A Project Report On

EMPLOYEES SATISFACTION LEVEL

At

United Phosphorus Limited (Unit -2) Submitted to SHREE J. M. PATEL INSTITUTE OF SOCIAL WORK, ANAND Affiliated to SARDAR PATEL UNIVERSITY, V.V.NAGAR In partial fulfillment of the Requirement for the degree of MASTER OF HUMAN RESOURCE MANAGEMENT Submitted By CHINTANKUMAR P. MODI

DECLARATION
I, Chintankumar P. Modi, hereby declare that the project work entitled EMPLOYEES SATISFACTION LEVEL is a result of my own work and my indebtedness to other work/Publication, if any have been duly acknowledged

Place : ANKLESHWAR. Date : 30.06.2012 (Chintankumar P. Modi)

ACKNOWLEDGEMENT
This project work is the core part of my educational programme, MHRM (Master of Human Resource Management). I take this opportunity to express my deep gratitude and feel especially indebted to Mrs. Shreeji Pandey (Manager- HR) for giving me an opportunity. Mrs. Pooja Jain (Executive HR) and Mr. Jignesh R. Prajapati (Executive personal department) for giving the opportunity to undertake the project work at United Phosphorus Limited Unit-2 I am also thankful to all the employee of UPL who directly or indirectly help me in successful completion of this project report. Lastly, I am much thankful to my family members and my friends who are directly or indirectly help me throughout fulfillment of this project.

Yours sincerely, Chintankumar P. Modi

CONTENTS
Chapter No. 1 2 3 4 5 6 7 8 Topic General Information of the company Functions of HR department Review of literature Employees Satisfaction level Introduction Objective of the study Research Methodology Data Analysis and interpretation Findings of the study Page No. 05 09 33 36 37 38 39 74

CHAPTER - 1

Background of the company

United Phosphorus Ltd. (UPL) was promoted by Mr. R.D.Shroff in the year 1969 to manufacture Phosphorus and its compounds. In the year 1972, the company started by making red Phosphors. Having established itself as a leading producer, it subsequently added to its list of products. United Phosphorus Ltd. (UPL) is a leading global producer of generic crop protection Product, intermediates and other industrial chemicals it is one of the largest agro chemical Producers in India with a wide range of Products the includes Fumigants, Fungicides, Insecticides and Herbicides. UPL ranks 3rd amongst the top 8th agrochemical Companies in the World. UPL manufactures and markets both technical and markets both formulations. The companys branded Products are, well recognized and have reputation for Quality. UPL has customer base in 86 countries which makes the global Player of crop Protection Products in the world UPL has a world wide network of Subsidiaries, affiliate, offices selling branded agrochemicals, bulk pesticides and industry chemicals. The underlying Philosophy of the company is to provide cost effective, quality solution in crop Protection for farmers. UPL has been able to achieve this through managing change and making most of the opportunities that opened up with liberation and globalization. A focus on our Core Competence, a vision of being a global Player and a commitment to provide cost effective quality solution in crop protection for farmers, have been the driving forces of the company. UPL is constantly looking for new ways to improve their products and Services and the efficient synthesis of active ingredients is the core of our success UPL has started Pioneered backward integration in agrochemicals and is one of
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the worlds few companies to manufactures complex organ phosphorus compounds starting from the basic raw materials, rock phosphate. The strategy has now been extended to other products. Their main aim is to build successful long term relationship with customers to understand their needs and deliver real performance in huge benefits. As a reliable and dynamic partner their area of experience covers registration manufacture and formulation, technical support and marketing. UPL is also concerned with product development and their aim is to accurately meet the needs of their markets across the world through the development and introduction of existing and new products. These products are developing to meet and exceed their customers expectation in the area of quality and performance. The quality control policy of the UPL is based on the clear target of zero Defect. Each stage of production from raw material through manufacturing to postproduction is closely monitored. UPL has also committed substantial investment to maintain and improve high standards of environmental care. This concern is designed in to UPLS process and manufacturing plants at the outset to minimize effluents and energy use. Care is taken to ensure that raw material and energy are used efficiently across the production process. They recognize that their process may have an impact on the environment and as a result they are committed to continuously improving their environmental performance to minimize the effluent. To work closely with the customer in the market place, UPL recognizes the requirement of the support in product research, development and registration. The company has invested in research team, which undertakes extensive filed
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trials for developing innovative formulations. New products have been introduced every year of the companys history, in response to the specific needs of the changing market. The company is committed to maintaining and expanding its portfolio of registration throughout the world. Considerable investment has been focused on the regularity requirement for registration support. Through acquisition, subsidiaries, UPL has built a network across the globe in Europe, America, Asia-pacific, Africa, Australia with fully owned subsidiaries in Argentina, Bangladesh, china, Cuba, Denmark, Honk Kong, Japan, Mauritius, Mexico, Russia, South Africa, USA, UK, Zimbabwe and representative offices in Sri Lanka and Vietnam. UPL has established a marketing and distribution network, comprising of more than 5000 dealers and 25 offices that works closely with the farmers. UPL has the commitment and capabilities to offer total solution from start to finish in the agriculture sector. All the units of UPL are certified under the ISO 9001 for Quality Assurance, 14001 for environment pollution control norms and OSHAS 18001 for health and safety.

Vision and Mission Statement Vision Statement To be world class organisation by

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 Enhancing values to our customers and other stakeholders. Caring for employee to work as a motivated team in an open and learning environment. Setting challenging new standards of performance. Focusing on total quality, innovation and responsible care towards the environment. Mission Statement We are in the business of: Manufacturing and Supplying Crop Protection and Specialty Chemicals Worldwide. Providing solutions to optimise farm productivity for the farmer through innovative and cost effective products to provide the customer better value for money. UPL Goals

Provide customers with prime quality products and services, backed by efficient and courteous customer services. Earn enduring respect of customers and the community. Continually innovate and add value to the existing products and services, and develop new markets in the Region.

CHAPTER 2 FUNCTIONS OF HR DEPARTMENT

Human resource management is one of the important parts of the organization. Because its play very important role in the organization. Employee in the human resource management is talented not only as economic man but also psychological man. Thus the complete man is viewed under this department. HRD is the central of the entire department. In UPL, the Human Resource Department is categorized as Human Resource Department Personnel Department Departmental Structure (HR Department)
DGM HRM (Corporate)

General Manager (Works)

Assistant Manager (HRD)

Trainee (HRD)

Activities of Human Resource Department Human Resource Planning Recruitment

 Selection Performance Appraisal Training and Development Wages and Salary Management Organization Development activity Co-ordination Environment Employee engagement Program

Human Resource Planning Employee engagement Program Recruitment

Co-ordination Environment

Selection

HRD Activities

Organization Development activity

Performance Appraisal

Wages and Salary Management

Training & Development

Human Resource planning Human Resource Planning like all Planning is forward looking or future oriented. It involves forecasts of the manpower needs in a future time period In
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UPL Human Resource planning is carried out on yearly basis. The meeting for human resource planning is carried out in March in the Head office. Human Resource review is done and then gap of human resource is calculated. With the help of man-machine chart calculation the gap of the human Resource, with the use of this chart they know the gap of manpower. The requirement of the manpower is approved by the COO and CEO concerned. Then the Human Resource Department gets the man power requisition and the concerned department or the plant Head has to fill the man power requisition form. Recruitment and Selection Manpower is one of the most important resources as utilization of other resources depends upon this. A well-motivated workforce will make the organization effective. In order to achieve optimum utilization of the workforce it is necessary to diligently deploy manpower in both qualitative and quantitative terms. It is the policy of the company

To recruit the best talent for the right job which would meet the companys present and future needs.

