main project ay short notes

CHAPTER-I

ATTRITION ANALYSIS AND EMPLOYEES RETENTION

1

1.1 ATTRITION ANALYSIS

1.1.1 DEFINITION

A reduction in the number of employees through retirement, resignation or death refers to

attrition. In the best of worlds, employees would love their jobs, like their co-workers, work

hard for their employers, get paid well for their work, have ample chances for the

advancement, and the flexible schedules so they could attend to personal or family needs as

and when necessary. But then there’s the real world in which employees do leave. Attrition

measures the amount of recurring revenue lost during a particular time frame, expressed on a

monthly/annualized basis.

1.1.2 PRIMARY TYPES OF ATTRITION

1. Voluntary – initiated by the employee (e.g., resignation, retirement, transfer). Can occur

due to employees dissatisfaction, better opportunities, economic considerations, life changes,

etc.

2. Involuntary – initiated by TSA (termination, removal). Some level of involuntary attrition

is necessary and signifies management of poor performance (e.g., termination during initial

probationary period) Attrition is a phenomenon affecting any business organization in the

industry. Over the past few years, organizations have taken an increased interest in aligning

their HR practices to their business goals. Managing a highly discerning and independent

workforce has thrown up exciting challenges.

It is an issue which gives rise to questions like Organizational health, morale and motivation

and leads up to very tangible aspects such as shareholder return and value. Low perceived

value stands out as the most significant factor for attrition. Increased dissatisfaction leads to

reduced motivation, which in turn results in lowered efficiency. When the efficiency is

lowered, employees are not able to deliver their expected output which results in their leaving

the job.

1.2 ATTRITION RATE:

"The rate of shrinkage in size or number"

Attrition is beginning to significantly affect offshore ROI. Just as businesses faced a scarcity

of talented IT resources during the dotcom era, organizations in offshore countries such as

India are experiencing similar pains. Skilled employees are hopping from job to job and

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taking with them the customer knowledge and technical expertise that any company needs.

Their salaries are increasing, along with their perks, benefits, and bonuses.

How to calculate attrition rates,

(Number of attrition) X (number of employees at start of the year)

Number of employees at end of the year

Where, No. Of employees end of the year =

No. Of employees at start of the year + No of employees joining of the company

1.3 REASONS FOR ATTRITIONIt is not easy to find out as to who contributes and who has to control

the attrition of employees. Various studies/survey conducted that every one is contributing to

the prevailing attrition.Attrition does not happen for one or two reasons. The way the industry

is projected and speed at which the companies are expanding has a major part in attrition. For

a moment if we look back, did we plan for the growth of this industry and answer will be no.

The readiness in all aspects will ease the problems to some extent. In our country we start the

industry and then develop the infrastructure. All the major IT companies have faced these

realities. If you look within, the specific reasons for attrition are varied in nature and it is

interesting to know why the people change jobs so quickly. Even today, the main reason for

1.4 EMPLOYEES RETENTION1.4.1 DEFINITIONS

“Employee retention is a process in which the employees are encouraged to remain with

the organization for the maximum period of time or until the completion of

the project.”

Employee retention is beneficial for the organization as well as the employee. Employees

today are different. They are not the ones who don’t have good opportunities in hand. As

soon as they feel dissatisfied with the current employer or the job, they switch over to the

next job. It is the responsibility of the employer to retain their best employees. If they don’t,

they would be left with no good employees.

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A good employer should know how to attract and retain its employees .

1.4.2 RETENTION INVOLVES FIVE MAJOR THINGS:

1. Compensation

2. Environment

3. Growth

4. Relationship

5. Support Employee retention would require a lot of efforts, energy, and resources but

the results are worth it.

1. Compensation

Compensation constitutes the largest part of the employee retention process. The employees

always have high expectations regarding their compensation packages. Compensation

packages in Bharti AXA Life Insurance vary from designation to designation between the

employees within the organization. So an attractive compensation package plays a critical

role in retaining the employees.

Compensation includes salary and wages, bonuses, benefits, prerequisites, stock options, bon

uses, vacations, etc. While setting up the packages, the above components should be kept in

mind.

2. Organization Environment

People want to work for an organization which provides appreciation for the work done,

ample opportunities to grow, a friendly and cooperative environment , a feeling that the

organization is second home to the employee.

Types of environment the employee needs in an organization

Learning environment

Support environment

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Work environment Lack or absence of such environment pushes employees to look

for new opportunities. The environment should be such that the employee feels

connected to the organization in every respect.

