Employees Satisfaction in Hdfc Bank Ltd Research Report Hr.doc

7/24/2019 Employees Satisfaction in Hdfc Bank Ltd Research Report Hr.doc

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A RESEARCH REPORTON

EMPLOYEES SATISFACTION IN HDFC BANK LTD

SUBMITTED TOWARDS THE PARTIAL FULFILLMENT

OF THE REQUIREMENT FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION(ACADEMIC SESSION: 2009-2011)

SUBMITTED TO: SUBMITTED BY:

Prof. Su!" C#$r$%$r!" NEHA &A'RAMBA (* I+)Ro,, No.-09100029

ABES INSTITUTE OF BUSINESS MANA/EMENT/HAIABAD

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STUDENT DECLARATION

I, Khushboo Gupta hereby declare that the report entitled EMPLOYEES

SATISFACTION IN HDFC BANK LTD.that has been submitted to ABES IT Group

of insiu!" G#$%i$&$' has been my original and bonafied work. I also herby certify that

the work has not been carried by any other person in the area to best of my knowledge.

KHUSHBOO GUPTA

MBA I(# s!). Ro** no+ ,-/,0,,/-

ACKNO1LEDGEMENT

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hen a person , guide and co!operated his or her heart is bound to pay gratitude."

It is not a single man"s effort which is sufficient for the accomplishment of a #esearch.

$arious factors, situations and persons integrate to pro%ide the background for

accomplishment of a task re&uires the effort of so many people and the work is no

different.

I acknowledge here the names of those people who ha%e been instrumental in

preparation of this #esearch.

I am sincerely indebted to PROF. SUKTI CHAKRABARTI for her %aluable

suggestion and inspiration to undergo this study and her unstilted help which he ga%e

for the completion of this #esearch.

'y grateful thanks are also due to %arious others technocrats, who inspire of there

multifarious pre!occupation, were kind enough to spare time to grant me personal help

and others cooperati%e acti%ities. I would also like to thanks co!operation for pro%iding

the organi(ational effecti%eness study in banks and supplemental information used in

this study.

KHUSHBOO GUPTA.

ABSTRACT

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*his study focuses on effecti%eness of +employees satisfaction at -/ 0K

3*-. *o identify the relationship between super%isor and sub!ordinates. *o

identify the facilities and working conditions in the organi(ation. *o identify the

training programmers organi(ed by company for the workers. *o study the

engagement acti%ities.

*his study in%estigated the le%els of employees4 satisfaction with human resource

management 5#'6 practices differences in satisfaction between employee

groups. It emerges that while the le%els of employees4 satisfaction with

performance appraisals, staffing and pay were between high and moderate, le%els

of satisfaction regarding training and de%elopment were low. 7mployees4

satisfaction le%els with #' %aried according to personal characteristics

including gender, age, education, position, working years and registration status.

*he implications of the research findings with regard to the a%enue for further

research and #'

nswers from 89 employees sur%eyed in a utility +-/ 0ank 3td. company

were analy(ed to e:plore the impacts of personality traits on employee

satisfaction. greeableness was found to ha%e positi%e effects on satisfaction,

neuroticism negati%ely affects satisfaction of employees. Implications of

satisfaction on the attitude of employees toward the -/ 0ank , particularly on

their affecti%e commitment, are e:amined.

e e:amine whether self!reported employee satisfaction is associated with higher

companies %aluation and producti%ity. *hus, successful efforts in increasing

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employee satisfaction appear to enhance o%erall firm producti%ity, which is

subse&uently rewarded by in%estors through higher e&uity %alues.

TABLE OF CONTENT

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#*I/?3#< >G7 =.

1. cknowledgement 3

2. bstract 4-5

). *able =f /ontent 6

8. Introduction *o >ro@ect

!ob@ecti%es of study

!scope of study

!significance of study

!company profile

7-20

21

22

23

25-39

;. 3iterature re%iew 40-44

A. #esearch 'ethodology 45-51B. -ata nalysis and *abulation 52-55

C. -ata Interpretation 56-67

D. indings. 68-69

19. 3imitations. 70

11. #ecommendations and suggestions. 71-73

12. Conclusion. 74-76

1). 0ibliography. 77-79

18. nne:ure. 80-84

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INTRODUCTION

INTRODUCTION

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7mployee satisfaction is the terminology used to describe whether employees are happy,

contented and fulfilling their desires and needs at work. 'any measures support that

employee satisfaction is a factor in employee moti%ation, employee goal achie%ement,

and positi%e employee morale in the workplace.

7mployee satisfaction, while generally a positi%e in your organi(ation, can also be a

downer if mediocre employees stay because they are satisfied with your work

en%ironment.