The sourcing of the talent could be done internally as well as externally. Sources of recruitment In UPL two types of sources are used to recruit the candidate. 1. Internal 2. External Recruitment is done internally as well as externally but they prefer to recruit the candidate by using the internal sources like employee reference, existing employees, promotion, transfer of the employee because employees are already familiar with the company and company has also all the details of the
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employees and it also saves the cost and time for induction program. But to bring the new talent and skill in the company, they also recruit the candidate by externally. 1. Internal recruitment Employee reference Existing employees Promotion Transfer 2. External recruitment Employee exchange Consultancy With in the Ankleshwar Ankleshwar Employeement service Perfect placement Owford placement Outside the Ankleshwar India placement service Havoc placement service Fact personnel Omkar placement Friends placement Website www.naukri.com www.monster.com Recruitment and selection process

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The process of recruitment starts from manpower assessment and manpower planning. The company forecasts the manpower requirement to meet existing as well as future business needs. Each department head or functional head has to prepare proposals for additional manpower. He should take into account separations by way of resignation, retirement etc. This manpower requirement will be raised in the manpower requisition form. This requisition form mentions the job specification and the job descriptions and a justification for the requirement. The Chief Operating Officer or Executive Director duly approves the manpower requisition form for new positions. In case of replacements in the factories the factory head is responsible for authorizing the same. The HR department fills this requirement approaching various external agencies, posting on websites, scanning existing database, and internal transfers and through employee reference. The candidate undergoes three rounds of interviews I. Personal Interview with the HRD II. Technical Interview with the concerned Department Head III. Final Interview with the Senior/Top Management The outstation candidates are reimbursed for their travel expenditure by train (IInd / IIIrd A.C or 1st Class). Once a candidate is finalized, an offer letter is given to him detailing the terms of employment, documents required, his break up of emoluments etc.

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The candidate is then required to undergo a comprehensive medical examination in a company authorized medical centre. The reports are sent only to the HRD and not to be discussed with the candidate. Presently, the company has a tie up with N M Medical Centre for corporate, Jayaben Modi Hospital for Ankleshwar, Halol and Jhagadia and Haria Hospital for Vapi. The centre sends the HRD the medical reports, which are then examined by the company doctor. On receiving the medical reports, the candidate is asked to resign from his present position and join the company. The Management reserves the right to select or reject a candidate, and the decision of the management is final and binding

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Performance Appraisal System Performance appraisal is a management tool designed to encourage communication in the organization, improve quality of work produced and promote individual accountability. Objectives of the Performance Appraisal System Open two way communications between the immediate superior and the subordinate. Provide an opportunity for the superior to give positive and constructive feedback to his team. Set mutually acceptable and achievable goals and objectives. Provide a platform for the HOD to discuss how the team/department objectives align with the strategy of the company. Develop personal growth and career development strategies for the individual team members. Provide a basis for rewards and benefits. Policy The performance management system at UPL provides a structured and formal platform for interaction in order to obtain a review of goals and objectives set by individuals and teams. Types of Performance appraisal in UPL 1. Annual Performance Appraisal 2. Quarterly Appraisals

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1. Annual Performance Appraisal Objectives To review employee performance and provide feedback so as to facilitate employees overall growth and development To decide the rewards (i.e. annual increment and incentive) that would accrue to the employee. Period of Review and timing The annual performance appraisal reviews an individual for the financial year for e.g. April 2009 March 2010. The review is done during the month of April Process The appraisal and Quarterly review process follow a similar pattern. The process begins with the employee filling up his self review stating the achievement in the key result areas and process areas. The process can be jointly done with the HOD or may be first done by the employee and then appraised by the immediate superior. For all those employees who have preset objectives, the appraisee would enter the ratings against the preset objectives after discussion with the concerned employee. For all those employees whose objectives have not been preset the appraiser could evaluate the performance of the employee for his contribution in result areas, based on: Quantity of work handled. Quality of output Timeliness with which the job is done (These are general guidelines, which may be used to set a framework for the appraisee) The completed appraisal form is then sent to the next reviewer for his/her comments, who would then forward the same to HR. This entire process is to be completed before the 15th of April.

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2. Quarterly Reviews Objectives Quarterly reviews are meant to be specific, measurable, achievable, Result Oriented and time-bound. To set goals/objectives keeping in view the focus of the organization in view of changes in the organizational direction To decide the incentive amount an individual is entitled to. Period of Review The quarterly review is done for an individual for every quarter in the financial year i.e. Quarter 1: April June, Quarter 2: July September Quarter 3: October December Quarter 4: January March. Process The quarterly review process begins at the start of the quarter, where the team members discuss the team strategy at the onset of the quarter along with the H.O.D. They then set their goals or targets for the quarter and accord weightages to each goal. At the end of the quarter a review of achievements against the set targets is carried out and based on this review a ranking is given to the individual. This ranking decides the incentive amount an individual receives. The final rankings should reach HRD by the 10th day of the month immediately succeeding the quarter. In order to make the KPI system more reward oriented while constantly endeavoring for higher standards of performance, we have defined the metrics of evaluation. This will enable an individual to be able to earn up to 120% of his KPI in each quarter.
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Keeping the above in mind, the new system for setting the goals and the system of evaluation will be as follows: The targets set in every quarter should be much focused and the number of targets taken would vary depending on the different focus areas. The weightage for each target would depend on the level of priority up to a maximum score of 100. A level of difficulty will be defined at the end of all the targets. Level of difficulty is the extent to which the targets set for the quarter are difficult to achieve. The range should be between 0.7 to 1.2, where 0.7 would be a fairly low level of difficulty in achieving the goal and 1.2 would be a high level of difficulty in achieving the goal. The level of difficulty is agreed upon mutually by the subordinate and superior. The level of difficulty will be decided at the beginning of the quarter. The evaluation of the targets at the end of the quarter would be scored on the following methodology For e.g Goals Results Achieved Target 1 Target 2 Target 3 Target 4 Total The level Weight Achieved 25 20 24 17 86 above was 1.2. The person has achieved a age 30 25 25 20 100 of difficulty set for the

score of 86 points. The score for actual achieved is arrived at by multiplying the level of difficulty with the achieved score. Hence the score would be 103.2. The criterion for scoring is as follows: Grade Range Percentage Criteria for scoring

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earned Z+ Z A B C D 111-120 101-110 90-100 75-89 60-74 59 below 120 110 100 85 70 0 Sets more than 2 benchmarks At least 2 benchmarks Achieves more than set targets Achieves set targets Slightly below target Unacceptable

Training and Development activities including feedback process Training is provided for improving the skills of employees and developmental activities are for improving the overall behavior and personality of the employees. Training and developmental activities are carried out so that accidents are minimized, productivity is enhanced and skills are improved. The personal growth of employee is possible with these different training and development activities. In UPL, training activities are Need Based. The training need assessment is done by the employee himself and for the workers it is done by their immediate superior. A form is been given to the person who needs training. He has to fill the form specifying the area in which he needs training. The training program is then designed by the HR person and finally the training is provided. After the completion of the training program, feedback forms are given to the trainees where they have to mention that they are satisfied or not. The developmental activities are carried out by the Company. These activities are common for Units 1, 2, 3, 4 and 5. For fulfilling these needs of the Company, the seminars, campaign related to good living and personality development programs are arranged. As the employee is attending the programs and seminars, he is been asked about the effectiveness of the same.

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Types of training programmes for employees and trainees ISO Training Safety Training SAP Training IT Training Induction Training Soft Skill Training BBSMS training ISO Training EMS (Environment Management System), QMS (Quality Management System) and IMS (Integrate Management System) are the part of ISO Training. ISO Training is given every quarterly compulsory. This training is given to upgrade the knowledge about the ISO. Safety Training Because of chemical industry hazardous in nature, safety is very important for all employees. Thus every month safety training for different topics like drum handling, material handling solvent handling, fire safety, emergency response safety, exposure safety is conducted for all workers and staff at UPL. This training is known as safe train at UPL. SAP Training All the systems, data and reports are maintained in ERP named SAP at UPL. Thus to make everyone aware about all the existing SAP modules Every quarter SAP training for new joiners and refresher training for existing trainees is conducted at UPL. IT Training

