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“A Study on Job satisfaction of employees with reference
to (Bisleri international Pvt Ltd at Udayagiri)”
A dissertation submitted in partial fulfilment of the requirement for
MASTERS OF FINANCE ACCOUNTING
Of
BENGALURU CITY UNIVERSITY
By
(MOUNIKA .SB)
Reg. No. FA201212
Under the guidance of

(Mr. MLA ASHOK)
(Assistant professor)
Seshadripuram First Grade

College
Post Graduate Department of
Commerce and Management
Yelahanka New Town
Bengaluru-560064
2021-2022
Affiliated to Bengaluru City University
2021-2022
[Type text]
DECLARATION
I MOULIKA SB, the under signed by declare that this report entitled "ORGANIZATION STUDY" is
prepared under the guidance of Dr. MLA ASHOK Assistant professor of Post Graduate department of
Commerce and Management .Seshadripuram First grade college Yelahanka
I declare that this Internship work is towards partial fulfillment at the University for Award of degree
of Master of Commerce (FA) by Bengaluru City University .
This report is based on observation at L&T Construction Equipment Limited. I have undergone a
project summery of 4 weeks from 15th October 2021 to 15th November, 2021 and have completed
Internship successfully.
MOULIKA .SB
DATE :
ACKNOWLEDGEMENT
I take this opportunity to firstly thank the University and my college, for
giving me this opportunity. It has been a great learning experience in terms of
gaining exposure about a company and knowing how actually a business can be
structured & developed.
My heartfelt thanks to my Guide (Mr. MLA ASHOK), for constant guidance,

support and motivation in completing this report and thereby increasing my
knowledge. Their time and efforts have indeed been very fruitful.
I also extend my gratitude to all my family members and friends for their
support and encouragement.
Student Signature
CONTENTS
CHAPTERS TITLES OF THE CHAPTER PAGE NO
CHAPTER 1 INTRODUCTION TO THE STUDY 1-12
CHAPTER 2 REVIEW OF LITERATURE AND 13-18

RESEARCH DESIGN
CHAPTER 3 COMPANY PROFILE 19-28
CHAPTER 4 DATA ANALYSIS AND 29-63

INTERPRETATION
CHAPTER 5 FINDINGS, SUGGESTIONS, AND 64-65
CONCLUSION
BIBLIOGRAPHY 66
JOB SATISFACTION OF EMPLOYEES IN BISLERI INTERNATIONAL PVT LTD.
CHAPTER 1
INTRODUCTION
1.1 Meaning of job satisfaction Job satisfaction:
Job satisfaction refers to person's feeling of satisfaction on the job, which acts as a
motivation to work. It is not self-satisfaction, happiness or self-contentment but
satisfaction on the job.
Job satisfaction is not the same as motivation. It is also linked to productivity,

motivation, mental health, physical health and general life satisfaction. There are
important dimensions to job satisfaction.
1. Job satisfaction cannot be seen.

2. It is determined that how well outcomes meet or satisfy expectations.
3. It represents several attitudes relating to job.
Definitions of job satisfaction:
According to Me Comic and Tiffin, "job satisfaction is the total of the sentiments
related with the job conducted. If the worker perceives that his/her values are realized
within the job. She or he improvises a positive attitude towards his/her job and acquires
job satisfaction."
Smith (1995) defined job satisfaction as the employee's judgment of how well his job
on whole is satisfying his various needs:
From these definitions, we can define the job satisfaction as the sum of all negative and
positive aspects related to the individual’s salary physical and emotional working
conditions.
1
1.2: Importance of job satisfaction
Job satisfaction plays an important role in creating healthy organizational environment

in an organization. The employee has to maintain skills, ability, education and health.
Job satisfaction is very important to motivate. It is important for organizations care

about their employee's job satisfaction.
1.3: Factors influencing on job satisfaction:
Job satisfaction is a concept consisting of motivational factors, personal factors and

internal and external factors. Internal factors depends on the individual characteristics
of the person like ability to maintain relationship with higher authorities in work place.
External factors include promotion or job security.
Personal factors:
The personal factors include employee's age. sex, education, marital status and their
personal characteristics.
➢ Age:
Generally the person would expect that he would grow older and get more
satisfaction with his job.
➢ Sex:
It is not a matter whether women are more satisfied with their jobs than men
holding such factors and occupational level constant one might predict this to be
case.
➢ Educational level:
There is a negative relationship between educational level and job satisfaction.
➢ Marital status:
This is also one of the factor affecting job satisfaction. Generally the employee
should assume that responsibilities are based on individual because of marriage he
would value his job little more than an unmarried employee.
➢ Motivational factors: Motivation is one of the tool where the employees get
motivated in the aspect of managing a business. The success or failure of business
depends on how best the employees are working.
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➢ Salary:
Wages and salaries are the most important factors in job satisfaction. Higher salary
should lead to higher job satisfaction and lower salary should lead to lower job
satisfaction. So the satisfaction of employee will be increased with wages and
salaries.
➢ Job security:
Security is a lower order need which an employee have job security as its effect on
the employee morale. An insecure person's morale will be low and will have its
effect on the employee morale.
➢ Job expectation:
When an employee joins in organizations he expects something from job. Job
satisfaction of an employee can be based on the fact to what effect his job needs
his expectation.
➢ Job signification:
It refers to the impact created on the other by one's contribution. A feeling of
importance is perceived by the employee is the ultimate goal of doing his work in
an excellent manner.
1.4 REASONS OF LOW JOB SATISFACTION:
Reasons why employees may not be completely satisfied with their jobs:
1. Conflict between co-workers.

