INTRODUCTION TO HRMrevised (2)2

8/7/2019 INTRODUCTION TO HRMrevised (2)2

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A Study on Job Satisfaction of Employees at Micro Labs Limited

INTRODUCTION TO HRM

INTRODUCTION:

Human resource is of paramount importance for the success of any organization.

It is a source of strength and aid. Human resource is the wealth of any organization which

can help it in achieving its goals. Human resource management is concerned with the

human beings in an organization. It reflects a new outlook which views organizations

manpower as its resources and assets. Human resource is the total knowledge, abilities,

skills, talents and aptitudes of an organizations workforce. The values, ethics, beliefs of

the individuals working in an organization also form a part of human resource. The

resourcefulness of various categories of people and other people available to the

organization can be treated as human resources. In the present complex environment no

business or organization can exist and grow without appropriate human resources, so

human resource has become the focus of attention of every progressive organization.

Human resource is a resource like any other natural resource. It means that management

can get and use the skill, knowledge, ability, etc through the development of skills,tapping and utilizing them again and again.

MEANING:

Human resource management is that process of management which develops and

manages the human elements of enterprise. It is not only the management of skills but

also the attitudes and aspirations of people. When individuals come to work place, they

come with not only technical skills, knowledge, experience etc, but also with their personal feelings, perception, desires, motives, attitude, values etc..An important element

of human resource management is the humane approach while managing people this

approach helps a manager to view his people as an important resource. It is an approach in

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which manpower resources are developed not only to help the organization in achieving

its goals but also to the self satisfaction of the concerned persons.

DEFINITION OF HUMAN RESOURCE MANAGEMENT:

Human resource management may be defined as a set of policies, practices and

programmes designed to maximize both personal and organizational goals. It is such a

process by which the people and organizations are bound together in such a way that both

of them are able to achieve their objectives.

According to flippo,Human resource management is the planning,organizing,directing

and controlling of the procurement,development,compensation,integration,maintenance

and reproduction of human resources to the end that individual,organizational and societal

objectives are accomplished.

This definition reveals that human resource management is that aspect of management

which deals with the planning,organizing,directing and controlling the personnel

functions of an enterprise.

Scope of HRM

The scope of HRM is indeed vast. All major activities in the working life of a worker

from the time of his or her entry into an organization until he or she leaves- come

under the purview of HRM. Specifically, the activities included are- HR planning,

job analysis and design, recruitment and selection, orientation and placement,

training and development, performance appraisal and job evaluation, employee and

executive remuneration, motivation and communication, welfare, safety and health,

industrial relation (IR) and the like. For the sake of convenience, we can categorize

all these functions into seven sections-

1. Introduction to HRM

2. Employee hiring

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3. Employee and executive remuneration

4. Employee motivation

5. Employee maintenance

6. IR 7. Prospects of HRM

Importance of HRM

The importance of HRM can be discussed from three standpoints

(a) Social significance

Proper management of personnel enhances their dignity by satisfying their socialneeds. This it does by

a. Maintaining a balance between the jobs available and the job seekers, according to

the qualifications and needs

b. Providing suitable and most productive employment, which might bring them

psychological satisfaction

c. Making maximum utilization of the resources in an effective manner and paying

the employee a reasonable compensation in proportion to the contribution made by

him

d. Eliminating waste or improper use of human resource, through conservation of

their normal energy and health

e. By helping people make their own decisions, that are in their interest.

(b) Professional significance

By providing healthy working environment it promotes teamwork among the

employees. This it does by

a. Maintaining the dignity of the employee as a human-being

b. Providing maximum opportunities for personal development

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c. Providing healthy relationship between different work groups so that work is

effectively performed

d. Improving the employees working skill and capacity

e. Correcting the errors of wrong postings and proper reallocation of work.

(c) Significance for individual enterprise:

It can help the organization in accomplishing its goals by:

a. Creating right attitude among the employees through effective motivation;

b. Utilizing effectively the available human resources

c. Securing willing co-operation of the employees for achieving goals of the

enterprise and fulfilling their own social and other psychological needs of recognition, love, affection, belongings, esteem, and self-actualization.

INTRODUCTION OF THE TOPIC

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Job satisfaction benefits the organization which includes reduction in complaints and

grievances, absenteeism, turnover, and termination, as well as improved punctuality and

worker morale. Job satisfaction is also linked with a healthier work force and has been

found to be a good indicator of longevity. Job satisfaction is not synonyms withorganizational morale, which possessions of feeling have being accepted by and

belonging to a group of employees through adherence to common goals and confidence in

desirability of these goals.

