About Vardhman Synopsis (Dolly)

8/11/2019 About Vardhman Synopsis (Dolly)

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A

Final Project Report

On

Employee Satisfaction about Vardhman Yarns and

Threads Limited

Submitted By

Dolly Saini

(1175404)

In Partial fulfillment for the award of the degree

Of

Masters of Business Administration

Submitted to

Gujranwala Guru Nanak Institute Of Management

and Technology, Civil Lines, Ludhiana.

Punjab Technical University

Jalandhar

2012-2013


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ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and this work is not

different behind this successful undertaking is the blessing and guidance of many.

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

of gratitude and deep respect that have been experienced during my learning

process at Employee Satisfaction about Vardhman Yarns and Threads

Limited. This endeavor would not have been successful without the help and

encouragement of lot of people with whom I had good fortunate of interacting

during course of journey.

I am indebted to Mrs. Sanmeet for the knowledge and experience that I have

gained during course of training. Without her immaculate and intellectual

guidance, sustained efforts and friendly approach it would have been difficult to

achieve the result in short span of period. Not leaving behind the contribution of all

the staff members for sharing with us the wealth of their experience and

knowledge.

Dolly Saini


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Preface

MBA is a stepping stone to management career. In order to achieve practical,

positive and concrete results, the classroom learning needs to be effectively fed to

realities of situation existing outside classroom. This is practical time for

management.

To develop healthy managerial and administrative skills in the potential managers

it is necessary that theoretical knowledge must be supplemented with exposure of

real environment. Actually it is very vital for the management and it is practical

training that the measuring of management it itself realized.

I took guidance under Mrs. Sanmeet and was too fortunate to get a good exposure

in this project report an attempt has been to cover aspects.

Dolly Saini


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Student Declaration

I hereby declare that the Project entitled Employee Satisfaction about

Vardhman Yarns and Threads Limited submitted for the practical fulfillment

of degree of Master of Business Administration of GGNIMT Civil Lines, Ludhiana

affiliated to Punjab Technical University Jalandhar is original work and not

submitted for award of any other degree, fellowship or other similar titled or Prize.

Dolly Saini


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Certificate

This is to certify that Ms Dolly Saini, MBA student of GGNIMT- Gujranwala

Guru Nanak Institute of Management and Technology, Civil Lines Ludhiana

successfully undertaken her final project and has successfully completed her final

project titled Employee Satisfaction about Vardhman Yarns and Threads

Limited under my supervision. This report is compilation and analysis of

information by the student on the subject and useful inferences have been drawn

with regard to objective of the study. It further certified that this project has not

been submitted to any other university for any other purpose.

Date: Signature of the Project Guide

Mrs. Sanmeet


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INTRODUCTION

ABOUT VARDHMAN

Vardhman Group is a leading textile conglomerate in India having a turnover of

$986 mn. Spanning over 24 manufacturing facilities in five states across India, the

Group business portfolio includes Yarn, Greige and Ally Steel.

Vardhman Group is a leading textile conglomerate in India having a turnover of

$700 mn. Spanning over 24 manufacturing facilities in five states across India, the

Group business portfolio includes Yarn, Greige and Processed Fabric, Sewing

Thread, Acrylic Fibre and Alloy Steel.

Vardhman Group manufacturing facilities include over 8,00,000 spindles, 65 tons

per day yarn and fibre dyeing 900 shuttleless looms, 90mn meters per annum

processed fabric, 33 tons per day sewing thread, 18000 metric tons per annum

acrylic fibre and 1,00,000 tons per annum special and alloy steel.

Vardhman has evolved through history from a small beginning in 1965 into amodern textile major under the dynamic leadership of its chairman, S.P.

Oswal. His vision and insight has given Vardhman an enviable position in the

textile industry. Under his leadership, Vardhman is efficiently using resources to

innovate, diversify, integrate and build its diverse operations into a dynamic

modern enterprise.

MISSION

Vardhman aims to be world class textile organization producing diverse range of

products for the global textile market. Vardhman seeks to achieve customer

delight through excellence in manufacturing and customer service based on


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creative combination of state-of-the-art technology and human resources.

Vardhman is committed to be responsible corporate citizen.

