed below:-


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1. Short time period: The time period for carrying out the research was short as a result of

which many facts have been left unexplored.

2.Lack of resources: Lack of time and other resources as it was not possible to conductsurvey at large level.

3. Small no. of respondents: Only 100 employees have been chosen which is a small

number, to represent whole of the population.

4. Unwillingness of respondents: While collection of the data many employee were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time

for them.

Small area for research: The area for study was within the organization, which is quite a smallarea to judge employee satisfaction Bottom of Form

BIBLIOGRAPHY

BOOKS

1. Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.

2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill

Publication Company Ltd. Page no. 81-136,171,179,267,284.


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3. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd. India,ninth

edition.

4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill Publication

Company Ltd.

SUGGESTIONS AND RECOMMENDATIONS

To increase the employee satisfaction level of the employees the company should concentrate

mainly on the salary,incentive and reward structure rather than the

motivational session.

Ideal employees should concentrate on their job.

Company should provide employees insurance policy.

Company should also keep check over observers behavior

Educational qualification can be the factor of not an effective job.

Company should give promotion to those employees who deserves it.

Findings

Employees are not completely satisfied with their company although their company is

good enough.

Employes are not getting value to their work.they are not given increment or

reward for long time.


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Most of employees think that they are not on their actual path.food being served

in canteen is not hygienic and healthy.

Most of the employees think that the organization havent fulfill theirpromises,what they do in beginning especially regarding Promotion.

There is negatively comparison between peers especially regarding targets.also

there is no insurance policies for them in case of accident.

Bus drivers drive buses rashly,sometimes it leads to accidents,so employees

having grievances about drivers.

They often feel overworked.they are not getting good salary.

ASUMMER TRAINING REPORT

ONEMPLOYEE SATISFACTION

CONDUCTED AT :SEL MANUFACTURING CO.LTD

SUBMITTED TO:Punjabi universty,Patiala

Submitted in Partial Fulfillment of the RequirementFor the Award of DegreeOfMASTERS OF BUSINESS ADMINISTRATION


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SESSION (2010-2012)

SUBMITTED TO: - SUBMITTED BY:-PROF.SHIVINDER PHOOLKA RAJ KUMAR

M.B.A IIIrd SemROLL NO 2119

PUNJABI UNIVERSITY REGIONAL CENTER OF INFORMATIONTECHNOLOGY AND MANAGEMENT

DECLARATION

I, RAJ KUMAR Student of MBA IIIrd Semester, PURCITM,MOHALI, hereby declare that the

research report on EMPLOYEE SATISFACTION submitted to punjabi universty patiala in

partial fulfillment of degree of Masters of Business Administration is the original work

conducted by me. The information and data given in the report is authentic to the best of my

knowledge.

This research report is not being submitted to any other University for award of any other

Degree, Diploma and Fellowship.

(RAJ KUMAR)

Factors Affecting employee Satisfaction:employee satisfaction can be influenced by a variety of factors, e.g. the quality of one'srelationship with their supervisor, the quality of the physical environment in which they work,degree of fulfillment in their work, etc.. Numerous research results show that there are many


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factors affecting the job satisfaction. There are particular demographic traits (age, educationlevel, tenure, position, marital status, years in service, and hours worked per week) of employeesthat significantly affect their job satisfaction.Satisfying factors motivate workers while dissatisfying ones prevent. Motivating factors areachievement, recognition, the job conducted, responsibility, promotion and the factors related tothe job itself for personal development. Motivating factors in the working environment result inthe employee satisfaction of the person while protective ones dissatisfy him/her .Maslow connects the creation of the existence of people's sense of satisfaction with themaintenance of the classified needs. These are: physiological needs (eating, drinking, resting,etc.), security needs (pension, health insurance, etc.), the need to love (good relations with theenvironment, friendship, fellowship, to love and to be loved), need to self-esteem (self-confidence, recognition, adoration, to be given importance, status, etc.) need of self-actualization(maximization of the latent[potential] power and capacity, development of abilities, etc.) .Insufficient education, inability to select qualified workers for the job, lack of communications,lack of job definitions, all affect job satisfaction negatively. It has been asserted that participatingin the management, having the decision making power, independence on the job and the unitwhere the individual works, have positive impact upon the job satisfaction. The job itself (the