Morale is the by-product of the group, while job satisfaction is more an individual state of

mind.

IMPORTANCE OF JOB SATISFACTION

Job satisfaction is an important indicator of how employees feel about their job and

a predictor of work behavior such as organizational, citizenship, Absenteeism,

Turnover.

Job satisfaction can partially mediate the relationship of personality variables and

deviant work behavior.

Common research finding is that job satisfaction is correlated with life style. This

correlation is reciprocal meaning the people who are satisfied with the life tends to

be satisfied with their jobs and the people who are satisfied their jobs tends to

satisfied with their life.

This is vital piece of information that is job satisfaction and job performance is

directly related to one another. Thus it can be said that, A happy worker is a

productive worker.

It gives clear evidence that dissatisfied employees skip work more often and more

like to resign and satisfied worker likely to work longer with the organization.

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IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction,

self-respect, self-esteem and self-development. To the worker, job satisfaction brings a

pleasurable emotional state that can often leads to a positive work attitude. A satisfied

worker is more likely to be creative, flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work force that is

motivated and committed to high quality performance. Increased productivity

quantity and quality of output per hour worked seems to be a byproduct of improved

quality of working life. It is important to note that the literature on the relationship

between job satisfaction and productivity is neither conclusive nor consistent.

However, studies dating back to Herzbergs (1957) have shown at least low

correlation between high morale and high productivity and it does seem logical that

more satisfied workers will tend to add more value to an organization.

Unhappy employees, who are motivated by fear of loss of job, will not give 100

percent of their effort for very long. Though fear is a powerful motivator, it is also a

temporary one, and as soon as the threat is lifted performance will decline.

Job satisfaction benefits the organization includes reduction in complaints and

grievances, absenteeism, turnover, and termination; as well as improved punctuality

and worker morale. Job satisfaction is also linked with a healthier work force and has

been found to be a good indicator of longevity.

Although only little correlation has been found between job satisfaction and

productivity, Brown (1996) notes that some employees have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus

protecting the bottom line.

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FACTORS OF JOB SATISFACTION

Hoppock, the earliest investigator in this field, in 1935 suggested that there are six

major components of job satisfaction these are as under:

*The way the individual reacts to unpleasant situations,

* The facility with which he adjusted himself with other person

*The relative status in the social and economic group with which he identifies himself.

* The nature of work in relation to abilities, interest and preparation of worker

* Security

* Loyalty

Herberg, mausaer, Peterson and capwell in 1957 reviewed more 150 studies and listed

various job factors of job satisfaction. These are briefly defined one by one as follows:

1. Intrinsic aspect of Job

It includes all of the many aspects of the work, which would tend to be constant for

the work regardless of where the work was performed.

2. Supervision

This aspect of job satisfaction pertains to relationship of worker with his

immediate superiors. Supervision, as a factor, generally influences job satisfaction.

3. Working conditions

This includes those physical aspects of environment which are not necessary a part

of the work. Hours are included this factor because it is primarily a function of

organization, affecting the individuals comfort and convenience in much the same

way as other physical working conditions.

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4. Wage and salaries

This factor includes all aspect of job involving present monitory remuneration for

work done.

5. Opportunities for advancement

It includes all aspect of job which individual sees as potential sources of betterment

of economic position, organizational status or professional experience.

6. Security

It is defined to include that feature of job situation, which leads to assurance for

continued employment, either within the same company or within same type of

work profession.

7. Company & Management

It includes the aspect of workers immediate situation, which is a function of

organizational administration and policy. It also involves the relationship of

employee with all company superiors above level of immediate supervision.

8. Social aspect of Job

It includes relationship of worker with the employees specially those employees at

same or nearly same level within the organization.

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9. Communication

It includes job situation, which involves spreading the information in any direction

within the organization. Terms such as information of employees status,

information on new developments, information on company line of authority,

suggestion system, etc, are used in literature to represent this factor.

10. Benefits

It includes those special phases of company policy, which attempts to prepare the

worker for emergencies, illness, old age, also. Company allowances for holidays,

leaves and vacations are included within this factor.

WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute

to his or her own satisfaction and well being on the job. The following suggestions can

help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and

talents. This often leads to more challenging work and greater responsibilities, withattendant increases in payh and other recognition.