S P Oswal, ChairmanVardhman Group

VISION

Superior Products, High Standards of Quality and Performance,

VardhmanRooted in Values, Creating World Class Textiles

Distinctive Competitive Strategies and Highest Integrity and Commitment

of the people.

HISTORY

The industrial city of Ludhiana, located in the fertile Malwa of Central Punjab is

otherwise known as the Manchester of India. Within the precincts of this city is

located the Corporate headquarters of the Vardhman Group, a household name in


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Northern India. The Vardhman Group, born in 1965, under the entrepreneurship of

Late Lala Rattan Chand Oswal has today blossomed into one of the largest Textile

Business houses in India.

As its inception, Vardhman had an installed capacity of 14,000 spindles, today; its

capacity has increased multifold to over 8 lacs spindles. In 1982 the Group entered

the sewing thread market in the country which was a forward integration of the

business. Today Vardhman Threads is the second largest producer of sewing

thread in India. In 1990, it undertook yet another diversificationthe time into the

weaving business. The grey fabric weaving unit at Baddi (HP), commissioned in

1990 with a capacity of 20,000 meters per day, has already made its mark as a

quality producer of Grey poplin, sheeting, shirting up Auro Textiles as Baddi and

Vardhman Fabric at Budhni, Madhya Pradesh. Today the group has 900

shuttleless looms and has processing capacity of 90mn meters fabrics/ annum.

In the year 1999 the Group has added yet another feather to its cap with the setting

up of Vardhman Acrylic Ltd., Bharuch (Gujarat) which is a joint venture in Acrylic

Fibre production undertaken with Marubeni and Exlan of Japan. The company

also has a strong presence in the markets of Japan, Hong Kong, Korea, UK and EU

in addition to the domestic market. Adherence to systems and a true dedication to

quality has resulted in obtained the markets of Japan, Hong Kong, Korea, UK and

EU in addition to the domestic market. Adherence to systems and a true dedication

to quality has resulted in obtaining the coveted ISO 9002/ ISO 14002 quality award

which is the first in Textile industry in India and yet another laurel to its credit.


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The group portfolio includes Yarn, Fabrics, Sewing Thread, Fibre and Alloy Steel.

Business Wise Turnover for the financial year 2010-11

Actual 2010-11 Group Total (Rs.

Crore)

USD Million %share

Yarn 2280 500 51%

Fabric 1093 240 24%

Sewing Thread 440 97 10%

Steel 435 95 10%

Power plant 9 2 0.2%

Fibre 235 52 5%

Total 4492 986 100%

Yarns

Yarn Manufacturing is the major activity of the group accounting for 51 percent of

the group turnover.

Vardhman is virtually a supermarket of yarns, producing the widest range of

cotton, synthetics and blended, Grey and Dyed yarns and Hand Knitting Yarns, in

which Vardhman is the market leader in India. The group has twenty one

51%

24%

10%

10% 0% 5%

Yarn

Fabric

Sewing Thread

Steel

Power plant

Fibre


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production plants with a total capacity of over 8.8 lacs spindles, spread all over the

country. In many of the yarn market segments, Vardhman holds the largest market

share. Vardhman is also the largest exporters of yarn from India, exporting yarns

worth more than USD 282 million.

Sewing Thread

Vardhman is the second largest producer of sewing thread in the country. The

sewing thread manufacturing capacity is being expanded from 17 tons per day to

33 tons per day in its sewing thread plant located at Hoshiarpur, Baddi and

Ludhiana. Sewing threads contributes 10 percent of the group turnover.

Fabrics

The group has created state-of-the-art fabric weaving and processing facilities in its

plant at Baddi, Northern India. The group has installed 900 shuttle less looms and a

fabric processing capacity of 90 milion meters per annum in collaboration of Tokai

Senko of Japan. Fabrics business contributes 24 percent to the group turnover.

Fibre

The group has set up an Acrylic Staple Fibre plant at Bharuch in Gujarat in

collaboration with Marubeni and Japan Exlan of Japan. The plant has annual

capacity of 20000 tons per annum. Fiber contributes 5 percent to the total turnover

of the group.

Steel

The group is also present in upper-end of the steel industry. The group

manufacturing capacity of 100000 tons of special and alloy steel. The group


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supplies its steel products to some of the most stringent quality steel buyers like

Maruti and Telco. It contributes 10 percent to the total turnover of the group.