-/ 0K 3*- is a pri%ate 0ank in India that pro%ides all kinds of banking facilities

to the citi(ens of India. It is fluffy owned by -/ 3*-. It is the second largest pri%ate

sector 0ank in India.

7mployee satisfaction is a measure of how happy workers are with their @ob and working

en%ironment. Keeping morale high among worker can be of tremendous benefit to -/

0ank as happy workers will be more likely to produce more, take fewer days off, and stay

loyal to the 0ank. *here are many factors in impro%ing or maintaining high employee

satisfaction, which wise employers would do well to implement.

*o measure employee"s satisfaction, many 0anks will ha%e mandatory sur%eys or face!to!

face meetings with employees to gain information. 0oth of these tactics ha%e pros and

cons, and should be chosen carefully.


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en%ironment. Keeping morale high among worker can be of tremendous benefit to any

company, as happy workers will be more likely to produce more, take fewer days off, and

stay loyal to the company. *here are many factors in impro%ing or maintaining high

employee satisfaction, which wise employers would do well to implement.

*o measure employee"s satisfaction, many companies will ha%e mandatory sur%eys or

face!to! face meetings with employees to gain information. 0oth of these tactics ha%e

pros and cons, and should be chosen carefully.


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E)p*o2!! s$isf$3ion, it can be statistically pro%ed is directly correlated to customer

satisfaction. E)p*o2!! s$isf$3ion sur%eys are aimed at gauging the employees"

attitudes towards their @obs. ot only do satisfied employees ensure satisfied customersE

when retaining people is such a challenge, it is not enough to try and keep them happy,

employees must feel it too. +ow can one hope to implement a retention strategy if one

n employee satisfaction sur%ey, therefore, tracks the return on in%estments in keeping

the people within an organi(ation happyF high salaries, a &uality culture, healthy

en%ironment. It has been rightly said that, +erform. 0ut the only

way to find out if they are is through a sur%ey.

D!finiion+

7mployee satisfaction is the terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work. 'any measures purport that

employee satisfaction is a factor in employee moti%ation, employee goal achie%ement,

and positi%e employee morale in the workplace.

7mployee satisfaction, while generally a positi%e in your organi(ation, can also be a

downer if mediocre employees stay because they are satisfied with your work

en%ironment.

*he company4s 5-/ 0ank6 ability to fulfill the physical, emotional, and psychological

needs of its employees.


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appy, satisfied employees are the most attenti%e and helpful to the customers. n

employee with a positi%e attitude is contagious and can change the attitude of e%ery staff

member they are around. owe%er, @ust as a positi%e mind set is easily spread, so is a

negati%e one. If a member of the team is unhappy, watch out is or her negati%es alike.

*hese pessimistic employees can breed an atmosphere of low morale. *his will lead to

decreased producti%ity, higher than normal turno%er and unproducti%e time spent

gossiping and complaining. *he e:pense of training each new employee so they may

e:cel is lost when they lea%e to work at some other organi(ation because the atmosphere

organi(ation. *his is where competent attitude can become infectious, contaminating.


en%ironment. Keeping morale high among workers can be of tremendous benefit to any

company, as happy workers will be more likely to produce more, take fewer days off, and

stay loyal to the company. *here are many factors in impro%ing or maintaining high

employee satisfaction, which wise employers would do well to implement.

7mployee satisfaction is a main function of the # -epartment in a company. It4s

also a challenge for management as well as a significant factor in order to

maintain good employee relations. *his information is really helpful to me and

my research. !


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and a mere piece of paper. *hey can also be linked to appraisals 5see *ime 'erlin6

and e%entually result in better organi(ation and happier employees.

EMPLOYEE SATISFACTION RESEARCHF

In an annual report, the ser%ice pro%ider lists the total number of !)p*o2!!

contacts, le%el of acti%ity, and the le%el of s$isf$3ionwith the ser%ices pro%ided.

*he !)p*o2!!snames and not included in the data pro%ided to the employer.

hen pursuing teaching opportunities, these preferences might include %ariables

related to o%erall !)p*o2!! s$isf$3ion, such as recei%ing a competiti%e salary

and benefits package, or working in an intellectually challenging setting.

REASON FOR SELECTION OF THIS TOPICF

*he financial sector is one of the booming and increasing sectors in India. *he >ersonal

0anker are one of the most powerful, efficient and effecti%e channel through which the

company sales its %arious types of financial products and company takes operational

work also. It is really difficult to con%ince customers and sell a single product and

accomplish operational work. hereas in my entire pro@ect work I found my interest in

working in a team, dealing with customers and finally con%incing them to buy a product.