Develop excellent communication skills. Employers value and rewards excellent reading,

listening, writing and speaking skills. Know more Acquire new job related knowledge

that helps you to perform tasks more efficiently and effectively. This will relive boredom

and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are

valued by most organizations and often results in recognition as well as in increased

responsibilities and rewards.

Develop teamwork and people skills. A large part of job success is the ability to work

well with others to get the job done.

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Accept the diversity in people. Accept people with their differences and their

imperfections and learn how to give and receive criticism constructively.

See the value in your work. Appreciating the significance of what one does can led to

satisfaction with the work itself. This help to give meaning to ones existence, thus

playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burn out by developing healthy stress management

techniques.

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 affect employees.

5. Fear of losing their job.

EFFECTS OF LOW JOB SATISFACTION

1. HIGH ABSENTEEISM

Absenteeism means it is a habitual pattern of absence from duty or obligation. If

there will be low job satisfaction among the employees the rate of absenteeism will

definitely increase and it also affects on productivity of organization.

2. HIGH TURNOVER

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In human resource refers to characteristics of a given company or industry relative

to the rate at which an employer gains and losses the staff.

If the employer is said to behave a high turnover of employees of that company

have shorter tenure than those of other companies.

3. TRAINING COST INCREASES

As employees leaves organization due to lack of job satisfaction. The Human

Resource manager has to recruit new employees. So that the training expenditure

will increases.

INFLUENCES ON JOB SATISFACTION

There is no. of factors that influence job satisfaction. For example, one recent study even

found that if college students majors coincided with their job, this relationship will

predicted subsequent job satisfaction. However, the main influences can be summarized

along with the dimensions identified above.

The work itself

The concept of work itself is a major source of satisfaction. For example, research related

to the job characteristics approach to job design, shows that feedback from job itself and

autonomy are two of the major job related motivational factors. Some of the most12


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important ingredients of a satisfying job uncovered by survey include interesting and

challenging work, work that is not boring, and the job that provide status.

PAY

Wages and salaries are recognized to be a significant, but complex,multidimentional

factor in job satisfaction. Money not only helps attain their basic needs butevel need

satisfaction. Employees often see pay as a reflection of how management view their

contribution to the organization. Fringe benefits are also important.

If the employees are allowed some flexibility in choosing the type of benefits they prefer

within a total package, called a flexible benefit plan, there is a significant increase in both

satisfaction and overall job satisfaction.

Promotions

Promotional opportunities are seem to be have avarying effect on job satisfaction This is

because of promotion take number of different forms.

RESEARCH DESIGN

TITLE OF THE STUDY:

JOB SATISFACTION OF EMPLOYEES

INTRODUCTION:

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Job is a collection of task, duties and responsibilities assigned to an individual employee.

Satisfaction refers to the overall feeling that one structure aspirations desires and needs

are generally met from the job one is performing. Job satisfaction represents a persons

feeling towards his job.

Job satisfaction is very much important to the company because if the employees are not

satisfied it effects on employees turnover, absenteeism, accidents, unionization and

indirectly on productivity. Job satisfaction depends on the nature of work, promotion

chances, and quality of supervision, work group and working conditions.

STATEMENT OF THE PROBLEM

The objective cannot be achieved unless and until the workers are highly satisfied with

the working environment and the benefits given to the employees, which have an

important impact on industrial relation. So the company tries to satisfy their employees by

providing many facilities and various allowances, but the employees expect more than

what the company already provided to satisfy their employees. It is not possible to

achieve cent percent job satisfaction because the expectations, ideas and thinking of every

employee in an organization differ from each other. So research study has been conducted

in the area of employeess job satisfaction at Micro Labs Limited.

Hence, this study is aimed at not only analyzing on job satisfaction, but also to draw

suggestions and conclusions which would enable the organization to make improvement

in the benefits given to employees if necessary.

OBJECTIVES OF THE STUDY:

To identify the facility provided by Micro Labs Limited.

To ascertain the employees expectation from job about facilities.

To ascertain the extent to which the expectations are fulfilled.

To measure the level of employees job satisfaction at Micro Labs Limited.14


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To provide suggestions and recommendations.

SCOPE OF THE STUDY

The scope of the study limits to the Micro Labs Limited and employees from different

department in different grades.

LIMITATIONS OF THE STUDY

Due to lack of time, justice could not be done to the topic and it was very difficult to

make a detail study.

Frequent visit to various departments and collecting information was not possible.

Due to time constrain a large number of respondents could not be selected for the

study and few of the respondents selected did not disclose any information since they

feel it confidential one.