2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that effect employees.
5. Fear of losing their jobs.
3
1.5 Theories:
There are vital differences among experts about the concepts of job satisfaction.
Basically, there are four approaches/theories of job satisfaction.
They are:
➢ Fulfillment theory
➢ Discrepancy theory
➢ Equity theory
➢ Two-factor theory
1) Fulfillment theory:
The main aim of this theory is to measure satisfaction in terms of rewards a person
receives or the extent to which his needs are satisfied. Job satisfaction cannot be
regarded merely as a function of how much a person receives from his job but it is
the individual's desire of his level of aspiration in a particular area.
The main difficulty in his approach as observed by willing is that job satisfaction
is not only a function of what a person receives but also what he feels he should
receive, as there would be considerable difference in the actual and expectations of
persons
2) Discrepancy theory:
The proponents of this theory is that satisfaction is the function of what a person
actually receives from his job satisfaction and what he thanks receives or expects to
receive.
This approach does not make it clear whether or not over satisfaction is a part of
dissatisfaction and if so, how it differs from dissatisfaction.
3) Equity theory:
The proponents of this theory are of the view that a person's satisfaction determined
by his perceived equity which in from is determined by his input- output balance is
4
the perceived ratio of what a person received from his job relative to what he
contributes to the job.
4) Two-Factor theory:
This theory was developed by Herzberg, Manusner, Paterson and Capwell who
identified certain factors as satisfiers and dissatisfies.
Factors such as achievement, recognition responsibility etc., are satisfiers, the
presence of which causes satisfaction but their absence does not result in
dissatisfaction on the other hand the factors such as supervision salary, working
condition etc are dis-satisfiers the absence of which cause dissatisfaction however
their presence does not result in job satisfaction.
This theory is considered invalid as a person can get both satisfaction and
dissatisfaction at the same time.
Consequences of satisfaction: High job satisfaction may lead to improve
productivity, increased turnover, improved attendance, reduced accidents, less job
stress and lower unionization.
1.6 Satisfaction and productivity:
➢ Job satisfaction and employee turn Over:

High employee turnover is of concern for employers because it disrupts normal
operations, causes morale problems for those who stick on, and increase the cost
involved in selecting and training replacement. The employer does whatever possible
to minimize turnover, making the employees feel satisfied on their jobs, being one
such.
In four major reviews of the relationship between satisfaction and turnover had been
demonstrated that workers who have relatively low levels of job. Employees perceive
that intrinsic and extrinsic rewards (example: play) distributed equally, Inequitable
distribution fails to convince the employee close correlation between hard work and
rewards.
5
➢ Job satisfaction and performance:

The most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically leads to higher economic, sociology and
psychological rewards in proportion to their performance. On the other hand, if
rewards are seen as inadequate for the level of satisfaction leads to cither greater or
lesser commitment. Which then effect affect and effort and evenly affects
performance again the result is a continuously Operating performance satisfaction-
effort loop. Alternatively, a different scenario emerges a performance id low.
Employees might not receive the rewards they are hoping for the dissatisfaction are
the most likely to quit their jobs and that organizational units with the lowest average
satisfaction levels tend to have the highest rates.
➢ Job satisfaction and Absenteeism:

Job satisfaction wills collection of satisfaction to absenteeism is also proved
conclusively, Workers who are dissatisfied are more likely to take "mental health"
days i.e., days off not due to illness or personal business, simply stated, absenteeism
is high when satisfaction is low. As in turnover, absenteeism is subject to
modification by certain factors. The degree to which people feel their jobs are
important has a moderating influence on their absence, employee who feel that this
work is important tend to clock in regular attendance, besides, it
is important to remember that while not necessarily result in low absenteeism low
absenteeism low satisfaction is likely to bring high absenteeism.
➢ Job satisfaction and safety:

Poor safety practices are a negative consequence of low satisfaction level. When
people are discouraged about their jobs, company and supervisors they are more
liable to experience accidents. An underlying reason for such accidents is that
discouragement may take one's attention away from the task at hand. In attention
leads directly to accidents.
6
➢ Job satisfaction and job stress: Job stress is the body's response to
any job-oriented factor that threatens to disturb the person's equilibrium. In the
process of experiencing stress, the employee's inner stage changes, prolonged stress
can cause the employees serious ailment such as heart diseases, ulcer, blurred vision,
lower back pain, demerits and muscle aches.
Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trap
in a dissatisfying job may withdraw by such means as high absenteeism and tardiness
or employee may quit.
➢ Job satisfaction and unionization: It is proved that job satisfaction

is a major cause for unionization. Dissatisfaction with wages, job security, fringe
benefits, chances for promotion and treatment by supervisors are reasons make
employees
join unions. Another dimension is that dissatisfaction can have not impact on the
tendency to take action within the union, such filing grievances or striking.
➢ Other effects of satisfaction: In addition to the above it has been

claimed that satisfied employees tend to have better mental and physical health and
learn new job related tasks more quickly.
ROLL OF HUMAN RESOURCE MANAGEMENT

Human resource management is the set of productive activities within an
organization that focus on transforming human being into useful resource. The
activities include identifying their knowledge, skills & attitude towards specific job.
Human Resource: Human resource can be defined as the translating process of

human being into useful resources. When a human being contributes his/her skills,
knowledge and positive attitude towards productive work in an organization.
7
1.7 Meaning of HRM:
Human resources management refers to the planning, organizing and implementing

of productive activities within an organization that focuses on translating human
being into useful resource.
1.8 Definitions:
According to Leon C. Megginson, "HR is the total knowledge, skills, creative

abilities, talents and aptitudes of an organizations workforce, as well as the value,
attitudes & beliefs of the individuals involved".
According to Gary Dressler, “Human resource management is the policy and practice
of one need to carryout people or human resource aspects of a management position,
including recruiting, screening, training, rewarding and appraising".
1.9 History of HRM:
The early development of the function can be traced back to at least two distinct
movements. One element has its origins in the late 19th century, where organizations
such as Cadbury at its Bourneville factory recognized the importance of looking after
the welfare of the workforce and their families. The employment of women in
factories in the united kingdom during the first world was led to the introduction of
"welfare offices". Meanwhile in the United States the concept of human resource
developed as a reaction to the efficiency focus of Taylorism or "scientific
management" in the early 1900s, which developed in response to the demand for ever
more efficient working practices within highly mechanized factories, such as in the
FORD MOTOR COMPANY. By 1920, psychologists and employment expert in the
United States started the human relations movement, which viewed workers in terms
of their psychology and fit with companies rather than as interchangeable parts.
In the later part of the last century, both the title and traditional role of the personnel
function was progressively superseded by the emergence, at least in larger
organizations, of strategic human resource management and sophisticated human
resources departments, initially, this may have involved little more than renaming the
function, but where transformation occurred, it became distinguished by the
8
human resources having a more significant influence on the organization

strategic direction and gaining board level representation.
1.10Nature of human resource management:
➢ It is pervasive in nature as it is present in all enterprises.