IMPORTANCE TO THE COMPANY+

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*he ultimate purpose of gi%ing me this topic was to know about the customer"s

perceptions about the different products of the bank, and to know about operational

process. how these products can attract them and how the company can generate

ma:imum profit by con%incing them through personal banker and to better understand

customer re&uirement and to understand operational methodology.

LEARNING FROM THE STUDY+

*he process of bank related transaction, bank related %arious terms, work en%ironment of

-/ 0ank. -ifferent products and ser%ices pro%ided by the bank. /ustomers"

perception about the different products. *he brand image of the bank. hat are the

problems faced by customer on daily basis. ow to communicate with the customers.

-ifferent techni&ues of dealing with the customers. ow to con%ince and con%ert a

customer into a real customer. and at the last how to better response to the customer

problem.

THE STATE OF EMPLOYEE SATISFACTION

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lthough committed and loyal employees are the most influential factor to becoming an

employer of choice, it4s no surprise that companies and organi(ations face significant

challenges in de%eloping energi(ed and engaged workforces. owe%er, there is plenty of

research to show that increased employee commitment and trust in leadership can

positi%ely impact the company4s bottom line. In fact, the true potential of an organi(ation

can only be reali(ed when the producti%ity le%el of all indi%iduals and teams are fully

aligned, committed and energi(ed to successfully accomplish the goals of the

organi(ation.

s a result, the goal of e%ery company should be to impro%e the desire of employees to

stay in the relationship they ha%e with the company. hen companies understand and

manage employee loyalty ! rather than retention specifically ! they can reap benefits on

both sides of the balance sheet i.e., re%enues and costs.

=ne of the key steps to understanding and impro%ing employee loyalty is by

acknowledging the importance of the following factors in building loyalty and

satisfactionF

0roadly!defined responsibilities rather than narrowly!defined @ob functions

7ffecti%e and regular performance e%aluations, both formally and informally

corporate emphasis on employee learning, de%elopment and growth

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ide!ranging employee participation in the organi(ation as a whole

*ypically, a combination of factors influences employees4 decisions to stay at their

current @ob. /ontributing factors include satisfying work, a sense of @ob security, clear

opportunities for ad%ancement, a compelling corporate mission combined with the ability

to contribute to the organi(ation4s success, and a feeling that their skills are being.

THEORIES OF EMPLOYEE SATISFACTION ARE:

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14 NEED FULFILLMENT THEORY+

ccording to this theory a person is satisfied when he gets training from his Job

what he wants. *he more he wants something or the more important it is to him, the more

satisfied he is when he recei%ed it. In other words, +Job


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of the effects of community features on @ob satisfaction re%ealed that workers li%ing in a

well to a neighborhood felt.

7.4 T1O FACTOR THEORY

rederick her(berg and his colleagues de%eloped the two factor theory satisfaction

and dissatisfaction are interdependent of each other and e:ist on a separate continuums.

se%eral studies designed to test the two factor theory pro%ed little support to this theory.

*he same factor may ser%e as a satisfied for one but a dissatisfied for another. It appears

from this theory that a person can be satisfied and dissatisfied at the same time.

84. DISCREPANCY THEORY+

ccording to this theory @ob satisfied depends upon what a person actually recei%es from

his @ob and what he e:pects to recei%ed. hen the reward actually recei%ed are less than

the e:pected rewards but causes dissatisfied. in other wards, satisfaction is dissatisfaction

between what one actually recei%ed.

94. SOCIAL REFERANCE GROUP THEORY+

*he social reference group theory is similar to the need fulfillment theory e:cept than it

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takes into account not the desires, needs and interests of the gi%en indi%idual but rather

the point of %iew and the opinion of the groups to whom the indi%idual looks for

guidance.

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I)p$3 of 3!r$in f$3ors on E)p*o2!! s$isf$3ion

0y creating an en%ironment in which people ha%e an impact on the decisions and actions,

that positi%ely affect their feelings about their @ob and their organi(ation, the employee

may become satisfy and get in%ol%ed in the @ob and the organi(ation. =rgani(ation often

intend to work on certain dynamics, which should put positi%e impact on the label of

satisfaction of the employee.


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Pro)oion

It is confirmed response that promotion gi%es satisfaction. ence looking more into

se%eral issues pertaining to promotion can certainly clarify this hypothesis.


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OB>ECTI(ES

*he ob@ecti%es of the study as followF

*o identify the factor which impro%e the satisfaction le%el of employees.

*o know the 7mployees satisfaction towards the facilities.

*o analy(e the work related stress.

