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A

RESEARCH PROJECT REPORT

ON

A CASE STUDY OF JOB SATISFACTION AMONG HCL

EMPLOYEES

SUBMITTED IN

PARTIAL FULLFILLMENT OF REQUIREMENT

OF DEGREE IN BACHELOR

OF BUSINESS ADMINSTRATION (BBA)

(SESSION 2009-12)

UNDER THE SUPERVISION OF:

SUBMITTED BY:

MRS. NAMRATA ANAND RAVNEET KAUR

LECTURER, MMIM, MMU ROLL NO. 1209039

MM INSTITUTE OF MANAGEMENT

MAHARISHI MARKANDESHWAR UNIVERSITY,

MULLANA (AMBALA) HARYANA-133207

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DECLARATION

I here by declare that the project report titled a case study of job

satisfaction among HCL employees submitted in partial fulfillment of

the requirements of the degree of Bachelor of Business Administration to

Maharishi Markandeshwar University, Mullana, India, is my original work

and not submitted for the award of any other degree, diploma, fellowship, or

any other similar title or prizes.

Place:

Date:

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CERTIFICATE

Certified that the research project entitled a detailed study of the

job satisfaction of employees in HCL is an original piece of

work done by Miss Ravneet Kaur Roll No 1209039 during the

period of her study under my guidance for the award of the degree

of Bachelor of Business Administration (BBA).

Mrs Namrata Anand

(LECTURER)

MMIM, M M UNIVERSITY

MULLANA, AMBALA

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ACKNOWLEDGEMENT

I take this opportunity to bestow my gratitude to all who helped me during

the course of the project for their aspiring guidance, invaluably constructive

criticism and kind advice throughout the project work. I am sincerely

grateful to them for sharing their sincere and illuminating views on a number

of issues related to the project.

I express my heartfelt thanks to Ms. Namrata Anand for her support &

guidance and all staff and my friends who helped me in completing this

report.

Ravneet Kaur

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5

Chapter no. CONTENTS Page no.

I DECLARATION 02

II CERTIFICATE 03

III ACKNOWLEDGEMENT 04

IV EXECUTIVE SUMMARY 06-07

1. INTRODUCTION 08

1.1 INTRODUCTION OF THE TOPIC 09-21

1.2 COMPANY PROFILE22-38

2. REVIEW OF LITERATURE 39-43

3. RESEARCH METHODOLOGY 44-45

3.1 Selection of the Topic 46

3.2 Objective of The Study 46

3.3 Nature of The Study 47

3.4 Sampling Procedure And Design 48

3.5 Method of Data Collection 49

3.6 Analysis And Interpretation of Data 50

3.7 Scope of The Study 51

3.8 Significance of The Study 51

3.9 Limitation of The Study 52

4. ANALYSIS AND INTERPRETATION 53-73

5. FINDING AND CONCLUSIONS 74-76

6. SUGGESTION AND RECOMMENDATIONS 77-79

7. ANNEXTURE 80

7.1 QUESTIONAIRE 81-83

7.2 BIBLIOGRAPHY 84


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EXECUTIVE SUMMARY

Companies have three responsibilities, to make a profit, to satisfy

employees and to be socially responsible - Peter Drucker.

As we go by the above thought of management thinker Peter Drucker we

come to know that how vital is employee satisfaction to todays business

world. This project A Detailed Study Of Job Satisfaction Among The

Employee In HCL is used to describe whether employees are happy ,

contented and fulfilling their desires and needs at work. Many measures

purport that employee satisfaction is a factor in employee motivation,

employee goal achievement, and positive employee morale in the workplace.

Factors contributing to employee satisfaction include treating employees

with respect, providing regular employee recognition, empowering

employees, offering above industry-average benefits and compensation,

providing employee perks and company activities, and positive management

within a success framework of goals, measurements, and expectations.

Measures taken by management help in keeping the morale and motivation

of the employees high so as to keep them satisfied and retain them for longer

duration. The measures need not be in monetary terms only but in any

kind/forms.

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This survey conducted on the employees helps to encourage the human

problems to be brought out and gives an opportunity to the employees to

express their feelings, fears, doubts and dissatisfaction. Management can

learn what the employee think about their respective jobs and how much

satisfied are they.

The aim of this project was to study the views of employees keeping in view

various factors i.e. organizational and personal factors of employees working

at HCL LEARNING.

Under this research topic it was to study the existing organization structure

and satisfaction level of employees and suggesting the improvement

accordingly. The collection of information involved conducting survey from

the employees ofHindustan Computers Limited LEARNING.

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CHAPTER-1

INTRODUCTION

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INTRODUCTION OF THE TOPIC:-

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

extent that a person's job fulfills his dominant needs and is consistent with

his expectation and 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, morale and attitudes.

Motivation refers to the willingness to work. Satisfaction, on the other hand,

implies a positive emotional state. Morale implies a general attitude towards

work and working environment.