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To continuously upgrade the knowledge about computers, internet networking, IT etc. for every employee IT trainings are conducted at regular intervals. This helps the employees more competent in todays environment. Induction Training Induction training is compulsory for all new joinees for all the units of UPL. There is 2days safety induction and 1week plant orientation. Without which no employee is allow to enter the plant. Soft Skill Training Every employee needs to upgrade not only the technical skill but also soft skills in order to become a good leader in future to fulfill this requirement at regular intervals the soft skill training such as leadership training, communication training, art of delegation, stress management, performance management etc. are provided two employees. BBSMS training It is a new concept which UPL has taken up in order to improve safety system at UPL. After continuous training the system has been implemented and to sustain the system regular training are provided at UPL. Average training man-days / hours per employee Total training provided to employees : 757 Man/days Numbers of employees Average training man day Number of employee = 757 81 = 9.34 man days / employee (1 day = 8 hours) = 9.34* 8 = 74.76 = 75 man hours / employee Promotion and transfer policy
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: 81 = Total training provided

Promotions in UPL are given on merit basis only. Promotions are the result of annual P.A. before the restructuring of the organization the promotions were based of grading system. e.g.:- if an officer is earning Rs 6000 pm and as a result of increment his salary reaches to Rs 10000 pm. Then he is automatically promoted to executive. This was the grading system which was followed before. But now the promotions are totally based on the performance of the employee. If the employee covers his targets (KPI) then performance incentive (PI) is added to his salary on quarterly basis. Eligibility criteria for promotions is the score of the appraise should be above 90. In UPL the transfer policy is totally need based of the employee. The HR persons are in constant contacts with each other, as and when any vacancy arises, in any unit the interested candidate are been transferred. Thus only personal transfers are given in UPL.

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Personnel Department
Departmental Structure (Personnel Department)
DGM (Personnel & Administration)

GM (Works)

Assistant Manager

Senior Executive / Executive

Officers

Trainees

Activities of Personnel Department

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 Time Office Details in employees personal file Welfare Activities Administration Activities Resolving the disputes of the employees Co-ordination with factory inspector Industrial Relations

Time Office

Industrial Relations

Welfare Activities

Details in employees personal file

Activities of Personnel Department

Administration Activities

Co-ordination with factory inspector

Resolving the disputes of the employees

Function of Time office

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All the factories operate six days a week and the shift timings are as follows: (Function of Time office) General shift First shift Second shift Third shift 09:00am to 05:30pm 07:00am to 03:00pm 03:00pm to 11:00pm 11:00pm to 07:00am

In UPL employees are provided with swipe chard system through which their in coming and out going timings are recorded. For new employees, till the swipe card is provided to them, they are required to sign in the muster table their arrival & departure time. This muster table is kept in the personnel dept. The timings are basically recorded for salary calculation and to count the leave of the employees, the policy followed for leave in UPL are as follows: Leave is calculated on working days and is excluding the intervening weekly offs and holidays The leave balance score card is provided twice a year in January and in July. Types of leave 1. Privilege leaves (PL) 2. Casual leave (CL) 3. Sick leave (SL) Privilege leave and Sick leave are accumulated whereas Casual leave cannot be accumulated. Privilege leave is available for 21 days in a year; sick leave is available for 9 days; and Casual leave is available is available for 7 days per annum. Details in employee personal file

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In Personal file of and employee, contains some important documents with long term legal implications. When a person is given the letter of appointment, on the of joining he has to submit the following documents Proof of age Academic certificates Professional certificate Experience certificate Salary certificate Relieving letter of the pre Company One stamp size photograph for an identity card Five passport size photographs Details which are maintained in their files are as follows: Name Post Date of birth Age Place of birth Sex Nationality Religion E-mail Telephone number Mobile number Fax number Present address Permanent address Martial status
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 Marriage date Any relative in UPL group, their name and relationship Family background Reference (if any) Personal strengths and weakness And as his career progresses other documents also get added, such as Letter of increment Promotions Awards Appraisals Letter of appreciation Disciplinary actions Welfare Activities The welfare activities are carried out so that the employees feel that the Company is taking care of them. Various activities for employees and workers welfare are being carried out in UPL. These are as follow: Mediclaim Canteen Raincoats Uniforms for workers Civil shoes, Gum shoes for workers Education for employees children UPL colonies UPL library P.F Environment day celebration

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 Environment related training as per the schedules Wage and Salary structure In the past, grade system is followed by the UPL .But now flat organization structure is followed by the UPL. In UPL wage & salary is distributed by following way Monthly Basic HRA (House Rent Allowances) Transport Education Special allowances Monthly Gross Yearly Bonus Provided fund Medical LTA Performance incentive (Quarterly) Superannuation (For managers and above post) Conveyance (For assistant manager and above post) Yearly Cost to the Company - Annual Gross XXX YYY XXX -

The negotiation is done on cost to the company.

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Industrial relations The word IR is used to express the nature of relationship between employee and employer in the organization, when willing cooperation is available from employees and workers for the achievement of organizations goals, it is said as the company is having sound industrial relations. UPL has achieved this kind of sound relationship. UPL is providing fair conducive environment for working. Induction We are known for the importance we accord to learning. The time and money that we invest on strengthening the fundamentals, we believe gives us very good return in future. We have a formal and structured induction for all new joinees (from campus and laterals). Our training provides inputs not only in ones own core functional area but also across all key cross functions in the company. Each new recruit undergoes the plant, depot & project training stint irrespective of the function he/she is in. We have a structured orientation programme for our Executive Trainees (management graduates and engineers who join us directly from campus). The induction Process at UPL can be coined as four fold approach. The entire process is divided into four parts. The layout of the Executive Trainee (E.T) program (induction Programme) is based on the premise that Training & Crossfunctional exposure are two key organizational levers that promote career growth at UPL Administration The administration department handles a manifold of activities like housekeeping of the premises, travel arrangement and ticket booking, guesthouse arrangements and their maintenance and smooth functioning all across the country, control on administrative overheads like stationery, courier,
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etc. and their allocations. Allocation of personnel like office assistants and cleaners and handling of security, procurement and of cars, corporate communication and organizing conferences also fall in this portfolio. Housekeeping Housekeeping is one of the main activities carried out by the administration dept. which involves the cleaning of roads, canteen area, administration building, other offices, gardening, and sanitation. All such activities carried out are basically done through worker on daily basis, and its annual budget is approximately above Rs.1lac p.a. excluding material used. House keeping in plant area is basically done by well trained workers as other technical knowledge is required to work in the plant area. Canteen handling The main aim of canteen handling is to provide good quality and quantity of food to employees from the canteen contractor. Also the house keeping in canteen is taken good care, as cleanliness is very much required in such places. Transportation The transportation carried out by administration department is to provide transportation to employees on duty hours for official purpose only, which basically involves two maruti vans in place or the travelers expenses are duly paid.

Ticket booking Ticket booking for railway reservation, general reservation In railways, bus tickets, air tickets for the employees by the ticket provider for employees on

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official purpose only. The tickets are basically booked considering the employees designation. Hotel / Guest house booking Booking in hotel or guest house is basically done by the company for its visitors, as per the visitors requirement. The grade of service is maintained as per the persons designation. Organizational developmental activities The HR Department is responsible for carrying out the activities related to the organizational development. Firstly, activities related to give an ambiguous environment are going on in Unit 1. The shifting of the departments are been carried out. Secondly, the training programs are been arranged for Unit 2. Thirdly, the work culture in Unit 3 is lacking as per the requirements. So the activities related to changing the work culture are been carried out. GRIEVANCE According to Breach grievances is any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of the management. DISICPLINE Rules and regulation are essential to maintain peace, prevent anarchy, and regulate behaviors of people and to hold the pieces together. Moreover, most of the employees prefer to work under disciplined environment as fair rulers protect the individuals and the organization and enable the team work. Further, disciplinary measures ensure just and equal treatment to all employee, efficient two way communication, encourage co-operation and builds term pride.