➢ Its focus is on results rather than on rules.
➢ It tries to help employees develop their potential fully.
➢ It encourages employees to give their best to the organization.
➢ It is all about people at work, both as individuals and groups.
➢ It tries to put people on assigned jobs in order to produce good results.
➢ It helps an organization meet its goal in the future by providing for competent and
well-motivated employees.
➢ It tries to build and maintain cordial relations between people working at various
levels in the organization.
➢ It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from
psychology, economies etc.
➢ Human resources are multi-dimensional in future.
➢
1.11Scope of human resource management:
1) Human resource management in personnel management:
This is typically direct manpower management that involves manpower planning,

hiring, training and development, induction and orientation, transfer, promotion,
compensation, layoff and retrenchment, employee productivity. The overall objective
here is to ascertain individual growth, development and effectiveness which indirectly
contributes to organizational development.
2) Human resource management in employee welfare:
This particular aspect of human resource management deals with working conditions
and amenities at workplace. This includes a wide array of responsibilities and services
9
such as safety service, health services, welfare funds, social security and medical
services.
3) Human resource management in industrial relations:
Since it is a highly sensitive area, it needs careful interactions with labour or employee
unions, addressing their grievances and settling the disputes effectively in order to
maintain peace and harmony in the organization.
1.12 Characteristics of human resource management
• Human resource planning:

It is a process of forecasting an organization's future demand and supply for the
right type of people in the right number. It is through this activity. which helps the
organization to know how many employees exist in organization and how many
are required to perform the current jobs and as to how many are required to
perform the future jobs.
• Job analysis:
It is the process of studying and collecting information relating to the operations
and responsibilities of a specific job.
• Recruitment and selection:
Recruitment is the process of stimulating the candidates to apply for jobs.
Selection is a process of identifying the most eligible candidates for particular
jobs.
• Orientation and placement:

Orientation is a socializing process by which the organization seeks to: make the
employee comfortable at the work place. Placement is about matching the
requirements of the job with the qualification of the candidates.
• Training and development:

Training is imparting specific and necessary skills to an employee in order to
perform a particular job at present where as development of an employee is about
10
imparting more knowledge to an employee in order to equip him/her towards the

future jobs.
• Employee and executive remuneration:

Remuneration is a wage or salary or any other compensation paid to employee
for the service they render to the organization.
• Performance appraisal and job evaluation:

Performance appraisal is the systematic evaluation of the individual with respect
to his/her performance on the job and potential for development. Job evaluation is
a systematic technique which aims at determining the worth of a job.
• Motivation and communication: Motivation is the process of channeling a process

inner drives toward accomplishing the goals of an organization. Communication
is the process of transmission of ideas, information, order or instructions the
recipient so that there is an understanding between the sender and the receiver.
• Welfare, safety and health measures: The organization implements various

welfare, safety and healthy measures for the betterment security and satisfaction
of the employees.
• Better industrial relations:

Industrial relations are those which arise at the work place.
1.13 Objectives of human resource management:
• To ensure the effective utilization of resources:

Human resource management ensures the effective utilization of resources.
Human resource management teaches how to utilize human and non-human
resources so that the goals can be achieved.
11
• To maintain organizational structure;

Organizational structure defines the working relationship between employees
and management. It assigns the task for each employee working in the
organization.
• To develop human resources:

Human resource management provides favorable environment for employees so
that working in organization can work creatively. This ultimately helps them to
develop their creativity, knowledge, ability and skill.
• To respect for human beings:

Another important objective of human resource management is to provide a
respectful environment for each employee.
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CHAPTER 2
REVIEW OF LITERATURE AND RESEARCH DESIGN
2.1 REVIEW OF LITERATURE
Job satisfaction of employees helps the organizations to maintain standards and

increase productivity by motivating the employees. Human resource is the most
important resource for any organization and so the study of join satisfaction of
employees helps to know the level of employee satisfaction towards the Job, factors
that affect the job satisfaction of employees etc. job satisfaction is an emotional
response to a job situation. As such it cannot be seen, it can only be inferred.
Job satisfaction means a function which is positively related to the degree to which
one’s personnel needs are fulfilled in the job situation. Employees are most satisfied
and highly productive when their job offers them security from economic stain,
recognition of their effort, clear policy of grievances, opportunity to contribute ideas
and suggestions, participation in decision making and managing the affairs, clean
definitions of duties and responsibilities and opportunities for promotion fringe
benefits, sound payment structure, incentive plans and profit sharing activities, health
and
safety measures, social security, compensation, communication system and finally
atmosphere of mutual trust respect
2.1 REVIEW OF LITERATURE
1. Abdul Raziqa, and Raheela Maulabakhsha (2014): This research paper studies
towards the welfare of society as the results create awareness about the importance
of good working environment for employee job satisfaction. The study impacts
upon the future performance of businesses by taking working environment more
seriously within their organizations to increase the motivation and commitment
level of their employees.
13
2. Muhammad Umair Manzoorα, Muhammad Usman, and Muhammad Akram

Naseem (2011) carried out investigation amongst academicians. The investigation
explored the nature of relationship between job satisfaction, job involvement, age
and length of service. An important findings of the study was that job involvement
and job satisfaction are positive correlates which imply that involvement in job
increases job satisfaction and vice-versa.
3. Alexandra Hajdukova, Jarmila Klementova a, Jarmila Klementova jr,(2015)

The present paper deals with the issue of job satisfaction of employees in Slovakia.
Results of the survey show that the main dimensions of job satisfaction are the
factors of the 2nd dimension "status and relationships in the workplace." The
factors "the atmosphere at work" and "a good working team" all ages of employees
means as the main factors of their job satisfaction. Based on the research results it
can be concluded that employee satisfaction with the work tends to increase with
age. The exception is the category of 40-50 years old employees when the job
satisfaction decreases.
4. Gnaneshwar Koorella & Dr.R.Perumal : The investigation carried Despite

different policies and programmers by Government on Industrial Development,
employees welfare and statutory norms employees of different industrial
establishments are dissatisfied with the facilities provided to them by the
management of the industrial establishment. The summary of the study is the
management to take corrective measures for increasing productivity
5. D Swaroopa and Prof.B.Sudhir: Based on the survey, conclude that employees

are satisfied but the organizations need to improve some of the facilities so that
employee would become highly satisfied and the productivity and performance
levels also increase. To this purpose the factors chosen for this study good working
conditions, Recruitment process, Training and Development, Grievance Handling,
Pay and Promotion, Equal Employment Opportunities, level of stress, work
timings, welfare programmers.
14
6. Maria Dalkrani, Efstathios Dimitriadis (2019): This study proves the positive
relationship of “Job Characteristics”, “Work Environment” and “Social Aspects of
job” with the “organizational commitment”. The impact of “Rewards” and
“Promotion” is not supported because of non-significance. This study focused on
the general private sector, so future researchers may investigate the relationship
between job satisfaction and organizational commitment in each business sector.
The recording and recognition of employee proposals for being more satisfied is
another future subject of research arising from this study.
7. M. D. Pushpakumari (2008): This study considered only the influence job