*o study that attitude of employees toward their work and @ob security.

*o find out how much employees are participating in decision making.

*o find out how much employees are satisfied with their salary le%el.

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SCOPE OF THE STUDY

*he labor in%estigation committee! anything done for intellectual physical, moral and

economic betterment of the workers, weather, by employers or go%ernment or other

agencies o%er and abo%e what is normally e:pected on the part of the contracted benefits

for which workers may ha%e bargained. *he committee on labor welfare! today, welfare

is generally accepted by employers. *he state steps into widen the area of the

applicability only. elfare is being looked at as social right of workers. *he committee

described it as a social security measures that contribute to impro%e the condition under

which workers are employed in India. 51DAD report6 labor welfare includes both statutory

as well as non statutory acti%ities undertaken by the employers, trade union both the

central state go%ernment for the physical mental de%elopment of workers.

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IMPORTANCE OF THE STUDY

7mployee satisfaction is supremely important in an organi(ation because it is what

producti%ity depends on. If your employees are satisfied they would produce superior

&uality performance in optimal time and lead to growing profits.


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1#2 o su'2 $&ou !)p*o2!!s s$isf$3ion

In my point of %iew, study of +!)p*o2!!s s$isf$3ion helps the company to maintain a

standards and increase producti%ity by moti%ating the employees this study tell us how

much the employees are capable and their interest at work placeL hat are the things still

to be satisfy to the employees. lthough +uman #ecourses are the most important

resources for any organi(ation so to study on employees satisfaction helps to know the

working condition and what are the thing that affects them not to work properly. lways

ma@ority of done by the machines but without any manual moments nothing can be done.


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COMPANY PROFILE

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HISTORY OF HDFC BANK

/ompanyIntroduction

-/ 0ank is one of the leading pri%ate 0ank in India. =ne of the first 0ank who ha%e

its # operations Iractices and for being the 0est 7mployer. *he 0ank has grown with the strength of

)9,999.

*he ousing -e%elopment inance /orporation 3imited 5-/6 was amongst the first

to recei%e an 4in principle4 appro%al from the #eser%e 0ank of India 5#0I6 to set up a

bank in the pri%ate sector, as part of the #0I4s liberali(ation of the Indian 0anking

Industry in 1DD8. *he bank was incorporated in ugust 1DD8 in the name of 4-/ 0ank

3imited4, with its registered office in 'umbai, India.

ounded in 1DBB by hasmukh bhai parakh.

-/ 0ank was incorporated in ugust 1DD8.

mong the first in new generation commercial 0anks.

#egistered office in 'umbai, India.

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>romoted by -/, the parent company.

I=> in India in 1DD;.

3isted in 7


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reputation, large shareholder base and uni&ue consumer franchise, -/ was ideally

positioned to promote a bank in the Indian en%ironment.

BUSINESS FOCUS

-/ 0ank4s mission is to be a orld!/lass Indian 0ank. *he ob@ecti%e is to build

sound customer franchises across distinct businesses so as to be the preferred pro%ider of

banking ser%ices for target retail and wholesale customer segments, and to achie%e

healthy growth in profitability, consistent with the bank4s risk appetite. *he bank is

committed to maintain the highest le%el of ethical standards, professional integrity,

corporate go%ernance and regulatory compliance. -/ 0ank4s business philosophy is

based on four core %alues ! =perational 7:cellence, /ustomer ocus, >roduct 3eadership

and >eople.

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PROFILE OF HDFC BANK LTD.

TypeF >ublic

oundedF 1DD8.

ead&uartersF -/ 0ank 3td.

'umbai, India.

IndustryF 0anking, Insurance

/apital market and allied industries

.

>roductsF 3oan, credit cards, sa%ing,

in%estment %ehicles, insurance etc.

ebsiteF www.hdfcbank.com

2D
http://www.hdfcbank.com/http://www.hdfcbank.com/


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DISTRIBUTION NET1ORK

-/ 0ank head&uartered is in 'umbai. *he 0ank at present has an en%iable network

of o%er 122D branches spread o%er 888 cities across India. ll branches are linked on an

online real!time basis. /ustomers in o%er 129 locations are also ser%iced through

*elephone 0anking. *he 0ank4s e:pansion plans take into account the need to ha%e a

presence in all ma@or industrial and commercial centers where its corporate customers are

located as well as the need to build a strong retail customer base for both deposits and

loan products. 0eing a clearingsettlement bank to %arious leading stock e:changes, the

0ank has branches in the centers where the


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)2B cities in India.

ll branches are =3#* connected.