The following definitions can be quoted on job satisfaction: -

"Job satisfaction is the combination of psychology, physiological and

environmental circumstances that causes a person to truthfully say, "I am

satisfied with my job." Hop pock (1935)

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DIMENSIONS OF JOB SATISFACTION

Job satisfaction iscomplex concept and difficult to measure objectively. The

level of job satisfaction is affected by a wide range of variables relating to

individual, social, cultural, organizational and environmental factors which

are as follows: -

Individual factors: - Personality, education, intelligence and abilities, age,

marital status, orientation to work.

Social factors: - Relationships with co-workers, group working and norms,

opportunities for interaction, informal relations, etc.

Cultural factors: - Attitudes, beliefs and values.

Organizational factors: - Nature and size, formal structure, personnel

policies and procedures, individual relations, nature of work, technology and

work organization, supervision and style of leadership, management

systems, working conditions.

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ENVIRONMENTAL FACTORS:-

(1) Nature of job: - Nature of job determines job

satisfaction, which is in the ENVIRONMENTAL

FACTORS

form of occupational level and job content.

(a) Occupational level: - The higher the level of jobs in organizational

hierarchy the greater the satisfaction of the individual. This is because

positions at higher levels are generally better paid, more challenging and

provides greater freedom of operation..

(b) Job content: - Herzberg suggested that job in term of achievement,

recognition, advancement, responsibility and the work itself tend to provide

satisfaction but their absence does not cause dissatisfaction

(2) Company and administrative policies: - An organization's policies can be

a great source of frustration for employees if their policies are unclear or

unnecessary or if not everyone is required to follow them.

(3) Nature of supervision: - The type of supervision affects job satisfaction

as in each type of supervision, the degree of importance attach to individual

varies. The employees-oriented supervisory style enhances job satisfaction

as the ladder looks after subordinates carefully, display friendships, respect

and warmth etc., towards them.

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(4) Working conditions: - Working conditions, particularly physical work

environment, in which people work like conditions of work place associated

facilities for performing the job has a tremendous effect on their level of

pride for themselves and for the working they are doing

(5) Salary and Rewards: - An economic reward plays a significant role in

influencing job satisfaction. This is because of two reasons: -

Firstly, money is an important instrument in fulfilling one's needs; and

Secondly, employees often see pay as a reflection of management's

concern for them. Employees want a wage pay system, which is

simple, fare and line with their expectation.

(6) Opportunities for promotion: - Promotional opportunities affect job

satisfaction considerably. The desire for promotion is generally strong

among higher level employees as it involves change in job content, pay,

responsibilities, autonomy, status and the like

(7) Nature of work group: - Individuals work in-group either created

formally or they develop on their own to seek emotional satisfaction at the

work place. To the extent such groups are cohesive; the degree of

satisfaction is high

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(8) Employee morale: - If the employee morale in an organization is higher,

satisfaction with job is likely to be higher and vice-versa. The workers will

be loyal to the organization if their moral will be higher

(9) Work itself: - Perhaps most important to employee motivation is helping

individual believe that the work they are doing is important and their task are

meaningful. The company should emphasize that their contribution to the

organization results in positive outcomes.

(10) Recognition: -Individuals at all level of ted for their achievements on

the job.

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PERSONAL FACTORS

Personal factors exercise a significant influence on job satisfaction. The

main elements of personal factors are given below: -

(1) Age: - Some research studies reveal a positive correlation between age

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

satisfied probably because they have adjusted with their job conditions.

(2) Sex: - One study revealed that women are less satisfied than men due to

fewer job opportunities for female. But female workers may be more

satisfied due to their lower occupational aspirations.

(3) Education level: - Generally more educated employee tend to be less

satisfied with their jobs probably due to their higher job aspirations.

However, research does not yield conclusive relationship between two

variables.

(4) Marital Status: - The general impression is that married employees and

employees having more dependent tend to be more dissatisfied due to their

greater responsibilities.

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MEASURES TO IMPROVE JOB SATISFACTION

Job satisfaction plays a significant role in the organization. Therefore,

managers should take concrete steps to improve the level of job satisfaction.

These steps may be in the form of: -

job redesigning to make the job more interesting and

challenging,

improving quality of work life,

linking rewards with performance and

improving organizational climate.

Harrell points out that management may take several measures to increase

job satisfaction. He suggested measures to improve job satisfaction with

regards to several factors: -

Personal factors

Factors inherent in the job

Factors controllable by management

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THEORIES OF JOB SATISFACTION

The main theoretical approaches of job satisfaction are as follows: -

1. Need Fulfillment Theory

2. Equity Theory

3. Two Factor Theory

4. Discrepancy Theory

5. Equity Discrepancy Theory

6. Social Reference Group Theory

1. Need Fulfillment Theory: - According to this theory a person is

satisfied when he gets from his job what he wants. The more he wants

something or the more important it is to him, the more satisfied he is

when he receives it. According toR.H. Schaffer,job satisfaction will

vary directly with the extent to which those need of an individual which

can be satisfied are actually satisfied.

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2. Equity Theory: - Under this theory, it is believed that a persons job

satisfaction depends upon his perceived equity as determined by his

input-output balance in comparison with the input-output balance of

others.

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EQUITY THEORY OF JOB SATISFACTION

3. Two Factor Theory: - Frederick Herzberg and his colleagues

developed the two-factor theory. According to this theory satisfaction

and dissatisfaction are interdependent of each other and exist on a

separate continuum.