satisfaction on performance. But there are other factors which influence on
performance. Such as leadership, organizational culture, Climate and other external
variables. A detailed study considering all these factors would provide a insight to
determine the most crucial factor that influence performance of an employees.
8. Mosammod Mahamuda Parvin, M M Nurul Kabir (2011): This study tested

factors affecting job satisfaction for pharmaceuticals companies. The results
suggest that the factors had satisfactorily explained job satisfaction and that the
policy makers and managers should focus on the factors that affect employee job
satisfaction, if they want to enhance their businesses. Based on the results for the
standardized values, we are able to see that work conditions, fairness, promotion,
and pay, are key factors affecting pharmaceuticals companies employees’ job
satisfaction. Money is a good motivator, actually all employees’ work for money,
employees need the money, a good salary and good compensations are key factors
in satisfying the employee.
9. Caterina C. Bulgarella (2005): The empirical literature summarized in this report

highlights the criticality of the relationship between employee attitudes and
customer satisfaction. How employees feel about their job has an impact on their
work experience, but also on tangible business outcomes such as customer
satisfaction, sales, and profit. Employees can strongly contribute to an
organization’s success by having a customer-centric approach in their work and in
their work-related interactions.
15
10. Danica Bakotić, Tomislav Babić (2013): Empirical research of this paper showed
that there is no significant difference in overall job satisfaction between workers
who work in normal working conditions and workers who work in difficult
working conditions. Furthermore, it was found out that the satisfaction with
working conditions is higher in the case of workers who work in the administration
than in the case of workers who work in difficult working conditions. And finally,
it is discovered that in the case of workers who work under difficult working
conditions, the working conditions are important factor of their overall job
satisfaction.
2.2 RESEARCH GAP

From the review of literature, it shows that various research has conducted on job
satisfaction towards employees in different sectors but as it been conducted in
Bisleri international udayagiri, thus this is the research gap in this study.
2.3 RESEARCH METHODOLOGY
2.3.1 STATEMENT OF THE PROBLEM
The main intention of the project to explain the problem that is a satisfied employee is said
to be a productive employee, and any kind of grievance whether corporate or personal has
a great impact on the job. So every organization is giving high priority to their employees
by providing various facilities to improve satisfaction and reduce dissatisfaction. Job
satisfaction is considered an important issue by entrepreneurs where efforts are made and
programs are launched. If the employee is not satisfied with the job, there are chances of
absenteeism, low turnover, and low productivity. Making Mistakes, Turning Power to
Various Conflicts Considering this issue, all organizations are trying to identify areas
where satisfaction needs to be improved - a survey was conducted on behalf of Bisleri
international pvt ltd at Udayagiri Devanahalli to identify the degree of satisfaction.
16
2.3.2 OBJECTIVES
1. To classify various motives of job satisfaction initiatives at bisleri international

pvt lt d.
2. To measure job satisfaction of employees at bisleri international pvt ltd.
3. To analyze cause and effects relationship of training and development on job
satisfaction.
4. To analyze cause and effects relationship of reward and recognition system on
job satisfaction.
2.3.3 SCOPE OF THE STUDY

The scope of the study consist of the importance of the employee satisfaction is to
find out the satisfaction level of the employees. The study provides some findings
that were interrupted from the analysis of the collected data. The scope of the study is clear
that satisfying the needs of employees and creating a friendly relationship
2.3.4 METHODOLOGY
The study is descriptive in nature, and the primary data collection method will be
considered. The primary data will be collected through a questionnaire designed for
the study. The tools used for analysis is a percentage, graphs for graphical
representation of data and multiple regression and ANOVA will be used to test
hypothesis among a group of people. Null hypothesis (Ho) and the alternative
hypothesis (H1) is used.
2.3.5 LIMITATIONS OF STUDY
1. The time required to study and analyze the data is insufficient.

2. A sample study of the data is limited to 50 only.
3. The study is limited to Bisleri international, Udayagiri only.
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2.3.6 CHAPTER SCHEME
CHAPTER1-INTRODUCTION: This chapter gives meaning and definition

about the HRM and job satisfaction in industry. Scope and characteristics of HRM.
Influencing factors, theories, job satisfaction and productivity.
CHAPTER2- RESEARCH DESIGN This chapter includes information regarding

the list of literature studies for arriving at a title for the study. Review of literature
conducted for identifying the research gap. The chapter includes a broad statement
of the problem, objectives of the study, data analysis, methodology used, the
limitation for the study.
CHAPTER 3- COMPANY PROFILE This chapter is about the Bisleri

international PVT LTD. company profile, its history, organization structure,
products of Bisleri international PVT LTD.
CHAPTER 4- DATA ANALYSIS AND INTERPRETATION This chapter

includes the data analysis conducted to job satisfaction of employees in Bisleri
international pvt ltd. The results of the test will be analyzed the chapter also includes
graphical representation of data followed with detailed interpretations.
CHAPTER 5- FINDINGS, SUGGESTIONS, AND CONCLUSION In this

chapter, the result of the analysis will be summarized and written in the form of
findings. This chapter also speaks about the implications of these findings in the
company followed by some suggestions to the available policy frameworks.
BIBLIOGRAPHY
ANNEXURES
18
CHAPTER 3
COMPANY PROFILE
3.1 INTRODUCTION TO COMPANY