1A branches in middle east

A in frica #eprehensi%e offices in ong Kong, ew Mork, 3ondon and


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*o build sound customer franchise across distinct businesses

BUSINESS STRATEGY

Increasing market share in India"s e:pending 0anking.

-eli%ering high &uality customer ser%ice.

-eli%ering more products to more customers.

'aintaining current high standards for asset &uality through disciplined credit risk

management.

-e%elop inno%ati%e product and ser%ices that attract targeted customer and

address inefficiencies in the India financial sector.

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PRODUCT SCOPE

-/ 0ank offers a bunch of products and ser%ices to meet the e%ery need of the people.

*he company cares for both, indi%iduals as well as corporate and small and medium

enterprises. or indi%iduals, the company has a range accounts, in%estment, and pension

scheme, different types of loans and cards that assist the customers. *he customers can

choose the suitable one from a range of products which will suit their life!stage and

needs. or organi(ations the company has a host of customi(ed solutions that range from

funded ser%ices, on!funded ser%ices, $alue addition ser%ices, 'utual fund etc. *hese

affordable plans apart from pro%iding long term %alue to the employees help in enhancing

goodwill of the company. *he products of the company are categori(ed into %arious

sections which are as followsF

PRODUCT AND SER(ICES+

*ra%elers che&ues

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/redit cards

ome loan

>ersonal loan

oreign currency cash

oreign currency demand draft

/he&ues deposits

*rade ser%ices mutual fund

Insurance

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BRAND PERSONALITY

-/ 0rand identity based on consumer perception and group aspiration.

Knowledgeable of the latest business practicesE has incorporated the best but

0elie%es that ultimately successful business decisions are based on instincts

ratherthan logical processes.

$alues Indian traditional and rituals.

-/ is the &uintessential Indian entrepreneur in touch with the global world.

/onstantly looking for new opportunities to grow business and make money.

0elie%es in no guts, no glory".

-/ is seen as a leader in their field, not only in thoughts but also in their

bility to spot opportunities and build on them.

MAKING OF A BRAND

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CAPITAL STRUCTURE

*he authori(ed capital of -/ 0ank is #s;;9 crore 5#s;.; billion6. *he paid!up capital

is #s828.A crore 5#s.8.2 billion6. *he -/ Group holds 1D.8H of the bank4s e&uity and

about 1B.AH of the e&uity is held by the -< -epository 5in respect of the bank4s

merican -epository


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regulatory compliance. -/ 0ank4s business philosophy is based on four core %alues !

=perational

7:cellence, /ustomer ocus, >roduct 3eadership and >eople.

ACHIE(EMENTS

-/ 0K merged with times 0ank in 2999.

-/ 0ank wins the sian 0anker best #etail 0ank in India ward 299C for

outstanding performance.

-/ 0ank chosen as one of sia pacifies best so companies by orbes

maga(ine.

0est 0ank in the pri%ate sector 299C.

-/ 0ank ties up with &uarter ational 0ank.

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TECHNOLOGY

-/ 0ank operates in a highly automated en%ironment in terms of information

technology and communication systems. ll the bank4s branches ha%e online

connecti%ity, which enables the bank to offer speedy funds transfer facilities to its

customers. 'ulti!branch access is also pro%ided to retail customers through the branch

network and utomated *eller 'achines 5*'s6. *he 0ank has made substantial efforts

and in%estments in ac&uiring the best technology a%ailable internationally, to build the

infrastructure for a world class bank. *he 0ank4s business is supported by scalable and

robust systems which ensure that our clients always get the finest ser%ices we offer. *he

0ank has prioriti(ed its engagement in technology and the internet as one

-/ 0ank operates in a highly automated en%ironment in terms of information

technology and communication systems. ll the bank4s branches ha%e online

)D


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connecti%ity, which enables the bank to offer speedy funds transfer facilities to its

customers. 'ulti!branch access is also pro%ided to retail customers through the branch

network and utomated *eller 'achines 5*'s6. *he 0ank has made substantial efforts

and in%estments in ac&uiring the best technology a%ailable internationally, to build the

infrastructure for a world class bank. *he 0ank4s business is supported by scalable and

robust systems which ensure that our clients always get the finest ser%ices we offer. *he

0ank has prioriti(ed its engagement in technology and the internet as one of its key goals

and has already made significant progress.

REVIEW OF LITERATURE

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RE(IE1 OF LITERATURE

>aul 3. Gerhardt, Jr. *he King /ounty 3ibrary

5K/3


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below, which focuses primarily on employee retention through @ob satisfaction, supports

this contention.