HOLDINGS

Vardhman Holding Limited

Vardham Textiles Limited

Vardhman Acrylic Limited

VMT Spinning Company Limited

Vardhman Yarns and Threads Limited


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INTRODUCTION TO EMPLOYEE SATISFACTION

Need of Employee Satisfaction Survey

Rapidly growing organization

High or growing turnover rate

Highly competitive industry

ELEMENTS OF JOB SATISFACTION

Importance of employee satisfaction in an organization

HR DEPARTNMENT

The major functions of the department can be explained as follows

Recruitment

1. Scheme recruitment (on campus and off campus - ET recruitment)

2. Direct recruitment

Salary administration for corporate office and for all employees across the

Group falling in M4 and above

Training and development

Performance management

Wage studies (workers)

Getting the joining formalities done for employees joining in Corporate

office

Exit formalities

1. Clearance / no dues forms


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2. Exit interviews

3. Farewell

Loan applications (general / furniture / vehicle)

Administration

Medical insurance (medical and group term)

Summer trainees

Handling internal queries / grievance of employees

Why employee satisfaction survey is required?

Research shows that satisfied, motivated employees facilitate higher customer

satisfaction and, in turn, positively influence organizational performance.

Organizations that invest in measuring employee opinions and attitudes, by

incorporating Employee Satisfaction Surveys into their existing HR processes, can

develop such a workforce.

Study of "Employee satisfaction" helps the company to maintain standards &

increase productivity by motivating the employees. this study tells us how much

the employees are capable & their interest at work place? what are the things still

to be satisfy to the employees. although "human resource" are the most important

resources for any organization, so to study on employees satisfaction helps to know

the working conditions & what are the things that affects them not to work

properly. always majority of done by the machines/equipments but without any

manual moments nothing can be done. so to study on employee satisfaction is

necessary

High levels of employee satisfaction are coorelated to high levels of productivity

and low levels of absenteeism so companys can save money by contracting a


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consulting firm to measure employee satisfaction and to identify areas that can be

improved to increase employee satisfaction. High employee satisfaction levels can

reduce turnover

By establishing frequent and consistent employee feedback processes, Confirmit

solutions enable enterprises to retain and develop their most vital asset -

employees.so measurement of satisfaction level of employees is necessary.

Satisfied employees contribute to development and growth to organization

Employee satisfaction surveys can provide fast, effective benchmarking of staff

opinions and organisational culture.

It is an obvious statement but high employee satisfaction levels can reduce

employee turnover. Dissatisfied employees tend to perform below their

capabilities, result in high turnover of staff and leave their jobs relatively quickly,

and are not very likely to recommend your company as an employer. Employee

satisfaction research gives employees a voice and also allows the pinpointing of

problematic areas, leading to the raising of staff satisfaction levels, developing and

reviewing of staff management, and optimising corporate communications.

Importance of employee satisfaction in an organization

Employee satisfaction is supremely important in an organization because it is what

productivity depends on. If your employees are satisfied they would produce

superior quality performance in optimal time and lead to growing profits. Satisfied

employees are also more likely to be creative and innovative and come up with

breakthroughs that allows a company to grow and change positively with time and

changing market conditions.


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The HRM Monitor is a research solution to measure and improve the satisfaction

and commitment of employees. It provides insight into:

The satisfaction and commitment of employees

The motivation and loyalty of employees

Opportunities for improvement

This will help you realize:

Opportunities to increase commitment

Better performing employees

Reduced employee absenteeism

Employees who are more satisfied and motivated


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SWOT ANALYSIS OF THE VARDHMAN GROUP

Strengths:-

1. Good Brand Equity

2. Good technological base with Foreign Collaboration

3. High Quality Standards

4. High Production Capacity

5. Commitment for growth

Weaknesses:-

1. Comparatively high prices

2. Lesser degree of promotional activity

3. Long Hierarchy

Opportunities:-

1. As brand image is very good ,Vardhman can have some good customers.

2. Strict payments are strengths at times as well as weakness.

3. Customers shall be attracted to buy more and regularly.

4. Shortened hierarchy shall provide hope for better customer service.

Threats:-

1. Smaller players in the market are using Vardhmans process to push their

product at lower prices.