Bisleri is a brand of bottled water in India. Bisleri has 36% market share in
packaged drinking water in India. A brand that pioneered the concept of mineral
water, bottled with its distinct green label, Bisleri today. is a household name.
Powered by 17 owned plants, 33 có packers, 11 franchises and a wide distribution
and retail network pan India, Bisleri is at the centre of the aqua green Revolution.
It is available in 8 pack sizes: 250ml cups, 250ml bottles, 500ml. 1 liter. 1.5 liter, 2
liter, 5liter, and 20 liter. Its operations run throughout the sub-continent of India and
it is one of the leading bottled water supplying companies in India. As of 23 October
2012, Bisleri has 18 plants, 13 franchisees & 58 contract packers all over India.
Mineral water under the name Bisleri was first introduced in Mumbai in glass
bottles in two varieties – bubbly & still in 1965 by Bisleri Ltd., a company of Italian
origin. This company was started by signorfelice Bisleri who first brought the idea
of selling bottled water in India. Perle bought over Bisleri (India) Ltd. In 1969 &
started bottling mineral water in glass bottles under the brand name Bisleri' Later
parle switched over to PVC nor returnable & finally advanced to PET containers.
Since 1995 Mr. Ramesh J. Chauhan has started expanding Bisleri operations
substantially and the turnover has multiplied more than 20 times over a period of 10
years and the average growth rate has been around 40% over this period. Presently
Bisleri have 13 plants & 9 franchises all over India. Bisleri have their presence
covering the entire span of India. Bisleri has a command of 60% market share of
the organized market. Overwhelming popularity of Bisleri& the fact that Bisleri
pioneered bottled water in India, has made us synonymous to mineral water & a
household name. When you think of bottled water, you think Bisleri .
Bisleri values their customers & therefore have developed 8 unique pack sizes to
suit the need of every individual. Bisleri products are present in 250ml cups, 250ml
19
returnable packs & 5L, 20L bottles. 500ml. 1 L., 1.5 L. and 21 which are the non
which are the returnable packs. Till date the Indian consumer has been offered
bisleri water, however in the effort to bring something refreshingly new to the
consumer, bisleri have introduced bisleri natural mountain water - water brought to
you from the foothills of the mountains situated in Himachal Pradesh. Hence
bisleri's product range now comprises of two variants: bisleri with added minerals
&bisleri mountain water.
Bisleri commitment is to mountain strict quality controls in every unit. Bisleri will
not only purchase caps from approved vendors, also manufacture their own bottles
in house. To be at with international standards, bisleri have recently procured the
latest state-of-the-art machinery which has not only helped us improve packaging
quality but has also reduced raw material wastage and doubled production capacity
and you can rest assured that you are drinking safe and pure water when you
consumer bisleri. Bisleri is free of impurities and 100% safe.-Enjoy the sweet taste
of purity!
Bisleri constantly endures to reach higher levels of performance for which Jayantilal
Mohanlal Chauhan has already bagged the excellence award for their service.
Bisleri ranks higher than many iconic brands, and has recently received 2 most
trusted brand awards in cold beverages after GI UCON-D.
It is our commitment to offer every Indian pure & clean drinking water. Bisleri water
is put through multiple stages of purification, ionized & finally packed for
consumption. Rigorous R&D & stringent quality controls has made us a market
leader in the bottled water segment. Strict hygiene conditions are maintained in all
plants.
The Indian consumer today enjoys the sweet & pure taste of bisleri mineral water.
However in an effort to offer something special to our loyal consumers we have
recently introduced bisleri natural mountain water - water bought to you from the
foothills of the mountains situated in himachal Pradesh. This newly launched
20
offering has widened our product range to two varjants: bisleci with added minerals
and bisler mountain water.
3.2 JOURNEY OF BISLERI:
1969: Bisleri is proud to have pioneered the concept of bottled watering India way
back in 1969. Parle Buys bisleri ltd. It was brought from an Italian entrepreneur
named signor felice bisleri. Bisleri originated in Italy in place called nicer umbra
from a spring called angelica.
1971: Parle group launches Limca. a lime flavored aerated drink.
1974: Maaza, a mango based drink is launched.
1978: Thumps Up, a cola based aerated drink is launched by the Parle group.
1991: Bisleri 20 liter pack is introduced as a home and office economical pack.
2000: launch add badabisleri a 1.2 liters pack.
2005: bisleri launches it’s "break away seal". Fear factor" and play safe' campaigns
which establish its purity and safety. It has largest SKU range of variant 500 ml. 1
liter, 1.2 liter, 5 liter and 20 liters.
2006: bisleri changes its design and packaging from blue to green. Differentiating
itself from the competition. Bisleri launches natural mountain water from the
Himalayas, made available in all its purity.
2010: launches a limited edition of celebration and celebrate cricket labels in

250ml and 500ml packs. Bisleri mountain water from the Himalayas.
21
2011: bisleri launches stay protected campaigns with bisleri spreading the message
of protect the one you love. Also introduced home pack of 15 it's– an ideal pack
size for home use.
2015: Bisleri introduces an urzza the taste of power.
3.3 VISION, MISSION, VALA ES AND QUAILTY POLICIES
VISION:
Our vision is to be the dominate player in the branded water business where the
second player is less than 20% of our business.
MISSION:
We are in the business to serve customer, He is the most important person. I castle
is the only one who pays. He deserves the best quality and presentation at a worth
of the price. We must have world class quality, at the lowest production &
distribution cost. This will make us an unbeatable leader, and will have satisfied
loyal customers.
VALUES:
Integrity, leadership, Teamwork, co-operation quality. Passion, openness &
transparency.
4.4 PRODUCTS:
Mineral water:
Bisleri with added minerals is put through multiple stages of purification which
makes the water you drink completely safe to consume. Mineral water is water from
a mineral spring that contains various minerals, such as salts and sculpture
compounds. Mineral water may be effervescent (i.e., "sparkling") duc to contained
gases. Mineral water to be bottled at the source for distributed consumption. Bisleri
with added minerals is available in 250 ml. 500ml, I liter, 2 liter, 5 liter, 15 liter, and
20 liter jars.
22
SL.NO CAPAC MR DESCRIPTION IMAGE

ITY P
1 250ml 6 The 250ml pack is a convenient
drinking water option at
conferences parties and for travels
2 500ml 10 The 250ml pack is a convenient

drinking water option at
conferences parties and for travels.
3 1 liter 20 Bisleri minerals water available in

a handy 1 liter pack.
4 2 liter 28 Bisleri mineral water available in a

handy 2 liter pack.
23
5 5 liter 65 The bisleri 5 liter pack is an ideal

sit spill free option with a handy
design and a practical east-to-pour-
tap. It is a ideal for consumption at
home, office and during travel. This
jar will not take back.
6 10 liter 50 This home pack 10 liter has a

unique compact shape that fits any
ware in your kitchen. It comes with
handle that makes it easy to carry it
from store to home. It is convenient
to pour water into glass with the
help of easy following push. This
jar should be back to the
distributers.
7 20 liter 70 The pack is a perfect mineral water
solution for office and home. It
comes with a handy push tap and a
user friendly stand that ensures
supply of pure water every single
time.
24
Bisleri fizzy soda
Bisleri soft drinks
25
Additional product: 20 ltr jar stand Vedica
3.5:FUNCTIONAL DEPARTMENTS OF THE

