Subha's Project Repaired)

8/3/2019 Subha's Project Repaired)

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CONTENT

Chapter-I Introduction Importance of the study

Methodology

Objective of the study

Limitation

Chapter-II Literature survey An Overview

Introduction of the employee satisfaction

Dimension Job satisfaction

Welfare measures

Chapter-III Organization profile

Chapter-IV Employee satisfaction & welfare

measure in OHPC

Allowance & benefit

Terminal benefits Leave

Retirement benefit

Payment of incentives

Welfare

Grievance Settlement

Appraisal

Training

Seniority Transferability

Deputation


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Chapter-V Data analysis & Interpretation

Chapter-VI Suggestion & Conclusion

Annexure

Questionnaire

Bibliography


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CHAPTER-IIntroduction


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IntroductionIn the age of globalization where the survival is a question mark for the

industries, growth & development of organization depends only theemployees relations with management. A company with strong employee

relations gets the benefit, because their employees are highly motivated to

expand their best efforts. In exchange the employees expect to be treated

fairly & recognized for their achievement. To develop & sustain relation

employers must keep employees informed of company policies & strategies.

Thats way; employees can learn new behaviors or skill as needed &

understand the working of the firm more fully. In addition employers must

have policies that allow employees to discuss problems with or communicate

important information to company representatives that can respondeffectively.

Good employee relations involve providing fair and consistent

treatment to all employees. So that they will be committed to the

organization, Companies with good employee relations are likely to have an

HR strategy that places a high value on employees as stake holder in the

business. Employees who are treated as stakeholders have certain rights

within the organization & can expect to be treated within dignity & respect.

To enhance this idea one such measure is to enhance the job

satisfaction, remuneration, growth of the employees. The welfare facilities

are designed to take care of well being of the employees, but they do not

usually result in any monetary benefit.

Again the employee welfare is that the facilities help motivate &

retain employees. Welfare facilities, besides removing dissatisfaction,

develop loyalty in workers towards the organization.

Importance of study

In formulating the valid information about theorganization, this study has got wide importance. It is also helps in getting

acquainted with personnel practices of the OB; the environment of the study

is to get some practical knowledge about the organization.


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MethodologyMethod is any systematic study of principles that guide

the scientific investigation. It refers to the body of methods and techniques

used in conducting the study.

The present study made use of simple random sampling. The respondents

were selected on random basis within the organization. The samples include

the whole organization.

The data are collected from both the

Primary source Secondary

The primary source such as personal interviews were conducted. The

questionnaire method was followed to collect the data. Analysis is done

through the help of SPSS package.

The secondary data were collected from published booklet,leaflet, and bulletins and different reports, annual survey, booklet of OHPC

etc.

The data so collected were compiled, editing and tabulating

annually to draw meaningful conclusion. Some suggestions were given to

make this scheme more effective.

Objectives of the studyThe main objective is purely academic. However the

hidden objective is to study the practical implications of the theoretical

knowledge and its correlation with practice. The other aspects of the study

as follows:

1. To study different dimensions and the views of employees about the

employee satisfaction in the organization.


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2. To study the overall level of employee satisfaction in the organization.

3. To know the welfare facilities provided by the organization to their

employees.

4. This study will help the company to take measures to improve thesatisfaction level of the employees.

5. To make some suitable recommendation.

Limitation

Despite the maximum effort that has been taken by researcherto make this project work a success, the study has suffered from the

following limitations.

1. Time factor acted as a major hindrance within a short period of 45

days, it was difficult for the researcher to collect adequate data for a

clear cut analysis.

2. Workers were very much reluctant to give information due to

ignorance and fear.

3. The other factor responsible for getting full information on the

tendency of some workers cheat or lie about the actual facts.4. There is some organizational constraint to give full information on this

scheme. There is some confidential report which is not easily

accessible to the outsiders.


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CHAPTER-II

Literature survey

An

Over View


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INTRODUCTION :Employees act and react based upon perceptions. Most organization

that do not regularly quantify their employees feelings and concerns

essentially make managerial decisions based upon anecdotal or grapevine

information. This methodology is scientifically unfounded, leading to errant

conclusions and high level of dissatisfaction. It is imperative that an

organization make decisions based upon data, not hearsay. Management

consulting and employee satisfaction survey export HR solutions can deliver

a successful and quantifiable means of measuring and acting upon employee

feelings. The survey items were designed to provide a method to examinethe commitment, ownership, pride, loyalty and satisfaction of your

employees.

DIMENSION: Key aspects of employee satisfaction:

Overall job satisfaction Satisfaction with the work

Coworker Performance/Cooperation

Pay Satisfaction Benefits Satisfaction

Promotion / CareerAdvancement

SupervisoryConsideration

Supervisory Promotion ofTeamwork and Participation

Supervisory Instruction/Guidance

Communication


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Human Resources/ Personnel Policies

Concern forEmployees

Productivity / Efficiency

Training &Development

Physical WorkingConditions

CustomerService

Strategy / Mission

Job Stress

EMPLOYEESATISFACTION SURVEY SOLUTION DRIVINGEMPLOYEE LOYALTY

Research shows that satisfied, motivated employee will create higher

customer satisfaction and in turn positively influence organizational

performance. Noticing this trend, many organizations are investing in

measuring and quantifying employee opinions and attitudes by incorporating

Employee Satisfaction Survey into their exciting HR and organizational

processes.

By establishing frequent and consistent employee feedback processes,Conformity solutions enable enterprises to retain and develop their most

vital asset: Employees.

The following are just a few benefits of an Employees Satisfaction Survey

powered by conformity:

MORE ACCURATE PERSPECTIVE:

Organizations achieve a more accurate view of current policies and a more

clear perspective of issues that ate of higher priority to employees than

others, such as benefits versus career development, versus compensation.


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INCREASED EMPLOYEE LOYALTY

By quantifying and analyzing employee attitudes and opinions, enterprises

can identify problem areas and solutions to create a supportive work

environment encouraging a motivated and loyal workforce.

TRAINING NEED ASSESSMENT:

Employee satisfaction surveys aid in developing individual goals and career

potential. With more insight into their opinions and attitudes, management

can establish professional development initiatives.

IMPROVED CUSTOMER SERVICE:

Because motivated employees are critical to improved organizational

initiatives, such as increasing customer satisfaction, enterprises that value

and strive for greater employee satisfaction ultimately create highercustomer satisfaction.

Conformity enables creation of automated online survey & reporting

processes that are 100% tailored to their business and employees,

eliminating the inconveniences of manual data entry and reducing the

turnaround time from creation of the survey to its deployment and results.

Other benefits of Conformitys 360 Degree Feedback survey solution include:

ACCURATE & PERSONALIZED SURVEY:

By fully integrating into current HR systems and utilizing existing employee

information. Conformity alludes more relevant and personalized surveys.

Companies are able to turn responses into actionable results to vacillate

organizational changes. Improved management and to increase employee

loyalty.

FASTER TURNAROUND:

Conformitys real-time capability reduces the speed to create and deploysurveys. Collect data and prepare personalized individual reports, thus

reducing response time and increasing overall satisfaction.


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FOLLOW-UP & REPORTING CAPABILITIES:

Using conformity, companies can follow-up with employees who have not

completed their survey, maximizing the response rate and value of

employee satisfaction feedback.