work conducted), and achievement and recognition at work result in satisfaction while themanagement policy, relations with the managers and colleagues result in dissatisfaction. Factorsrelated to the job itself such as using talents, creativity, responsibility, recognition have influenceon the job satisfaction.Age is one of the factors affecting employee satisfaction. Studies conducted in five differentcountries prove that the elder workers are more satisfied . Kose has also found a meaningfulrelation between the age and job satisfaction .There is a strong connection between feeling secure and saying one is satisfied with a job. Peoplewho state their job is secure have a much larger probability of reporting themselves happy withtheir work.Similarly, by some researchers, sex is also found to have an influence on job satisfaction .Besides, Wahba has found out that male librarians give more importance to personaldevelopment and free decision making in their jobs than the female librarians, and the femalelibrarians are more dissatisfied than the male librarians .Job satisfaction and devotion to the job, affected each other reciprocally, and they have greatimpact upon performance. The most significant of the factors affecting performance areeconomical, technical, socio-political, cultural and demographical ones .However, most efforts to improve performance seem to center on improving the conditionssurrounding the work. These are worthwhile efforts, but they usually result only in short-termimprovements in attitudes and productivity, and the situation often returns quickly to normal .There is no strong acceptance among researchers, consultants, etc., that increased employeesatisfaction produces improve job performance -- in fact, improved job satisfaction cansometimes decrease job performance. For example, you could let workers sometime sit around

all day and do nothing. That may make them more satisfied with their "work" in the short run,but their performance certainly doesn't improve. The individual's willingness to get a result,his/her endeavour and expectation of maintaining the result will push him/her to show thehighest performance.employee satisfaction varies a lot. (Researches suggests, the higher the prestige of the job, thegreater the employee satisfaction). But, many workers are satisfied in even the least prestigiousjobs. They simply like what they do. Most workers like their work if they have little supervision.The least satisfied workers are those in service occupations and managers that work for others.


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Ethnic and religious orientation is associated to work attitudes, and job satisfaction is related toeducation.The difference between the results that the individual desire and those s/he maintained will affecthis/her satisfaction . There is a consistent relationship between the professional status and the jobsatisfaction. High levels of employee satisfaction are observed in those professions which aredeemed of good standing in the society.The workers usually compare their working conditions with the conditions of the society, underthe variable of social conditions. If the social conditions are worse than the individual's workingconditions, then this will result in satisfaction of the individual, as the workers deem themselvesrelatively in good position.No meaningful relationship between the job satisfaction and age, professional experience,education level, level of wage, sex and professional group was found. On the contrary,professional experience has been claimed to increase job satisfaction

Employee Satisfaction: Scope and InfluencingFactors

No company cannot achieve its goals if it does not have the right set ofemployees. The employees in a company largely determine the success of thecompany. This is the reason why companies put in extensive efforts inchoosing candidates for their company. Most of the times, skills andknowledge of the employee is considered to gauge his performance in thecompany. One factor that is being overlooked by most of the companyowners is employee satisfaction.

Various surveys and researches have shown that employee satisfaction playsa pivotal role in performance of the candidate. If any company wants to draw out the best from itsemployees then it should provide best means to satisfy the need and requirements of itscustomers. Before one can know various ways to facilitate employee satisfaction, it is essential to

understand what does it actually mean.Definition of Employee Satisfaction

Employee satisfaction is the term used to describe a situation when employees are satisfied andcontented with his job and the office environment.Importance of Employee SatisfactionEmployee Satisfaction is of utmost importance in any organisation be it small or large. Thinkingthat employee satisfaction is important only for the employee then it is not right. It is equally
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important for the organisation for which the employee is working as well. The following pointswill show the importance of employee satisfaction easily.