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Perceivedpersonalinputs

Perceived

outcomes

actuallyreceived

A

A=B

SatisfactionABGuiltDiscomfort

Perceivedinputs ofcomparisonothers

Perceivedoutcomes ofcomparisonothers

Perceivedpersonal

outcomesthat shouldbe received

B


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4. Discrepancy theory : - According to this theory job satisfaction

depends upon what a person actually receives from his job and what

he expects to receive. When the rewards actually received are less

than the expected rewards it causes dissatisfaction

DISCREPANCY APPROACH TO JOB SATISFACTION

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Perceivedoutcomesreceived

B

A=BPerceived

satisfactionA>B

Dissatisfaction

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5. Equity Discrepancy Theory: - This is a combination of equity and

discrepancy theories. Lawlerhas adopted the difference approach of

discrepancy theory rather than the ratio approach of equity theory.

EQUITY DISCREPANCY THEORY OF JOB SATISFACTION

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Perecivedpersonal jobinputs

Perceivedinput andoutcomes ofdifferentgroups

Perceived

amountreceived

Perceived amountthat should bereceived

A = B SatisfactionA > BDissatisfactionA < B Guilt inequity

discomfort

PerceivedOutcomes ofdifferent groups

Actual outcomesreceived

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AIMS OF A JOB SATISFACTION STUDY

1. It gives management an indication of general levels of satisfaction

in a company. Surveys also indicate specific areas of satisfaction or

dissatisfaction as compared to employee services and particular

group or employees.

2. It leads to valuable communication brought by a job satisfaction

survey. Communication flows in all directions as people plan the

survey, take it and discuss the results. Upward communication is

especially fruitful when employees are encouraged to comment

about what they really have in their minds instead of merely

answering questions about topics important to management.

3. As a survey is a safety value, an emotional release, a chance to

things get off. The survey is a tangible expression of managements

interest in employee welfare, which gives employees a reason to

feel better toward management.

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4. Job satisfaction surveys are a useful way to determine certain training

needs. Job satisfaction surveys have been found to be useful in determining

needs of various levels of supervisors in different functions.

5. Job satisfaction survey are useful for identifying problems that may arise.

Job satisfaction significantly contributes to employee productivity and

morale. An industrial organization can be substantially benefited if it cares

to develop general individual attitudes in its personnel that can effectively

contribute to job satisfaction. If an organization appropriately discovers

attitudes on factors related to the job, it can take necessary steps to prevent

bad situations and thereby improve the job satisfaction of its employees.

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COMPANY PROFILE:

Computers and Information Technology - Industry Overview

Information science is the science that investigates the properties and

behaviors of information, the forces governing the flow of information, and

the means of processing information for optimum accessibility and usability.

The field is derived from those related to mathematics, logic, linguistic,

psychology, computer technology, graphic arts, management and other fields.

A nations development potential depends upon its ability to

continuously educate its population and its ability to create armies if skilled

manpower. In particular, use of Information Technology (IT) in acquiring

knowledge and skill has become an essential element in education and

training. These IT elements in the educational process have magical effects.

Higher education without the support of IT makes the lives of learner and

teachers equally difficult. A nations intellectual strength depends upon IT

support. The use of computing and communication technology to enhance the

efficacy of transaction and productivity is the driving force in this new era of

social and economic transformation in the new society called InformationSociety.

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A strong IT structure can give an institution a competitive advantage for the

best students and faculty and an advantage in competition for absorbing

external research and grants to execute studies, research etc. in a short time

and with great resolution.

IT with reference to TECHNOLOGY IN EDUCATION encompasses one or

more of the following:

Vocational training tools, such as CBT (Computer Based

Training), CAD (Computer Aided Design), etc.

Computer and computer-based systems for instructional delivery

and management, e.g. CAI (Computer Aided Instructions) etc.

Internet/web based education e.g. not only educational

information with text, graphics but also courses are offered by

various web sites.

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LEADERSHIP @ HCL

Shiv NadarFounder - HCL, and,

Chairman & Chief Strategy Officer- HCL Technologies

At a time when India had a total of 250 computers, Shiv Nadar led a young

team which passionately believed in and bet on the growth of the IT

industry. That vision in 1976, born out of a Delhi "barsaati", akin to a garage

start-up, has resulted 3 decades later in a $5 billion global transformational

technology enterprise today.

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Ajay Chowdhry

Founder - HCL, and,

Chairman & CEO- HCL Infosystems

An engineer by training, Ajay Chowdhry is one of the six founder members

of HCL, India's leading Technology and IT Enterprise. HCL, India's original

IT garage start-up founded in 1976, is today a US$ 5 billion Global

Enterprise. Ajay took over the reins of HCL Infosystems, the flagship

company of the group, as President and CEO in 1994. He was appointed the

Chairman of HCL Infosystems in November 1999. The credit of setting up

HCL's overseas operations, starting with Singapore in 1980 goes to him.

During this tenure he extensively covered South Asian Markets including

Malaysia, Thailand, Hong Kong, Indonesia, and the People's Republic of

China, expanding business operations, which paved the way towards

enhancing HCL's core competencies in bringing the best internationaltechnologies to the domestic market.