2. Companies from south are entering into Ludhiana market.

3. Capacity of Yarn Spinning is increasing rapidly in comparison to increase in

market size, resulting into the addition of new players.


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CHAPTER -2

REVIEW OF LITERATURE

(1) Dail.l. Fields1, Terry.c blum2

Employee satisfaction in work groups with different gender composition has been

done by employees.

This study investigates the relationship between the gender composition of an

employee's work group and the employee's job satisfaction, using a random sample

over 1600 U.S. workers. After controlling possible confounding variables, ouranalysis shows that the level of an employee's job satisfaction is related to the

gender composition of the employee's work group, and that the relationship of

these variables does not differ between male and female employees. Both men and

women working in gender-balanced groups have higher levels of job satisfaction

than those who work in homogeneous groups. Employees working in groups

containing mostly men have the lowest levels of job satisfaction, with those

working in groups containing mostly women falling in the middle. These results

are consistent with predictions based on Blau's theory of social structure, that

satisfaction would be highest for employees in more heterogeneous groups.

(2) Dainy.N.garrison

The first study of its kind, The Impact of Employee Attitudes on Market

Response and Financial Performance sheds light on how employee satisfaction

and engagement drive an organizations bottom-line success, even if those

employees have no direct contact with customers. Results of the study suggest that

influencing customer behavior goes beyond advertising, beyond delivering on a

brands promise, beyond customer service and beyond product research and


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development. Influencing customer behavior, which in turn effects an

organizations success, also requires specific efforts to maximize employee

engagement and satisfaction. The study addresses a universal business principal: it

is far less costly, and more fiscally prudent, to serve and nurture relationships with

current customers than it is to acquire new customers. It behooves managers to

recognize and cultivate employee engagement and satisfaction since they do

indeed influence market outcomes and an organizations financial performance.

Dr. James L. Oakley, assistant professor of marketing, at Purdue Universitys

Krannert School of Management, supervised the research in which 110,000

surveys were mailed out, with a 34% response rate, to 100 randomly sampled

public and private media companies. Financial data was provided to a third party

and was derived directly from financial reports for these organizations

(3)Hackman, J. Richard;Oldham, Greg R.

The report describes the Job Diagnostic Survey (JDS), an instrument designed to

measure the following classes of variables: (1) objective job characteristics,

particularly the degree to which jobs are designed so that they enhance work

motivation and job satisfaction; (2) personnel affective reactions of individuals to

their jobs and work setting; the readiness of individuals to respond positively to

"enriched" jobs--jobs with high potential for generating internal work motivation.

Based on a specific theory of how jobs affect employee motivation, the JDS is

intended to: (1) diagnose existing jobs to determine if (and how) redesigning could

improve employee productivity and satisfaction; and (2) evaluate the effect of jobchanges on employees--whether the changes derive from deliberate "job

enrichment" projects or from naturally occurring modifications of technology or

work systems. The JDS has gone through three cycles of revision and pre-testing.

Reliability and validity data are summarized for 658 employees in 62 different jobs
http://eric.ed.gov/ERICWebPortal/Home.portal?_nfpb=true&_pageLabel=ERICSearchResult&_urlType=action&newSearch=true&ERICExtSearch_SearchType_0=au&ERICExtSearch_SearchValue_0=%22Hackman+J.+Richard%22http://eric.ed.gov/ERICWebPortal/Home.portal?_nfpb=true&_pageLabel=ERICSearchResult&_urlType=action&newSearch=true&ERICExtSearch_SearchType_0=au&ERICExtSearch_SearchValue_0=%22Oldham+Greg+R.%22http://eric.ed.gov/ERICWebPortal/Home.portal?_nfpb=true&_pageLabel=ERICSearchResult&_urlType=action&newSearch=true&ERICExtSearch_SearchType_0=au&ERICExtSearch_SearchValue_0=%22Oldham+Greg+R.%22http://eric.ed.gov/ERICWebPortal/Home.portal?_nfpb=true&_pageLabel=ERICSearchResult&_urlType=action&newSearch=true&ERICExtSearch_SearchType_0=au&ERICExtSearch_SearchValue_0=%22Hackman+J.+Richard%22


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in seven organizations who have responded to the revised instrument. Two

supplementary instruments are also described: (1) a rating form for assessing

"target" jobs; and (2) a short form of the JDS. All instruments and scoring keys are

appended.