ORGANIZATION:
HR DEPARTVMENT:
The forward thinking human resource department is devoted to providing effective

policies, procedures, and people friendly guidelines and support within companies.
Additionally, the human resource function serves to make sure the company mission,
vision, values or guiding principles, the company metrics, and the factors that keep
the company guided toward success are optimized.
3.5The mission statement of the HR department in Bisleri:

• We seek achievers with an excellent track record
• We believe in people "People are our most valued assets-our core strength."
• We shall create a climate which distinctive in industry, wherein. employees will
gain level of freedom, which will provide security, satisfaction & most
importantly a sense professional fulfillment
• We believe HR development is a strategic business activity because it is the
people's contribution which is the main engine for growth.
26
• We shall develop effective human resource polices & system that leads to healthy
interpersonal relation & positive discipline in the organization.
Marketing department:
The marketing department must act as a guide and lead the company's other
departments in developing producing, fulfilling, and servicing products or services
for their customers. Communication is vital. The marketing department typically has
a better understanding of the market and customer needs, but should not act
independently of product development or customer service
Marketing should be involved, and there should be a meeting of the minds, whenever
discussions are held regarding new product development or any customer related
function of the company.
Responsibilities of a marketing department:
1. Focus on the customer

2. Monitor the competition
3. Own the brand
4. Find & direct outside vendors
5. Create new ideas
6. Communicate internally
7. Manage a budget
8. Set the strategy, plan the attack and execute.
27
Finance department:
The finance department is responsible for the financial functions and activities of the
council and for the administration of the council’s fiscal policy
Finance department functions

• Budget preparation
• Budget administration
• Cost allocation
• Accounts payable
• Payroll
• Fringe benefits
• Investment
• Tax report
• Monitoring service providers
• Contract administration
• Billing
• General accounting records
• Fixed assets records
Competitors
Kenly
Aqua fine
Local or privet water suppliers
28
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
The current study is primary in nature and carried in Bisleri international pvt
ltd to study the satisfaction towards job salary, training and development,
work culture and work environment. The survey was conducted with the help
of employees in the different areas of Bisleri international pvt ltd with
appropriate and standardized questionnaire. The data was collected from 50
respondents.
After reviewing the literature, a demographic factor that was considered

where age, gender, education, occupation, marital status, and monthly
income. The coding procedure included using the ‘what if analysis’ where
each option is assigned to a number. The demographic details are analyzed
through the factor analysis
The analysis was done based upon the employee’s responses obtained based
on job satisfaction, towards job training and development reward and
recognition for this the ANOVA and multiple regression analysis is used.
29
Table 4.1: I feel being paid Feel fair salary paid.
Response Frequency Percentage

Strongly agree 12 24.00
Agree 37 74.00
Uncertain 1 2
Disagree 0 0
Strongly disagree 0 0
Total 50 100
SOURCE:PRIMARY DATA
CHART 4.1: I feel being paid Feel fair salary paid.
80.00
agree
INTERPRETATION: The chart explains that salary level of employees out of 50

respondents, 74% of the employees are agree, 24% strongly agree and 2% employees are
uncertain. It shows company has paid good payrolls to its employees. It shows employees
are they feel being paid fair salary for what they worked in the organization.
30
Table 4.2: I am Satisfied with my annual salary increments.

Agree 36 72.00
Uncertain 4 0
Disagree 2 4.00
Total 50 100
SOURCE: PRIMARY DATA.
CHART 4.2: I am Satisfied with my annual salary increments.
72.00
4.00
Strongly agree Agree
INTERPRETATION: The chart explains that annual salary increments of employees out
of 50 respondents, 74% of the employees are agree and 16% employees are strongly agree and
4% employees are disagree. In this annual salary increments are justifying employees work and
efforts. It is meet the employee’s basic needs and requirements.
31
Table 4.3: I am satisfied with allowances.

Agree 36 72.00
Uncertain 11 22
Disagree 1 2.00
Total 50 0
SOURCE: PRIMARY DATA
CHART 4.3: I am satisfied with allowances.
Allowences
40
35
30
25
20
15
10
Agree Uncertain Disagree

agree
INTERPRETATION: The chart shows that employees satisfaction about their

allowances out of 50 respondents, 36 of the employees are agree and 11 employees are
uncertain, 2 employees are strongly agree and 1 employee disagree. Company has paid
allowances along with salary that is like rent, transport allowance etc.
32
Table 4.4: The benefits we receive are as good as other organizations

offer.

Agree 36 60.00
Uncertain 20 33.33
Disagree 1 1.67
Total 60 100.00
CHART 4.4: The benefits we receive are as good as other organizations

offer.
Benefits recevied
60.00
Strongly
Strongly
INTERPRETATION: In this company a part of salary it has paid benefits to its employees
the above chart shows that 5% employees are strongly agree, 60% employees are agree, 33.33%
uncertain and 1.67% employees are disagree with the benefits receive are as good as other
organizations offer.
33
Table 4.5: I am satisfied with the benefits provided by the company

during abnormal events.

Agree 26 52.00
Uncertain 24 48
Disagree 0 0.00
Total 50 100.00
Chart 4.5: I am satisfied with the benefits provided by the company

during abnormal events.
30
25
15
10
INTERPRETATION: The above chart shows that 26 employees are agree, 24 employees
are uncertain out of 50 respondents with the benefits provided by the company during abnormal
events. Here the company has maintained both positive and negative image for providing of
benefits to abnormal events.
34
Table 4.6: I am satisfied with the medical benefits provided by my company.

Agree 36 72.00
Uncertain 9 18.00
Disagree 3 6.00
Total 50 100.00
Chart 4.6: I am satisfied with the medical benefits provided by my company.
40
30
10
Strongly
INTERPRETATION: The chart explains that satisfied with the medical benefits provided by my
company to employees out of 50 respondents 2 employees are strongly agree, 36 employees are agree, 9
employees are uncertain and 3 of them is disagree. It shows company is provide all necessary medical
assistant care to employees.
35
Table 4.7: I am not satisfied with benefits what I Receive.

Agree 1 2.00
Uncertain 9 18.00
Disagree 37 74.00
Total 50 100.00
Chart 4.7: I am not satisfied with benefits what I Receive.
80.00
agree
INTERPRETATION: The above chart shows that 2% employees are agree, 18% of
employees are uncertain, 74% employees are disagree and 6% employees are strongly disagree
with the question I am not satisfied with benefits what I Receive. What results it shows employees
are happy with what company has provides benefits to employees
36
Table 4.8: My Company arranges a sufficient number of training

programs.