3. Growth and Career

Growth and development are the integral part of every individual’s career. If an employee

cannot foresee his path of career development in his current organization, there are chances

that he will leave the organization as soon as he gets an opportunity.

The important factors in employee growth that an employee looks for himself are:

Work profile

Personal growth and dreams

Training and development

4. Importance of Relationship in Employee Retention Program

Sometimes the relationship with the management and the peers becomes the reason for an

employee to leave the organization. There are times when an employee starts feeling

bitterness towards the management or press .A supportive work culture helps grow employee

professionally and boosts employee satisfaction. To enhance good professional relationships

at work, Bharti AXA Life Insurance focuses more on the followings points:

Respect for the individual

Relationship with the immediate manager

Relationship with colleagues

Recruit whole heartedly

Promote an employee based culture

Individual development

Induce loyalty

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5. Support

Thus employers can support their employees in a number of ways as follows:

By providing feedback

By giving recognition and rewards

By counselling them

By providing emotional support

Managing Employee Retention

The task of managing employees can be understood as a three stage process:

Identify the cost of employee turnover

Understand why employee leave

Implement retention strategies

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CHAPTER-II

RESEARCH METHODOLOGY

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1.2 RESEARCH METHODOLOGY

1.2.1 RESEARCH DESIGN

The research design is descriptive research design, which is concerned with the study

concerning the characteristics of particular individual.

1.2.2 DATA COLLECTION METHOD:

The primary data which is collected for the first time are found to be fresh and secondary data

which is already collected are used for some other purposes. The primary data are collected

through the questionnaire and the secondary data are obtained from the

exit interview forms and from the Human Resource Department of bharti axa life insurance

Private Limited.

The data collection method used is primary and secondary data.

1.2.3 SAMPLING METHOD:The technique adopted here is the convenience sampling. The whole process of sampling is in

non-probabilistic sampling.

1.2.3.1 SAMPLE SIZE:

A sample size of 31 was selected for this study which includes both male and female

respondents.

1.2.3.2 STASTICAL TOOL DESCRIPTION

The researched used mainly types of tools to valuable the results namely.

1.2.3.3 PREPARATION OF THE REPORT:

From the information gathered through questionnaire, the report was prepared, showing the

analysis and interpretations, findings, suggestions and conclusions

1.2.3.4 RESEARCH INSTRUMENT:

The Questionnaire entitled a study on attrition in Bharti AXA Life Insurance is the main

instrument used to collect data. The Questionnaire is designed to elicit the information about

the reason for Attrition and it is going to be the feedback of what is currently implemented

for the employees.

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1.2.3.5 CONSTRUCTION OF QUESTIONNAIRE:

The Questionnaire is constructed based on the variables Image, Motivation, Growth,

expectation, Support, Opinion, Adequacy, Maintenance, Training, Safety, Initiatives,

Programmes, Transport, and Medical. To rate the responses of the employees the five point

rating scale is used which consists of

1. Strongly agree

2. Agree

3. Neither agree nor disagree

4. Disagree

5. Strongly disagree

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CHAPTER-III

ANALYSIS AND INTERPRETATION

10

ANALYSIS AND INTERPRETATION

PROJECT WORK

EMPLOYEE ATTRITION SURVEY

Result

JOB SA

TISFY

ING

PAY JOB

GROWTH O

PPURTUNITIE

S

CULTURE

MONOTONY P

ROBLEM

OPEN DOOR POLIC

Y

JOB SE

CURITY

PERSO

NAL GROWTH

EMPLO

YEE CARING

APPRAISAL S

YSTEM

0

5

10

15

20

25

30

8

46

30

5 5

13

1

12

15

18

14

7

14 14

18

917

6

4

2

10

11

75

8

7

5

37

3 2

8

4

4

3

7

6

1 0 1 14

02

0

41

Series6

strongly disagree

disagree

No comment

agree

Strongly agree

Figure3.0: Employee attrition survey

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3.1 . ANALYSIS:

Most of the people surveyed were satisfied with the working conditions provided by the

Bharti AXA Life Insurance and they were very much aware of the company’ product and

their comparative advantage over the competition in the market. it is

It was found that 80% of the growth opportunities were satisfied by the employee

Most of the people agreed on the satisfaction level of job. It was found to be 66.66%.

63.66% of Pay job, Open door policy, Job security and Appraisal system found to be

satisfied.

It was clear and evident from the study that there was no problem like bad behaviour

of colleagues and superiors in the organisation.