7mployees that are satisfied and happy in with their @obs are more dedicated to doing a

good @ob and taking care of customers that sustain the operation 5ammer 2999E 'arini

2999E -enton 29996. Job satisfaction is something that working people seek and a key

element of employee retention. 2 7%ery person will ha%e his or her own definition of

what it means to be satisfied

with a @ob. romotional materials for presentation can be created, highlighting these

recommendations for employee satisfaction practices for

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both employers and employees.

K*7#I7 I. 'I337# 'I/IG state ?ni%ersity

>7*7# # '=G7, ?ni%ersity of southern /alifornia

*his paper reports a meta!analytical literature re%iew testing cogniti%e, ffecti%e and

contingency models of the effects of participation in decision making on employees

satisfaction and producti%ity. /ontingency models recei%ed no support. #esults from field

studies pro%ided some support for cogniti%e models, and strong support for affecti%e

models linking participati%e climate with worker satisfaction. 'odel logical %ariations

such as research setting and type of participant were important moderators in sub group

analysis. e discuss the implications of such %ariations per task comple:ity.

-a%id 3ars al%erson


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re%iew of the related literature, a &uestionnaire was de%eloped to determine the le%els of

satisfaction and empowerment of on!site super%isors. *his &uestionnaire was distributed

by e!mail to on!site super%isors of companies on Professional Builders top 899 list for

299;. total of 122 on!site super%isors completed the sur%ey. earson"s product!moment correlation and coefficient of determination, were utili(ed to

analy(e the gathered data that identified the satisfaction and empowerment le%els of on!

site super%isors. It was disco%ered that a statistically significant correlation e:isted

between satisfaction and empowerment. In addition,

descripti%e statistics were used to create lists of ma@or elements leading to employee

satisfaction and empowerment.

anything to a%oid yet another negati%e influence in their li%es.*he costs associated with

low employee morale can be calculated by looking at the e:penses associated with

decreased producti%ity, unresol%ed conflict, employee turno%er, and unproducti%e time

spent gossiping and complaining to co!workers. Is it possible to create an en%ironment

where employees are moti%ated to do their @obs to the best of their abilities ! and

communication satisfaction to e%eryone around themL *he answer is yes, when

management takes the time to learn what moti%ates employees to do their best work, and

what contributes to a sense of well being and satisfaction.

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RESEARCH METHODOLOGY

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R!s!$r3# M!#o'o*o=2

#esearch methodology is defined as highly intellectual human acti%ity used in the

in%estigation of nature and matter and deals specifically with the manner in which data is

collected, analy(ed and interpreted.

#esearch methodology is a way to systematically sol%e the research problem. It may be

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

%arious steps that are generally adopted by a researcher in studying his research problem

along with the logic behind them. It is necessary for the researcher to know not only the

research methods but also the methodology.

or the researcher to design his methodology for his problem as the same may differ from

problem to problem.

In research methodology we not only discuss the research methods but also consider the

logic behind the methods we use in the conte:t of our research study.

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RESEARCH DESIGN

framework or blueprint for conducting the research pro@ect. It specifies the details of

the procedures necessary for obtaining the information needed to structure andor sol%e

research problems. good research design lays the foundation for conducting the pro@ect.

good research design will ensure that the research pro@ect is conducted effecti%ely and

efficiently. *ypically, a research design in%ol%es the following components, or tasksF

-efine the information needed.

-esign the research.


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PRIMARY DATA

ere the respondents were met directly to collect information by means of personal

inter%iews. Nuestionnaire was prepared for their %iews were collected.

>ersonal Inter%iew

Nuestionnaire

S!3on'$r2 D$$

*he


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=ld records.

DATA COLLECTION INSTRUMENT DE(ELOPMENT+@

*he mode of collection of data will be based on


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*he primary data was collected through sur%ey that was systematically carried in -/

0ank. *he responses of the respondent were recorded in the &uestionnaire prepared for

them. *he data was collected through personal inter%iew.

SAMPLING PLAN

*his refers to the number of items that were selected for the sur%eys I used primary data

and secondary data in my research.

*he research design used in descripti%e, structure and &uantitati%e in nature.

It gi%es a detailed analysis of employees satisfaction in -/ 0ank. *he &uestionnaire is

in a structured and se&uenced format. *he research is &ualitati%e in nature as only the

concerned of personnel in the company ha%e been sur%eyed.

*he methodology used by me in this pro@ect can be enumerated as followsF

1. *he first step is the collection of material related to pro@ect from the book and the

internet

;1


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2. fter going through all the material collected, I formulated the &uestionnaire

containing &uestions based on employees satisfaction styles in both the organi(ations.

*his pro%ides consistency to my research.