The study related to the Micro Labs Limited Bangalore only.

Employees were reluctant to give sufficient information for the study.

However care has been taken to collect the relevant information for the study in spite of

so many limitations, researcher made an attempt to gather all information to make the

research work more effective.

SAMPLING

Sampling size of the study is extended to 100 employees.

TOOLS USED FOR DATA COLLECTION

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Sources of data

1. Primary Data

2. Secondary Data

The Primary data was collected by interview with the help of structured questionnaire

from selected employees.

Secondary data was obtained from books, company records, magazines and articles etc

REFERENCE PERIOD

It takes one month for the detail study about the topic.

PLAN OF ANALYSIS

Table were prepared based on the responses obtained from the questionnaire and

inferences were drawn from the analysis of tabulated data, those inference were

summarized, based on which conclusion were drawn, as per with the objectives for the

purpose of analysis diagrams and Pie charts have been used whenever it is necessary

III COMPANY PROFILE

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Micro Labs Ltd. established in the year 1973, with an objective of providing quality

healthcare products at an affordable cost by Late Mr. G.C. Surana, Founder

Chairman, Micro Labs Ltd.

Now, under the leadership of Mr. Dilip Surana (Chairman cum Managing Director),

Mr. Anand Surana (Director) & Mrs. Archana Surana (Director), it is a diversified

pharmaceuticals manufacturing company with products ranging from oral solids, oral

liquids, topicals to injectables. With dedicated plants for penicillin and non-penicillin

categories, Micro Labs has been ranked in top 25 of top 300 pharmaceutical companies

by AC Nielsen ORG. The company is aiming to be in top 10 by 2012.

With a constant aim to excel, the vision of the company is to exceed expectations

globally, placing quality and efficiency at the top end of company values.

The Micro Group has been contributing significantly to the healthcare needs of the

domestic market for over 3 decades. Growing at a phenomenal annual compounded

growth rate of 25% in the last few years. It is well poised to achieve unparalleled status in

the global pharmaceutical industry, through business expansion plans.

The company is also at the forefront in social contribution. The company has been

striving to be a model corporate citizen in terms of Environmental Protection & Social

Initiatives with significant contributions in the areas of education and health.

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Micro Labs Ltd with its associate companies is a multi-faceted drug manufacturing

organization with 9 oral formulation plants, an injectable unit, a bulk drug facility, 4

overseas offices, a strong distribution network and over 5200 dedicated employees. In

addition to the above, Micro Labs also has the state-of-the-art facilities and R&D centers

with international standards, in the suburbs of a beautiful metropolitan city in South India

- Bangalore popularly known as the Silicon Valley or the Garden City of India

Micro Labs Ltd has set-up an educational institution to provide quality education to the

deserving and needy. The Surana College offers courses in arts, science, commerce,

Jainology and computer applications besides a PG Center for Management Studies.

Micro Labs began to expand in the early eighties when increased thrust was given to the

branded prescription market. Greatly encouraged by the wide acceptance and positive

market response, the company expanded its products range to various other more vital

segments like cardiovascular, psychotropic, and neurological, anti diabetic,

gynecological, gastro-enterological, dermatological, ophthalmologic and veterinary

products.

The company later became a multi-divisional group to suit changing market trends and

customer profiles. In 2002 Micro Labs acquired EROS pharma a Bangalore-based

formulations company. Micro Labs has 10 overseas offices, 10 formulation

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manufacturing plants, a strong distribution network and about 5000 plus dedicated

employees.

Vision & Values of the Company

Being one of the leading Indian healthcare providers in India, they aim to be a prominent

pharmaceutical player in regulated and non-regulated markets across the globe.

Their vision is to be among the top 10 pharmaceutical companies in India by 2012.

Business Objectives of Micro Labs Ltd.

Adapting latest international technology to match global health care requirements

Accelerate growth through brand building

Continuous research and product development

Constant manufacturing facilities expansion

US FDA standards facilities to cater to Regulated Markets

Overseas joint ventures.

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Quality Objectives

In addition to this they have a well-documented quality management system in force,

which ensures compliance with the quality standards of ISO 9001.

They believe that quality is the key to success.

Every product manufactured by Micro Labs goes through a highly sophisticated quality

control procedure. The quality objectives will ensure that the products will be safe,

effective and of high quality.