In light of the organisation:

1. It enhances employee retention and the company does not need to train employees repeatedly.

2. The overall productivity of the company is increased and it assists in achieving the goals of thecompany.3. When employees are satisfied with their job they deal with customers in a better manner andthus customer satisfaction is achieved to great extent.4. It helps the company in getting better services and products from its employees.5. Money spent on training new candidates and recruitment of new candidates can be savedextensively.

In light of the employee:

1. When the employee gets satisfactory services from the company initially, he tends to believethat same treatment would be offered in long run.

2. Employee would start taking interest in his work instead of worrying about other issues.3. The employee starts feeling a sense of responsibility towards the organisation.4. He deals with customers in a better way and builds strong relations with them.5. They would try to produce better results in order to get appreciation from the company.

Factors Influencing Employee Satisfaction

Various factors exist in an organisation that contributes to area of employee satisfaction.Following are listed factors affecting employee satisfaction. They are: The brand name of the organisation is of utmost importance to the employees and it isconsidered when employee satisfaction is considered. The aims and objectives of the organisation where an employee works are likely to affectemployee satisfaction.

Salary and wage is one of the most important factors behind employee satisfaction. The salaryshould always be in accordance to the position of the employee in the company. Rewards and penalties are other important things that affect level of satisfaction of an employeein his job. The kind of treatment given by the supervisor to the employee largely determines hissatisfaction level. It is always desired to treat employees in a good manner. Working methods of the organisation determines the satisfactory level of an employee. It is truethat every organisation has its own working methods but some freedom should also be given tothe employees. It is essential to check that the personality of the employee matches the type of job beingallotted to him.

Expectations of the employee should also be in accordance to the level of organisation in whichhe or she is working.

Improving Employee Satisfaction

If some organisation does not see employee satisfaction amongst its employees then there isnothing to be worried about. By following some steps, the organisation can improve employeesatisfaction. One of the best possible ways is to conduct a feedback program. During thisprogram, the organisation should take feedback from the employees so that they can know what


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the requirements of the employees are and what exactly they are getting in the organisation.

Conclusion

From the above set of information, the level of employee satisfaction in an organisation can begauged to great extent. The organisation can also make further improvements to the existing

environment if required

What is employee satisfaction

Employee satisfaction is a measure of how happy workers are with their job and workingenvironment. Keeping morale high among workers can be of tremendous benefit to anycompany, as happy workers will be more likely to produce more, take fewer days off, and stayloyal to the company. There are many factors in improving or maintaininghigh employeesatisfaction, which wise employers would do well to implement.

To measure employee satisfaction, many companies will have mandatory surveys or face-to-facemeetings with employees to gain information. Both of these tactics have pros and cons, andshould be chosen carefully. Surveys are often anonymous, allowing workers more freedom to behonest without fear of repercussion. Interviews with company management can feel intimidating,but if done correctly can let the worker know that their voice has been heard and their concernsaddressed by those in charge. Surveys and meetings can truly get to the center of the datasurrounding employee satisfaction, and can be great tools to identify specific problems leading tolowered morale.Many experts believe that one of the best ways to maintain employee satisfaction is to makeworkers feel like part of a family or team. Holding office events, such as parties or groupoutings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a

non-work related setting. Camping trips,paintballwars and guided backpacking trips areversions of this type of team-building strategy, with which many employers have found success.Of course, few workers will not experience a boost in morale after receiving more money. Raisesand bonuses can seriously affect employee satisfaction, and should be given when possible. Yetmoney cannot solve all morale issues, and if a company with widespread problems for workerscannot improve their overall environment, a bonus may be quickly forgotten as the daily stress ofan unpleasant job continues to mount.If possible, provide amenities to your workers to improve morale. Make certain they have acomfortable, clean break room with basic necessities such as running water. Keep facilities suchas bathrooms clean and stocked with supplies. While an air of professionalism is necessary formost businesses, allowing workers to keep family photos or small trinkets on their desk can

make them feel more comfortable and nested at their workstation. Basic considerations like thesecan improve employee satisfaction, as workers will feel well cared for by their employers.The backbone ofemployee satisfaction is respect for workers and the job they perform. In everyinteraction with management, employees should be treated with courtesy and interest. An easyavenue for employees to discuss problems with upper management should be maintained andcarefully monitored. Even if management cannot meet all the demands of employees, showingworkers that they are being heard and putting honest dedication into compromising will oftenhelp to improve morale.
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The Importance of Employee

Satisfaction

Introduction

Employee satisfaction is essential to the success of any business. A high

rate of employee contentedness is directly related to a lower turnover

rate. Thus, keeping employees satisfied with their careers should be a

major priority for every employer. While this is a well known fact in

management practices, economic downturns like the current one seem

to cause employers to ignore it.