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Vineet NayarCEO - HCL Technologies

Vineet Nayar is chief executive officer and whole time board director of

HCL Technologies, Ltd., (HCLT), one of the worlds fastest-growing

information technology services company with 55,000 employees spread

across 26 countries and one that has become recognized around the world

for its innovative management practices. IT services and solutions, ensuring

customer engagement around the cornerstones of trust, transparency &

transformation and empowering HCLites through the Employee First

CustomerSecond (EFCS) philosophy. Vineet joined HCL in 1985 after earning

his MBA from XLRI, one of the leading business management schools in

Asia. In 1993, he started his own company, Comnet, where he pioneered

many of the innovative management practices like EFCS which is now

taught as a case study at Harvard Business School.

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Koushik Chatterjee

Head - LEARNING

At HCL, the concept of people-empowerment has been our guiding

force through an eventful journey of over three decades having made

HCL a $5.1 billion global conglomerate. HCL has played a pioneering

role in creating and transforming the IT& IT Enabled Services

Industry in India and abroad, across areas of hardware, networking

solutions, distribution, infrastructure management, product

engineering, managed services, software development and BPO

services. This has equipped us to create and deliver appropriate

content for industry-led training programs.

The global economic order is set to change again placing fresh

demands on individuals and organizations alike. It is now more than

ever before, that we need to re-invent ourselves in terms of ability

and performance. This is the time to build upon a fresh set of

competencies that the market place can value and deploy.

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.

VISION:

"Together we create the enterprises of tomorrow".

MISSION:

"To provide world-class information technology solutions and services

in order to enable our customers to serve their customers better".

OUR OBJECTIVE:

"To fuel initiative and foster activity by allowing individuals freedom of

action and innovation in attaining defined objectives."

CORE VALUES:

1.We shall uphold the dignity of the individual.

2. We shall honor all commitments.

3. We shall be committed to Quality, Innovation and Growth in

every Endeavour.

4. We shall be responsible corporate citizens.

As the fountainhead of the most significant pursuit of human mind

(IT), HCL strongly believes, "Only a Leader can transform you into

a Leader". HCL LEARNING is a formalization of this experience and

credo which has been perfected over three decades

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HCL ENTERPRISES

HISTORY AND MILESTONES

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PARTNERSHIPS

HCL has always prided itself on its partnership engagements.

Partner models are also evolving in the technology industry. HCL has also

enhanced its relationships with partners and is creating a variety of

innovative partnership models, with various approaches to risk-reward

sharing. Some of the notable partner engagements:

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PRODUCTS

HCL Edge

Interview Skills, Mocks, Comm. Skill sessions, Finishing School.

Special session on Stress Management.

Educational Trip to HCL manufacturing Plant on Approval.

HCL Technology and Intellectual Books.

Self - Asset Management System/ Quality Testing before

Placement Assistance

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Placement Assistance.

Infrastructure sharing @ 15% with the college.

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HCL LEARNING ADVANTAGE

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PARTIAL LIST OF CUSTOMERS

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HCL GLOBAL EDUCATION PARTNERS

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CHAPTER-240


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REVIEW OF

LITERATURE

REVIEW OF LITERATURE:

C.B. Gupta explains that Job Satisfaction is the end

feeling of a person after performing a particular task. When the job of a

person fulfills his dominant needs and is consistent with his expectation and

values, then he feels that the job will be satisfying. The feeling would be

positive or negative depending upon whether need is satisfied. Job

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satisfaction is different from motivation and morale. Motivation refers to the

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

emotional state. Morale implies a general attitude towards work and work

environment. Job satisfaction is an individual feeling . Thus, job satisfaction

is an employees general attitude towards his job.

T.N. Chhabra explains that Job Satisfaction is the amount of overall

positive effect or feelings that individuals have towards their jobs. It is the

amount of pleasure or contentment associated with the job. If you like your

job intensely, you will experience high job satisfaction . Level of the job

satisfaction is affected by a wide range of factors:-

1. Individual factors

2. Social factors

3. Cultural factors

4. Organizational structures

5. Environmental factors

ARTICLE-4-YOU: In this article, Kadence Buchanan explains that the Job

satisfaction is a complex and multifaceted concept, which can mean different

things to different people. "Job satisfaction is more an attitude, an internal

state. It could, for example, be associated with a personal feeling of

achievement, either quantitative or qualitative." In recent years attention to

job satisfaction has become more closely associated with broader approaches

to improved job design and work organization, and the quality of working

life movement.

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Larry J. Williams and Stella E. Anderson

In the article Job Satisfaction and Organizational Commitment as

Predictors of Organizational Citizenship and In-Role Behaviors writerexplains that organizational citizenship behavior (OCB) research(a) has not

demonstrated that extra-role behaviors can be distinguishedempirically from

in-role activities, and (b) has not examinedthe relative contributions of

components ofjob satisfactionand organizational commitment to the

performance of OCBs. Factoranalysis of survey data from 127 employees'

supervisors supportedthe distinction between in-role behaviors and two

forms of OCBs.Hierarchical regression analysis found two job cognitions

variables(intrinsic and extrinsic) to be differentially related to thetwo types

OCBs, but affective variables and organizational commitmentwere not

significant predictors. The link between the presentfindings and previous

research is discussed, as are directionsfor future research.