Instated of creating hundreds of thousands of result reports manually, theycan all be automated in conformity Report Providing a single platform for

report viewing and analysis furthering consistency across global

organizations, reducing lead time from months to days or hours.

FLEXIBILITY:

Global organizations can utilize the full multi-lingual survey and reporting

capabilities enabling a single platform throughout an enterprise. Confirm it is

fully customizable around the organization in which its being used and can

gather, process and act upon feedback from thousands to millions of

customers.


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A comprehensive Employee Satisfaction process powered by conformity, can

be key to more a motivated and loyal workforce leading to increased

customer satisfaction and overall profitability for an enterprise. Positively

impact the companys bottom line.

One of the key steps to understanding and improving employee loyalty is byacknowledging the importance of the following factors in building loyalty and

satisfaction:

Broadly- defined responsibilities rather than narrowly defined job

functions.

Effective and regular performance evaluations, both formally and

informally.

A corporate emphasis on employee learning, development and growth.

Wide-ranging employee participation in the organization as a whole.

Typically, a combination of factors influences employees decisions to stay

at their current job. Contributing factors include satisfying work, a sense of

job security, clear opportunities for advancement, a compelling corporate

mission combined with the ability to contribute to the organizations success,

and a feeling that their skills are being effectively used and challenged.

Specifically, employees who enjoy their work identify themselves with theiremployer and perceive that the company is flexible regarding work and

family issues also intend to stay with the organization.

In particular, consider the following elements of effective strategies designed

to build loyalty and retain key employees:

Include opportunities for personal growth and invest heavily in the

professional development of the best people in the organization.

Provide employees with well-defined career paths (including a

succession plan). Mentors and tuition reimbursement for job relatededucation.

Train employees. Even if it makes them more attractive to thecompetition. Without seeing an opportunity on the horizon, few high

potential employees will stay with a company and allow themselves to

grow stagnant.


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Acknowledge now work priorities by recognizing and responding toemployees needs for greater balance in their lives, since employee

will develop loyalty for organizations that respect them as individuates,

not lust as workers.

In short, then there are five actions organizations should take to reduce

attrition and improve employee satisfaction:

1. Demonstrate to employee that the company cares about them, wants

them to advance in their careers and will help them satisfy their need

for personal growth.

2. Walk the talk by not only communicating the corporate strategy but

by also ensuring that it is applied consistently throughout the

organization. Including making the rewards system consistent with

strategic goals.3. Watch for and eliminate all inconsistencies between promoting you

belief in employees and managerial behavior or policies that

undermines but commitment.

4. Fight attrition with smart training that is not only relevant but helps

broaden employee experiences and provides development

opportunities.

5. Weed out poor managers because many employees leave their jobs

because they are unhappy with their bosses-remember the adage that

people dont leave their jobs, they leave their managers


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CONCEPT OF JOB SATISFACTION:

Job satisfaction is the end feeling of person after performing a task. To

the extent that a persons job fulfills his dominate needs and is consistentwith his expectations & his values, the job will be satisfying. The feeling

would be positive or negative depending upon whether need is satisfied or

not.

Job satisfaction is different from motivation & moral. Motivation refers

to the willingness to work. Satisfaction, on the other hand, implies a positive

emotional state. Moral implies a general attitude towards work & work

environment. It is a group phenomenon where as job satisfaction is an

individual feeling. It is an employees general attitude towards his job.

DEFINITION:

According to Macwin & Wayne (1905) Job satisfaction is simply the

verbal expression of feeling held by employees about different aspect of

their job.

According to pastonjee D.M (1973) Job satisfaction is a summation

of employees feeling in four important areas. Two of these are directly

connected with their job & may be designed as on the job satisfaction & canbe seemed as of the job factors.

IMPORTANCE OF JOB SATISFACTION:

Job satisfaction is an important factor contributing to the better

performance of the worker. Which has repercussion on the quality & quantity

of the work. Satisfaction increase the motivation of the worker to do what is

capable of doing & to learn more about the work so that he can perform itmore efficiently. It increases the ego involvement in the work & would also

contribute further increases in the motivation of the workers.

DETERMINANTS OF JOB SATISFACTION:

The various factors influencing job satisfaction may be classified

into two categories.


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Environmental factors.

Personal factors.

ENVIRONMENTAL FACTORS:

These factors relate to the work environment, main among which

are as follows.

Job content

Occupational level

Pay and promotion

Work group

Super vision

JOB CONTENT:

Hertzberg suggested that job content in terms of achievement,

recognition, advancement, responsibility and work itself tend to provide

satisfaction but their absence does not causes dissatisfaction. Where the job

is less repetitive and there is variation in job content, job satisfaction tends

to be higher.

OCCUPATIONAL LEVEL:

The higher the level of the job in organizational hierarchy the greater is the

satisfaction of individual. This is because position at higher levels are

generally better paid, more challenging and provided greater freedom of

operation. It carries greater prestige, self control and need satisfaction.

PAY AND PROMOTION:

All other things being equal, higher pay & better opportunities for promotion

lead to higher job satisfaction.


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WORK GROUP:

Man is a social animal & likes to be associated with others intention in the

work group help to satisfy social & psychological needs & therefore isolated

workers tend to be dissatisfied. Job satisfaction is generally high when an in

individual is accepted by his peers & he has a high need of affiliation.

SUPERVISION:

Considerate supervision tends to improve job satisfaction of workers. A

considerate supervisor takes personal instruct in his subordinates and allows

them to participate in the decision making process. However authoritarian

may be more satisfied under the supervision of high status and strongly

directive leaders. Employee satisfaction from supervisory behavior depends

upon the influence exercise on their own superior.

PERSONAL FACTORS:

Personal life exercises significant influence on job satisfaction. The

main elements of personal life are given below.

Age

Sex

Educational level

Marital status

AGE:-

Some research studies reveal a positive correlation between age &

job satisfaction. Workers in the advances age group tend to be more

satisfied probably because they have adjusted with their job condition.

However, there is a sharp decline after a point perhaps because an individual

aspires for better and more prestigious jobs in the latter years of his life.

SEX:-

One study reveals that women are less than men due to fewer job

opportunities for females. But female workers may be more satisfied due to

their lower occupational aspirations.


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EDUCATIONAL LEVEL:-

Generally more educated employees tend to be less satisfied with

their jobs probably to their job aspirations. However, research does not yield

conclusive relationship between these two variables.

MARITAL STATUS:-

The general impression is that married employees & employees

having more dependents tent to be more dissatisfied due to their greater

responsibilities. But such employees may be more satisfied because they

give value their jobs more than un married workers.

EXPERIENCE:-

Job satisfaction tends to increase with increasing years ofexperiences. But it may decreases after 20 years of experience particularly

among people who have not realized their job expectations.

EFFECT OF SATISFACTION:-

Job satisfaction has a variety of effects. These effects may be seen in

the context of on individuals physical & mental health, productivity,

absenteeism & turn over.

PHYSICAL & MENTAL HEALTH:-

The degree of job satisfaction effects an individuals & mental health.

Since job satisfaction is a type of mental feeling its favorableness affects the

individual psychologically which ultimately effects his physical health.