The driving factors at the MICRO group are their core values:

Strategic Partnerships

Quality and Service

Transparency in conduct at all times

Innovation to provide added value to customers

Committed employees to make a difference

Their core values are based on respect for people, integrity, networking, diversity,

creativity, empowerment and customer care.

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Group Foray

The Micro Groups success in India has opened up new vistas and given them new wings.

While providing quality healthcare solutions to Asia and most other Eastern countries, the

company is forging ahead in areas like Latin America and Eastern Europe.

The group is currently operational in the Asian, European, Latin American and African

continents.

Highlights of the Company

1. Presence in 50 countries

2. Exporting all major dosage forms in every therapeutic segment

3. Corporate offices in ten countries including UK, Thailand, Russia, Vietnam &

Ukraine

4. Independent marketing operations with full-fledged sales teams

5. Focus on ethical promotion (brand building) - sale of branded Generic drugs

6. Strategic marketing alliances with local transnational marketing companies

7. Site/plant approvals from Health Canada (PICS countries)

8. Approved by the MCC South Africa, Health Canada and UK MHRA

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PEOPLE AT MICRO LABS LTD .

The path from a potential breakthrough to a successful global brand depends on

securing the necessary resources, expertise, experience and the ability to translate

product benefits in the market, be it global or domestic.

At MICRO, they believe that their human capital is their most valuable asset.

The MICRO group figures prominently in the industry, for its high employee

retention rate. They aspire to enrich their people who are their driving force, to be

highly motivated, innovative and technology- savvy, thereby maximizing the

potential of their human capital.

The MICRO team is a group of self-driven and experienced individuals, with

backgrounds in technology, sales, human resources, healthcare and research.

Networking the length and breadth of the country, the MICRO group directly

attributes its phenomenal success to a visibly strong and dedicated:

BUSINESS AREAS:

Domestic Business

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completed for the ownership transfer of Marketing Authorization for European Union

which was acquired from a European Company.

Products Range

Micro Labs manufactures and markets a wide range of products for a wide range of therapies and

age groups. With over 300 widely accepted brands under its label and many more in the pipeline,

Micro Labs is clearly set to lead the pharma revolution in the years to come.

Therapy Areas

Cardio vascular

Gynecology

Gastroenterology

Dermatology

Ophthalmology

Neuro psychiatry

Anti diabetic

Antimicrobials

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Antiseptics

Nutraceticals

Analgesics/Antipyretics

Anti malarial and more

Complete process lines

From the active ingredient to the vaccine, the injection solution in the form of pre-

packaged syringes, ampoules or bottles.

They supply complete process lines based on the very best technologies the market has to

offer - from internationally acclaimed suppliers. Either through project-related

cooperation or by technology transfer.

Necessary process modules for CIP, SIP, purified water, WFI and ultra-pure steam as well

as other media are integrated into the overall concept as a whole and ideally coordinated

in line with the process requirements.

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DATA INTERPRETATION & ANALYSIS

TABLE NO: 1

To have clear understanding as the breakup of percentages.

DATA ANALYSIS AND INTERPRETATION

1. I have confidence in the leadership of Micro Labs Limited.

Table 1

Satisfaction LevelRespondents

Opinion PercentageDisagree Strongly 0 0%

Disagree Somewhat 4 4%Neutral 28 28%

Agree Somewhat 40 40%Agree Strongly 28 28%

Total 100 100%

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0

5

10

15

20

25

30

35

40

RespondentsOpinion

DisagreeStronglyDisagreeSomewhat

Neutral

AgreeSomewhatAgree Strongly

INTERPRETATION

From the above table, we can interpret that 28% of the employees agree strongly that they

have confidence in leadership of Micro Labs Limited, 40% of the employees agree

somewhat with the leadership of Micro Labs Limited, 28% of the employees have neutral

opinions, 4% of the employees disagree somewhat and none of the employee disagreestrongly with the confidence in leadership of Micro Labs Limited.

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3.

Management does not play favorites

Table - 3

28


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat8

8%

Neutral28

28%

Agree Somewhat 36 36%

AgreeStrongly28

28%Total 100 100%


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0

5

10

15

20

25

30

35

40

RespondentsOpinion

Percentage

DisagreeStronglyDisagreeSomewhatNeutral

AgreeSomewhatAgreeStrongly

INTERPRETATION

From the above table, we can interpret that 28% of the employees agree strongly that

Management does not play favorites, 36% of the employees agree somewhat with the29


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Management is not playing favorites, 28% of the employees have neutral opinions, 8% of

the employees disagree somewhat and none of the employee disagree strongly with the

adequate Management does not play favorites.