Teresa M. Amabile and Steven J. Kramer,

describe the article as "the firstcomprehensive look at what employees are thinking and feeling as they go

about their work, why it matters, and how managers can use this information

to improve job performance." The article is interesting in that it looks

specifically at what type of management behavior motivates employees. In

fact, the single greatest contributor to employee motivation and job

satisfaction was the ability to accomplish something in the job. A company

that can talk about how they help their employees accomplish their goals -

and also how they reward those accomplishments - can use the prospect of

greater job satisfaction as a recruiting tool and a competitive differentiator.

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Lynn McFarlane Shore and Harry J. Martin

In the articleJob Satisfaction and Organizational Commitment in

Relation to Work Performance and Turnover Intentionsthe writer

explains that Job satisfaction wasrelated more strongly than organizational

commitment with supervisory ratings of performance for bothsamples. The

findings suggest that specificjob attitudes are more closely associated with

task-relatedout-comes such as performance ratings, whereasglobal

organizational attitudes are more closely associated with organization-

related outcomes liketurnover intentions.

In the articleJob satisfaction over salary for Indians,Indian

employees, says a study, look to leadership, job satisfaction, communication,

teamwork and work environment as the top five commitment drivers for

them.While Indians do recognise that pay is linked to the company's

performance, they are not satisfied with their pay or benefits alone.

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Job satisfaction in hutchinson encyclopedia explains

that job satisfaction is a Degree of pleasure an individual derives from

their work. Job satisfaction is difficult to define or measure.

Organizational psychologists have studied the relationship between job

satisfaction and performance, as well as the factors that constitute job

satisfaction. However, the link between satisfaction and performance

remains elusive. Lack of job satisfaction may lead to a demotivated

workforce, absenteeism , and high staff turnover.

IRVINE, DIANE M.; EVANS, MARTIN G.

In the articleJob Satisfaction and Turnover Among Nurses:

Integrating Research Findings Across Studies the writer explains that a

meta-analytic study investigated the causal relationships among job

satisfaction, behavioral intentions, and nurse turnover behavior.

CHAPTER 3

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RESEARCH

METHODOLOGY

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According to Clifford Woody, "research comprises defining and redefining

problems, formulating hypothesis or suggested solutions; collecting,

organizing and evaluating data, making deductions and reaching conclusion;

and at least carefully testing the conclusions to determine whether they fit

the formulating hypothesis."

Research methodology is the way to systematically solve the research

problem. It is the process through which the researcher acquaints himself to

the problem and then he draws a step-by-step outline of how to solve the

problem. The following methodology has been used in this research study of

finding out the level of job satisfaction among the employees with in the

organization.

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3.1 SELECTION OF THE TOPIC:-

The basic approach in this project would be to understand the present level of satisfaction

among the employees working in HCL LEARNING. For this purpose survey would be

conducted amongst employees to evaluate and know their views about various

determinants of job satisfaction i.e. kind of job, salary, managers, supervisors, work group

etc

3.2OBJECTIVES OF THE STUDY

The objective of this project is to gauge the satisfaction level of employeesin respect of their work, supervisors, managers, work group and other

benefits. This measurement will further be used to study the relationship

between the personal factors of the employeeThe following are the objectives of the present study.

To determine the level of satisfaction of the respondents regarding

their job.

To study the various factors influencing job satisfaction.

To study the relationship between the personal factors of the

employee (Income, Designation, Educational qualification, Gender,

etc.,)

To analyze the companys working environment.

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3.3 NATURE OF THE STUDY

Job satisfaction describes how content an individual is with his or her job.

The happier people are within their job, the more satisfied they are said to

be. Logic would dictate that the most satisfied (happy) workers should be

the best performers and vice versa. This is called the "happy worker"

hypothesis.[1] However, this hypothesis is not well supported, as job

satisfaction is not the same as motivation oraptitude, although they may be

clearly linked. A primary influence on job satisfaction is the application of

Job design,which aims to enhance job satisfaction and performance using

methods such as job rotation, job enlargement, job enrichment and job re-

engineering. Other influences on satisfaction include management styles and

culture, employee involvement, empowerment, and autonomous work

position. Job satisfaction is a very important attribute and is frequently

measured by organizations. The most common technique for measurement is

the use of rating scales where employees report their thoughts and reactions

to their jobs. Questions can relate to rates of pay, work responsibilities,

variety of tasks, promotional opportunities, the work itself, and co-workers.

Some examinations present yes-or-no questions while others ask to rate

satisfaction using a 1-to-5 scale, where 1 represents "not at all satisfied" and

5 represents "extremely satisfied."

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http://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Job_satisfaction#cite_note-Stahl-0http://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Job_satisfaction#cite_note-Stahl-0http://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichment


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3.4 SAMPLING PROCEDURE AND DESIGN

Sampling is used to collect primary data when the source of data is far

too many to be exhausting handled. Sampling is an integral part of data

collection process.