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UPLS employees are well disciplined, but it is obvious that it may have some occasions of misconduct or indiscipline. Misconduct, is an act or a conduct which is prejudicial to the interests of the employee, or which is likely to impair the reputation of the employee or create interest among other employees. UPL believes in marination discipline properly, it is the best way of controlling misconduct of the organization. But for the occasion of indiscipline, there must be discipline action. Under this, first of tall accurate reasons for discipline problem must be found and the courses of such problem for discipline found. After that a specific penalty should be formulated or chosen according to the disciplinary actions. Guidelines developed by HR department and finally application of penalty. Manpower planning Human resource planning is the process by which management determines how the organization should move from its current position to its desired man power position. Through planning, management strives to have the right kind of people at the right time doing right thing which result in both the organization & individually receiving maximum long run benefits. At UPL there is no detailed manpower planning is done what is done that different type of company are asked it present annually their manpower requirement for different categories of personal. This requirement is approved if they are valid. Steps involved in manpower planning 1. Anticipating manpower needs. 2. Planning job requirements & descriptions. 3. Analyzing skill to determine the nature of man power needs. 4. Selecting adequate source of requirement.

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CHAPTER 3 REVIEW OF LITERATURE EMPLOYEE SATISFACTION Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations. Employee satisfaction is often measured by anonymous employee satisfaction surveys administered periodically that gauge employee satisfaction. (I do not support these.) Employee satisfaction is looked at in areas such as:

management, understanding of mission and vision, empowerment, teamwork,

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communication, and coworker interaction.

The facets of employee satisfaction measured vary from company to company. A second method used to measure employee satisfaction is meeting with small groups of employees and asking the same questions verbally. Depending on the culture of the company, either method can contribute knowledge about employee satisfaction to managers and employees. Exit interviews are another way to assess employee satisfaction in that satisfied employees rarely leave companies. What Employers Can Do About Employee Satisfaction In this environment for employee satisfaction, it is vitally important to know which factors most affect employee satisfaction. You want to spend your time, money, and energy on programs, processes, and factors that will have a positive impact on employee satisfaction. A 2009 survey, by the Society for Human Resource Management (SHRM) looked at 24 factors that are regularly thought to relate to employee satisfaction. The study found that employees identified these five factors as most important:

job security, benefits (especially health care) with the importance of retirement benefits rising with the age of the employee, compensation/pay, opportunities to use skills and abilities, and feeling safe in the work environment.

The next five most important factors affecting employee satisfaction were:

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the employee's relationship with his or her immediate supervisor, management recognition of employee job performance, communication between employees and senior management, the work itself, and autonomy and independence in their job.

Factors that were not strongly connected to employee satisfaction included:

the organizations commitment to a green workplace, networking opportunities, career development opportunities, paid training and tuition reimbursement programs, and the organizations commitment to professional development.

In contrast, Human Resources professionals ranked these ten factors as most important in employee satisfaction:

job security, relationship with immediate supervisor, benefits, communication between employees and senior management, opportunities to use skills and abilities, management recognition of employee job performance, job-specific training, feeling safe in the work environment, compensation/pay, and overall corporate culture.

Ive consolidated for you the results of employee satisfaction surveys and their implications for the workplace. Most importantly, I have provided research data that defines the factors most important to employees as you continue to seek to

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provide a workplace that emphasizes employee satisfaction as a recruiting and retention tool. Use the data to your best advantage.

CHAPTER 4 INTRODUCTION The project talks about the Employee Satisfaction of the organization given to its employees and the impact of the employee satisfaction on the Organisation.The project is aimed at understanding how the Employee Satisfaction Level richer the organization level.

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CHAPTER 5 OBJECTIVES OF THE STUDY LIST OF OBJECTIVES

To know whether employees are Satisfied with the Company.

To Know about Job satisfaction level of the Employee. To find out satisfaction level of the Employees towards the Company, Job, Working Condition, about his/her supervisor, Development and other welfare benefits of the company.

To find out employees perception regarding Company and his/her job.

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CHAPTER 6 RESEARCH METHODOLOGY RESEARCH DESIGN The study aim at finding out satisfaction level of the employee in Untied Phosphors Limited Unit 2 Ankleshwer (G.I.D.C.) so for this is a Descriptive study in nature. POPULATION OF THE STUDY The total strength of the organisation is 81 employees. This study covers all the employees of all the departments of the organization. TYPE OF THE STUDY Sample study SAMPLING PLAN Sample Size : 33 Random Sampling Sampling method :

DATA COLLECTION METHOD SOURCES OF DATA COLLECTION Primary data has been used as a source of data. The Primary data are collected through direct contact with the employees of UPL Unit-2 (Ankleshwar) GIDC

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TOOL FOR DATA COLLECTION I have used well structured questionnaire as a tool for data collection.

CHAPTER - 7 DATA ANALYSIS AND INTERPRETATION

1. My company is one of the best companies for work.

T.1 - My Company is one of the best companies for work.

Frequency Very Disagree 0 Disagree 0 Neutral 7 Agree 17 very Agree 9 Total 33 C.1 - My Company is one of the best companies for work.

Percent 0 0 21.2 51.5 27.3 100.0%

Form the table T.1 it can be depicts that 51.5 percent (n=17) respondents were Agree, 27.3 percent (n=9) respondents were Very Agree and reaming 21.2

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percent (n=7) respondents were neutral to the statement that my company is one the best companies for work

2. My company treats me well.

T.2 - My Company treats me well.

Very Disagree Disagree Neutral Agree very Agree Total C.2 - My Company treats me well.

Frequency 0 1 8 20 4 33

Percent 0 3.0 24.2 60.6 12.1 100.0%

Form the table T.2 it can be depicts that 60.6 percent (n=20) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 24.2 percent (n=8) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement

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3. I am proud to tell people I work for this company

T.3 I am proud to tell people I work for this company

Very Disagree Disagree Neutral Agree very Agree Total

Frequency 0 1 5 17 10 33

Percent 0 3.0 15.2 51.5 30.3 100.0%

T.3 I am proud to tell people I work for this company

Form the table T.3 it can be shows that 51.5 percent (n=17) respondents were Agree, 30.3 percent (n=10) respondents were Very Agree, 15.2 percent (n=5) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement

4. I am satisfied working with my company at the present time.

T.4 - I am satisfied working with my company at the present time. 41

Very Disagree Disagree Neutral Agree very Agree Total

Frequency 0 2 3 24 4 33

Percent 0 6.1 9.1 72.7 12.1 100.0%

C.4 - I am satisfied working with my company at the present time.

Form the table T.4 it can be shows that 72.7 percent (n=24) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 9.1 percent (n=3) respondents were neutral and only 6.1 percent (n=2) respondent is disagree with the statement

5. I am satisfied with my job and the kind of work I do.

T.5 - I am satisfied with my job and the kind of work I do.

Very Disagree Disagree Neutral

Frequency 0 1 9

Percent 0 3.0 27.3

42

Agree very Agree Total

14 9 33

42.4 27.3 100.0%

C.5 - I am satisfied with my job and the kind of work I do.

Form the table T.5 it can be shows that 42.4 percent (n=14) respondents were Agree, 27.3 percent (n=9) respondents were Very Agree, 27.3 percent (n=9) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement that I am satisfied with my job and the kind of work I do.

6. My job is challenging and interesting.

T.6 - My job is challenging and interesting. Very Disagree Disagree Neutral Agree Frequency 0 3 2 17
43

Percent 0 9.1 6.1 51.5

very Agree Total

11 33

33.3 100.0%

C.6 - My job is challenging and interesting

Form the table T.6 it can be shows that 51.5 percent (n=17) respondents were Agree, 33.3 percent (n=11) respondents were Very Agree, 6.1 percent (n=2) respondents were neutral and 9.1 percent (n=3) respondents is disagree with the statement that My job is challenging and interesting

7. I am getting enough relevant training for my present job.

T.7 - I am getting enough relevant training for my present job.

Very Disagree Disagree Neutral Agree very Agree Total

Frequency 0 3 7 16 7 33
44

Percent 0 9.1 21.2 48.5 21.2 100.0%

C.7 - I am getting enough relevant training for my present job.

Form the table T.7 it can be depicts that 48.5 percent (n=16) respondents were Agree, 21.2 percent (n=7) respondents were Very Agree, 21.2 percent (n=7) respondents were neutral and only 9.1 percent (n=3) respondent is disagree with the statement

8. I understand what is expected of me in my work.

T.8 - I understand what is expected of me in my work.

Very Disagree Disagree Neutral Agree very Agree Total

Frequency 0 1 3 25 4 33

Percent 0 3.0 9.1 75.8 12.1 100.0%

C.8 - I understand what is expected of me in my work.