Employee’s appraisal system was also found to be one of the causes of attrition.

Employee’s caring were also considered to be one of the causes of attrition.

3.2 SALES:

In the field of sales ,the company assigned a task i,e., selling a policy known as Aajeevan

Sampatti where I approached more than 30 clients and was able to get hold of two clients

and sold 2 policies of Rs.1 lakh each.

Key features of Bharti AXA Life Ajeevan Sampatti Insurance Plan:

It is an Insurance Policy with both Death Benefit and Maturity Benefit

Premium needs to be paid only for 10 or 15 years as chosen

The Sum Assured would be paid on policy maturity when the life insured is 100 years

of age as Maturity Benefit or on earlier death as Death Benefit

5.5% of the Sum Assured is paid as Guaranteed Payout after completion of 10 policy

years.

This policy offers Cash Bonus after completion of 6 policy years until maturity or

death, whichever is earlier.

This policy provides discount for higher Sum Assured

There is Premium Waived Rider available with this plan as an additional benefit.

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SAMPLE SIZE: 31

3.3 DATA ANALYSIS AND INTERPRETATION

1. I find my job satisfying

PARTICULARS STRONGL

Y AGREEAGREE

NO COMMENTS

DISAGREE

STRONGLY DISAGREE

TOTAL

NO. of Responders (1) (20) (5) (1) (4) (31)

Percentages 3.22% 64.52% 16.14% 3.22% 12.90% 100%

Chart 3.1: To find my job satisfying

INTERPRETATION:

From the above table it was inferred that 64.51 percent of employees having the opinion of

satisfying the job in the company is AGREE, 16.13 percent said it is NO COMMENTS,12.9

percent said it is STRONGLY DISAGREE and 3.22 percent said it is STRONGLY AGREE

as well as DISAGREE.

It leads to conclusion that 64.51 percent of employees having the opinion of satisfying the

job in the company are AGREED.

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2. Employee’s opinion about salary

PARTICULARS STRONGLY

AGREEAGREE

NO COMMENTS

DISAGREE

STRONGLY DISAGREE

TOTAL

NO. of Responders

(10) (10) (10) (1) (0) (31)

Percentages32.26% 32.26% 32.26% 3.22%

0.00%100%

32%

32%

32%

3%

Employee’s opinion about salary

STRONGLY AGREE AGREE NO COMMENTSDISAGREE STRONGLY DISAGREE

Chart3.2: Employee’s opinion about Growth Opportunities

INTERPRETATION:

From the above table it was inferred that 32.26 percent of employees having the opinion

about salary in the company is STRONGLY AGREE as well as AGREE and NO

COMMENTS, 3.22 percent said it is DISAGREE and zero percent said it is STRONGLY

DISAGREE

It leads to conclusion that 32.26 percent of employees having the opinion about growth

opportunities in the company as well as equal to STRONLY AGREE, AGREE and NO

COMMENTS.

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AGREE AGREE NO COMMENTS

DISAGREE

STRONGLY AGREE TOTAL

NO. of Responders(10) (15) 0 (5) (1) (31)

Percentages32.26% 48.39%

0.00%16.13% 3.22% 100%

3. I am satisfied with the kind of growth opportunities in the company.

32%

48%

16% 3%

To satisfied with the kind of growth opportunities in the company.


Chart3.3: To satisfied with the kind of growth opportunities in the company.

INTREPRETATION:


satisfied with the kind of growth opportunities in the company is AGREE , 32.26 percent

said it is STRONGLY AGREE and 16.13 percent said it is DISAGREE and 3.22 percent said

it is STRONGLY DISAGREE and zero percent said it is NO COMMENTS

It leads to conclusion that 48.39 percent of employees having the opinion satisfied with the

kind of growth opportunities in the company are AGREED,

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4. I find the department has a fearless culture.(All personal feel free to speak and against the status quo without fear of retribution)

PARTICULARS

STRONGLY AGREE AGREE NO

COMMENTS DISAGREE STRONGLY DISAGREE TOTAL

NO. of Responders (10) (10) (5) (5) (1) (31)

Percentages 32.26% 32.26% 16.13% 16.13% 3.22% 100%

32%

32%

16%

16% 3%

To find the department has a fearless culture.


Chart3.4: To find the department has a fearless culture

INTERPRETATION:

From the above table it was inferred that 32.26 percent of employees having the opinion the

department has a fearless culture in the company is STRONGLY AGREE as well as

AGREE,16.13 percent said it is NO COMMENTS as well as DISAGREE and 3.22 percent

said it is STRONGLY DISAGREE .