The way of selecting a sample is known as sample design. A

sample design is a definite plan for obtaining a sample from a given

population. Sample design may as well lay down the number of items to be

included in the sample i.e., the size of the sample. Sample design is

determined before data are collected.

Types of Sampling Design

Sampling design is of two types: -

1. Probability Sampling

2. Non-Probability Sampling

In this survey I have used Non-Random Sampling or mere

specifically Convenience Sampling as the incumbents were approached as

per their ease and availability.

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3.5METHODS OF DATA COLLECTION

DATA COLLECTION

For any study there must be data for analysis purpose. Without data there is

no means of study. Data collection plays an important role in any study. It

can be collected from various sources. I have collected the data from two

sources which are given below:

1. Primary Data

Information from Questionnaire Method

2. Secondary Data

Published Sources such as Journals.

Unpublished Sources such as Company Internal reports prepare by themgiven to their analyst & trainees for investigation.

Websites like hclLearning.com official site, some other sites are alsosearched to find data.

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3.6 ANALYSIS AND INTERPRETATION OF DATA

Analysis of data is a process of inspecting, cleaning, transforming, and

modeling data with the goal of highlighting useful information, suggesting

conclusions, and supporting decision making. Data analysis has multiple

facets and approaches, encompassing diverse techniques under a variety of

names, in different business, science, and social science domains.

All the information collected were first transferred to master table which

facilitated the transfer of data in desired form in data analysis and

interpretation.

Sample Size:-

Sample size refers to the number of respondents targets for collecting the

data for researcher.

Questionnaire were got filled by 20 employees of HCL LEARNING,CHANDIGARH.The questionnaire was filled in the office and vital information was collectedwhich was then subjects to:-

After completion of survey the data was analyzed and conclusion wasdrawn.

At the end all information was compiled to give meaningful results.

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3.7 SCOPE OF THE STUDY

The scope of this study is to understand the satisfaction of employees

working in Chandigarh branch of HCL. The study is useful to the HCL

LEARNING management to know the level of satisfaction and needs of the

employees.

The study focuses on the employees working in HCL LEARNING

Chandigarh and also on trainer and managers working at sector 34-A which

is under the company. It includes all the department of HCL LEARNING

Chandigarh from where employees and managers are included.

3.8 SIGNIFICANCE OF THE STUDY

The significance to the study of job satisfaction levels is very important for

the executives. Job satisfaction study is important and can be understood as

they answer the following questions: -

1. Is there room for improvement?

2. Who is relatively more dissatisfied?

3. What contributes to the employee satisfaction?

4. What are the effects of negative employee attitudes?

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3.9 LIMITATION OF THE STUDY:-

However I shall try my best in collecting the relevant informationfor my research report, yet there are always some problems faced by theresearcher. The prime difficulties which I face in collection of informationare discussed below:-

1. Lack of resources:

Lack of time and other resources as it was not possible to conduct survey atlarge level. There was a fear of reprisal among the employees to reveal their

personal feelings and the result may not reflect the actual satisfactions

2. Small no. of respondents:

Only 20 employees have been chosen which is a small number, to representwhole of the population.

3. Unwillingness of respondents:

While collection of the data many consumers were unwilling to fill the

questionnaire. Respondents were having a feeling of wastage of time for

them. Some respondents hesitated to give the actual situation; they feared that

management would take any action against them.

4. Small area for research:The area for study was LEARNING, which is quite a small area to judge jobsatisfaction level.

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CHAPTER 4

Analysis & Interpretation

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1. I am satisfied with my salary.

Interpretation:As per the above analysis of job satisfaction level 10% employees arestrongly dissatisfied, 30% are neutral, 40% are satisfied and 20% are

strongly satisfied. Now to improve job Satisfaction, the company mustimprove motivation level of its employees, provide them with monetary aswell as non-Monetary incentives.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

Strongly

dissatisfied

dissatisfied Neutral Satisfied Strongly

satisfied

Series1

Series2


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2. My job/task is motivating and challenging

StronglyDisagree Disagree Neutral Strongly agree Agree

10% 0 30% 40% 20%

As per the above analysis of employee satisfaction, it can be interpretedthat10% employees are strongly disagree with their job because they feelthat their job is not motivating & challenging, and 30% neutral, 40%stronglyagree, 20% agree. So company should make the job more challenging so thatthe employee can enjoy his work.

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0

0.05

0.1

0.15

0.20.25

0.3

0.35

0.4

0.45

Strongly

Disagree

Disagree Neutral Agree Strongly

agree

Series1Series2


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3. My Job description is well-defined

StronglyDisagree

Disagree Neutral Agree Strongly Agree

5% 5% 20% 60% 10%

As per the above chart indicates that most of the employees are agree withtheir job description, 5% are strongly disagree, 5% are disagree, 20% are

neutral.

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0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

Strongly

Disagree


agree

Series1

Series2


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4. I have job security.

StronglyDisagree


15% 15% 30% 30% 10%

As par the above analysis, 15% employees are strongly disagree with theirjob security, 15% are disagree, 30% are neutral, 30% are agree & 10% arestrongly agree. So the company must provide the job security. Like the

perpetual existence of company makes them secure about their job.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

Strongly

Disagree


Agree

Series1

Series2


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5. My working conditions of the job are favorable.