(4) John Wiley & Sons, Ltd.(1997)

This study investigates the relationship between the gender composition of an

employee's work group and the employee's job satisfaction, using a random sample

over 1600 U.S. workers. After controlling possible confounding variables, our

analysis shows that the level of an employee's job satisfaction is related to the

gender composition of the employee's work group, and that the relationship of

these variables does not differ between male and female employees. Both men and

women working in gender-balanced groups have higher levels of job satisfaction

than those who work in homogeneous groups. Employees working in groups

containing mostly men have the lowest levels of job satisfaction, with those

working in groups containing mostly women falling in the middle. These results

are consistent with predictions based on Blau's theory of social structure, that

satisfaction would be highest for employees in more heterogeneous groups


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CHAPTER-3

OBJECTIVES OF THE STUDY

To identify the factors which influence the Job satisfaction of employees.

To observe the Human resource development in the Vardhman Textiles

Limited at Corporate Office.

To suggest measures to improve the Satisfaction level of employees.

LIMITATIONS OF THE STUDY

1. TIME

2. AUTHENTICITY OF FEEDBACK

3. ATTITUDE AND BEHAVIOUR

4. LIMITED KNOWLEDGE:-


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CHAPTER-4

RESEARCH METHODOLOGY

RESEARCH DESIGN

In my research, Descriptive research design have followed

DATA COLLECTION

Primary data.

Primary data is collected by Questionnaire.

Sample Design and Size

Sample size is 50 employees

Sampling frame:

Sample frame = ALL Employees of different department at Corporate Office

Sampling technique

Snowball Sampling.

Convenience Sampling.


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DATA ANALYSIS AND INTERPRETATION

Question 1:- The environment of workplace is comfortable and safe.

Responses:-

Options No. of Respondents %age

Strongly Agree 22 22%

Agree 65 65%

Indifferent 6 6%

Disagree 0 0%

Strongly Disagree 7 7%

22%

65%

6%0%

7%Strongly Agree

Agree

Indifferent

Disagree

Strongly Disagree


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Question 2:- I feel there is proper co-ordination and teamwork within my

department.

Responses:-



Agree 40 40%

Indifferent 18 18%

Disagree 12 12%


10

40

18

12

20

0

5

10

15

20

25

30

35

40

45

Strongly Agree Agree Indifferent Disagree Strongly Disagree


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Question 3:- I feel my department gets proper support and teamwork from

other departments.

Responses:-


Strongly Agree 8 8%

Agree 50 50%

Indifferent 16 16%

Disagree 22 22%


8%

50%16%

22%

4%

Strongly Agree

Agree

Indifferent

Disagree

Strongly Disagree


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Question 4:- I am provided with optimum resources for my work assignments.

Responses:-



Agree 50 50%

Indifferent 30 30%

Disagree 8 8%


0

5

10

15

20

25

30

35

40

45

50

Strongly Agree Agree Indifferent Disagree Strongly

Disagree

10

50

30

8

2


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Question 5:- I am treated with respect by management and fellow employees.

Responses:-



Agree 70 70%

Indifferent 10 10%

Disagree 5 5%


10

70

10

5 5

0

10

20

30

40

50

60

70

80



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Question 6:- There is a good superior subordinate relationship within my

organization.

Responses:-



Agree 60 60%

Indifferent 5 5%

Disagree 10 10%


0

10

20

30

40

50

60

Strongly Agree Agree Indifferent Disagree StronglyDisagree

20

60

5

10

5


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Question 7:- Management is flexible and understands the importance of

balancing my work and personal life.

Responses:-



Agree 60 60%

Indifferent 8 8%

Disagree 10 10%


0

10

20

30

40

50

60

Strongly Agree Agree Indifferent Disagree Strongly

Disagree

12

60

810 10


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Question 9:- I am involved in decision making that effects my job.