Since a job is an important part of life, job satisfaction influences

general life of satisfaction. The result is that there is spill over effect, which

occurs in both directions between job & life satisfaction.

PRODUCTIVITY:-

There are two views about relationship between job satisfaction &productivity.

A happy worker is productive worker.

A happy worker is not necessarily a productive worker.

The first view establishers direct causes affect relationship between job

satisfaction & productive, when job satisfaction increases, productivity


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increases; when job satisfaction decreases, productive decreases. How ever,

this may not be true in all cases. Therefore this view does not explain fully

the complex relationship between job satisfaction & productivity.

Another view is that a satisfied worker is not necessarily a productive

worker explains the relationship between job satisfaction and productivityvarious research studies also supports this view. This relationship may be

explained in terms of the operation of two factors.

Effect of job performance on satisfaction.

An organization expectation from individual for job performance.

How ever, it does not mean that the job satisfaction has no impact on

productivity. A satisfied worker may not be necessarily laid to increase the

productivity but a dissatisfy worker leads to lower productivity.

ABSENTEEISM:-

It refers to the frequency of absence of a job holder from the work

place either unexcused absence due to some unavoidable reasons. It is a

former type of absence which is a matter of concern. This absence due to

lack of satisfaction from the job which produces a lack of will to work7

alienate a worker from as far as possible. Thus job satisfaction is related to

absenteeism.

TURN OVER:

Turn over of the employee is the rate at which employee leave the

organization within a given period of time. Employee turn over is related to

job satisfaction. However, job satisfaction is not only the cause of employee

turn over, the other cause being better opportunity else where.

WELFARE MEASURES:

Employee welfare is a comprehensive term including various services,

benefits and facilities offered to employees by the employer for their

satisfaction. Through such generous fringe benefit is the employer makesthe life worth living for employees. For the employee other economic

rewards available to employees as per the legal provisions. This employee

welfare provides improving health, safety and general wellbeing and the

industrial efficiency of the employee which satisfies the basic requirements

of the employee. The basic purpose of employee welfare is to enrich the life

of employees and keep them happy and contended. The employees in an


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organization will pay their effort if the organization will fulfill the basic

requirements of the employees. The benefits are of great importance to the

employees. These may be regarded as a wise investment because these

would bring a profitable return in the form of greater efficiency.

The working environment in a factory adversely affects the health ofemployees because of excessive heat or cold, noise, downs, fumes dust and

lack of sanitation and pure air. Such oppressive conditions create health

problems for employees. These have to be contained through preventive

steps.

TYPES OF WELFARE ACTIVITIES:

The meaning of labor welfare may be made clearer by listing the

activities and which are to as welfare measures. Welfare measures are

divided into two broad groups, namely:

1. Welfare measures insidethe work place and,

2. Welfare measures outside the work place.

Each group includes several activities.

A)WELFARE MEASURES INSIDE THE WORK PLACE

I) CONDITIONS OF THE WORK ENVIRONMENT:

Neighborhood safety and cleanliness: attention to approaches.

Housekeeping, up keeping of premises-compound wall, lawns,

gardens and so forth, egress and ingress, passages and doors, while

washing of walls and floor maintenance.

Workshop sanitation and cleanliness, temperature, humidity,

ventilation lighting, elimination of dust, fumes, gases.

Control of effluents.

Convenience and comfort during work that is operatives posture,

seating arrangements.

Distribution of work hours and provision for rest hours, meal times

and breaks.

Workmens safety measures that are maintenance of machines and

tools, fencing of machines, providing guards, helmets, aprons,

goggles and first aid equipment.


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Supply of necessary beverages and pills and tablets, that is salt

tablets, milk, soda.

Notice boards, posters, pictures, slogans, information or

communication.

I) CONVENIENCES:

Urinals and lavatories, wash basins, bathrooms, provision for

spittoons, waste disposal.

Provisions of drinking water, water coolers.

Canteen services, full meal, mobile canteen.

Management of workers cloak rooms, rest rooms, reading room and

library.

I) WORKERS HEALTH SERVICE:

Factory health care, dispensary ambulance, emergency aid, medical

examination for workers, health education, health research, family

planning services.

I) WOMEN AND WELFARE:

Antenatal and postnatal care, maternity aid, crche and child care,

womens general education, separate services for women workers,

that is , lunch rooms, urinal rest rooms, womens recreation

(indoor), family services.

I) WORKERS RECREATION: Indoor games, strenuous to be avoided during intervals of work.

I) EMPLOYMENT FOLLOW-UP:

Progress of operative in his/her works, his/her adjustment problems

with regard to machines and work load, supervisors and colleagues,

industrial counseling.

I) ECONOMIC SERVICES:

Co operatives loans, financial grants, thrift and saving schemes,budget knowledge, unemployment insurance, health insurance,

employment bureau, profit sharing and bonus schemes, transport

services, provident fund, gratuity and pension, reward and

incentives, workmens compensation for injury, family assistance in

terms of need.


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I) LABOR MANAGEMENT PARTICIPATION:

Formation and working of various committees, that is works

committee, safety committee, canteen committee, consultation in

welfare area, in production, in production area, in the area if

administration, in the area of public relations.

Workmens arbitration council.

Research bureau.

I) WORKERS EDUCATION:

Reading room library, circulating library, visual education, literacy

classes, adult education, social education, daily news review,

factory news bulletin, cooperation with workers in education

services.

(B) WELFARE MEASURES OUTSIDE THE WORK PLACE:

Housing: bachelors quarters, family residences according to types and

rooms.

Water, sanitation, waste disposal.

Roads, lighting, parks, recreation, playgrounds.

Schools: nursery, primary secondary and high school.

Markets, cooperatives, consumer and credit societies.

Bank

Transport

Communication: post, telegraph and telephone.

Health and medical services: dispensary, emergency ward, outpatientand in patient care, family visiting family planning.

Recreation : games, clubs, craft centers, cultural programmers, that is

music clubs, interest and hobby circles, festival celebrations, study

circles, reading rooms and library, open air theatre, swimming pool,

athletics, gymnasia.

Watch and ward, security.

Community leadership development: council of elders, committee of

representatives, administration of community services and problems,

child youth and womens clubs.Welfare facilities may also be categorized as A) intra mural B) extra

mural.


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INTRA MURAL FACILITIES:

Intra mural activities consist of facilities provided within the factories and

include medical facilities, compensation for accidents, provision of crches

and canteens, supply of drinking water, washing and bathing facilities,

provision of safety measures, activities relating to improving conditions ofemployment and the like.

It may be stated that the welfare activities may be provided by the

employer, the government, non government organizations and the trade

unions. While, what employers provide ill be stated later, the activities under

taken by other agencies are mentioned here.

WELFARE FACILITIES BY THE GOVERNMENT:

With a view to making it mandatory for employers, to provide certain

welfare facilities for their employees, the government of India has enactedseveral laws from time to time. These laws are the Factories act, 1948, the

Mines act 1952, the plantation labor act 1951, the contract labor (regulation

and abolition) act, and 1970. Another significant step taken by the central

government has been to constitute welfare funds for the benefit of the

employees. The welfare activities covered by these funds include housing,

medical, educational and recreational facilities for employees and their

dependents.