StronglyDisagree

Disagree Neutral Agree StronglyAgree

10% 10% 30% 25% 25%

As per the above graph, most of the employees are neutral regarding theworking conditions of their job. So the company should improve theworking conditions like workload etc.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

Strongly

Disagree


Agree

Series1

Series2


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6. My work is fairly distributed in my work group

StronglyDisagree


15% 10% 35% 30% 10%

So the company on a very fair basis should provide the work to eachemployee. No biasness should be there.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

Strongly

Disagree


Agree

Series1

Series2


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7. I maintain good relationship with my colleagues

StronglyDisagree

Disagree Neutral Agree StronglyAgree

10% 5% 15% 20% 50%

As per the above analysis, most of the employees satisfied with therelationship system in the company.

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0

0.1

0.2

0.3

0.4

0.5

0.6

Strongly

Disagree


Agree

Series1

Series2


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8. The organization allows for, and facilitates open communication, andtransparency in the organization.

StronglyDisagree


10% 0 20% 30% 40%

So this shows that open communication and transparency between all the

employees are very good and harmonious.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

Strongly

Disagree


Agree

Series1

Series2


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9. The organization facilitates teamwork.

StronglyDisagree


15% 0 20% 35% 25%

Above Graph shows that more number of employees is satisfied with theteams . So it is a sign of good Teamwork.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

Strongly

Disagree


Agree

Series1

Series2


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10. I get constant feedback and support from your superiors andsubordinates.

Strongly

Disagree


5% 5% 25% 40% 25%

As per the above result, most of the employees are agree with theirrelationship of supervisors and subordinates. This shows that supervisors arevery co-operative with their subordinates.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

Strongly

Disagree


Agree

Series1Series2


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11.Manager(immediate supervisor) trusts me.

StronglyDisagree


5% 10% 5% 45% 35%

As per the above graph, more no. of employees is agreed with the trust levelof immediate supervisor.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

0.5

Strongly

Disagree


Agree

Series1

Series2


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12.My manager motivates me with monetary as well as non-monetarybenefits.

StronglyDisagree


10% 5% 15% 35% 35%

As per the above result, most of the employees are satisfied with their bothbenefits which are given to them.

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0

0.05

0.10.15

0.2

0.25

0.3

0.35

0.4

Strongly

Disagree


Agree

Series1

Series2


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13. I get clear instructions as to what I am expected to do .

StronglyDisagree


10% 5% 15% 45% 25%

As per the given chart, most of the employees are satisfied with the leaderinstruction which is given time to time. So that employees perform better.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

0.5

Strongly

Disagree


Agree

Series1

Series2


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14.My manager is always there when I need advice.

StronglyDisagree


5% 10% 15% 30% 40%

As per the given chart, most of the employees are strongly agree with theirimmediate supervisor because they are always there when they need them.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

Strongly

Disagree


Agree

Series1

Series2


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15.I feel free to talk openly and honestly to my manager.

Strongly

Disagree


10% 20% 30% 40%

As per the above analysis, most of the employees are strongly agree withtheir interaction level with their manager.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

Strongly

Disagree


Agree

Series1

Series2


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16.My manager praises me when I do a good job.

Strongly

Disagree


Agree

5% 15% 10% 40% 30%

As per the above result, most of the employees are agree that if employeedoes a good job then manager appreciate them.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

Strongly

Disagree


Agree

Series1

Series2


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17.You feel that your working hours are convenient

Strongly

Disagree


Agree

5% 25% 40% 30%

As per the above analysis, most of the employee thinks that they areconvenient with their working hours.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

0.45

Strongly

Disagree


Agree

Series1

Series2


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18. Your complaints are quickly settled i.e. efficient grievance redressalprocedure

Strongly

Disagree


Agree

15% 45% 20% 20%

As per the above graph, it is clear to all that 45% employees think thatcomplaints are quickly settled but as well as the company should identify the

problems and resolve them quickly.

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0

0.05

0.1

0.15

0.20.25

0.3

0.35

0.4

0.45

0.5

Strongly

Disagree


Agree

Series1

Series2


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19. You receive appropriate recognition for your contribution

Strongly

Disagree


Agree

25% 35% 30% 10%

Above graph clearly indicates that more no of employees feel that they dontreceive appropriate recognition for their contribution. So the companyshould give the appropriate recognition to their employees to encourage

performance.

20. Over all, I am satisfied with my company.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

Strongly

Disagree


Agree

Series1

Series2


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StronglyDisagree


5% 5% 30% 35% 25%

Above the graph clearly indicates that more no of employees feels that they agree present

working time.

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0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

Strongly

Disagree


Agree

Series1

Series2


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CHAPTER-5

FINDING AND CONCLUSION

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Findings

Employees are not completely satisfied with their job although theirsalary is good enough.

Employees are not getting value to their work.

Most of employees think that they are not on their actual path.

Most of the employees think that the organization havent fulfill theirpromises, what they do in beginning especially regarding Promotion.

There is negatively comparison between peers especially regarding

targets.