Responses:-


Strongly Agree 7 7%

Agree 43 43%

Indifferent 12 12%

Disagree 33 33%


7

43

12

33

5

0

5

10

15

20

25

30

35

40

45

50



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Question 10:- The employee welfare and engagement activities adopted by the

company results in improvement of productivity.

Responses:-



Agree 30 30%

Indifferent 20 20%

Disagree 35 35%


10

30

20

35

5

0

5

10

15

20

25

30

35

40



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Question 11:- My training and development needs are timely identified and

addressed.

Responses:-


Strongly Agree 6 6%

Agree 34 34%

Indifferent 30 30%

Disagree 20 20%


6

34

30

20

10

0

5

10

15

20

25

30

35

40



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Question12:- My company spends reasonable time, effort and money in

training and development of employees.

Responses:-



Agree 45 45%

Indifferent 10 10%

Disagree 15 15%


0

5

10

15

20

25

30

35

40

45

StronglyAgree

Agree Indifferent Disagree StronglyDisagree

25

45

10

15

5


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Question 13:- The training provided really helps in development of employees.

Responses:-



Agree 50 50%

Indifferent 8 8%

Disagree 22 22%


17%

50%

8%

22%

3%

Strongly Agree

Agree

Indifferent


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Question 14:- Quality of training and development provided to me is good.

Responses:-


Strongly Agree 5 5%

Agree 10 10%

Indifferent 20 20%

Disagree 60 60%


0

10

20

30

40

50

60

StronglyAgree

Agree Indifferent Disagree StronglyDisagree

5

10

20

60

5


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Question 16:- My job profile is according to my competency and qualification.

Responses:-



Agree 55 55%

Indifferent 10 10%

Disagree 12 12%


15%

55%

10%

12%

8%

Strongly Agree

Agree

Indifferent

Disagree

Strongly Disagree


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Question 17:- Management recognizes and makes use of my abilities and

skills.

Responses:-


Agree 7 7%

Indifferent 65 65%

Disagree 17 17%


65%17%

11% 7%

-

Agree

Indifferent

Disagree

Strongly Disagree


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Question 18:- My superior provide me with constant feedback to help me.

Responses:-


Strongly Agree 8 8%

Agree 62 62%

Indifferent 15 15%

Disagree 8 8%


8%

62%

15%

8%7%

Strongly Agree

Agree

Indifferent

Disagree


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Question 19:- Overall I am satisfied with my job at company.

Responses:-


Strongly Agree 4 4%

Agree 50 50%

Indifferent 9 9%

Disagree 12 12%


7%

50%15%

20%8%

Strongly Agree

Agree

Indifferent

Disagree

Strongly Disagree


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Question 20:- I am provided with proper growth and development

opportunities in the company.

Responses:-


Agree 8 8%

Indifferent 52 52%

Disagree 27 27%


52%27%

13% 8%

-

Agree

Indifferent

Disagree

Strongly Disagree


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CHAPTER 5

FINDINGS

The employees are satisfied with the environment of the workplace.

Most of the employees are satisfied with the co-ordination and teamwork

within their as well as other departments.

Employees feel there is healthy superior-subordinate relationship within the

organization.

Employees are not much satisfied with the companys welfare programs.

Most of the employees say that the management is flexible towards the

employees.

Employees are satisfied with the training and development programs

organized by the company.

Most of the employees are happy with their job and job profile.

A greater percentage of employees are not satisfied with compensations,

increments and promotions given by the company Mostly the employees are satisfied with the benefits and facilities provided

by the company except transportation facility.

Half of the percentage of employees would recommend others to the

company.


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CONCLUSION

As we know that human resources are the biggest assets of any organisation so

relying upon this criterion we can say that their satisfaction towards their job is

very important, as if they are satisfied they will work to the best of their ability

which will contribute towards the profitability of the organization and better

productivity. Hence, every organisation should always make sure that their

employees are satisfied. If their employees are not satisfied with the organisation

then necessary steps should be taken to make them satisfied because it will

ultimately lead to improvement in their work which will then contribute towards

the success of organisation.

From the results of the survey, we found that more than 50% of the employees are

satisfied with the company. There are certain areas which are very good and

employees are satisfied by those areas like work culture, work environment,

relationship of the employees with the management but in certain areas the

company needs improvement such as welfare facilities, training development

programs, salary structure, transport facilities and infrastructure etc.