). e:t step is sur%ey of both organi(ations to get the &uestionnaire filled by the

employees.

8. fter completing the process the ne:t step is to statistically analy(e the information

pro%ided by both the organi(ations in the form of &uestionnaire.

;2


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DATA ANALYSIS AND

TABULATION

D$$ $n$*2sis

3M


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data to a manageable si(e, de%eloping summaries, looking for patterns and applying

statististical techni&ues. rocess of data can be categories intoF

16 7diting

26 /oding

)6 /lassification

86 *abulation

*he data after collection has to be proceed analy(e in accordance with the outline laid

down for the purpose at the time of de%eloping the research plan this is essential for a

scientific study and for ensuring that we ha%e all rele%ant data for making contemplated

comparison and nalysis.

*echnically speaking, processing implies, editing, coding, classification and tabulation of

collected data so that they are amenable to analysis the term analysis refers to the

computation of certain measure along with searching for pattern of relationship that e:ist

among data group thus, +FIn the process of analysis, relationship or differences supporting

or conflicting with original or new hypothesis should be sub@ected to statistical test of

significance to determine with what %alidity data can be said to indicate any conclusion.

*he concept of processing and analysis, can now proceed with the e:planation of all the

processing operations!

/4 E'iin=+ @7diting in%ol%es a careful scouting of the completed &uestionnaire add or

schedules. 7diting is done to assure that the data are accurate, consistent

;8


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ith other facts gathered, uniformly entered, as completed as possible

nd ha%e been well arranged to facilitate coding tabulation.

54 Co'in=+ @/oding is necessary for efficient analysis and through it the se%eral replies

may be reduced to a small number of classes which contain the critical

Information re&uired for analysis. /oding decision should usually be taken

t the designing stage of the &uestionnaire.

74 C*$ssifi3$ion+@*he necessities classification of data which happen to be the process

of arranging data in group or classes on the basis of common characteristic of data ha%ing

a common characteristic are placed I one class and in this way the entire data get di%ided

into a number of group or classes.

.

84 T$&u*$ion+ @*abulation is the process of summari(ing row data displaying the

same in compact form 5i.e. in the form of statistical tables6 for further analysis. In a

broader sense, tabulation is an orderly arrangement of data in columns rows.

;;


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16. *o which department you belong toL

DEPARTMENT RESPONSE

#etail 225;8H6

*' 1152CH6

/lerk 8519H6

'anager )5CH6

;B


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In!rpr!$ionF

rom the collected data it has been concluded that among all the respondent ;8H

employees works in retail deptt, 2CH employees works in *', 19H works as a clerk

and CH as manager.

2.


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bo%e fifteen year 8519H6

In!rpr!$ionF

mong all the respondents it has been concluded that, 88H employees works one year

to less than fi%e year ,2CH of employees works fi%e year to less than ten year, 1CH works

ten year to less fifteen year, while only 19H employees ha%e been working in hdfc bank

more than fifteen year

). -o you like your @obL

D$$ R!spons!

3ike %ery much B51CH6

3ike 1;5)BH6

-islike 1)5)2H6

;D


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-islike %ery much ;51CH6

In!rpr!$ionF

mong all the respondents it has been concluded that )BH of employees like their work,

while )2H employees dislike their work. 1CH like their @ob %ery much while 1)H of

employees dislike their work %ery much.

8. -o you feel that there is an opportunity of career

enhancement and growth e:ist in hdfc bank relatedtoyour@obL

YES NO

2C 12

A9


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In!rpr!$ion:

C9H of employees feels that there is growth and career enhancement opportunity e:ist in

hdfc bank while 29H feel that such opportunity does not e:ist among all the respondent.

;. re you satisfied with your salary le%elL

EMPLOYEES RESPONSE

ighly ?nsatisfied ;

?nsatisfied C

'oderate B


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In!rpr!$ionF

mong all the respondent it has been conclude that 2DH of employees are satisfied

with their salary le%el, while 29H are unsatisfied , 1CH are moderate, while 1)H of

employees are highly unsatisfied and 29H are highly satisfied.

A. Is @ob rotation opportunity is pro%ided by -/ 0ankL

YES NO

)2 C

A2


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In!rpr!$ion:

mong all the respondent it has been concluded thatC9H of employees feels that @ob

rotation facility is pro%ided by hdfc bank while 29H feel that such opportunity doesn"t

e:ist.

B. -o you agree with this fact that management gi%es

importance to professional and personal lifeL

EMPLOYEES RESPONDANTS

A)


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2A5A;H6 185);H6

In!rpr!$ion:

A;H of employees feel that there is a re&uirement of change to impro%e working

condition, while );H don"t feel so among all the employees.

D. /anteen facilities are a%ailable in 0KL

YES NO

)15BBH6 D52)H6

A;


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In!rpr!$ionF

BBH of employees says that canteen facility is a%ailable in 0ank while 2)H employees

feels no such facility is a%ailable.

19. hich type of @ob ha%e you gotL

>7#'7* *7'>=##M

AA


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89H A9H

In!rpr!$ionF

;;H employees @obs are of temporary nature while 8;H employees @ob is of permanent

nature among all the employees.

11. -id -/ pro%ide you *raining as and when youre&uiredL

M7< =

)C C

AB


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In!rpr!$ion:

BBH of employees feels that hdfc pro%ides them training as when they re&uired while

2)H doesn"t feels so among all the employees.

AC


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Findings

Fin'in=s

AD


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sur%ey was conducted in organi(ation for knowing the employees are satisfied in their

organi(ation. *he findings were as followsF

rom the graphs, it is e%ident that most of respondents C9H employees feel that

the career enhancement opportunity and growth acti%ities more in their

organi(ation. but the organi(ation should ser%e the en%ironment pro%ide the

opportunity to capable employees.

'ore employees B;H say @ob rotation opportunity is pro%ided by -/ 0ank.

but many areas are still in state of neglect.

rom the responses it is clear that -/ 0ank pro%ide as much initiate training

as their needed. 0ut the employees suggested that the training program should be

conducted more fre&uently and time to time.

*hey feel that is change is re&uiring in their department to impro%e working

conditions. *hey not much happy in the real working condition of their

department.

BBH employees say canteen facilities are a%ailed by -/ 0ank to all the

employees.

*he employees O-/ 0ank 3tdO are highly satisfied with the career enhance

opportunity and growth in our @ob.

3imitation

B9


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*here are %arious limitation faced during the study as the study bis related to the human psychology

and beha%iour basically.

7%ery work has its own limitation. 3imitations are e:tent to which the process should not

e:ceed. *he limations and constraints faced while conducting this study are belowF

-ue to time and cost restriction, the study is concerntrated in selected areas only

head office of -/ 0ank ltd.

3ack of spontaneous cooperation from respondents

In case of collecting data from primary respondent, they tried to pro%ide data in

hurry and some employees feared to pro%ide answer or hide information like

salary structure or year of e:periences.

Getting appointment from the concern person was %ery difficult.

>eople mind set about the sur%ey was obstacles in ac&uiring complete

#espondents were %ery busy in their schedule.


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Recommend!ion nd s"gges!ion

R!3o))!n'$ion $n' su==!sion

B2


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7mployee satisfaction sur%eys and facilitated focus groups help the employer identify

areas of employee satisfaction and dissatisfaction. or accurate, reliable results, employee

satisfaction sur%eys or focus group &uestions need to beF

I would like to sum upF

*o increase satisfaction and retention of employees.

It will help in reducing the factors leading to absenteeism and staff turno%er.

It will help in generating factors which can defuse tension and impro%e working condition.

*he method of recruitment should be impro%ed

a.romotion policy should be impro%ed

c.'anagement should check the performance of their employees time to time.

d.=%erall work en%ironment should also be impro%ed

*he system of communication should be impro%ed. In order to impro%e the

communication among the employees of the organi(ation and to being about the

cohesi%e among the employees a series of interacti%e meeting can be organi(e.


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igher le%el management must pro%ide proper training. e suggested that the

training program should be conducted more fre&uently and time to time.

B8


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Conc#"sion

B;


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Con3*usion

n e:tensi%e re%iew of the topic Oayment,

P


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policies

that they percei%e as being @ust and ambiguous and in line with their e:pectations.

hen

pay is seen as fair that is based on @ob and indi%idual skills, satisfaction is likely to

result.

7mployees are also concerned with their work en%ironment for both personal

as well as professional life.


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BIBLIOGRAPHY

BC


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BIBLIOGRAPHY

BOOKS+

1. llison, 'elissa. +


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MAGAINES+

0usiness *oday

India today

Information 0ulletins

NE1S PAPERS+

7conomics times

0usiness lines

inancial e:press

C9


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ANNE$URE

C1


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ANNE?URE

NAME+

MOB NO.+

ADREES+

1. *o which department you belong toL

QQQQQQQQQQQQQQQQQQQ.

2.


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3ike

-islike

-islike %ery much

8. -o you feel that there is an opportunity of career enhancement and growth e:ist in

-/ bank related to your @obL

M7

Documents

Employees Satisfaction in Hdfc Bank Ltd Research Report Hr.doc