WELFARE ACTIVITIES BY THE TRADE UNIONS:

Labor unions have contributed their share for the betterment of the

employees. Mention may be made here of the textile labor association of

Ahmadabad and the Railway mens union and the Mazdoor sabha of Kanpur,

which rendered invaluable in the field of labor welfare. The welfare activities

of the Textile association, Ahmadabad, are worth nothing, the association

runs:

Twenty-five cultural and social centers.

Schools for workers children, reading rooms, libraries, gymnasia.

Dispensaries and maternity homes.

A co-operative bank, with which a number of housing societies are

affiliated.

Office offering legal help to members.

Training program in the principles and practices of trade unionism.


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CHAPTER-III

Organization Profile


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CHAPTER-IV

Employee satisfaction

&

Welfare measures

In OHPC

PAY IN OHPC:-

PAY OF EXECUTIVES:

GRADE PAY

BRAND

SCALE GRADE PAY


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E-2 Junior

Manager/Section

Officer/Personal

AssistantPB-2 Rs. 9300 - 34,800 Rs. 4200/-

E-3 Assistant

Manager/Section

Officer (Special

Grade)/Private

Secretary

PB-2 Rs. 9300 34,800 Rs. 4600/-

E-4 Deputy

Manager

PB-2 Rs. 9300 34,800 Rs. 5400/-

E-5 Manager PB-3 Rs. 15,600

39,100

Rs. 6600/-

E-6 Assistant

General

Manager

PB-3

Rs. 15,600 39,100

Rs. 6600/-

E-7 Deputy

General

Manager

PB-3 Rs. 15,600

39,100

Rs. 7600/-

E-8 General

ManagerPB-4 Rs. 37,400

67,000

Rs. 8700/-

E-9 Senior

General

Manager

PB-4 Rs. 37,400

67,000

Rs. 8800/-


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E-10 Chief

General

Manager

PB-4 Rs. 37,400

67,000

Rs. 9000/-

PAY OF NON-EXECUTIVES:

GRADE PAY BAND SCALE OF PAY AS ON

01.04.2005

GRADE

Pay

NE-1 S-1 Rs.4440-10,200/- Rs.1750/-

NE-2 PB-1 Rs.5200-20,200/- Rs.1900/-

NE-3 PB-1 Rs.5200-20,200/- RS.2100/-

NE-4 PB-1 Rs.5200-20,200/- Rs.2400/-

NE-5 PB-1 Rs.5200-20,200/- Rs.2500/-

NE-6 PB-1 Rs.5200-20,200/- Rs.2800/-

NE-7 PB-1 Rs.5200-20,200/- Rs.3300/-

NE-8 PB-2 NE Rs.9300-34,800/- Rs.4200/-

NE-9 PB-2 NE Rs.9300-34,800/- Rs.4200/-

NE-10 PB-2 NE Rs.9300-34,800/- Rs.4200/-


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ALLOWANCES AND BENEFITS:

1. Dearness allowances as applicable to Govt. employees until otherwise

determined by the Board or the committee of the board.

2. House rent allowance will be paid to those executives not provided

with housing on the following basis:

20% basic pay at the business place of the company. Where an officer

is provided with accommodation by the company he will pay:-

By deduction from salary, license fees.

For electricity, water and municipal taxes.

Any other charge.

As laid down from time to time by the board or the committee of the

board.

1. Medical allowance will be paid at 5% of basic pay.

2. Leave travel concession (LTC) will granted as follows:

Once during the service period to visit any place of interest within theterritory of India.

Once every four years to visit any place of interest within the territory

of Orissa.

1. Other allowances and benefits payables as shown,

2. Remote are allowances @ 15% for the employees of UIHEP, @ 20% for

the employees of BHEP & PSHEP, and @ 7.5% for the employees of

RHEP & CHEP.3. Special allowances for the employees of UKHEP & HHEP @ 4% .

4. Shift allowances @ 5% for all the power station.

5. Conveyance allowance (Fixed), Rs.400 for Two Wheeler, Rs.1200 for

Four Wheeler (DM & above) and Rs.150 for Cycle.

6. Washing Allowance (only for TNEs and Class IV Employees) fixed

@Rs.20.


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TERMINAL BENEFITS:

1. PENSION:All officers will be entitled to join the companys pension scheme and

wherever applicable the provident fund scheme.

2. PROVIDENT FUND:

Officers on recruitment, who are already members of EPF scheme and do

not elect to join the pension scheme, may continue their membership of EPF

scheme. Under this scheme the officers contribute a minimum of 12% of

salary & dearness allowance and the company contributes 10% of salary and

dearness allowance.

3. DEATH IN SERVICE:

Where an officer dies in service his family will be given the following:

Rs.2, 000/-for performance of obsequies.

Reimbursement of up to Rs.500/-for transportation of the body.

To benefit from the companys rehabilitation scheme the salient

feature of which are:

Rupees one lakh invested on behalf of the family.The family receives the interest on a monthly basis for six years.

After six years the family receives the capital sum of rupees one lakh.

In case of officers who have completed one year service, a sum of

Rs.37,000 under the group insurance scheme which is maintained on a

non contributory basis by the company will be payable to the family.


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EXTRAORDINARY LEAVE: In exceptional circumstances the unit head may recommend to the

Director HR who can grant an office: Extra ordinary leave without pay

even when an officer has exhausted his credited leave.

Extra ordinary leave does not count as service, or for increments,

pension and gratuity.

Except in the case of a permanent officer and an officer who has

rendered not less than three years continuous service.

Extra ordinary on any one occasion shall not exceed the following

limits, namely:

Two months

Four months in special cases, where such leave is supported by a

medical certificate.

SPECIAL DISABILITY LEAVE: Subject to the conditions here in after specified, the Director, HR may

grant special disability leave to an officer who is disabled by injury

intentionally inflicted or caused in or in consequence of the due

performance of his official duties or in consequence of his official

position.


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The period of special disability granted or to be extended shallbe such as is certified as necessary by an approved medical

practitioner or specialist for treatment of the injury.The total

period of such leave shall not in any case exceed 24 months.

STUDY LEAVE: Subject to the conditions here in after specified, the Director, HR may

grant special study leave to an officer to enable him to study or to

undergo a special course of instruction to gain knowledge relevant to

his current position or probable career progression.

A period of 12 months at one time will ordinarily be regard as a

suitable maximum for study leave and will not be exceed save for

exceptional reason.

Study will count as service, and for pension, but not for leave. It willnot affect any leave which already be due to an officer. It will count as

extra leave on half average monthly pay and will not be taken into

account in reckoning the aggregate amount of leave on half average

monthly pay taken by an officer.

Study allowance may be granted for the period spent in pursuing adefinite course of study at a recognized institution or in any definite

course of study at a recognized institution or in any definite tour of

inspection of any special class of work as a part of such study as well

as for the period covered by any examination at the end of the course

of study.

On completion of a course of study, a certificate to that effect together

with certificate of examination passed or special study, if any, which

should show the dates of commencement and termination of the

course and contain the remarks, if any by the instructor shall be

submitted to the Director, HR.

The company will determine which days are to be declared

public / festival holidays. Where a public / festival holiday falls on

a second Saturday of a month or Sunday no extra holiday is

given.


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Where there is no operational demand to work, an officer may

taken each 2nd Saturday in each month as a holiday.

MATERNITY LEAVE:

Subjected to the conditions here in after specified, maternity leave

may be granted specifically to a female. Officer by the authority

empowered to grant ordinary leave to the officer concerned.

The period of maternity leave in all cases shall be for ninety days from

the date of its commencement.

Leave salary during such leave shall be equal to the pay drawn by the

officer concerned at the time of taking maternity leave.

Maternity leave may be combined with any other kind of leave but any

leave applied for in continuation of the former may be granted only if

the request is supported by a medical certificate from a approvedmedical practitioner.

Maternity leave also be granted in case of miscarriage including

abortion, subject to the condition that;

Leave does not exceed six weeks and

The application for leave is supported by a medical certificate.

Maternity leave shall not be debited against the leave account of the

officer.

1. ENTITLEMENTS ON TRANSFER:

Journey fare:

An employee and members of his family are entitled to travel by the

same mode and class of travel as on tour with reference to his pay scale /pay range at the new station of posting.

Daily allowance:

For journey period an employee is entitled to daily allowance for self and

each adult member if his family at full rate and for each member between

3 yrs and less than 12 yrs at the half rate as incidentals.


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1. ENTITLEMENT ON FRESH APPOONTMENT:

A selected for appointment in the service of the company including

appointment on deputation.

Terms are entitled for self and members of his family to the benefits

relating is to the grade and

Pay offered in the company, as set out in the table below.

Entitlement on fresh appointment

Category of

candidates

joining duty

Journey fare Conveyanc

e charges

Daily

allowance

Baggage allowance

Candidates

residing in

India

Admissible

as for

employees

on official

tour within

India.

Admissible

as for

employees

on official

tour within

India

Admissible as

for employees

on official tour

within India.

Admissible as for

employees on

transfer except

reimbursement of

cost of transportation

of motor car subject

to a maximum of full

four wheeler wages

or two containers,

wherever available.

PROMOTION IN OHPC:

Promotion shall be considered as per restructured strength

approved by the OHPC board.

The department promotion committee (DPC) shall draw a panel of

selected candidates from among the employees who fulfill the

eligibility conditions & other criteria as mentioned. In case of

technical non executive (TNE) unit cadre the DPC shall draw a panel

of selected candidates based on the recommendation of trade test

committee subject to fulfillment of eligibility conditions and othercriteria as mentioned.

An employee shall have to score at least 50% on an average of the

total maximum marks during proceeding 3 years in the

performance appraisal report, which will be considered to be the

qualifying mark.


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Promotion is held by the way of DPC on the basis of capability,

performance, year of service / seniority, category and vacancy of

employees.

RETIREMENT BENEFIT RULE:

An employee may retire any time after completing 30 years of

service or after attaining the age of 58 years by giving notice in

writing to the appointing authority at least 3 months before the date

on which he/she wishes to retire and it shall be open to the

appointing authority to withhold permission to such employee to

retire if he/she is under.

Suspension or if any disciplinary proceedings against him/her are

pending or in contemplation. The retirement benefits consist of three parts:

Pension

Gratuity

Provident Fund

PENSION:

The regular employees under state govt. transferred to and absorbed

in OHPC will be the members of the OHPC pension funds. Accordingly,

they are entitled to pensioner benefits as per the OCS pension rules

as amended from time to time, unless otherwise specified in theOHPC pension scheme.

All the work charged employees under state govt. transferred to and

absorbed in OHPC including those who have been regularized after

01.04.2007 shall be covered under the EPF and MP Act, 1952, unless

notified to the contrary.

The employees under erstwhile OSEB who had opted for CPH benefitunder OSEB and were subsequently absorbed in the service under

OHPC shall entitled to continue to get the benefits of CPF.

In case of employees in the pension able establishment under the

state govt. on their absorption in service under OHPC and opted for

govt. pension in respect of their service under Govt. up to

31.03.1997, will be entitled to pensioner benefits under OHPC subject


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to the conditions that their service is not less than 10 years qualifying

service. In case where the service under OHPC is less than 10 years,

such employees shall be entitled to service gratuity & retirement

gratuity under the pension rules of OHPC.

Employees who were in pension able establishment under Govt. and

did not opt for pension from Govt. for their service under them and

the employees of erstwhile OSEB who were under the pension

scheme of OSEB, shall be entitled to carry over the previous services

with the Govt./OSEB to service under OHPC for calculation of

pensioners benefits under OHPC as mentioned in transfer scheme

rules, 1996.

CONTRIBUTORY PROVIDENT FUND & GRATUITY: The employees who are not covered under OHPC pensioners scheme

will be entitled to CPF under EPF act and gratuity under payment of

gratuity act.

The employees coveted under OHPC pensionary scheme will be

governed under the G.P.F Odisha/OSEB P.F as the case may be.

The employees as mentioned at clause (i) above shall not be entitled

to benefits under clause (ii) above.

PAYMENT OF INCENTIVES IN OHPC:

The operating resulting of the units during the financial year 2008-

2009 and the previous two years is as follows:

Years profit / loss Design energy

for Sale (MU)

Energy sold

(MU)

Before

profit(Crores)


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2008-09 (up to

Oct.08)

5919 3581 90.17

2007-08 5919 7734 254.43

2006-07 5919 7066 178.21

PAYMENT OF BONUS IN OHPC:-

Under the provision of payment of bonus act 1965 the payment of

minimum bonus @ 8.33% to the eligible employees. The national

commission on Labor recommended the proposal for amendments of

payment of bonus act 1965. The management in partial modification of this

office order no.15058 dated 19.11.1998 is pleased to revise hydro allowance,

remote area and compensatory allowance and special construction

allowance as under:

HYDRO ALLOWANCE:

Hydro allowance shall be paid @Rs.250-750.this will be effective from

01.11.1997.

a. NE-1 NE-2 Rs.250

b. NE-3-NE-7 Rs.375

c. NE-8-NE-9 Rs.500

d. E-2 Rs.500

e. E-3 Rs.650f. E-4-E-5 Rs.700

g. E-6-E-9 Rs.750


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(Corporate office employees avail 50% of the above mentioned hydro

allowance.)

This allowance shall only be paid at the hydropower stations at HPS, Burla,

RHEC, Rengali and UKHEC, Barinipur.

REMOTE AREA COMPENSATORY ALLOWANCE:

The remote area and compensatory allowance together shall be paid at

the rate of 15% of the revised basis pay. This allowance shall only be paid in

respect of employees posted at BHEC, Balimela & Pottereu electrical division,

Balimela.

SPECIAL CONSTRUCTION ALLOWANCE:

The special construction allowance shall be paid to the eligible

employees of UIHEP, Khatiguda & Mukhiguda @ 155 of revised basis pay.Maximum wing limit Rs.350/-per month.

HOUSE RENT ALLOWANCE:

The non-executive employees will get house allowance till 31.05.98 at

the old rate on the pre-revised scale of pay and will not be entitled for house

rent allowance at the old rate on the revised scale of pay.

The pre-revised scale of pay is @10%. The revised of pay is @ 20% with

effect from 01.03.07.

WELFARE ACTIVITIES:

Canteen facility 30% of expenses beard by management indirect sources

like electricity, building & furniture are provided.

The medical facilities available by OHPC is illustrated in the table below:

S.No. Units

Name

Hospitals / Dispensaries Staff

1. UKHEP Project hospital owned by OHPC 2 doctors, 1

pharmacist, a staff

nurse on

deputation, 1 lab

technician.


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2. UIHEP 1.UIP hospital (32 bedded),

Khatiguda, owned by DOWR.

2 doctors, 3 staff

nurses, 3

pharmacists, 1 lab

technician on

deputation.

2.Muran dispensary, Khatigud;

owned by DOWR.

1 pharmacist on

deputation.

3.UIP hospital Mukhiguda; owned by

OHPC.

1 doctor, 3 staff

nurse & 2

pharmacists on

contract basis, 2

doctors, 1 lab

technician & 1

pharmacist, on

deputation.

4.UIP hospital Mukhiguda; owned by

OHPC

1 doctor, 3 staff

nurse & 2

pharmacists on

contract basis, 2

doctors, 1 lab

technician & 1

pharmacist, on

deputation.

3. RHEP 1.Project hospital owned by DOWR Adequately staffed

2.Dispensary owned by OHPC. 2 doctors & 1 staff

nurse on contract

basis; selection of 1

pharmacist under

process.

4. BHEP 1.Govt. hospital owned by govt. of

Orissa.

Adequately staffed


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2.Dispensary owned by OHPC. 1 doctor & 1

pharmacist on

contract baiss

5. HPS, Burla Primary health centre owned by

Govt. of Orissa.

Adequately

staffed.

HPS

Chiplima

Dispensary owned by OHPC. 1 doctor & 1

pharmacist on

contract basis.6. Machhaku

nd HE

Project

1.Dispensary at Onkudeli,

generation division; owned by

OHPC.

1 doctor & 2

pharmacists.

2.Dispensary at Machhakund;

owned by OHPC.

Adequately

staffed.

3.Dispensary at Jalaput; owned by

OHPC.

Adequately

staffed.

Educational Facilities:-

The educational facilities available at OHPC are illustrated in the

table below;

Sl.no. Nameof Unit

Name of school / college Owned by / funded by

1. UKHEP 1. Project high school OHPC

2. Kabisurya M.E school OHPC

3. UP school Govt.of Orissa


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2. UIHEP 1. UI high school,

Khatiguda.

OHPC

2. UI high school,

Mukhiguda

OHPC

3. U.P. school, Khatiguda OHPC

4. U.P. school, Muran. OHPC, Private college,Rs. 37

5. Indravati mahavidyalaya

(+2&+3), Jaipatana.

lakhs per annum funded

by OHPC and one time

grant of Rs. 5 lakhs given

to +3 Mahavidyalaya.

6. Indravati project college,

Khatiguda.

Private college Rs. 31

lakhs per annum funded

by OHPC.7. U.P. school , Kanpur OHPC

8. U.P. school, Mukhiguda OHPC

9. U.P. school , Deopali OHPC

3. RHEP 1. Project high school DOWR

2. Project girls high school Private

3. U.P. school DOWR

4. Pabitra mohan

mahavidyalaya

Rs. 5 lakhs one time

grant

5. Vidya niketan English

medium

Help in kind within Rs.

20000/-

4. BHEP 1. Saraswati sishu mandir Rs. 40,000/-per annum


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founded by OHPC.

2. Girls high school Rs. 60,000/-per annum

founded by OHPC.

3. Balimela college of

science & Technology

Private college, Govt.

aided,Rs.2 lakhs per

annum founded by

OHPC.

5. HPS,

Chiplima

1. M.E. school OHPC

2. U.P. school OHPC

TRADE UNION:

Trade union is a continuous association of person in industry whether

individual or independent workers formed primarily for the purpose of the

pursuit of the interest of its members of the trade they represent. OHPC has

large no. of trade unions which are registered, unregistered and recognized

as well. The recognized trade unions are affiliated to OHPC employee

association and OHPC employee federation. The smaller unions are

affiliated to small federation of trade unions. They enter into appropriate

settlement with the management from time to time for impeachment of

condition of workers. They also form joint committee to accelerate

production performance of the organization. The trade union also participate

in welfare and safety campaign carried out for workers.

In OHPC major issue before trade union are:

To secure better wages for workers.

To secure share of workers in prosperity of organization. The retirement benefits as per Govt. rules.

Better working condition and other legitimate facilities.

Enhancing welfare measures for workers.

Work for securing stable employment against rationalization plan.

They try to maintain a sense of self respect and dignity among the

workers.


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WORKERS PARTICIPATION IN MANAGEMENT:

The concept of workers participation in management crystallizes the

concept of industrial democracy and indicates an attempt on the part of an

employer to build his employees into a team which work to the realization of

common objective. Workers participation has not been implemented inOHPC. The workers have no role to play at the level of board of directors. The

organization has given its workers a chance to participate in the areas of;

Unification of cadre.

Fixation of pay scale.

Service cadre etc.

GRIEVANCE SETTLEMENT MACHINARY:

OHPC has some procedure for settlement of grievance like;

The aggrieved employee will have to prevent his / her grievance to the

officers designated by the committee of the board of this purpose.

Then the grievance its presented to the department head that has to

answer within 7 days.

If the grievance is not settled within the department level. Then it will

be put before the grievance committee which shall make its report

within 21 days.


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The unanimous decision will be implemented by the management and the

decision must be communicated within 7 days.

If the grievance arises out of any order given by the company said order will

be put forth before the officers for redressal of grievance. If there is any time

lage between the issue of order and its compliance the grievance proceduremay immediately be invoked but the order must be compiled within the due

date.

Objective: The main objective behind setting up a promote redressal of the

day to day grievances of its employees.

Scope: Individual grievance involving matters like physical working condition,

welfare amenities, allotment of attendance, payment of wages, allowance

increment, arrears recoveries from wages, medical facilities, seniority

transfer, leave promotion etc. are under purview of OHPC.

APPOINTMENT:

All appointments in and promotions to the execution grade shall be

made by the competent authority in accordance with the policy or

guidelines, if any laid down in this behalf by the board or the

committee of the board.

Initial appointment may be subject to verification of antecedents, as

may be described by the company from time to time.

All appointments to E-I grade in the service will also take into

consideration the need to create growth opportunities for the nonofficers of the company.

And the guidelines in this direction will be laid down by the board or

the committee of the board from time to time.

PROBATION AND CONFIRMATION:

All appointments in and promotions to any post in the executivegrades shall be subject to probation for period of one year.

Provided that the above probation requirement shall not be apply to

officers who are transferred to the company in terms of Orissa

electricity reform (transfer of undertakings, assets liabilities,

proceedings and personnel scheme rules 1996).


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Regular appointment shall be made subject to satisfactory completion

of probation period and confirmation there of in accordance with these

regulations.

An officer shall be confirmed in the service of company if in the opinion

of the competent authority, the officer has satisfactorily completed the

probation and is suitable for serving in the grade to which he is

appointed or promoted.

Officers appointed through direct recruitment as management trainees

on satisfactory completion of probation shall be confirmed in the

appropriate grade as laid down in these regulations.

APPRAISAL SYSTEM:

It shall be the policy of the company to introduce an open appraisal

system for the officers which will be applied in a fair and equitable

manner and designed to help: Improve the performance of the individual officer and the performance

of the company as a whole.