5. Individual initiative is encouraged at Micro Labs Limited

Table - 5


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat16

16%Neutral

2424%

Agree Somewhat36

36%

AgreeStrongly24

24%

Total100

100%

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0

510

15

20

25

30

35

40

RespondentsOpinion

Percentage



INTERPRETATION

From the above table, we can interpret that 24% of the employees agree strongly that.

Individual initiative is encouraged at Micro Labs Limited , 36% of the employees agree

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somewhat with the Individual initiative is encouraged at Micro Labs Limited ,, 24% of

the employees have neutral opinions, 16% of the employees disagree somewhat and none

of the employee disagree strongly with the Individual initiative encouraged at Micro

Labs Limited .

7. Work assignments are explained clearly to me by my supervisor in theorganization

Table - 7


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat4

4%

Neutral16

16%

Agree Somewhat36

36%

AgreeStrongly44

44%

Total100

100%

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0

5

10

15

20

25

3035

40

45

RespondentsOpinion



INTERPRETATION

From the above table, we can interpret that 44% of the employees agree strongly that.Work assignments are clearly explained by the supervisor in theorganization , 48% of the employees agree somewhat with the Communication being

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good within the organization, 12% of the employees have neutral opinions, 12% of theemployees disagree somewhat and none of the employee disagree stronglyCommunication being good within the organization.

9. I have opportunities to learn and grow

Table - 9


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat4

4%

Neutral12

12%

Agree Somewhat48

48%

Agree Strongly36

36%

Total100

100%

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05

1015202530354045

50

RespondentsOpinion


AgreeSomewhat

Agree Strongly

INTERPRETATION

From the above table, we can interpret that 36% of the employees agree strongly that,they have opportunities to learn and grow, 48% of the employees agree somewhat withthe opportunities to learn and grow, 12% of the employees have neutral opinions, 4% of

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the employees disagree somewhat and none of the employee disagree strongly they haveopportunities to learn and grow.

11. The performance appraisal system is fair

Table - 11


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat4

4%Neutral

88%

Agree Somewhat56

56%

AgreeStrongly32

32%

Total100

100%

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0

10

20

30

40

50

60

RespondentsOpinion

Percentage



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INTERPRETATION

From the above table, we can interpret that 32% of the employees agree strongly that, Theperformance appraisal system is fair, 56% of the employees agree somewhat with theperformance appraisal system is fair, 8% of the employees have neutral opinions, 4% of the employees disagree somewhat and none of the employee disagree strongly with thefair of performance appraisal system

13. I am provided with all resources to perform my task better in the organization

Table - 13


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat8

8%

Neutral16

16%


AgreeStrongly40

40%

Total100

100%

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0

5

10

15

20

25

3035

40

RespondentsOpinion



INTERPRETATION

From the above table, we can interpret that 40% of the employees agree strongly that,they have provided with all resources to perform task better in the organization 36% of the employees agree somewhat with the they have provided with all resources to performtask better in the organization, 16% of the employees have neutral opinions, 8% of the

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employees disagree somewhat and none of the employees have strongly disagreed thatthey have provided with all resources to perform task better in the organization.

15. If I do good work I can count on being promoted

Table - 15


Opinion Percentage

Disagree Strongly12

12%

Disagree Somewhat12

12%

Neutral12

12%

Agree Somewhat40

40%

AgreeStrongly24

24%

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0

5

10

15

20

25

30

35

40

RespondentsOpinion

Percentage

DisagreeStrongly

DisagreeSomewhatNeutral


INTERPRETATION

From the above table, we can interpret that 24% of the employees agree strongly that,they do good work they can count on being promoted, 40% of the employees agreesomewhat with that they do good work they can count on being promoted, 12% of theemployees have neutral opinions, 12% of the employees disagree somewhat and 12% of the employees have strongly disagreed they do good work they can count on beingpromoted.

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16. My workload is reasonable

Table - 18


Opinion Percentage

Disagree Strongly4

4%

Disagree Somewhat

0

0%Neutral

88%

Agree Somewhat48

48%

AgreeStrongly40

40%

Total100

100%

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0

5

1015

20

25

30

35

40

45

50

RespondentsOpinion

Percentage



INTERPRETATION

From the above table, we can interpret that 40% of the employees agree strongly that,their workload is reasonable , 48% of the employees agree somewhat with that that, that,their workload is reasonable 8% of the employees have neutral opinions, none of theemployees disagree somewhat and 4% of the employees have strongly disagreed that,their workload is reasonable.