Agree 32 64.00
Uncertain 5 10.00
Disagree 0 0.00
Total 50 100.00
Chart 4.8: My Company arranges a sufficient number of training

programs.
Training programs
64.00
Strongly
INTERPRETATION: The above chart shows that 26% employees are strongly agree,
64% of employees are agree and 10%of employees are uncertain with the question of My
company arranges a sufficient number of training programs. It shows company has
arranges required training programs to its employees to keep them ready.
37
Table 4.9: The training and development programs have increased my

morale.

Agree 41 82.00
Uncertain 2 4.00
Disagree 2 4.00
Total 50 100.00
Chart 4.9: The training and development programs have increased my

morale.
8%
82%
INTERPRETATION: The above chart clearly shows that 8% employees are strongly
agree, 86% employees are agree, 2% uncertain, 2% employees are disagree and 2% of
employees strongly disagree with the training and development programs have increased
employees morale towards company.
38
Table 4.10: The training and development programs have helped me in

attaining better technical ability.

Agree 14 28.00
Uncertain 23 46.00
Disagree 9 18.00
Total 50 100.00
Chart 4.10: The training and development programs have helped me in

attaining better technical ability.
25
20
15
10

agree
INTERPRETATION: The chart explains that satisfied with the training and development
programs have helped me in attaining better technical ability to employees out of 50
respondents4 employees are strongly agree, 14 employees are agree, 23 employees are
uncertain and 9 of them is disagree.
39

confidence.

Agree 35 70.00
Uncertain 7 14.00
Disagree 0 0.00
Total 50 100.00

confidence.
35
30
20
15
10

agree
INTERPRETATION: The chart explains that satisfied with the training and development
programs have increased my confidence. Employees out of 50 respondents 8 employees
are strongly agree, 35 employees are agree, 7 employees are uncertain with response.
40
Table 4.12: The training and development programs have helped me

adapting to change easily.

Agree 24 48.00
Uncertain 21 42.00
Disagree 0 0.00
Total 50 100.00
Chart 4.12: The training and development programs have helped me

adapting to change easily.
25
20
15

agree
INTERPRETATION: The chart explains that satisfied with The training and
development programs have helped me adapting to change easily Employees out of 50
respondents 5 employees are strongly agree, 24 employees are agree, 21 employees are
uncertain with response.
41

job satisfaction.

Agree 27 54.00
Uncertain 13 26.00
Disagree 0 0.00
Total 50 100.00

job satisfaction.
disagree
INTERPRETATION: The above chart clearly shows that 20% employees are strongly
agree, 54% employees are agree and 26% uncertain opinion with question the training and
development programs have increased my job satisfaction. Company has increased
training programs are increase job satisfaction.
42
Table 4.14: In our company, performance is one of the important factors

for promotion.

Strongly agree 0.00
Agree 38 76.00
Uncertain 7 14.00
Disagree 5 10.00
Strongly disagree 0
Total 50 100.00
Chart 4.14: In our company performance is one of the important factors

for promotion.
76.00
Strongly
Strongly
INTERPRETATION: The above chart clearly shows that 76% employees are agree ,
14% employees are agree and 10% disagree opinion shows with question of In our
company, performance is one of the important factors for promotion. It means company
has followed performance for give the promotion to employees.
43
Chart 4.15: My superior take a decision without consulting People

working under him.

Agree 0 0.00
Uncertain 9 18.00
Disagree 23 46.00
Total 50 100.00
Chart 4.15: My superior take a decision without consulting People

working under him.
Strongly
agree, 5 Agree, 0
Strongly
Uncertain, 9
Disagree, 23
INTERPRETATION: The above chart gives the information about In our company,
performance is one of the important factors for promotion in this strongly agree by 5
employees, uncertain by 9, disagree by 23 employees and strongly disagree by 13
employees.
44
Table 4.16: When I do a good Job, I receive the recognition from my

company.

Agree 24 48.00
Uncertain 6 12.00
Disagree 17 34.00
Strongly disagree 3 6.00
Total 50 100.00
Chart 4.16: When I do a good Job, I receive the recognition from my

company.
6% 0%
INTERPRETATION: The above chart clearly shows that, 48% employees are agree,
12% uncertain, 34% employees are disagree and 6% of employees strongly disagree with
the question when I do a good Job, I receive the recognition from my company.
45
Table 4.17: Recognition and reward system practiced in our company is

fair and justified.

Agree 37 74.00
Uncertain 12 24.00
Disagree 1 2.00
Strongly disagree 0 0.00
Total 50 100.00
Chart 4.17: Recognition and reward system practiced in our company is

fair and justified.
40
35
30
25
20
15
10
Strongly
INTERPRETATION: The above chart gives the information about In our company
Recognition and reward system practiced in our company is fair and justified in this agreed by 37
employees, uncertain by 12 employees and disagree by 1 employee out of 50 employees.
46
Table 4.18: My job prevents me from giving the time I want to my spouse
or family or friends.

Agree 33 66.00
Uncertain 16 32.00
Disagree 0.00
Strongly disagree 0.00
Total 50 100.00
Chart 4.18: My job prevents me from giving the time I want to my spouse
or family or friends.
INTERPRETATION: The above chart gives the information about my job prevents me
from giving the time I want to my spouse or family or friends in this strongly agreed by 1
employee, agreed by 23 employees and uncertain by 16 employees.
47
REGRESSION ANALYSIS
Regression analysis is a set of statistical methods used for the estimation of relationships
between a dependent variable (usually denoted by Y) and one or more independent
variables (usually denoted by X). It can be utilized to assess the strength of the relationship
between variables and for modeling the future relationship between them.
1. REGRESSION ANALYSIS ON TRAINING AND DEVALOPMENT

AS INDEPENDENT VARIABLE AND JOB SATISFACTION AS
DEPENDENT VARIABLE:
TABLE 4.31
REGRESSION STATISTICS
Regression Statistics
Multiple R 0.52
R Square 0.27
Adjusted R Square 0.25
Standard Error 0.35
Observations 50
SOURCE: REGRESSION ANALYSIS
It was observed from the above table that multiple R is 0.52 which means that independent
variables training and development is correlated with the dependent variable job
satisfaction to an extent of 52%. It is also a highly positive correlation. R square is 0.27
which means that 27% of independent variable training and development has an impact on
dependent variable job satisfaction. Adjusted R square is 0.25 which means 25% of the
variation in job satisfaction is explained by training and development.
48
CHAPTER 5
FINDINGS, SUGGESTIONS, AND CONCLUSION
5.1 FINDINGS
❖ Job satisfaction awareness is conducted in Bisleri international pvt ltd. Udayagiri,