45

Form the table T.8 it can be shows that 75.8 percent (n=25) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 9.1 percent (n=3) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement

9. I have the material/equipment and tools I need to do my job well

T.9 - I have the material/equipment and tools I need to do my job well Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 9 15 6 33 Percent 3.0 6.1 27.3 45.5 18.2 100.0%

C.9 - I have the material/equipment and tools I need to do my job well

46

Form the table T.9 it can be shows that 45.5 percent (n=15) respondents were Agree, 18.2 percent (n=6) respondents were Very Agree, 27.3 percent (n=9) respondents were neutral, 6.1 percent (n=2) respondents disagree and 3.0 percent (n=1) respondent is very disagree for the statement. 10 . I am satisfied with my working conditions. T. 10 - I am satisfied with my working conditions. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 5 6 16 6 33 Percent 0 15.2 18.2 48.5 18.2 100.0%

C.10 - I am satisfied with my working conditions.

47

Form the table T.10 it can be shows that 48.5 percent (n=16) respondents were Agree, 18.2 percent (n=6) respondents were Very Agree, 18.2 percent (n=6) respondents were neutral and only 15.2 percent (n=5) respondent is disagree with the statement that I am satisfied with my working conditions. 11. My Supervisor recognizes and acknowledges my good performance. T.11 My Supervisor recognizes and acknowledges my good performance. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 7 15 11 33 Percent 0 0 21.2 45.5 33.3 100.0%

T.11 My Supervisor recognizes and acknowledges my good performance.

48

Form the table T.11 it can be shows that 45.5 percent (n=15) respondents were Agree, 33.3 percent (n=11) respondents were Very Agree and reaming 21.2 percent (n=5) respondents were neutral for the statement. 12. Overall, I am satisfied with my present job. T. 12 - Overall, I am satisfied with my present job. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 9 16 8 33 Percent 0 0 27.3 48.5 24.2 100.0%

C.12 - Overall, I am satisfied with my present job.

49

Form the table T.12 it can be shows that 48.5 percent (n=16) respondents were Agree, 24.2 percent (n=8) respondents were Very Agree and 27.3 percent (n=9) respondents were neutral for the statement 13. The Company makes every effort to fill vacancies from within before T.13 - The Company makes every effort to fill vacancies from within before Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 12 14 5 33 Percent 0 6.1 36.4 42.4 15.2 100.0%

C.13 - The Company makes every effort to fill vacancies from within before

50

Form the table T.13 it can be shows that 42.4 percent (n=14) respondents were Agree, 15.2 percent (n=5) respondents were Very Agree, 36.4 percent (n=12) respondents were neutral and only 6.1percent (n=2) respondents are disagree with the statement. 14. I am satisfied with the job opportunities in the company. T.14 - I am satisfied with the job opportunities in the company. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 6 22 4 33 Percent 0 3.0 18.2 66.7 12.1 100.0%

T.14 - I am satisfied with the job opportunities in the company.

51

Form the table T.14 it can be shows that 66.7 percent (n=22) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 18.2 percent (n=6) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement. 15. Promotion goes to those who most deserve it.
T .15 - Promotion goes to those who most deserve it.

Very Disagree Disagree Neutral Agree very Agree Total

Frequency 1 2 11 15 4 33

Percent 3.0 6.1 33.3 45.5 12.1 100.0%

C.15 - Promotion goes to those who most deserve it.

52

Form the table T.15 it can be shows that 45.5 percent (n=15) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 33.3 percent (n=11) respondents were neutral, 6.1 percent (n=2) respondents are disagree and 3.0 percent (n=1) respondent is very disagree with the statement. 16. I was given enough feedback on my performance. T.16 - I was given enough feedback on my performance. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 4 24 4 33 Percent 0 3.0 12.1 72.7 12.1 100.0%

C.16 - I was given enough feedback on my performance.

53

Form the table T.16 it can be shows that 72.7 percent (n=24) respondents were Agree, 12.1 percent (n=4) respondents were Very Agree, 12.1 percent (n=4) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement 17. I am satisfied with the opportunities for given training. T.17 - I am satisfied with the opportunities for given training. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 6 20 5 33 Percent 0 6.1 18.2 60.6 15.2 100.0%

17. I am satisfied with the opportunities for given training.

54

Form the table T.17 it can be shows that 60.6 percent (n=20) respondents were Agree, 15.2 percent (n=5) respondents were Very Agree, 18.2 percent (n=6) respondents were neutral and only 6.1 percent (n=2) respondent is disagree with the statement. 18. My Manager/Supervisor trusts on me. T.18 - My Manager/Supervisor trusts on me. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 2 19 12 33 Percent 0 0 6.1 57.6 36.4 100.0%

C.18 - My Manager/Supervisor trusts on me.

55

Form the table T.18 it can be shows that 57.6 percent (n=19) respondents were Agree, 36.4 percent (n=12) respondents were Very Agree and 6.1 percent (n=2) respondents were neutral with the statement 19. My Manager/Supervisor helps me to improve myself. T.19 - My Manager/Supervisor helps me to improve myself. Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 18 12 1 33 Percent 3.0 6.1 54.5 36.4 3.0 100.0%

C.19 - My Manager/Supervisor helps me to improve myself.

56

Form the table T.19 it can be shows that 36.4 percent (n=12) respondents were Agree, 3.0 percent (n=1) respondents were Very Agree, 54.5 percent (n=18) respondents were neutral, 6.1 percent (n=2) respondents are disagree and 3.0 percent (n=1) respondent are very disagree with the statement 20. My Manager/Supervisor takes prompt and fair corrective action on employees who fail to perform their work satisfactorily. T. 20 - My Supervisor takes prompt and fair corrective action on employees Very Disagree Disagree Neutral Agree very Agree Total Frequency 1 2 7 18 5 33 Percent 3.0 6.1 21.2 54.5 15.2 100.0%

C. 20 - My Supervisor takes prompt and fair corrective action on employees

57

Form the table T.20 it can be shows that 54.5 percent (n=18) respondents were Agree, 15.2 percent (n=5) respondents were Very Agree, 21.2 percent (n=7) respondents were neutral, 6.1 percent (n=2) respondents are disagree and only 3 percent (n=1) respondent is very disagree with the statement 21. My Supervisor establishes plans and work objectives with me. T.21- My Manager/Supervisor establishes plans and work objectives with me. Frequency Very Disagree Disagree Neutral Agree very Agree Total 0 3 7 17 6 33 Percent 0 9.1 21.2 51.5 18.2 100.0%

C.21 - My Manager/Supervisor establishes plans and work objectives with me.

58

Form the table T.21 it can be shows that 51.5 percent (n=17) respondents were Agree, 18.2 percent (n=6) respondents were Very Agree, 21.2 percent (n=7) respondents were neutral and only 9.1 percent (n=3) respondent is disagree with the statement 22. My Manager/Supervisor gives me clear instructions. T. 22 - My Manager/Supervisor gives me clear instructions. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 6 20 7 33 Percent 0 0 18.2 60.6 21.2 100.0%

C.22 - My Manager/Supervisor gives me clear instructions

59

. Form the table T.22 it can be shows that 60.6 percent (n=20) respondents were Agree, 21.2 percent (n=7) respondents were Very Agree and reaming 18.2 percent (n=6) respondents were neutral with the statement 23. My Manager/Supervisor is available when I need advice. T.23 - My Manager/Supervisor is available when I need advice. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 4 18 10 33 Percent 0 3.0 12.1 54.5 30.3 100.0%

23. My Manager/Supervisor is available when I need advice.

60

Form the table T.23 it can be shows that 54.5 percent (n=18) respondents were Agree, 30.3 percent (n=10) respondents were Very Agree, 12.1 percent (n=4) respondents were neutral and only 3 percent (n=1) respondent is disagree with the statement 24. I feel free to talk openly and honestly to my Manager/Supervisor. T.24 - I feel free to talk openly and honestly to my Manager/Supervisor. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 0 16 17 33 Percent 0 0 0 48.5 51.5 100.0%

C.24 - I feel free to talk openly and honestly to my Manager/Supervisor.