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17. My supervisor treats me with respect

Table 19


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat0

0%

Neutral8

8%


AgreeStrongly64

64%

Total100

100%

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0

10

20

30

40

50

60

70

RespondentsOpinion

Percentage



INTERPRETATION

From the above table, we can interpret that 64% of the employees agree strongly that,their supervisor treats them with respect., 28% of the employees agree somewhat withtheir supervisor treats them with respect., 8% of the employees have neutral opinions,none of the employees disagree somewhat and none of the employees have stronglydisagreed their supervisor treats them with respect.

18. My supervisor handles my work-related issues satisfactorily

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05

101520253035404550

RespondentsOpinion

DisagreeStrongly



INTERPRETATION

From the above table, we can interpret that 44% of the employees agree strongly that,their supervisor handles the work-related issues satisfactorily, 48% of the employeesagree somewhat their supervisor handles the work-related issues satisfactorily, 8% of theemployees have neutral opinions, none of the employees disagree somewhat and none of the employees have strongly disagreed that their supervisor handles the work-relatedissues satisfactorily.

19. Micro Labs Limited provided as much initial training as I needed

Table 21

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Opinion Percentage

Disagree Strongly8

8%

Disagree Somewhat12

12%

Neutral36

36%

Agree Somewhat32

32%

AgreeStrongly12

12%

Total100

100%

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05

10152025

303540

RespondentsOpinion



INTERPRETATION

From the above table, we can interpret that 12% of the employees agree strongly that,their supervisor handles the work-related issues satisfactorily, 32% of the employees

agree somewhat their supervisor handles the work-related issues satisfactorily, 36% of theemployees have neutral opinions, 12% of the employees disagree somewhat and 8% of the employees have strongly disagreed that their supervisor handles the work-relatedissues satisfactorily.

20. Micro Labs Limited provides as much ongoing training as I need

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Table 22


Opinion Percentage

Disagree Strongly

4

4%Disagree Somewhat

2020%

Neutral28

28%

Agree Somewhat36

36%

AgreeStrongly12

12%

Total100

100%

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0

5

10

15

20

25

30

35

40

Respondents

Opinion

Percentage



INTERPRETATION

From the above table, we can interpret that 12% of the employees agree strongly that,Micro Labs Limited provides as much ongoing training as they need, 36% of theemployees agree somewhat their Micro Labs Limited provides as much ongoing trainingas they need, 28% of the employees have neutral opinions, 20% of the employeesdisagree somewhat and 4% of the employees have strongly disagreed that Micro LabsLimited provides as much ongoing training as they need.

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21. I'm satisfied with the medical facilities provided to employees and dependents

Table 23


Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat4

4%

Neutral20

20%

Agree Somewhat48

48%

AgreeStrongly28

28%Total

100100%

CHART - 23

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05

101520253035404550

RespondentsOpinion

DisagreeStrongly



INTERPRETATION

From the above table, we can interpret that 28% of the employees agree strongly that,

they are satisfied with the medical facilities provided to them and dependents, 48% of thethey are satisfied with the medical facilities provided to employees and dependents, 20%of the employees have neutral opinions, 4% of the employees disagree somewhat andnone of the employees are strongly dissatisfied with the medical facilities provided toemployees and dependents.

22. I am satisfied with leave travel allowance

Table 24

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Opinion Percentage

Disagree Strongly4

4%

Disagree Somewhat8

8%

Neutral20

20%

Agree Somewhat36

36%

AgreeStrongly32

32%

Total100

100%

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0

5

10

15

20

25

30

35

40

RespondentsOpinion

Percentage

Disagree Strongly


Agree Somewhat

AgreeStrongly

INTERPRETATION

From the above table, we can interpret that 32% of the employees agree strongly that,they are satisfied with the leave travel allowance, 36% of the they agree somewhatsatisfied with the leave travel allowance, 20% of the employees have neutral opinions, 8%of the employees disagree somewhat and 4% of the employees are strongly dissatisfiedwith the leave travel allowance.