Though the management of Vardhman is continuously taking measures to improve

the satisfaction level of the employees but still the satisfaction level of employees

is not up to the mark so there is a scope of improvement in the policies of the

company.


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LIMITATIONS-

Identifying the employee satisfaction level in any company is not possible without

certain hindrances and limitations due to variation in satisfaction at different levels

of employees within the organization. Certain hindrances and limitations that were

being faced during the project are as follows.

TIME:- There was lack of time on the part of respondents as the employees have a

busy schedule and well-defined job profile. They cant afford to miss out their own

job responsibilities and perform other works.

AUTHENTICITY OF FEEDBACK:- Most of the study was based on the

feedback from the employees which we got in the form filled questionnaire. The

responses of the employees may be biased as observed.

e.g- The questions whose possible response would have been disagree or stongly

disagree, the employees opted for marking the indifferent option.

ATTITUDE AND BEHAVIOUR:- Whole of the analysis is based on the

feedback of the employees through the medium of filled questionnaire and it was

based on their personal perception and attitudes which may vary from individual to

individual.


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Though all efforts have been made to include all areas related to employee

satisfaction to be covered in the project work, but some issues may have been

missed.

LIMITED KNOWLEDGE:- Though all efforts have been made to include all

areas related to employee satisfaction to be covered in the project work but some

issues may have been missed as the knowledge level of a student and an employee

may differ to a large extent.

These limitations were faced as they were an integral part of the research howeverthey did not affect the quality and parameter of the finding.


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SUGGESTIONS AND RECOMMENDATIONS

Company needs to revise the pay scale of the employees.

Timely and adequate increments should be there for the employees.

Company should have improve its infrastructure.

Organization should have better transportation facilities.

Employee involvement should be encouraged.

Training and development programs needs to be paid more attention.

There is a need to pay proper attention towards the employee welfare

programs.

Employee motivation should be encouraged.

Work hours should be clearly defined.

Organization should provide better leave facilities.


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QUESTIONNAIRE

Questionnaire for Employee Satisfaction Survey:-

Dear respondent,

I am an MBA student, I want to get some information for thefulfillment of my training report. You are assured that the data being filled by youregarding your views on your working with the organisation ,will remainconfidential and will not be shared with anyone. This is only for my projectpurpose. Further I dont require your name, designation, experience or department

etc, so that the questionnaire is filled in true spirit.

Personal information:-

(a) Sex Male ( ) Female ( )(b) Age

Below 20

20-30 30-40

Above 40

(c) Marital status Married ( ) Unmarried ( )

Instructions:-

Rate the following factors on a scale ranging from 1-5. Tick the response you feel

most appropriate .Your free and frank response will be appreciated.

Here 1 = strongly agree

2 = agree

3 = Indifferent

4 = disagree

5 = strongly disagree

Please avoid option 3 unless it is very genuine.


48/50

Questions:-

(1) The environment of workplace is comfortable and safe.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(2) I feel there is proper co-ordination and team work within my department.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(3) I feel my department gets proper support and team work from other

departments.1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(4) I am provided with optimum resources for my work assignments.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(5) I am treated with respect by management & fellow employees.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(6) There is a good superiorsubordinate relationship within my organization.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(7) Management is flexible and understands the importance of balancing my work

and personal life.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )


49/50

(8) Company policies provide enough welfare programs for employees.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(9) I am involved in decision making that effects my job.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(10) The employee welfare and engagement activities adopted by the company

results in improvement of productivity.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(11) My training and development needs are timely identified and addressed.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(12) My company spends reasonable time, effort and money in training and

development of employees.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(13) The training provided really helps in development of employees.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(14) Quality of training and development provided to me is good.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )


50/50

(15) I am encouraged to develop new and more efficient ways to do my work.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(16)My job profile is according to my competency and qualification.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(17) Management recognises and makes use of my abilities and skills.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(18) My superiors provide me with constant feedback to help me.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(19) Overeall i am satisfied with my job at company.1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

(20) I am provided with proper growth and development opportunities in company.

1 ( ) 2 ( ) 3 ( ) 4 ( ) 5 ( )

Thanks for your kind co-operation.

Documents

About Vardhman Synopsis (Dolly)