It leads to conclusion that 32.26 percent of employees having the opinion the department has

a fearless culture in the company are STRONGLY AGREE and AGREE.

5. I am facing a problem of monotony in job profile.

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PARTICULARS



NO. of Responders (5) (5) (11) (5) (5) (31)

Percentages 16.13% 16.13% 35.48% 16.13% 16.13% 100%

16%

16%

35%

16%

16%

I am facing a problem of monotony in job profile


Chart3.5: To facing a problem of monotony in job profile

INTERPRETATION:


monotony in job profile to facing a problem in the company is STRONGLY AGREE as well

as AGREE, STRONGLY AGREE and STRONGLY DISAGREE, 35.48 percent said it is NO

COMMENTS

It leads to conclusion that 35.48 percent of employees having the opinion the monotony in

job profile to facing a problem in the company are NO COMMENTS.

6. My department’s executive leadership maintains an open door policy and obvious close contact with all personal.

PARTICULAR STRONGLY STRONGLY NO DIS STRONGLY TOTAL

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SAGREE AGREE COMMENTS AGREE DISAGREE

NO. of

Responders (10) (10) (5) (1) (0) (31)

Percentages 32.26% 48.39% 16.13% 3.22% 0.00% 100%

32%

48%

16% 3%

My department’s executive leadership maintains an open door policy and obvious close contact

with all personal.STRONGLY AGREE AGREE NO COMMENTSDISAGREE STRONGLY DISAGREE

Chart3.6: executive leadership maintains an open door policy and obvious close

contact with all personal

INTERPRETATION:

From the above table it was inferred that 48.39 percent of employees having the opinion to

maintain open door policy and obvious close with all personnel contact in my department

executive leaderships in the company is AGREE, 32.26 percent said it is STRONGLY

AGREE and 16.13 percent said it is NO COMMENTS,3.22 percent said it is DISAGREE and

zero percent said it is STRONGLY DISAGREE

It leads to conclusion that 48.39 percent of employees having the opinion to maintain open

door policy and obvious close with all personnel contact in my department executive

leaderships in the company are AGREED

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7.My department promotes job satisfaction by making sure people are placed in the right job, with the right orientation , training ,tools and resources.

PARTICULARS STRONGLY AGREE AGREE NO


NO. of Responders (10) (20) (1) (0) (0) (31)

Percentages 32.26% 64.52% 3.22% 0.00% 0.00% 100%

32%

65%

3%

To promotes job satisfaction by making sure people are placed in the right job, with the right

orientation , training ,tools and resources.


Chart3.7:To promotes job satisfaction by making sure people are placed in

the right job, with the right orientation , training ,tools and resources

INTERPRETATION:


promotes job satisfaction by making sure people are placed in the company is AGREE, 32.26

percent said it is STRONGLY AGREE,3.22 percent said it is NO COMMENTS and zero

percent said it is STRONGLY DISAGREE as well as DISAGREE.

It leads to conclusion that 64.51 percent of employees having the opinion to promotes job

satisfaction by making sure people are placed in the company are AGREED

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8. I am provided opportunities for personal growth within the job environment(Job sharing , task forces ,conferences and expanded responsibilities).


AGREEAGREE

NO COMMENTS

DISAGREE

STRONGLY DISAGREE

TOTAL

NO. of Responders (5) (20) (5) (1) (0) (31)

Percentages16.13%

64.51% 16.13% 3.22% 0% 100%

16%

65%

16% 3%

To provide opportunities for personal growth within the job environment


Chart3.8: provided opportunities for personal growth within the job environment

INTERPRETATION:


provide opportunities for personal growth within the job environment(Job sharing , task

forces ,conferences and expanded responsibilities) in the company is AGREE, 16.13 percent

said it is STRONGLY AGREE as well as NO COMMENTS and zero percent said it is

STRONGLY DISAGREE as well as DISAGREE.

20

It leads to conclusion that 64.51 percent of employees having the opinion to provide

opportunities for personal growth within the job environment(Job sharing , task

forces ,conferences and expanded responsibilities) in the company are AGREED

9. The organization takes care of employees personal problems.

PARTICULARS


COMMENTS DISAGREE STRONGLY AGREE TOTAL

NO. of Responders

0 (20) (5) (5) (1) (31)

Percentages

0.00%64.51

% 16.13% 16.13% 3.22% 100%

65%

16%

16% 3%

The company takes care of employees personal problems.