23. I am proud to be an employee of micro labs

Table 25

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Opinion Percentage

Disagree Strongly0

0%

Disagree Somewhat0

0%

Neutral12

12%

Agree Somewhat24

24%

AgreeStrongly64

64%

Total100

100%

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0

10

20

30

4050

60

70

RespondentsOpinion



INTERPRETATION

From the above table, we can interpret that 64% of the employees agree strongly that,they are proud employee of Micro Labs Limited, 24% of them agree somewhat they areproud employee of Micro Labs Limited, 12% of the employees have neutral opinions,none of the employees disagree somewhat and none of the employees are stronglydissatisfied with being a proud employee of Micro Labs Limited.

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CHAPTER 5

FINDINGS & SUGGESTIONS

SUGGESTIONS:

The suggestions are drawn from the analysis and observations. Few suggestions are given as

under.

In case of working hours decided by the organization are not convenient for the

employees of Micro Labs Limited ,Bangalore .The working hours are 10 hours per day

that from 9 AM to 7PM. These hours should minimize up to 8 hours.

The criteria for Job security is not much satisfactory so management have concentrate on

job security of employees so that they can work without fear of job loss in the

organization.

Opportunities of growth of employees are very less so that there can be employee

turnover hence management has to give emphasis on increasing the promotion

opportunities for according to the performance of employees.

From analysis we concluded that the period of in house training is very short that is of

only 3 days, which is not sufficient to get complete knowledge about the work. Hence the

training period should extend up to 5 days.

As there is an active participation of employees in decision making but rarely the

suggestions given by them are drawn in action. Hence the confidence of employees gets

demotivated.

So to motivate the employees management can take into consideration some proper

suggestions given by the employees. It will help to increase the motivation and ultimatelythe Job satisfaction of the employees of Micro Labs Limited , Bangalore.

CONCLUSION

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All the conclusions are drawn based on the analysis and interpretation of the primary data

regarding the job satisfaction of the employees of Micro Labs Limited, Bangalore

From the analysis and interpretation, it is concluded that most of the employees are

satisfied with the workplace and only few employees are not satisfied with the

workplace, which are negligible in number. Similarly in case of infrastructure most

of the employees are satisfied and very small number of employees is not happy

with the infrastructure of Micro Labs Limited and the canteen facilities. It means

the workplace and infrastructure of Micro Labs Limited is good or satisfactory.

It is concluded that are near about all the employees are satisfied with

implementation of rules and responsibilities. And only some of them are not seemsto be satisfied with the implementing rules and responsibilities. Therefore it shows

that implementation of rule and responsibility is done fairly.

From the study it is clear that the higher percentage of employees are happy with

the freedom at work given by management but only some of them are not feeling

satisfied with the freedom given at work place.

According to analysis and interpretation, most of the employees are satisfied withthe team spirit built in organization and only few are not happy with team spirit in

the organization. From this it seems that the team spirit in the organization is

strong.

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This study shows that only few employees strongly feel that the working hours

decided by organization are most convenient for them. Other is not in favor with

these working hours. So it is clear that the management kept the main

consideration about working conditions and the hours, which satisfies theemployees.

The study shows that very small numbers of employees are satisfied with the job

security. And remaining most of the employees are not satisfied with the job

security provided by the organization. Hence from this analysis it is cleared that

there is feeling of ear of job loss in the employees of Micro Labs Limited.

An analysis shows that employees are strongly in favor that the targets given are

achievable and only are not feels that the targets given are achievable. Hence the

targets set by management are achievable.

From the analysis it is concluded that very small number of employees are satisfied

with the payment as per their roles and responsibility and remaining all are not

satisfied with the payment according to their roles and responsibilities. Hencefrom this analysis it can be cleared that payment according to roles and

responsibilities are not much satisfied.

Only little number of the employees is satisfied with the opportunities of

promotions given by organization. It shows that the employees do not have any

growth of opportunities. Analysis shows that the payment of salary is made always

on time.

From the analysis and interpretation, it is clear that very large number of the

respondents is satisfied with the quality of training and induction program and in

house training held by the management. And few are not satisfied with the quality

of in house training. But the period of training is not satisfactory to the employees.60


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From the analysis, it is clear that HR Division is most satisfactory to all employees

only few are not satisfied with the HR Division in the company. In case of

performance appraisal system and the office events and parties organized by the

organization near about all the employees are satisfied. It is concluded that the employee are not much satisfied with the forum for face-to-

face communication. From the analysis it is clear that half of the employees are

satisfied and other half are not satisfied with the encouragement given to the

suggestions of the employees. But only few think that there is positive acceptance

of the suggestions given by the employees. From the analysis it is clear that

management keeps all the promises.

Documents

INTRODUCTION TO HRMrevised (2)2