Recognize the contribution of each officer and

Identify opportunities for growth and development of the individual

officer.

The appraisal process will involve a proactive review, by the officer

concerned and his controlling officer of the work related activities and

standards of performance relating to both the job and the behavior of

the officer. In doing so the appraisal process will provided:

A measure of the performance against standard in each of the keyareas and the action plan for the officer concerned agreed at the

previous appraisal.

An overall assessment of each officers performance.

An identification of training needs of the officer concerned, if any, to

enable him to do his current job better.

An identification of development needs of the officer concerned, if any

to progress his career.

Identification of implements to performance and the action needed to

remove them.


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PROMOTION AND CAREER ADVANCEMENT:

The appointment and promotion to all executive grades in the

company shall be made in accordance with the policy laid down by the

board or the committee of the board.

The permanent vacancies in the executive grades shall be filled bypromotion or appointment from the officers in the lower grade in the

company as provided in these regulations and in the absence of

suitable persons available from the lower grades through direct

recruitment.


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PROMOTION UP TO AND INCLUDING EXECUTIVE GRADES E-9

The promotion to the executive grade up to E-9 shall be made on the basis ofmerit cum suitability with due regard to seniority and for this purpose a

select list shall be prepared. The names of persons included in the select list

shall be arranged in order of seniority in the service or grade.

Any junior officer of exceptional merit and suitability may on promotionbe assigned a place higher than his seniors and in such cases the

assigned of a higher position to the junior officers shall be limited to

the same batch or year of allotment except where an officer of the

earlier batch or year of allotment is found unsuitable for promotion.

APPOINTMENT TO EXECUTIVE GRADE ABOVE E-9

The appointment of officers in the executive grades above E-9 shall beby way of selection only. The committee of the board shall be entitledto prescribe the eligibility and conditions to be satisfied for

appointment to such grades.

For this selection persons in executive grade E-9 are to be considered

in the first instance and if sufficient suitable persons are not available

from E-9, then the management will have the right to go and select the

persons from grade E-8.

TRAINING & DEVELOPMENT:

Every officer will be required to undergo such training or course

conducted in house and out side as may be prescribed by the Director

HR or the appointing authority.

Every officer on training will be considered to be on duty and beprovided with benefits and allowances as decided by the board or the

committee of the board from time to time.

Every officer will undergo any training whether specialized or technical

or managerial as deemed fit by the competent authority.

SENIORITY:

Each year the company shall maintain lists of officers in its serviceshowing their names in order of their seniority and containing such

other particulars as the board of committee of the board may

determine.


47/63

Seniority of an officer in a grade shall be reckoned with reference to

the date of his appointment in that grade or scale subject to any

seniority ranking. Where there are two or more officers with the same

length of service in that grade, their inter-seniority shall be reckoned

with reference to their seniority in the immediately preceding grade.

The inter-seniority of officers directly recruited in both to any grade

shall be reckoned with reference to the rank allotted to them at the

time of such recruitment but all such direct recruits shall be placed

below the promoted officers if the direct recruitment and appointment

by promotion its done simultaneously.

TRANSFERABILITY:

Every officer shall be liable for transfer to any office or place of work of

the company or any other place of work related to the work of the

company and the officers shall duly serve the company at such officesof places of work.

The competent authority may depending upon the exigencies of work

temporarily transfer an officer to any such office or place of work

above up to a maximum of three months on such terms and conditions

as it deem fit.

DEPUTATION:

The competent authority may in the interest of the business of thecompany depute any officer from time to time from the service to work

in posts or functions under subsidiary associated or related companies

engaged in;

Electricity industry in the state of Orissa or elsewhere (including

assignments abroad) or under the state or central government or govt.

corporations or bodies for a prescribed period or periods and the

officer shall be obliged to such posts or functions.

The duration of deputation will be two years at the first instance and

extendible up to a maximum of seven years at any one instance. The

terms and conditions applicable to such deputation shall be laid down

by the board or the committee of the board from time to time.


48/63

CHAPTER-V

Data analysis

&

Interpretation


49/63

DATA ANALYSIS & INTERPRETATION

1. You are satisfied with your job

By analyzing the responses to the above question, it can be seen that almost

70% of employees of OHPC agree that they satisfied with their job. And

another 15% of employees of OHPC, disagree with their job. That means the

employees satisfaction level incase of their current job is high.

2. You prefer to do variety of work.

Strongly

agree

Agree Undecided Disagre

e

Strongly

disagree

15 50 0 0 0

23% 77% 0% 0% 0%

Strongly

agree

Agree Undecided Disagree Strongly

disagree

10 45 0 10 0

15% 70% 0% 15% 0%


50/63

Analyzing the above data it is cleared that 77% of employees of OHPC are in

favor of doing different types of work, and 23% of employee strongly agree

with this. It shows that employees are highly flexible in OHPC.

3. You do not mind to work for more hours.

Strongly

agree

Agree Undecide

d

Disagre

e

Strongly

disagree

15 40 0 10 0

23% 62% 0% 15% 0%

It is analyzed from the above question that 85% of

employees of OHPC have given mixed responses where as 15% of

employees disagree to work for more hours. It shows that maximum

workforces are keen to devote more hours in their respective areas.

4. You are satisfied with work environment.

Strongly

agree


e

Strongly

disagree

0 35 5 20 5

0% 54% 8% 30% 8%

From the given responses, it is analyzed that nearly 54% of employee are

agree with existing work environment of OHPC. But 8% of employees do notgiven any answer and 38% of employees do not like it. It shows that 54% of

employees are satisfied with their work environment and others are not.

5. Your working hours are too long.


51/63

Strongly

agree


e

Strongly

disagree

0 10 5 50 0

0% 15% 8% 77% 0%

By analysis it is seen that 77% of employees of OHPC completely disagree

with this. But 8% of employees do not give any answer and 15% of

employees are agree with this.

6. Your job is repetitive and lacks in variety.

Strongly

agree

Agree Undecide

d

Disagre

e

Strongly

disagree

15 20 10 20 0

23% 31% 15% 31% 0%

It is analyzed from the above question that 54% of employees agree that

their job has no variety. But 15% of employees do not give answer and 31%

of employees of OHPC are disagree to this.

7. You have good relationship with your colleagues.

Strongly

agree


e

Strongly

disagree

35 30 0 0 0

54% 46% 0% 0% 0%


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From the above data it is analyzed nearly 54% of employees are strongly

agree with this, and 46% of employee are agree with this. It shows that

employees of OHPC have strong interpersonal relationship.

8. You want to switchover from your current job for more salary.

Strongly

agree


e

Strongly

disagree

5 35 5 20 0

8% 54% 8% 30% 0%

By analyzing the above responses, it is found that almost 62% of employees

of OHPC like to switchover the job, if they are given more than current.

However 30% of employees show their unwilling to switchover and 8% of

employees are unable to decide. It shows that the 30% of employees of

OHPC are satisfied with their current salary structure which can be avoided

through some measure.

9. You are satisfied with the salary & incentives offered by OHPC.

Strongly

agree


e

Strongly

disagree

0 40 5 20 0

0% 62% 8% 30% 0%

Analyzing the above data, it is found that almost 62% of employees of OHPC

shows positive response to it. Where as 8% of employee do not give any

responses and 30% of employees give negative responses. It shows that

OHPC provides better incentives and salary to the employee.