Chart3.9: The organization takes care of employees personal problems.

INTERPRETATION:

From the above table it was inferred that 64.51 percent of employees having the opinion an

organization takes care of employees personnel problems in the company is AGREE, 16.13

21

percent said it is DISAGREE as well as NO COMMENTS,3.22 percent said it is

STRONGLY DISAGREE and zero percent said it is STRONGLY AGREE.

It leads to conclusion that 64.51 percent of employees having the opinion to provide

organization takes care of employees personnel problems in the company are AGREED

PARTICULARS


COMMENTSDISAGREE

STRONGLY DISAGREE TOTAL

NO. of Responders

(5) (15) (5) (1) (5) (31)

Percentages 16.13% 48.39% 16.13% 3.22% 16.13% 100%

10.I am satisfied with the appraisal system in the organization.

16%

48%

16%

3%16%

To satisfied with the appraisal system in the organization.


Chart3.10: To satisfied with the appraisal system in the organization.

INTERPRETATION:

From the above table it was inferred that 48.39% percent of employees having the opinion to

satisfied with the appraisal system in the company is AGREE, 16.13 percent said it is

STRONGLY AGREE as well as DISAGREE and NO COMMENTS,3.22 percent said it is

DISAGREE.

22

It leads to conclusion that 48.39 percent of employees having the opinion to satisfied with

the appraisal system in the company are AGREED

11.Your department consistently assures that all personnel are aware of the

organizational direction expressing mission, vision, strategies and goals.



DISAGREE


NO. of Responders (10) (10) (10) (1) (31)

Percentages 32.26% 32.26% 32.26% 3.22% 0.00% 100%

32%

32%

32%

3%

The company direction expressing mission, vision, strategies and goals.


Chart3.11: the organizational direction expressing mission, vision, strategies and

goals

INTERPRETATION:

From the above table it was inferred that 32.26 percent of employees having the opinion To

aware of the company direction expressing mission, vision, strategies and goals in the

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company is STRONGLY AGREE as well as AGREE and NO COMMENTS,3.22% percent

said it is DISAGREE and zero percent said it is STRONGLY DISAGREE .

It leads to conclusion that 32.26 percent of employees having the opinion To aware of the

company direction expressing mission, vision, strategies and goals in the company is

STRONGLY AGREE as well as AGREE and NO COMMENTS.

12. Your department recognizes personnel’s work/life needs by pro-actively

demonstrating consideration of work demands as they relate to personnel need issues.

PARTICULARSSTRONGLY


DISAGREE


NO. of Responders (5) (20) (5) (1) (0) (31)

Percentages 16.13% 64.51% 16.13% 3.22% 0% 100%

16%

65%

16% 3%

personnel work needs by pro-actively demonstrating of work demands


Chart3.12: The personnel’s work/life needs by pro-actively demonstrating

consideration of work demands

INTERPRETATION:


personnel’s work/life needs by pro-actively demonstrating consideration of work demands in

the company is AGREE, 16.13 percent said it is STRONGLY AGREE as well as NO

24

COMMENTS,3.22 percent said it is DISAGREE. and zero percent said it is STRONGLY

DISAGREE

It leads to conclusion that 64.51 percent of employees having the opinion to personnel’s

work/life needs by pro-actively demonstrating consideration of work demands in the

company are AGREED

13. Your department’s executive leadership maintains an open door policy and obvious

close contact with all personnel.

PARTICULARSSTRONGLY

AGREE AGREE NO COMMENTS DISAGREE STRONGLY

DISAGREE TOTAL

NO. of Responders

(10) (10) (5) (5) (1) (31)

Percentages 32.26% 32.26% 16.13% 16.13% 3.22% 100%

32%

32%

16%

16%3%

executive leadership maintains open door policy and obvious close contact

with all personnel.STRONGLY AGREE AGREE NO COMMENTSDISAGREE STRONGLY DISAGREE

CHART3.13: Executive leadership maintains an open door policy and obvious close

contact with all personnel.

INTERPRETATION:

From the above table it was inferred that 32.26 percent of employees having the opinion the

Department executive leadership maintains open door policy and obvious close contact with

all personnel in the company is STRONGLY AGREE as well as AGREE,16.13 percent said

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it is NO COMMENTS as well as DISAGREE and 3.22 percent said it is STRONGLY

DISAGREE .

It leads to conclusion that 32.26 percent of employees having the opinion the Department

executive leadership maintains open door policy and obvious close contact with all personnel

in the company are STRONGLY AGREE and AGREE.

14. Employee’s opinion about superior and subordinates relationships

PARTICULARS STRONGLY AGREE AGREE NO


NO. of Responders (10) (15) (5) 0 (1) (31)

Percentages 32.26% 48.39% 16.13% 0% 3.22% 100%

32%

48%

16% 3%

Emploees opinion about superior and subordinate rela-tionships


Chart3.14: Employee’s opinion about Policies and Procedures

INTERPRETATION:


about superior and subordinates relationships in the company is AGREE, 32.26 percent said

it is STRONGLY AGREE and 16.13 percent said it is NO COMMENTS,3.22 percent said it

is STRONGLY DISAGREE and zero percent said it is DISAGREE

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It leads to conclusion that 48.39 percent of employees having the opinion to Employee

opinion about Policies and Procedures in the company are AGREED

CHAPTER-IV

SUMMARY OF FINDING

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4.1 SUMMARY OF FINDINGSFirstly it was a very good experience to work and learn with the Insurance Sector for two

months as it was my first step into the corporate world. During the study of the project I

observed different functions of the HR Department. I got the knowledge about the different

types of HR Policies functioning in the organization. I also got knowledge about how the

organization is following their values in a very sincere way.

1. Through the feedback received ,most of the employees are been satisfied with the

benefits offered by the company.

2. Majority of employees prefer for individual based performance incentive rather than

team based incentive.

3. Employees are most satisfied when the task performed by them is recognized by

managers, client/colleague.

4. To emphasis on providing proper working environment to their employees, so that the

employees can work efficiently and smoothly.

5. Employees in the organization indicates that their promotions are based on their

achievements

6. The chain of communication of an employee with management, supervisor and peers,

which is an important factor are satisfied

7. An employees in the organization indicates that the quality of approachability of the

company management is good

8. Supervisors maintain good relation with the employees by helping the subordinates

know what is expected by them.

9. Though the feedback received , majority of employees agree the company provides

cross training

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10. An employees in the organization indicate job satisfaction when goog compensation

is given to them and when they are recognized for the work been performed by them.

CHAPTER-V

CONCLUSION AND SUGGESTION

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5.1 CONCLUSION:

Even though the individuals are integral part of the organization, certainly there is difference

between each and every individual. Placed in similar situation, all people do not act

alike. However, there are certainly fundamental consistencies underlying the behaviour of all

individuals that can be identified and used to alter conclusions based on individual’s

difference.

Satisfaction is also negatively related to turnover, but the correlation is stronger as for the

absenteeism. The other factors such as labour market conditions, expectations about

alternative job opportunities, and length of tenure with the organization are important

constrains on the decision to leave their current job. The pay raises, praise, recognition,

increased promotional opportunities are major constrains for retaining the employees.

A company should always innovate, keep their employees busy with various projects. So that

the functioning of an organization is not plagued by somebody’s sudden exit, it is important

to keep a databank of apt substitutes ready. They should try to address their problems and

grievances and always keep the replacements ready. This may encourage retention strategies ,

thus reducing attrition rate.

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CHAPTER-VI

ANNEXTURE

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ANNEXTURE:

6.1 RATE YOUR AGREEMENT OR DISAGREEMENT BY CIRCLING THE

NUMBER CLOSEST TO YOUR OPINION:

1. I find my job satisfying.

(1) STRONGLY AGREE (2) AGREE (3) NO COMMENTS

(4) DISAGREE (5) STRONGLY DISAGREE

2. Employee’s opinion about salary



3. I am satisfied with the kind of growth opportunities in the company.



4. I find the department has a fearless culture.(All personal feel free to speak and

against the status quo without fear of retribution)



32

5. I am facing a problem of monotony in job profile.



6. My department’s executive leadership maintains an open door policy and

obvious close contact with all personal.



7. My department promotes job satisfaction by making sure people are placed in

the right job, with the right orientation , training ,tools and resources.



8. I am provided opportunities for personal growth within the job

environment(Job sharing , task forces ,conferences and expanded responsibilities).



9. The organization takes care of employees personal problems.



10. I am satisfied with the appraisal system in the organization.



11.Your department consistently assures that all personnel are aware of the

organizational direction expressing mission, vision, strategies and goals.


33


12.Your department recognizes personnel’s work/life needs by pro-actively

demonstrating consideration of work demands as they relate to personnel need issues.



13. Your department’s executive leadership maintains an open door policy and obvious

close contact with all personnel.



14. Employee’s opinion about superior and subordinates relationships.



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