There are numerous reasons why employees can become

discouraged with their jobs and resign, including high stress, lack of

communication within the company, lack of recognition, or limited

opportunity for growth. Management should actively seek to improve

these factors if they hope to lower their turnover rate. Even in an

economic downturn, turnover is an expense best avoided.

The Starting Point

An employee who has no interest in his or her field, or the position in

which he or she begins in a job, may initially put forth his or her best

effort. However, this employee will often become bored with the work


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because there is no intrinsic motivation to succeed. Finding the daily job

mundane reduces the individuals desire to show up to work and to do

the job well. In this case, the employee may continue to come to work,

but his or her efforts will be minimal.

In contrast, an employee may be entirely too overwhelmed to

handle the position; the responsibilities may prove to be too demanding.In an instance like this,

the employee will search for another position

that offers the financial security he or she needs with job characteristics

that challenge them appropriately; thus increasing the initial companys

turnover rate (Koslowsky & Krausz, 2002).

The Sources and Effect of Stress

Stress is one of the leading causes of employees discontentment with

their job. Branham (2005) asserts that, it seems clear that one quarter

to one half of all workers are feeling some level of dysfunction due to

stress, which is undoubtedly having a negative impact on their

productivity and the probability that they will stay with their employers.

Stress can have many causes, including when companies

cannot, or will not, supply the tools necessary to produce or work

efficiently while on the job. This produces higher stress levels because

these workers are expected to perform at certain rates, yet they are

unable to do so. This results in lower productivity and higher turnover

because quotas cannot be met by the employees on staff. Knowing that

management is able to provide the tools essential for the position is

crucial to the employee trusting the intentions of their employer.

Another source of stress is the now common practice of

employers which attempts to cut costs by eliminating positions and


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disbursing the workload to other employees. The issue that arises is that

tasks will not be performed effectively or efficiently because the

employees become more concerned with having an overbearing

workload. Consequently, the efforts of these employees fail to reach their

own, or their employers, standards.

These actions, and employee responses to them, result in

employees who attempt to finish incomplete work assignments during

personal time, such as lunch breaks, in an effort to keep their jobs

(Branham, 2005). When a company expects their employees to perform

outside normal working hours, it detracts from those employees

relaxation time. Personal time is essential in maintaining relationships,

personal wellbeing, and sanity. The extra strain of needing to finish an

unreasonable amount of work to keep the job dramatically increases

3031

employee anxiety. Employees that struggle to finish their tasks become

less likely to attempt advancement and more likely to begin the search

for a new job elsewhere.

Those who do not attempt to complete all of the assignments

are eventually terminated. The termination of some employees also

causes stress to the remaining employees. Those remaining begin to

wonder whether they are going to be the next people on the chopping

block. The excessive strain can have a very detrimental effect.

Employers that are untrustworthy are a burden to their

employees and may cause stress. Distrust can result from a variety of

situations (Branham, 2005). Harassment, in any form, may cause a new

level of stress for the employee. It becomes increasingly difficult to do a


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respectable job at work when one is consistently faced with an

uncomfortable working environment. This anxiety is caused by trying to

avoid troublesome confrontations and situations. Workers may agonize

about the consequences they would face if the harassment were to be

reported, as well as the repercussions of not reporting it.