10.You are satisfied with the welfare measures provided by OHPC.


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Strongly

angry

Agree Undecide

d

Disagre

e

Strongly

disagree

5 35 10 15 0

8% 54% 15% 23% 0%

By analyzing the above data, it is cleared that nearly 62% of employees of

OHPC are satisfied with the current welfare measures provided by OHPC and

rest 23% are not satisfied.

11.You feel training can play a decisive role in improving jobsatisfaction.

Strongly

agree

Agree Undecide

d

Disagre

e

Strongly

disagree

15 40 0 10 0

23% 62% 0% 15% 0%

By analyzing the above data it is found that, 85% of employees of OHPC are

support this statement. That means by training the job satisfaction level

improve. And rest 15% of employees do not agree with this statement.

12.You are satisfied with the training provided by your company.

Strongly

agree


e

Strongly

disagree

0 25 5 35 0

0% 39% 7% 54% 0%


54/63

By analyzing the above data, it is found that almost 54% of employees of

OHPC are not satisfied with the existing training facility in OHPC, where as

39% of employees are satisfied and 7% of employee are not decided about

usefulness of training. So ,it shows that maximum of employee are notsatisfied with the training provided by OHPC. So the organization take an

attempt to improved its training plan.

13.You are proud of your organization.

It is analyzed from the above data that nearly 77% of employees of

OHPC feel proud for their organization, while 15% of employee do not give

any answer and 8% of employee are not in favor of it which is very nominal.

In order to make the employee to feel proud about the organization, it has to

work on every aspect or it has to satisfy the needs of the employee.

14.Promotion prospect in your organization is fair.

Strongly

agree

Agree Undecide

d

Disagre

e

Strongly

disagree

Strongly

agree

Agree Undecide

d

Disagr

ee

Strongly

disagree

20 30 10 5 0

31% 46% 15% 8% 0%


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0 30 0 10 25

0% 46% 0% 15% 39%

By analyzing the above data, it is found that 46% of employee of OHPC

agree that promotion procedure in their organization is fair. Where as 54% of

employee totally disagree it. It shows that below 50% of employees are

satisfy in existing appraisal system. It will indicate the OHPC to put effort to

make the appraisal system effective.

15.You get the chance to do different things from time to time.

Strongly

agree

Agree Undecide

d

Disagre

e

Strongly

disagree

0 45 10 10 0

0% 70% 15% 15% 0%

From the above data, it is clear that 70% of employee of OHPC are getting

chance to do different thing from time to time. But 15% of employees totally

disagree to it & 15% of employee do not give any answer. It shows that the

company is having a culture of spiral growth of every individual which is a

positive aspect of the OHPC.

16.You are satisfied with being able to do your own job independently.

Strongly

agree

Agre

e

Undecided Disagre

e

Strongly

disagree

10 50 0 5 0

15% 77% 0% 8% 0%


56/63

By analyzing the above responses, it is found out that 92% of employees of

OHPC are satisfied to do their own job independently. However 8% of

employees like to do works with other. It shows that nearly most of the

employees are getting chance to do their work independently. That mean

freedom part is there in OHPC to do the job.

17.The organization provides opportunity for enrichment of the

employees.

Strongly

agree

Agree Undecide

d

Disagre

e

Strongly

disagree

5 30 5 25 0

7% 46% 8% 39% 0%

It is analyzed from the above proposition that 53% of employees of OHPC are

totally agree to it. Where as 39% of employee are disagree to this statement.

It shows that OHPC is providing the extra facilities in terms of education,

extra training to enrich the knowledge, apart from the schedule training

module held by company.

18.The medical facility provided in your organization is satisfactory.

Strongly

agree

Agree Undecided Disagree Strongly

disagree

15 45 0 5 0

23% 70% 0% 7 % 0%


57/63

By analyzing the above data, it is observed that 93% of employees of OHPC

are satisfied with the medical facility. However 7% 0f employees of OHPC are

not satisfied with this facility. It show that OHPC has provided better medical

facilities to the employee.

19.You get the chance to do something that means use of your abilities.

Strongly

agree

Agre

e

Undecided Disagree Strongly

disagree

0 45 5 10 5

0% 70% 8% 15% 7%

From the above proposition it is found out that 70% of employees of OHPC

are agree to this statement, while 22% of employees disagree to it and 8%

of employee remain silent about it. It shows that the individual has the ability

to make use of their own abilities.

20.You agree with way company policies are put into practice.

Strongly

agree

Agre

e

Undecide

d

Disagre

e

Strongly

disagree

0 35 10 20 0

0% 55% 15% 30% 0%


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By analyzing the above responses, it is observed that 55% of employees of

OHPC agree the way company policies are put into practice. But 30% of

employees are not in favor of it and 15% of employee could not give any

remark. It implied that OHPC should give more emphasis on making policies

which is seems to be fast & foremost task.


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FINDINGS

The employees get maximum satisfaction by doing their job

independently.

The salary of the employees are satisfactory. If the organization will pay overtime then they will not hesitate to work

for more hours.

Whatever experience in the organization the employee might have,

training is always needed.

The reward system for the employee is not satisfactory.

The employees will leave the organization if they will get hefty amount

of money in another organization.

The welfare measure provided by the company are satisfactory. All Employee are not satisfied with their work environment.


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SUGGESTION

Reward schemes should be introduced in this system to increase

competitiveness among individuals and to motivate the employees.

Benefits and remuneration paid should be higher to satisfy the needs

and wants of the employees.

More independence should be provided to the employees during their

work. They should have greater role in taking decisions.

Training is always needed by the employees whether it is a formal

training or on the

job training.

Make appraisal system more effective. The management should ensure that the benefits not only be put on

paper but also should be practiced so that the employees be satisfied

& be motivated to work.


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CONCLUSION

Job satisfaction, remuneration, growth and welfare facilities being

provided by the OHPC can be truly measured by the level of

satisfaction being felt by their employees.

Survey analysis and data interpretation have proved to be a yardstick

in the process of measurement of the degree of satisfaction.

The entire project has showed that the employees of this organizationare fully satisfied with the welfare scheme.

The employees of the OHPC are fully satisfied by the following facilitiesbeing extended to them such as educational assistance for their

children, higher education, holiday, homes and holiday resorts, the

housing facilities, retirement benefits and the proper utilization of

funds and their working to meet emergency requirement of the

employees.

However a greater degree of effort is needed on the part of themanagement to provide benefits to the employees such as

entertainment and recreation facilities, for individual employees.

Moreover the employees are satisfied with the way of the company

policies are put into practice.

Therefore to conclude it can be said that OHPC needs to extend itsproper remuneration, growth, welfare schemes and benefits to a little

extent so that it can ensure greater satisfaction and efficiency for its

employees to reap greater rewards & profits.


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ANNEXURE


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BIBLIOGRAPHY

Dr. C.B.Gupta, Human Resource Management, published by Sultan

Chand & Sons, New Delhi, 2002.

Subbarao, P. Human Resource Management.

Human Resource Management by V S P Rao.

From web site:

www.OHPC.com

www.google.com

www.Answer.com
http://www.ohpc.com/http://www.ohpc.com/

Documents

Subha's Project Repaired)