61

Form the table T.24 it can be shows that 48.5 percent (n=16) respondents were Agree and 51.5 percent (n=17) respondents were Very Agree with the statement that I feel free to talk openly and honestly to my Manager/Supervisor 25. My Manager/Supervisor praises me when I do a good job. T.25 - My Manager/Supervisor praises me when I do a good job. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 2 6 15 10 33 Percent 0 6.1 18.2 45.5 30.3 100.0%

C.25 - My Manager/Supervisor praises me when I do a good job.

62

Form the table T.25 it can be shows that 45.5 percent (n=15) respondents were Agree, 30.3 percent (n=10) respondents were Very Agree, 18.2 percent (n=6) respondents were neutral and only 6.1 percent (n=2) respondents are disagree with the statement that My Manager/Supervisor praises me when I do a good job 26. My Supervisor helds regular meetings with my work groups. T.26 - My Supervisor helds regular meetings with my work groups. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 9 16 5 33 Percent 0 9.1 27.3 48.5 15.2 100.0%

C.26 - My Supervisor helds regular meetings with my work groups.

63

Form the table T.26 it can be shows that 48.5 percent (n=16) respondents were Agree, 15.2 percent (n=5) respondents were Very Agree, 27.3 percent (n=9) respondents were neutral and only 9.1 percent (n=3) respondents are disagree with the statement 27. My Manager/Supervisor is effective in making decisions. T.27 - My Manager/Supervisor is effective in making decisions. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 5 19 9 33 Percent 0 0 15.2 57.6 27.3 100.0%

C.27 - My Manager/Supervisor is effective in making decisions.

64

Form the table T.27 it can be shows that 57.6 percent (n=19) respondents were Agree, 27.3 percent (n=9) respondents were Very Agree, and 15.2 percent (n=5) respondents were neutral for the statement 28. My Manager/Supervisor knows what is going on in my work group. T.28 - My Manager/Supervisor knows what is going on in my work group. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 3 22 7 33 Percent 0 3.0 9.1 66.7 21.2 100.0%

C.28- My Manager/Supervisor knows what is going on in my work group.

65

Form the table T.28 it can be shows that 66.7 percent (n=22) respondents were Agree, 21.2 percent (n=7) respondents were Very Agree, 9.1 percent (n=3) respondents were neutral and only 3.0 percent (n=1) respondent is disagree with the statement 29. My Manager/Supervisor is doing a good job. T.29 - My Manager/Supervisor is doing a good job. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 2 19 12 33 Percent 0 0 6.1 57.6 36.4 100.0%

C.29 - My Manager/Supervisor is doing a good job.

66

Form the table T.29 it can be shows that 57.6 percent (n=19) respondents were Agree, 36.4 percent (n=12) respondents were Very Agree, and 6.1 percent (n=2) respondents were neutral for the statement that My Manager/Supervisor is doing a good job. 30. Work is fairly distributed in my work group. T.30 - Work is fairly distributed in my work group. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 1 9 18 5 33 Percent 0 3.0 27.3 54.5 15.2 100.0%

C.30 - Work is fairly distributed in my work group.

67

Form the table T.30 it can be shows that 54.5 percent (n=18) respondents were Agree, 15.2 percent (n=5) respondents were Very Agree, 27.3 percent (n=9) respondents were neutral and only 3.0 percent (n=1) respondent is disagree with the statement 31. I am satisfied with how members of my work group solve problems. T.31 - I am satisfied with how members of my work group solve problems. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 6 21 3 33 Percent 0 9.1 18.2 63.6 9.1 100.0%

C.31 - I am satisfied with how members of my work group solve problems.

68

Form the table T.31 it can be depicts that 63.6 percent (n=21) respondents were Agree, 9.1 percent (n=3) respondents were Very Agree, 18.2 percent (n=6) respondents were neutral and only 9.1 percent (n=3) respondents are disagree with the statement 32. My work group works well together. T. 32 - My work group works well together. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 6 20 7 33 Percent 0 0 18.2 60.6 21.2 100.0%

C.32 - My work group works well together.

69

Form the table T.32 it can be shows that 60.6 percent (n=20) respondents were Agree, 21.1 percent (n=7) respondents were Very Agree and 18.2 percent (n=6) respondents were neutral with the statement that My Work group works well together 33. I feel free to talk openly and honestly with members of my work group. T.33 - I feel free to talk openly and honestly with members of my work group. Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 0 3 16 14 33 Percent 0 0 9.1 48.5 42.4 100.0%

C.33 - I feel free to talk openly and honestly with members of my work group.

70

Form the table T.33 it can be shows that 48.5 percent (n=16) respondents were Agree, 42.4 percent (n=14) respondents were Very Agree, 9.1 percent (n=3) respondents were neutral with the statement that I feel free to talk openly and honestly with members of my work group 34. I am satisfied with the companys employee welfare programs such as rewards, incentives, food coupons, insurance and health care, etc. T.34 - I am satisfied with the companys employee welfare programs Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 3 9 13 8 33 Percent 0 9.1 27.3 39.4 24.2 100.0%

34. I am satisfied with the companys employee welfare programs

71

Form the table T.34 it can be shows that 39.4 percent (n=13) respondents were Agree, 24.2 percent (n=8) respondents were Very Agree, 27.3 percent (n=9) respondents were neutral and only 9.1 percent (n=3) respondents are disagree with the statement 35. I am satisfied with the recreational activities provided by the company, e.g. picnics and annual dinner. T.35 - I am satisfied with the recreational activities Very Disagree Disagree Neutral Agree very Agree Total Frequency 0 11 9 11 2 33 Percent 0 33.3 27.3 33.3 6.1 100.0%

C.35 - I am satisfied with the recreational activities

72

Form the table T.35 it can be shows that 33.3 percent (n=11) respondents were Agree, 6.1 percent (n=2) respondents were Very Agree, 27.3 percent (n=9) respondents were neutral and only 33.3 percent (n=11) respondent is disagree with the statement CHAPTER - 8 FINDINGS OF THE STUDY As per above table, I found that the satisfaction level of the Employees towards the company is 79.70 percentage which is the very high, so we can say that the Employees are highly satisfied with company and the work condition. About Job satisfaction, 78.26 percentage employees are satisfied with his/ her Job or kind of work they do, they believe that My job are challenging and interesting. They have the material/equipment and tools which they need to do job well. About Career and Development, 75.85 percentage Employees satisfied with the Career and Development plan with company provide.

73

 About 81.4 percentage Employees are satisfied with his/her supervise or Manager. This indicted high level of satisfaction. They believe that my supervise help at that time when they need. And also His/her supervisor trust on his/her work About work group, the level of satisfaction is 79.55 percentages which indict very high level of team work and good team building. 68.09 percentage employees are satisfied with employees benefit which company providing to the Employees or worker.

Rating
1=Very Disagree 2=Disagree 3=Neutral 4=Agree 5=Very Agree S.L = Satisfaction Level R. No. = Respondent Number Total of Rate No. Question X 5

S.L

74

S.L (%) =

Total of Rate No. Question X 5

X 100

Table No. F.1 - About Company

R. No 1 2 3 4 5 6 7 8 9 10 11 12 13 Q-1 3 4 5 4 4 5 5 5 5 4 3 4 4 Rating Q-2 Q-3 4 4 3 3 5 2 4 4 3 4 5 4 4 4 4 5 4 5 4 5 4 5 4 4 4 4 Q-4 4 3 5 4 4 4 4 4 5 4 2 4 4 Total 15 15 20 14 17 17 17 17 20 16 13 16 16 S.L. 0.75 0.75 1.00 0.70 0.85 0.85 0.85 0.85 1.00 0.80 0.65 0.80 0.80 S.L. (%) 75.00 75.00 100.0 0 70.00 85.00 85.00 85.00 85.00 100.0 0 80.00 65.00 80.00 80.00

75

14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.L. S.L. (%)

3 4 4 3 5 5 3 4 4 4 5 4 4 3 4 4 4 3 4 5 134 0.81 81.21

3 3 4 3 4 5 3 4 4 4 4 3 5 4 4 4 4 3 4 4 126 0.76 76.36

3 4 4 3 4 5 4 5 4 4 5 4 5 3 4 5 3 2 5 4 135 0.82 81.82

2 4 4 4 4 5 3 4 4 4 5 4 4 3 4 4 4 4 4 4 129 0.78 78.18

11 15 16 13 17 20 13 17 16 16 19 15 18 13 16 17 15 12 17 17 526 0.80

0.55 0.75 0.80 0.65 0.85 1.00 0.65 0.85 0.80 0.80 0.95 0.75 0.90 0.65 0.80 0.85 0.75 0.60 0.85 0.85

55.00 75.00 80.00 65.00 85.00 100.0 0 65.00 85.00 80.00 80.00 95.00 75.00 90.00 65.00 80.00 85.00 75.00 60.00 85.00 85.00

79.7 0

Table No. F.2 - About Job

R. No 1 2 3 4 5 6 7 8 9 10 11 12 Rating Q-5 4 3 5 4 5 5 5 4 5 4 3 3 Q-6 4 4 5 2 5 4 5 5 5 4 2 4 Q-7 4 5 3 2 4 4 5 4 5 4 2 4 Q-8 4 4 4 2 4 4 4 4 5 4 3 4 Q-9 4 4 5 2 5 1 5 3 5 4 3 4 Q10 2 3 5 2 5 4 5 4 5 4 3 4 Q11 4 3 5 4 4 4 3 4 5 4 4 5 Q12 4 3 5 3 4 4 4 4 5 4 3 5 Total 30 29 37 21 36 30 36 32 40 32 23 33 S.L. 0.75 0.73 0.93 0.53 0.90 0.75 0.90 0.80 1.00 0.80 0.58 0.83 S.L. (%) 75 72.5 92.5 52.5 90 75 90 80 100 80 57.5 82.5

76

13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.L S.L (%)

3 2 3 4 4 5 5 3 4 4 4 4 5 4 4 4 4 3 3 3 5 130 0.79 78.7 9

4 3 5 5 2 4 5 3 4 4 4 4 5 5 4 4 4 4 4 4 5 135 0.82 81.8 2

4 3 3 2 5 4 5 3 3 4 4 4 4 4 3 5 4 4 4 3 5 126 0.76 76.3 6

4 4 5 4 4 4 5 3 4 4 4 4 4 3 4 4 4 4 4 4 5 131 0.79 79.3 9

4 4 4 4 4 5 5 2 3 4 4 3 3 4 3 3 4 3 3 4 4 122 0.74 73.9 4

4 3 3 4 2 4 5 2 3 4 3 4 4 2 5 4 4 4 4 4 4 122 0.74 73.9 4

5 3 4 5 3 5 5 3 3 4 4 4 4 5 3 5 4 5 4 4 5 136 0.82 82.4 2

4 3 4 4 4 5 5 3 4 4 4 4 4 3 3 5 4 5 3 3 5 131 0.79 79.3 9

32 25 31 32 28 36 40 22 28 32 31 31 33 30 29 34 32 32 29 29 38 1033 0.78

0.80 0.63 0.78 0.80 0.70 0.90 1.00 0.55 0.70 0.80 0.78 0.78 0.83 0.75 0.73 0.85 0.80 0.80 0.73 0.73 0.95

80 62.5 77.5 80 70 90 100 55 70 80 77.5 77.5 82.5 75 72.5 85 80 80 72.5 72.5 95

78. 26

Table No. F.3 - About Career and Development

R. No. 1 2 3 4 5 6 7 8 9 10 11 12 Q13 4 3 5 2 3 4 3 5 5 4 4 4 Q14 4 4 5 2 4 4 4 4 5 4 4 4 Rating QQ15 16 4 4 3 4 5 5 2 4 4 4 3 3 3 4 4 4 5 5 4 4 3 4 4 4 Q17 4 2 3 2 3 4 5 4 5 4 4 4 Total 20 16 23 12 18 18 19 21 25 20 19 20 S.L. 0.80 0.64 0.92 0.48 0.72 0.72 0.76 0.84 1.00 0.80 0.76 0.80 S.L. (%) 80 64 92 48 72 72 76 84 100 80 76 80

77

13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.L. S.L. (%)

4 3 3 4 4 4 5 3 3 4 3 4 2 4 3 3 4 3 3 4 5 121 0.73 73.3 3

4 3 4 4 4 4 5 3 4 4 4 4 3 3 3 4 4 4 3 4 5 128 0.78 77.5 8

4 4 4 3 2 5 5 4 4 4 4 4 4 3 3 3 1 3 3 3 4 118 0.72 71.5 2

4 3 4 4 4 4 5 2 4 4 3 4 4 4 4 4 3 4 4 4 5 130 0.79 78.7 9

4 4 3 4 4 4 5 3 3 4 4 4 4 4 4 5 4 5 3 4 4 127 0.77 76.9 7

20 17 18 19 18 21 25 15 18 20 18 20 17 18 17 19 16 19 16 19 23 624 0.76

0.80 0.68 0.72 0.76 0.72 0.84 1.00 0.60 0.72 0.80 0.72 0.80 0.68 0.72 0.68 0.76 0.64 0.76 0.64 0.76 0.92

80 68 72 76 72 84 100 60 72 80 72 80 68 72 68 76 64 76 64 76 92

75.6 4

Table No. F.4 - About Supervisor

R. No. 1 2 3 4 5 6 Q18 4 4 5 4 4 3 Q19 4 1 5 4 4 3 Q20 4 1 5 2 3 3 Q21 4 2 5 2 4 3 Q22 4 3 5 4 3 4 Rating QQ23 24 4 3 5 4 2 5 4 4 5 4 5 4 Q25 4 5 5 4 5 4 Q26 4 2 5 4 3 3 Q27 4 3 5 4 5 4 Q28 4 4 5 4 4 4 Q29 4 5 5 5 5 4 Tota l 48 37 60 45 47 44 S.L. 0.8 0 0.6 2 1.0 0 0.7 5 0.7 8 0.7 3 S.L. (%) 80.00 61.67 100.0 0 75.00 78.33 73.33

78

7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33

5 5 5 4 3 4 4 4 4 5 4 4 5 4 4 4 4 4 4 5 5 5 4 5 4 5 5

4 5 5 4 4 4 4 4 4 5 4 5 5 3 5 4 4 4 4 5 5 5 4 5 4 4 5

3 4 4 4 4 4 3 4 4 4 3 5 5 2 3 4 4 4 4 4 4 5 4 4 3 4 5

3 4 4 4 4 4 3 4 3 4 3 4 5 2 3 4 4 4 5 4 4 5 5 5 4 3 4

3 5 5 4 4 4 4 4 4 4 4 5 5 3 4 4 4 4 3 3 4 5 4 5 4 4 4

3 4 5 4 4 4 5 4 4 5 4 5 5 3 4 4 4 4 4 4 3 5 5 5 4 4 4

4 5 5 4 5 5 5 4 4 5 5 5 5 4 5 4 4 4 5 5 4 5 5 5 4 4 4

3 5 5 3 3 5 5 3 4 5 4 2 5 4 4 3 4 4 3 4 4 5 4 4 4 2 4

3 5 4 4 4 4 4 3 4 4 2 4 5 2 3 4 4 4 4 3 3 4 5 5 3 3 4

3 5 5 4 4 4 4 3 4 4 4 4 5 4 4 4 4 4 4 5 3 5 5 5 4 3 4

1 4 5 4 4 4 3 4 4 4 3 5 5 3 4 4 4 4 4 4 4 5 5 5 4 4 4

3 4 5 4 4 4 4 4 4 5 3 5 5 4 4 4 4 4 5 4 4 5 4 5 4 4 5

38 55 57 47 47 50 48 45 47 54 43 53 60 38 47 47 48 48 49 50 47 59 54 58 46 44 52

0.6 3 0.9 2 0.9 5 0.7 8 0.7 8 0.8 3 0.8 0 0.7 5 0.7 8 0.9 0 0.7 2 0.8 8 1.0 0 0.6 3 0.7 8 0.7 8 0.8 0 0.8 0 0.8 2 0.8 3 0.7 8 0.9 8 0.9 0 0.9 7 0.7 7 0.7 3 0.8

63.33 91.67 95.00 78.33 78.33 83.33 80.00 75.00 78.33 90.00 71.67 88.33 100.0 0 63.33 78.33 78.33 80.00 80.00 81.67 83.33 78.33 98.33 90.00 96.67 76.67 73.33 86.67

79

7 Tot al S.L. S.L. (%) 14 2 0.8 6 86. 1 13 9 0.8 4 84. 2 12 3 0.7 5 74. 5 12 5 0.7 6 75. 8 13 3 0.8 1 80. 6 13 6 0.8 2 82. 4 14 9 0.9 0 90. 3 13 2 0.8 0 80. 0 12 2 0.7 4 73. 9 13 6 0.8 2 82. 4 13 3 0.8 1 80. 6 14 2 0.8 6 86. 1 1612 0.81

81. 4

Table No. F.5 - About Work Group

R. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Rating Q30 4 4 4 2 5 3 4 5 5 4 4 4 4 3 4 4 3 4 4 4 4 4 4 3 4 3 3 3 5 3 Q-31 4 2 4 2 5 3 4 4 5 4 4 4 4 4 4 4 4 3 4 3 4 4 4 4 3 4 4 3 4 2 Q-32 4 4 4 3 5 4 5 4 5 4 4 4 4 4 4 5 3 3 4 4 5 4 4 4 3 5 4 3 4 3 Q-33 4 3 5 3 5 5 5 5 5 4 5 5 4 4 4 5 4 4 5 4 4 4 4 4 4 3 5 4 5 4 Total 16 13 17 10 20 15 18 18 20 16 17 17 16 15 16 18 14 14 17 15 17 16 16 15 14 15 16 13 18 12 S.L. 0.80 0.65 0.85 0.50 1.00 0.75 0.90 0.90 1.00 0.80 0.85 0.85 0.80 0.75 0.80 0.90 0.70 0.70 0.85 0.75 0.85 0.80 0.80 0.75 0.70 0.75 0.80 0.65 0.90 0.60 S.L. (%) 80.00 65.00 85.00 50.00 100.0 0 75.00 90.00 90.00 100.0 0 80.00 85.00 85.00 80.00 75.00 80.00 90.00 70.00 70.00 85.00 75.00 85.00 80.00 80.00 75.00 70.00 75.00 80.00 65.00 90.00 60.00

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31 32 33 Total S.L. S.L. (%)

3 4 5 126 0.76 76.3 6

3 4 5 123 0.75 74.55

4 4 5 133 0.81 80.61

4 5 5 143 0.87 86.67

14 17 20 525 0.80

0.70 0.85 1.00

70.00 85.00 100.0 0

79. 55

R. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Total S.L. S.L. (%)

Rating Q-34 Q-35 4 2 5 4 5 4 2 2 5 3 5 4 3 3 5 5 5 5 4 4 5 3 4 3 3 2 4 3 4 4 4 3 4 2 3 2 4 4 3 2 3 2 4 4 4 4 4 3 4 4 5 3 4 4 2 2 3 2 2 2 3 2 3 4 3 3 125 103 0.76 0.62 75.76 62.42

Total 6 9 9 4 8 9 6 10 10 8 8 7 5 7 8 7 6 5 8 5 5 8 8 7 8 8 8 4 5 4 5 7 6 228 0.69

S.L. 0.60 0.90 0.90 0.40 0.80 0.90 0.60 1.00 1.00 0.80 0.80 0.70 0.50 0.70 0.80 0.70 0.60 0.50 0.80 0.50 0.50 0.80 0.80 0.70 0.80 0.80 0.80 0.40 0.50 0.40 0.50 0.70 0.60

S.L. (%) 60.00 90.00 90.00 40.00 80.00 90.00 60.00 100.00 100.00 80.00 80.00 70.00 50.00 70.00 80.00 70.00 60.00 50.00 80.00 50.00 50.00 80.00 80.00 70.00 80.00 80.00 80.00 40.00 50.00 40.00 50.00 70.00 60.00

Table No. F.6 - About Employee Benefit

69. 09

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Respected sir/ madam, I, chintan P. Modi Student of MHRM, S. P. University I selected UPL for my training and research. It is a part of our education. So, I kindly request you to fill all the questions.

PERSONAL DATA
Name : _________________________________________________________ Age : (a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45

Name of the Department: __________________________________________ Experience : (a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs Designation : ____________________________________________________

STUDY ON EMPLOYEE SATISFACTION

1 - Very Disagree; 2 - Disagree; 3- Neutral; 4-Agree; 5- very Agree

Your Company
1. 2. My company is one of the best companies for (1) (2) (3) (4) work. My company treats me well.
82

(5) (5)

(1) (2) (3) (4)

3. 4.

I am proud to tell people I work for this (1) (2) (3) (4) company Considering everything, I am satisfied (1) (2) (3) (4) working with my company at the present time.

(5) (5)

Your JOB
5. 6. 7. 8. 9. I am satisfied with my job and the kind of (1) (2) (3) (4) work I do. My job are challenging and interesting. (1) (2) (3) (4) (5) (5) (5) (5) (5) (5) (5) (5)

I am getting enough relevant training for my (1) (2) (3) (4) present job. I understand what is expected of me in my (1) (2) (3) (4) work. I have the material/equipment and tools I need (1) (2) (3) (4) to do my job well (1) (2) (3) (4) (1) (2) (3) (4) (1) (2) (3) (4)

10. I am satisfied with my working conditions. 11. My Manager/Supervisor recognizes acknowledges my good performance. 12. Overall, I am satisfied with my present job. and

Career and Development

13. The company makes every effort to fill vacancies from within before recruiting from ( 1 ) ( 2 ) ( 3 ) ( 4 ) outside. 14. I am satisfied with the job opportunities in the (1) (2) (3) (4) company. 15. Promotion goes to those who most deserve it. (1) (2) (3) (4) (5)

(5) (5)

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16. I was given enough feedback on my (1) (2) (3) (4) performance. 17. I am satisfied with the opportunities for given (1) (2) (3) (4) training.

(5) (5)

Your Supervisor
18. My Manager/Supervisor trusts on me. (1) (2) (3) (4) (5) (5)

19. My Manager/Supervisor helps me to improve (1) (2) (3) (4) myself. 20. My Manager/Supervisor takes prompt and fair corrective action on employees who fail to ( 1 ) ( 2 ) ( 3 ) ( 4 ) perform their work satisfactorily. 21. My Manager/Supervisor establishes plans and (1) (2) (3) (4) work objectives with me. 22. My Manager/Supervisor instructions. gives me clear (1) (2) (3) (4)

(5)

(5) (5) (5) (5) (5) (5)

23. My Manager/Supervisor is available when I (1) (2) (3) (4) need advice. 24. I feel free to talk openly and honestly to my (1) (2) (3) (4) Manager/Supervisor. 25. My Manager/Supervisor praises me when I do (1) (2) (3) (4) a good job. 26. My Manager/Supervisor helds meetings with my work groups. regular in (1) (2) (3) (4) (1) (2) (3) (4)

27. My Manager/Supervisor is effective making decisions.

(5)

28. My Manager/Supervisor knows what is going ( 1 ) ( 2 ) ( 3 ) ( 4 )

(5)

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on in my work group. 29. My Manager/Supervisor is doing a good job. (1) (2) (3) (4) (5)

My Work Group
30. Work is fairly distributed in my work group. (1) (2) (3) (4) (5) (5) (5) (5)

31. I am satisfied with how members of my work (1) (2) (3) (4) group solve problems. 32. My work group works well together. (1) (2) (3) (4)

33. I feel free to talk openly and honestly with (1) (2) (3) (4) members of my work group.

Employee Benefit
34. I am satisfied with the companys employee welfare programs such as rewards, incentives, ( 1 ) ( 2 ) ( 3 ) ( 4 ) food coupons, insurance and health care, etc. 35. I am satisfied with the recreational activities provided by the company, e.g. picnics and ( 1 ) ( 2 ) ( 3 ) ( 4 ) annual dinner. (5)

(5)

THANK YOU

85