They often feel overworked

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CONCLUSION

The study aims at finding out the employees satisfaction within the

organization, which affects the productivity, morale and willingness to co-

operate with organization and to enhance the working of the employees by

providing them different provisions by the management.

Most of the employees of the HCL Info systems are satisfied with the

facilities provided to them. The ones who are dissatisfied, the HR

Department is doing their level best to overcome their dissatisfaction by

various programs.

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CHAPTER -6

SUGGESTION AND RECOMMENDATION

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SUGGESTION AND RECOMMENDATION

To increase the job satisfaction level of the employees the company should

concentrate mainly on the incentive and reward structure rather than the

motivational session.

Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give promotion to those employees who deserves it

Company should leads to more challenging work and greaterresponsibilities, with attendant increases in pay and other recognition.

Acquire new job-related knowledge that helps you to perform tasksmore efficiently and effectively. This will relieve boredom and often

gets onenoticed.

Company should monitor employee satisfaction on a regular basis

Working hours should be eight instead of nine.

The day Saturday should be off or at least management should do it as half

day so that employees could complete their pending work and spend some

more time with family.

Management should clearly communicate goals, responsibilities and

expectations i.e. job description should be clear.

Medical and other insurance of employee along with family members should

be done.

Introduction of reward and recognition for excellent performance at work.

Introduction of overtime duty allowance.

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Arrangement of training programmes and workshop to train staff with

modern skills i.e. provide an environment where they can learn and grow.

More sports and other recreational activities should take place.

Management must conduct meeting with employees and staff once in a week

or fortnight

The company may provide loans and advances to its workers.

Encourage participation in various planning and decision-making aspects

Offer meaningful work and challenging assignments to effectively utilize

staff skills

Empower employees and ensure them of job security.

Provide legitimate feedback, genuinely listen to staff concerns and make

their interests a management priority

Management should celebrate success and milestone reached by company

with employees.

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CHAPTER -7

ANNEXURE

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7.1QUESTIONNAIRE

PERSONAL DETAILS:

NAME:

DESIGNATION:

AGE:

DEPARTMENT:

1-Strongly disagree 2- Disagree 3- Neutral 4- Agree 5- Strongly

agree

Your Job

01 Are you satisfied with your job?

(1)Strongly

dissatisfied

(2)dissatisfied

(3)neutral

(4)satisfied

(5)strongly satisfied

02 Your job is motivating and challenging(1) (2) (3) (4)

(5)

03 Your job description is well-defined(1) (2) (3) (4)

(5)

04 You feel that your job is secured one(1) (2) (3) (4)

(5)

05You feel satisfied with the working conditions

of the job

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

(5)

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Your Workgroup

06 Work is fairly distributed in your work group(1) (2) (3) (4)

(5)

07You maintain good relationship with your

colleagues

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

(5)

08You feel free to talk openly and honestly with

members of work group

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

(5)

09 Your work group works well together(1) (2) (3) (4)

(5)

10You get response from your superiors and

subordinates.

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

(5)

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Your Manager/Supervisor

Your Benefits

17

You feel that your working hours are

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

18Your complaints are quickly settled i.e.

efficient grievance redressal procedure(1) (2) (3) (4) (5)

19You receive appropriate recognition for your

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

20Considering everything I am satisfied

working for my company at present time(1) (2) (3) (4) (5)

Bibliography

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11 My manager(immediate supervisor) trusts me (1) (2) (3) (4) (5)

12

My manager motivates me with monetary as

well as non-monetary benefits to improve

myself

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

13 My manager gives me clear instructions (1) (2) (3) (4) (5)

14My manager is always there when I need

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

15I feel free to talk openly and honestly to my

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

16 My manager praises me when I do a good job (1) (2) (3) (4) (5)


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BOOKS:-

1. Kothari C.R., Research Methodology, New Delhi; New Age InternationalPublication , second edition.

http://hclLearning.in

http://hcl.in

http://en.wikipedia.org/wiki/job-satisfaction

http://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-

surveys.htm

http://managementhelp.org/prsn_wll/job-stfy.htm

www.citehr.com/68668-employee-satisfaction-survey.html

www.employee-satisfaction.com/sample-survey-items.asp

http://employeesatisfaction.wordpress.com/

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http://hclcdc.in/http://hcl.in/http://en.wikipedia.org/wiki/job-satisfactionhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://managementhelp.org/prsn_wll/job-stfy.htmhttp://var/www/apps/conversion/current/tmp/scratch21446/www.citehr.com/68668-employee-satisfaction-survey.htmlhttp://var/www/apps/conversion/current/tmp/scratch21446/www.employee-satisfaction.com/sample-survey-items.asphttp://employeesatisfaction.wordpress.com/http://hclcdc.in/http://hcl.in/http://en.wikipedia.org/wiki/job-satisfactionhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://managementhelp.org/prsn_wll/job-stfy.htmhttp://var/www/apps/conversion/current/tmp/scratch21446/www.citehr.com/68668-employee-satisfaction-survey.htmlhttp://var/www/apps/conversion/current/tmp/scratch21446/www.employee-satisfaction.com/sample-survey-items.asphttp://employeesatisfaction.wordpress.com/


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