Other Sources of Employee Dissatisfaction

Dissatisfaction with the job may come from sources other than stress or

poor fit between employee and job. Employers that are deemed

unethical by their workers may be viewed as such because they appear

to care exclusively about company revenues, rather than the employees

that are working for them. This perception of an employer may lead to

job dissatisfaction, and raise the companys turnover rate. Dissatisfaction

may also arise, with the same result in turnover, when the work

environment fails to have any flexibility or any source of amusement for

the employees; the tone of the business will become stressful or tedious

(Kaye & Jordan-Evans, 1999).

Lack of communication in the workforce is a major contributor

to dissatisfaction. This is usually the result of managerial staff that is

isolated and does not know how to relate to their employees on a

personal or professional level (Branham, 2005). Bad communication

leaves employees feeling disconnected from the organization. This is32

detrimental to the wellbeing of the company because when an employee

feels neglected, he or she will tend to perform at a lower level. This

employee becomes unsure of his or her position within the company,

and wonders what his or her purpose is within the workplace.

Employees may be unaware of how their performance measures up to


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that of their co-workers and have no sense of how they can improve.

Without communication, it becomes difficult for employees to make any

progress in their efficiency.

Employees want to know that their employers recognize their

achievements in the workplace. They need to feel appreciated, as

workers and as people (Branham, 2005). Often companies become more

focused on production and revenues, rather than with their own

employees, or even their customers. In the case of employees, the

employees may rarely be praised for the quality of their performance.

If a company does performance appraisals, the results may be given in

such a harsh tone that, rather than motivating an employee, it

intimidates and an employee may feel uncomfortable in the workplace,

rather than encouraged to achieve more.

It may be common for upper management in some workplaces,

to take the ideas of lower level employees lightly, which leaves these

employees feeling neglected and worthless. It becomes difficult for

workers to see a bright future while working for the company. If an

employee fails to see a future with the company, why would they work

to produce results?

Those employees who do work well to support the company

may not be compensated for their efforts. Employers that choose to

under-compensate know that these employees will work hard for

minimal pay, and these employers will compensate accordingly (Timpe,

1986). At the same time, the same employers will pay more to other

employees who are not willing to work for minimal compensation. This

compensation disparity leads to dissatisfaction because eventually the


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hard worker will notice that he or she is not being compensated fairly

for the amount of work they are doing, and will begin searching for

another company that will appreciate his or her labor. 33

Finally, failure to provide employees with opportunities to grow

within the company results in employee frustration. Barriers within the

company may prevent some employees from reaching their full

potential (Branham, 2005). Such barriers may include favoritism of

certain employees or company policies requiring hiring from outside

the company. Glass ceilings for minority employees may also cause

difficulty in advancement.

Organizations that do not provide sufficient training

opportunities for employees are also doing themselves a disservice.

These organizations are missing out on employees that are dedicated to

their companies and knowledgeable in their fields, and with sufficient

training, have the potential to do well in higher positions.

Why Should an Employer Care?

It is important that employers care about the happiness of their

employees. Recent statistics show that throughout their careers,

American workers hold an average of eight jobs (Rudman, 2003).

The rate of turnover because employees are unhappy is alarming.

Even is an economic downturn, employers must spend an enormous

amount of money recruiting new employees, going through the hiring

process, and finally training new employees. Dissatisfaction has many

negative side effects for the company, while satisfaction results in a

much better retention rate.

The effects of dissatisfaction that results in an employees


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withdrawal from job and company can range from mild to severe.

Tardiness, in showing up for work and coming back from breaks, shows

a lack of interest by the employee for his or her responsibilities. This

may escalate to the employee not showing up to work entirely. Some

less obvious signs of withdrawal from the job include: taking care of

personal matters while at work, playing games, engaging in non-work

related talk, spending time on social networks, and diminishing job

performance. These withdrawal behaviors, when evidence of

dissatisfaction, may end with an employee leaving the workplace; the

heuristic model posits that thinking of quitting is the most probable34

outcome of job dissatisfaction ( Koslowsky & Krausz, 2002). Therefore,

withdrawal will lead either to the employee voluntarily leaving the

organization or being terminated for unprofessional behavior.

Happiness in the workplace leads to much higher levels of

productivity. It increases employee morale; therefore employees are

more willing to work harder to improve the company and its goals.

According to Branham (2005), Gallup studies show that businesses

with higher employee satisfaction also have:

86% higher customer ratings

76% more success in lowering turnover

70% higher profitability

44% higher profitability

78% better safety records.

Companies need good, knowledgeable employees. If these employees

are not treated fairly, they are going to take advantage of other job offers

that will provide more stability, more benefits, and more compensation.


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What Should the Employer Do?

The employer has a responsibility to ensure the satisfaction of all of its

employees. There are many precautions that managers can take to make

certain that they are meeting the working needs of their employees.

Employers also should be more cautious during the hiring process.

Having multiple people interviewing final candidates will help ensure

that the employee will work well with the company.

During interviews, employers should ask questions relating

to the type of work that the potential employee enjoys doing. It is

imperative to match the personal characteristics and values of the

employee with the organization. Employers should prepare for the

interview by doing a job assessment to see what skills are necessary for

the position, then testing applicants to see if they have the ability to be

trained to the position and have the skills and knowledge that

correspond with the job description (Kaye & Jordan-Evans, 1999). It is

critical that during this phase, the employer give an accurate description

of the job to candidates so they can prepare for the challenges ahead. Managers must learn to

communicate better with lower level

employees. Connection to the company gives staff a better feeling of

belonging and worth. Supervisors should set an example by promoting

friendly relationships with the staff so the work environment is

healthier (Kaye & Jordan-Evans, 1999). They need to learn to listen to

the employees when they have a concern or a question about the work

that they are doing or the direction that the company is taking. It is

imperative that managers show respect for all employees, their

opinions, and their work.


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Managers need to convey a good understanding of the mission

and goals that the company is trying to attain so that the staff recognizes

what the organization is working toward. Clarification, of the

expectations associated with different positions, assists employees in

comprehending their direct relationship with the company and how

their work affects that of others. Performance reviews are a good

managerial tool because they give administrators an idea of those

employees that are contributing to the organizations success and those

who need to work harder (Branham, 2005). It also offers employees the

ability to gauge their performance. Often, employees will think that they

are performing better or worse than their managers perceive their work

to be. The performance review presents the perfect time to bring

together these different perspectives, to correct negative behavior, and

to reward productivity.

Providing employees with the opportunity for growth is also a

major contributor to satisfaction. Because performing the same job

becomes uninteresting, it is important to challenge employees with

work that they can accomplish but stretches their abilities (Timpe,

1986). It is a good opportunity to see the abilities of lower level

employees. Giving employees new projects or goals allows them to

become creative and skilled in new areas. This broadens their

knowledge while they become a more valuable asset to the company.

Lateral movement does not change the status of the employee, but helps

them learn more about different aspects of the company. Doing another

job entirely gives the employee a change of pace and direction. The

35employee may find that they enjoy a different branch of the workforce


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better than the one previously held.

Recognition of an employees hard work is essential to his or

her satisfaction in the workplace (Kaye & Jordan-Evans, 1999). Letting

employees in on the decision making processes gives those employees a

feeling that their opinions are respected and that they hold a place of

importance within the company.

Pay is a huge motivator for many employees. Making the

connection between money and performance motivates employees to be

more productive and to go the extra mile (Timpe, 1986). Caring about

employees on a personal level is important as well. Let them know that

the work that they do, the lives that they lead, also are of benefit to the

company.

The employer can make sure that employees are aware of their

achievements. These employers can show appreciation for those

achievements. Conversely, employers should take notice when

employees become overwhelmed and attempt to alleviate the daily

burden by adding more help when it is obviously needed.

Conclusion

Management should have a positive effect on, and seek to support the

happiness of, the firms employees. Reasons for this are not solely to

benefit the employees as companies also stand to gain from employee

satisfaction. In an economic environment like the current one,

employers often disregard the costs associated with unhappy employees,

seemingly believing that these employees are stuck in their current

positions and will tolerate unpleasant working environments. This,

however, is not the case.


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Many reasons for employee dissatisfaction are well within the

control of the firm and good management practices will enable a

company to diminish, or remove, those reasons. Satisfied employees

will work harder for the company and plan to stay at the company,

ultimately reducing that companys labor costs.

IMPORTANT BENEFITS & FACILITIES PROVIDED TO THE EMPLOYEES BY SEL

MANUFACTURING.COMPANY

CANTEEN

The factory canteen provides lunch & dinner prepared under hygiene conditions for all

employees at a subsidized rate against a coupon. In addition tea/coffee is served free of cost

during specified break timings.

UNIFORMS

All employees are required to be in complete uniform specified. Uniform consists of a

Pant, Shirt & Cap/Turban for each department.

DISPENSARY AND HEALTH CARE

The Company has a Dispensary with a full time Pharmacist and a visiting Doctor to

provide treatment of minor ailments & First aid in case of accidents. The health record of

employees is maintained in the medical card kept in the Dispensary including Blood Group.

ACCIDENTS/FIRST-AID BOXES

All departments are equipped with First Aid Boxes which can be used in case

of an accident or minor ailment. In case of serious accident/emergency the employee is shifted

to a nearby hospital.


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MEDICAL SCHEME

The company covers the medical expenses & reimbursement of the hospitalization expenses

of all eligible employees, in case they are hospitalized, within prescribed limits.

.

LEAVES

Three types of leave are granted to employees:

Earned Leave

Sick Leave

Casual Leave

CONCLUSION

AFTER THE INTERPRETATION OF THE DATA COLECTED THROUGH SURVEY

SOME CONCLUSIONS I AM ABLE TO DRAW THAT EMPLOYEE ARE SATISFIED

PARTIALLY WITH EVERYTHING,BE IT SALARY,TRANSPOTATION,WORKING

ENVIRONMENT,INCREMENT,REWARD PROMOTIONS ETC.MOST OF THE

EMPLOYEES ARE DISSATISFIED WITH SALARY AND PROMOTION GIVEN BY

COMPANY,BUT THEY ARE STRONGLY SATISFIED WITH COMPANYS MEDICAL

FACILITIES.THEY ARE ALSO NOT SATTISFIED WITH FOOD SERVED IN

CANTEENS,THEYARE HAVING THIS STRONG GRIEVANCES THAT UPTILL NOW

THEY DONNT HAVE ANY INSURANCE.SO COMPANY SHOULD TAKE ALL

THESE SHORTCOMINGS UNDER CONSIDERATION AND TRY TO TACKLE THEM

AS SOON AS IT IS POSSIBLE


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PREFACE

EMMPLOYEE SATISFACTION IS IMPORTANT TOPIC WHICH MOST OF THE

ORGANIZATIONS ARE ANALYSING IN ORDER TO CHECK THE SATISFACTION OF

EMPLOYEES,IF THE EMPLOYEES ARE SATISFIED WITH THE COMPANIESS

SERVISES,POLICIES,RULE AND REGULATIONS THEN ORGANIZATIONS REMAIN

ENSURED THAT THEIR ORGANIZATIONS ARE EXCELING ON THE PATH OF

DEVELOPMENT.

WHEN I UNDETOOK THIS TOPIC OF EMPLOYEE SATISFACTION ON

THE SUGGESTION OF MR HANIK SINGH(CHIEF MANAGER OF H.R DEPTT)IN

S.E.L.MANUFACTURING.CO.LTTD,I WAS SO MUCH INTERESTED BECAUSE THIS

WAS THE TOPIC WHICH I CHOSE BEFORE HAND.I EXPERINCED THERE TIME-

KEEPER AS WELL AS SPECIAL REPORT WORK.I CONDUCTED THE SURVEY AND

GOT THE RESULTS WHICH SHOWS THAT EMPLOYEE ARE PARTIALLY SATISFIED

WITH EVERYTHING COMPANY PROVIDING.I SUGGESTED THE H.R DEPTT THAT

THEY NEED TO PAY LITTLE BIT MORE CONSIDERATION TOWARDS SERVISES

THEY ARE PROVIDING TO THE EMPLOYEE.

RAJ KUMAR

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