Devanahalli.
❖ Employees are most of them agree with good environment will benefits both
employees and organization.
❖ Employees are happy with monthly average salary, bonus, increments and
promotions
❖ Training and development increases employee performance and productivity and
it keeps employees flexibility.
❖ Compensations, reward system canteen facilities are keeps employees happy.
❖ Training and development programs are helps professionals to build carrier
planning.
❖ There is a positive relationship between job satisfaction and employee’s loyalty
because of supervisors are guides employees.
❖ In case of abnormal events the company takes care of treatment of the employees.
❖ In a situation of hazardous working conditions company provides safety things and
company provides proper break time with working hours
.
Objectives
1. To classify various motives of job satisfaction initiatives at bisleri international pvt

ltd
2. To measure job satisfaction of employees at bisleri international pvt ltd
3. To analyze cause and effects relationship of training and development on job
satisfaction.
4. To analyze cause and effects relationship of reward and recognition system on job
satisfaction.
49
5.2 SUGGESTIONS.
❖ Supervisors and managers should have a positive attitude towards employees.

❖ Company higher employees are should recognize when the subordinates do good job.
❖ The allotment of work to the employees by the organization should be allotted equally.
❖ The company must provide handsome salary and incentives to the employees due to
this it helps to increase the efficiency and effectiveness of work.
5.3 CONCLUSION
This study revealed that the workers motivational process in Bisleri international Pvt
Ltd. Have under gone tremendous change since the organization was established. The
seeming loss of most cherished and envied hallmarks of the cherished job security and
uncertainties about wages and salaries would appear to have greatly affected the
workers morale. Under such a condition, cannot give their best and expected return or
output from the job. Finally, it is believed that if management makes positive efforts
at implementing these suggestions, ‘the company will regain its cherished traditions
and boost productivity. The self-esteem will be heightened and the workers will work
with a strong sense of mission and dedication to duty so that they can effectively assists
in the management of our scarce resources for the attainment of organizational
policies, and programs.
50
BIBLIOGRAPHY
1. Abdul Raziqa, Rachael Maulabakhsha (2014): Impact of Working
Environment on Job Satisfaction 718-728.
2. Muhaammd Umair Manzoorα, Muhammad Akram Naseem, Malik
Muhammad (2011): A Study of Job Stress and Job Satisfaction among
Universities Faculty in Lahore, Pakistan 472-475.
3. Gnaneshwar Koorella, Dr.R Perumal (2019): A study on factars affecting
employee job satisfaction 848-854.
4. D Swaroopa, Dr.R Perumal (2019): A study on the impact of employee
satisfaction on quality and profitability of organization. 343-346.
5. Danica Bakotić, Tomislav Babić (2013): Relationship between Working
Conditions and Job Satisfaction: The Case of Croatian Shipbuilding Company
6. Maria Dalkrani, Efstathios Dimitriadis (2019): The Effect of Job Satisfaction
on Employee Commitment.16-23.
7. M. D. Pushpakumari (2008): The Impact of Job Satisfaction on Job
Performance. An Empirical Analysis. 94-100.
8. Caterina C. Bulgarella (2005): Employee Satisfaction & Customer
Satisfaction: Is There a Relationship?
9. Mosammod Mahamuda Parvin, M M Nurul Kabir (2011): Factors affecting
employee job satisfaction of pharmaceutical sector. 113-120.
10. Alexandra H ajdukova, Jarmila Klementova, Jarmila Klementova Jr (2015):
Job satisfaction is regulator of the working behaviour. 476-485.
BOOKS:
• P. Subba Rao; Human resource management:2003,2d Edition: Tata
Me. Graw hill.
Reference:
www.google.com
www.wikepidea.co
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“A Study on Job satisfaction of employees with reference

to (Bisleri international Pvt Ltd at Udayagiri)”

A dissertation submitted in partial fulfilment of the requirement for

MASTERS OF FINANCE ACCOUNTING

BENGALURU CITY UNIVERSITY

Under the guidance of

Seshadripuram First Grade

Affiliated to Bengaluru City University

My heartfelt thanks to my Guide (Mr. MLA ASHOK), for constant guidance,

CHAPTERS TITLES OF THE CHAPTER PAGE NO

CHAPTER 1 INTRODUCTION TO THE STUDY 1-12

CHAPTER 2 REVIEW OF LITERATURE AND 13-18

CHAPTER 4 DATA ANALYSIS AND 29-63

1.1 Meaning of job satisfaction Job satisfaction:

Job satisfaction is not the same as motivation. It is also linked to productivity,

1. Job satisfaction cannot be seen.

Definitions of job satisfaction:

1.2: Importance of job satisfaction

Job satisfaction plays an important role in creating healthy organizational environment

Job satisfaction is very important to motivate. It is important for organizations care

1.3: Factors influencing on job satisfaction:

Job satisfaction is a concept consisting of motivational factors, personal factors and

1.4 REASONS OF LOW JOB SATISFACTION:

1. Conflict between co-workers.

1.6 Satisfaction and productivity:

➢ Job satisfaction and employee turn Over:

➢ Job satisfaction and performance:

➢ Job satisfaction and Absenteeism:

➢ Job satisfaction and safety:

➢ Job satisfaction and unionization: It is proved that job satisfaction

➢ Other effects of satisfaction: In addition to the above it has been

ROLL OF HUMAN RESOURCE MANAGEMENT

Human Resource: Human resource can be defined as the translating process of

1.7 Meaning of HRM:

Human resources management refers to the planning, organizing and implementing

According to Leon C. Megginson, "HR is the total knowledge, skills, creative

1.9 History of HRM:

human resources having a more significant influence on the organization

1.10Nature of human resource management:

➢ It is pervasive in nature as it is present in all enterprises.

1) Human resource management in personnel management:

This is typically direct manpower management that involves manpower planning,

2) Human resource management in employee welfare:

3) Human resource management in industrial relations:

1.12 Characteristics of human resource management

• Human resource planning:

• Orientation and placement:

• Training and development:

imparting more knowledge to an employee in order to equip him/her towards the

• Employee and executive remuneration:

• Performance appraisal and job evaluation:

• Motivation and communication: Motivation is the process of channeling a process

• Welfare, safety and health measures: The organization implements various

• Better industrial relations:

1.13 Objectives of human resource management:

• To ensure the effective utilization of resources:

• To maintain organizational structure;

• To develop human resources:

• To respect for human beings: