A Study On Job Satisfaction

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.
INTRODUCTION
Human resource management is indeed a vast area. All major activities in the work
life of personnel from the time of entry to an organization till the left come under the
purview of HRM.
Job satisfaction is how content an individual is with his or her job. Scholars and
human resource professionals generally make a distinction between affective job
satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of
pleasurable emotional feelings individuals have about their jobs overall, and is
different to cognitive job satisfaction which is the extent of individuals' satisfaction
with particular facets of their jobs, such as pay, pension arrangements, working hours,
and numerous other aspects of their jobs. At its most general level of
conceptualization, job satisfaction is simply how content an individual is with his or
her job.
At the more specific levels of conceptualization used by academic researchers and
human resources professionals, job satisfaction has varying definitions. Affective job
satisfaction is usually defined as a uni dimensional subjective construct representing
an overall emotional feeling individuals have about their job as a whole. Hence,
affective job satisfaction for individuals reflects the degree of pleasure or happiness
their job in general induces. Cognitive job satisfaction is usually defined as being a
more objective and logical evaluation of various facets of a job. As such, cognitive job
satisfaction can be uni dimensional if it comprises evaluation of just one aspect of a
job, such as pay or maternity leave, or multidimensional if two or more facets of a job
are simultaneously evaluated. Cognitive job satisfaction does not assess the degree of
pleasure or happiness that arises from specific job facets, but rather gauges the extent
to which those job facets are judged by the job holder to be satisfactory in comparison
with objectives they themselves set or with other jobs.
While cognitive job satisfaction might help to bring about affective job satisfaction,
the two constructs are distinct, not necessarily directly related, and have different
antecedents and consequences.
University Institute of Management
BACKGROUND AND DEFINITION OF PROBLEM

My study is concentrated to analyze the Job satisfaction among employees at HLL
Lifecare Ltd. It helps to know the satisfaction level of the employees
In olden days the business man and the managers believed that there is only one duty
towards the workers, which is payment of satisfactory wages of the workers. Over the
years, with rapid industrialization of India, a massive organized sector employing a
large work force has come to occupy an important and visible part of the countrys
economic life.
Job satisfaction is considered to be the effective measure of efficiency of a firm. Here
the attempt is to identify the elements which determines the level of satisfaction and
to measure the responds from the employees towards each of the elements.
This study is an attempt to find out the degree of job satisfaction and the employee
employer relationship in the HLL Lifecare Ltd.
INTRODUCTION TO COMPANY
World population is increasing at an alarming rate. Due to the increased growth rate,
birth control measures have become an important aspect of every country's
development. This leads to the development of contraceptive industry. Due to the
increased of AIS the use of contraceptives and other high quality health care products
are also increased. Since condoms are life saving devices in such situations, stringent
quality cheeks are needed and substandard products should not be allowed. The
condom market is showing entirely different characteristics in rural and urban areas.
The rural market is still price sensitive, but the urban market seems to be going
increasingly for premium products. The Indian contraceptive industry is growing
rapidly over the last eight years the sale of oval pills has registered a sharp price while
that of condoms has remained steady.
HLL Lifecare Limited (HLL) has made a notable and a leading role in the
contraceptive industry. It has a main aim of supporting the National Family Planning
Programme. HLL has now grown today into a multi-product, multi-unit organization
addressing various public health challenges facing humanity. HLL Life care Limited
is the only company in the world manufacturing and marketing the widest range of
Contraceptives. It is unique in providing a range of Condoms, including Female
Condoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal
and Emergency contraceptive pills; and Tubal Rings. HLL produces today 1.316
billion condoms annually making it one of the world's leading manufacturers of
condoms, accounting for nearly 10 percent of the global production capacity. Since
inception, HLL has been constantly innovating to create novel products with the help
of modern technology, so that the benefits of modern healthcare can transform
everyday lives of the common man. HLL provides the perfect answer to many
questions that the world faces in healthcare, thanks to its extensive experience,
innovative technologies and ample resources. The innovative products and services of
HLL today reach over 115 countries spanning the seven continents.
NEED AND SIGNIFICANCE OF THE STUDY

This study aims at measuring the level of job satisfaction of employees of HLL
Lifecare Limited through various techniques. Employ turn over can have devasting
effects on correctional facilities. Excessive turnover waste recruiting and training
dollars. In addition, high turnover rates may also directly affect the security of the
institution as well as the safety of both staffs and inmates . Job satisfaction benefits the
organization includes reduction in complaints and grievances, absenteeism, turnover
and termination.
OBJECTIVES OF THE STUDY

1. To find out the degree of job satisfaction among employees at Peroorkada
plant of HLL Lifecare Limited.
2. To find out employee employer relation in the HLL Lifecare Ltd.
3. To identify the factor thus improves the satisfaction levels of the employees.
METHODOLOGY OF THE STUDY

The methodology of study explains the systematic way of finding the answers to the
pre-determined questions. More over this provide the close path to accomplish and
achieve the clear solution for the problem stated. The reliability, strength and accuracy
of the study mainly depend upon the methodology. It explains why a research has
undertaken, in what way and why the hypothesis have been, how to calculate various
statistical measures, How to apply a particular research technique, which of the
various research method is more relevant and so on.
RESEARCH DESIGN
The research design is simply a specific presentation of the various steps in the
process of research. Design means adopting the type of technique of research, which
is most suited for the research and of the problem. Research Design is the conceptual
structure with in which research is conducted. It constitutes the blue print for the
collection, measurement and analysis of the data. The type of research design used for
the study is descriptive research design.
Research approach
For gathering primary data, the researcher has used Survey approach, which is widely
used method for data collection and best suited for Quantitated descriptive type of
research ,the researcher has used closed-ended questionnaire ,which is the most
common instrument used to collect the primary data. A questionnaire consists of a set
of questions presented to the respondents for gathering appropriate responses.
DATA COLLECTION
Sources of data include both primary and secondary.
Primary Data
Primary data was obtained by direct interview with the employees working in HLL,
Life care limited, peroorkada factory through the distribution of questionnaires.
Questionnaire
This is important and very popular method of data collection. In this method
questionnaires containing a printed list of questions are prepared and send to the
respondents and a request is made that the questions should be answered and returned.
The success of this largely depends on the proper drafting of questions. The
questionnaire should be designed in such a way that, it elicits the accurate
information, More over it should be short as possible and simple to understand.
Secondary Data
Secondary data was obtained from magazines, text books, web sites and journals.
UNIVERSAL/POPULATION
The universal study includes the entire department of HLL Lifecare Limited.
SAMPLE UNIT
HLL Lifecare Limited, Peroorkada, Trivandrum.
SAMPLE SIZE
The sample size was 50 employees of HLL ,Life care limited ,peroorkada factory.
SAMPLING TECHNIQUE
The sampling technique adopted for the study , was Simple Random sampling, where
each number of the population has an equal chance of being selected and the selection
of one individual does not influence the selection of any other. Since the selection is
purely depends upon the chance.
TOOLS FOR ANALYSIS
The various statistical tools used in the study are:
a. Simple Percentage
Percentage of workers attitude towards the notion was found out and the analysis
was done based on the percentage of majority response.
Percentage of Respondents = Number of respondents / Total respondents X 100
b. Coding and Tabulation

Coding is necessary for efficient analysis and through it several replies may be
reduced to a small number of classes which contain critical information require for
analysis. Coding is the process of converting the edited data into symbols and
numbers. Tabular representation is the systematic representation of data in rows and
columns using tables in order to make the data more clear.
c. Graphical Representation
In this study certain graphs are used for the effectiveness of report. It can be shown
in a simple way through Bar Diagrams or Pie Charts.
PERIOD FOR THE STUDY
The study conducted for a period of 50 days commencing from 1st June 2015 to
20th July2015..
SCOPE OF THE STUDY

In the world of changing values where ideologies are rapidly undergoing
transformation, rigid statements about the study of job satisfaction need to be revised.
Because this study has very important scope, being a HR professional it is important
to know about the HR Practices which highly influence proper human resource
management.
LIMITATIONS OF THE STUDY
Time was a limiting factor for deep study and analysis.

Sometimes employees were often busy with their works, this may affect the
accuracy of the result.

The respondents were reluctant to give the exact information.
Accuracy of the figures and data are based on the respondents' statement and
views.
The study was based on random sampling, so for a large population the
findings may deviate from the actual thing.
CHAPTERISATION
CHAPTER I
: INTRODUCTION TO THE STUDY
It includes the Introduction, Need for the study, Concepts, Review of Literature,
Objectives of study, Research design, Scope of study, Limitation and Chapterisation.
CHAPTER II
: LITERATURE REVIEW
It includes a review of literature to the study.

CHAPTER III
: THEORETICAL FRAMEWORK , INDUSTRY AND

COMPANY PROFILE
It includes the theoretical background of the study. It includes world scenario of the
contraceptive industry and Indian scenario of contraceptive industry and it includes
the Company Profile of HLL Lifecare limited.
CHAPTER IV
: DATA ANALYSIS AND INTERPRETATION
It includes Data Analysis, Interpretation and Calculations.

CHAPTER VI
: FINDINGS, CONCLUSIONS AND SUGGESTIONS
It Includes Findings , Conclusions and Suggestions.
LITERATURE REVIEW
The purpose of this chapter is to present a review of literature relating to the job
satisfaction. The following are the literature review by different authors different
research scholars:
Weiss Job satisfaction is defined as a pleasurable, emotional, state resulting
from appraisal of ones job. An effective reaction to ones job.
Blum and Naylor Job satisfaction is general attitude, which is the result of
many specific attitudes in three areas namely: Specfic job factors, Individual
characteristics, Group relationship outside the job.
Glimmer Job satisfaction is defined, as it is result of various attitudes the person
hold towards the job, towards the related factors and towards the life in general.
Mr. Smith Job satisfaction is defined as any contribution, psychological, physical
and environmental circumstances that cause a person truthfully say, I am satisfied
with my job.
Locke Job satisfaction is defined as a pleasurable or positive state of mind resulting
from appraisal of ones job or job experiences.
Pareek (1981) The final psychological outcome of the presence working and
organization is the satisfaction he/she derives from his/her work and role.
Spector P.E Job satisfaction is the extent to which people like (satisfaction) or
dislike (dissatisfaction) their jobs.
Locke E.A The pleasurable emotional state resulting from the appraisal of ones job
as achieving or facilitating the achievement of ones job values.
Mr. Smith Job satisfaction is defined, as employeess judgement of how well his
job on a whole is satisfying his various needs.
Aristovnik A (2014) It is how content an individual is with his or her job;whether he
or she likes the job or not.
Hulin and Judge (2003) Job satisfaction includes multidimensional psychological
responses to an individuals job, and that these personal responses have cognitive
(evaluative), affective (or emotional ), and behavioral components.
Davis et al. (1985) Job satisfaction represents a combination of positive or negative

feelings that workers have towards their work. Meanwhile, when a worker employed
in a business organization, brings with it the needs, desires and experiences which
determinates expectations that he has dismissed. Job satisfaction represents the extent
to which expectations are and match the real awards. Job satisfaction is closely linked
to that individual's behaviour in the work place.
Kaliski (2007) Job satisfaction is a workers sense of achievement and sucess on the
job. It is generally perceived to be directly linked to productitivty as well as to
personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and
being rewarded for ones efforts. Job satisfaction further implies enthusiasm and
happiness with ones work. Job satisfaction is the key ingridient that leads to
recognition, income, promotion, and the achevement of other goals that lead to a
feeling of fulfillment.
Statt (2004) Job satisfaction can be defined also as the extent to wich a worker is
content with the rewards he or she gets out of his ore her job,particulary in terms of
intrinsic motivation.
Armstrong (2006) The term job satisfactions refers to the attituted and feelings
people have about their work. Positive and favorable attitudes towards the job indicate
job satisfaction. Negative and unfavorable attitudes towards the job indicate job
dissatisfaction.
George et al. (2008) Job satisfaction is the collection of feeling and beliefs that
people have about their current job. Peoples levels of degrees of job satisfaction can
range from extreme satisfaction to extreme dissatisfaction. In addition to having
attitudes about their jobs as a whole. People also can have attitudes about various
aspects of their jobs such as the kind of work they do, their coworkers, supervisors or
suborinates and their pay.
Mullins (2005) Job satisfaction is a complex and multifaceted concept wich can
mean different things to different people. Job satisfaction is usually linked with
motivation, but the nature of this relationship is not clear. Satisfaction is not the same
as motivaton. Job satisfaction is more of an attitude, an internal state. It could,for
example,be associated with a personal feeling of achievement, either quantitative or

qualitative.
Aziri (2008) We consider that job satisfaction represents a feeling that appears as a
result of the perception that the job enables the material and psychological needs.
Luthans F The extent to which work outcomes meet or exceed expectations may
determine the level of job satisfaction.
Tomazevic N Job satisfaction can also be seen within the broader context of the
range of issues which affect an individual's experience of work, or their quality of
work life. Job satisfaction can be understood in terms of its relationships with other
key factors, such as general well-being, stress at work, control at work, home-work
interface, and working conditions.
Hoppock (1935) Job satisfaction is a psychological , physiological & environment
factors that makes a person to admit, I am happy at my job. It has also been defined
as the end state of feeling.
According to Feldman and Arnold, Job satisfaction will be defined as the amount
of overall positive affect (or feelings) that individuals have towards their job.
Davis and Newstrom , Job satisfaction is a set of favourable or unfavourable
feelings with which employees view their work.
Sinha (1974) defines job satisfaction as a reintegration of affect produced by
individuals perception of fulfilment of his needs in relation to his work & the
situations surrounding it.
Weiss (2002) has argued that job satisfaction is an attitude but points out that
researcher should clearly distinguish the objects of cognitive evaluation which are
affect(emotion), beliefs and behaviours.
REFERENCE
1. D.M.Pestonjee , Motivation and job satisfaction.
2. Pareek (1981), Integrated model of work Motivation.
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3. Spector
P.E,
Job
satisfaction:
Application,assessment,causes
and
consequences, London:sage,1997.
4. Locke,E.A. (1976). The nature and causes of job satisfaction. In M.D.
Dunnette (Ed.), Handbook of industrial and organizational psychology
(pp.1297-1349). Chicago: Rand McNally.
5. Aristovnik A (2014), Factors Influencing Employee satisfaction in the Police
service: the Case of Slovenia.
6. Thompson E.R ;Phua F.T.T (2012) A Brief Index of affective Job
Satisfaction.
7. Hulin, C. L., & Judge, T. A. (2003). Job attitUdes. In W. C. Borman, D. R.
ligen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and
organizational psychology (pp. 255-276). Hoboken, NJ: Wiley.
8. Armstrong, M. (2006). A Handbook of Human resource Management Practice,
Tenth Edition, Kogan Page Publishing, London, , p. 264 Aziri, B. (2008).
9. Menaxhimi i burimeve njerzore, Satisfaksioni nga puna dhe motivimi i
puntorve, Tringa Design, Gostivar, , p. 46.
10. Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job
Performance, and Effort: A Reexamination Using Agency Theory, Journal of
Marketing, Januaryr, Vol. 70, pp. 137-150 .
11. Davis, K. and Nestrom, J.W. (1985). Human Behavior at work: Organizational
Behavior, 7 edition,McGraw Hill, New York, p.109.
12. Herzberg, H. F. (1976). Motivation-Hygiene Profiles, p. 20 George, J.M. and
Jones, G.R. (2008). Understanding and Managing Organizational behavior,
Fifth Edition, Pearson/Prentice Hall, New Yersey, p. 78.
13. Hoppock, R. (1935). Job Satisfaction, Harper and Brothers, New York, p. 47
Kaliski, B.S. (2007). Encyclopedia of Business and Finance, Second edition,
Thompson Gale, Detroit, p. 446.
14. Lawler, E.E. III and Porter, L.W. (1967). The Effect of Performance on Job
Satisfaction, Industrial Relations, pp. 20-28.
15. Locke, E.A. and Latham, G.P. (1990). A theory of goal setting and task
performance, Prentice Hall, p.4 Luthans, F. (1998). Organizational Behavior, 8
Edition, McGraw-Hill/Irwin, Boston, p. 147.
16. Mullins, J.L. (2005). Management and organizational behavior, Seventh
Edition, Pearson Education Limited, Essex, p. 700 Rue, L.W. and Byars, L.
(2003). Management, Skills and Application, 10 ed., McGraw-Hill/Irwin, New
York, p. 259.
17. Spector, P.E. (1997). Job satisfaction: Application, assessment, causes and
consequences,Thousand Oaks, CA,Sage Publications, Inc Statt, D. (2004). The
11
Routledge Dictionary of Business Management, Third edition, Routledge

Publishing, Detroit, p. 78.
18. Sweney, P.D. and McFarlin, D.B. (2005). Organizational Behavior, Solutions
for Management, McGrawHill/Irwin, New York,p. 57 Sweney, P.D. and
McFarlin, D.B. (2005). Organizational Behavior, Solutions for Management,
McGrawHill/Irwin, New York, p. 57.
19. Vanderberg, R.J. and Lance, Ch.E. (1992). Examining the Causal Order of Job
Satisfaction and Organizational Commitment, Journal of Management,
Vol.18, No.1, pp. 153-167 Vroom, V.H. (1964). Work and motivation, John
Wiley and Sons, New York, p.99.
20. Luthans, F., Organisational Behaviour (6th Edition). New York, McGraw-Hill,
1992.
THEORETICAL PERSPECTIVE
Job satisfaction is the level of contentment employees feel about their work, which
can affect performance. This feeling is mainly based on an individuals perception of
satisfaction. Job satisfaction can be influenced by a persons ability to complete
required tasks, the level of communication in an organization, and the way
management treats employees.
Job satisfaction is concerned with:
1.Work Environment
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2.Employees Inter-Personal Relationship

3.Compensation and Reward system of the organization
4.Morale
Measuring Job satisfaction
Many organizations face challenges in accurately measuring job satisfaction, as the
definition of satisfaction can differ among various people within an organization.
However, most organizations realize that workers level of job satisfaction can impact
their job performance, and thus determining metrics is crucial to creating strong
efficiency. Some factors of Job satisfaction may rank as more important than others,
depending on each workers needs and personal and professional goals.
Typically, five factors can be used to measure and influence job satisfaction:
1.
2.
3.
4.
5.
Pay or total compensation.

The work itself ( Job specifics such as responsibilities,projects,etc.)
Promotion opportunities.
Relationship with superior.
Interaction and work relationship with coworkers.
Job satisfaction is a pleasurable or positive emotional state resulting from the

appraisal of ones job or job experiences.
The most important factors conductive to job satisfaction are:
a) Mentally challenging work : Employees tend to prefer jobs that tie them
opportunities to use their skills and abilities and offer a variety of tasks,
freedom and feedback on how well they are doing. Under conditions of
moderate challenge, most employees will experience pleasure and satisfaction.
b) Equitable rewards : Employees want pay systems and promotion policies
that they perceive as being just, unambiguous, and in line with their
expectations. When pay is seen as fair based on job demands individual skill
level, and industry pay standards , satisfaction is likely to result
similarly,employees seek fair promotion policies and practices.
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c) Supportive working conditions : Employees prefer physical conditions that

are comfortable and facilitate doing a good job. Temperature, light, noise and
other environmental factors should not be extreme and should provide
personal comfort . Further, employees prefer working relatively close to home,
in clean and relatively modern facilities and with adequate tools and
equipment.
d) Supportive colleagues : Employees have need for social interaction.
Therefore, having friendly and supportive co-workers and understanding
supervisors leads to increased job satisfaction. Most employees want their
immediate supervisor to be understanding and friendly, those who offer praise
for good performance , listen to employees opinions and show a personal
interest in them.
Are satisfied workers more productive? Or Are more productive workers more
satisfied? The link between satisfaction and performance has been widely explored.
Research shows weak support for both views, but no simple, direct relationship
between satisfaction and performance has been found. However, we can say that
satisfied workers are more likely to want to give something back to the organization
because they want to reciprocate their positive experiences.
Basically job satisfaction is determined by the discrepancy between what individual
expect to get out of their jobs and what the job actually offers. A person will be
dissatisfied if there is less than the desired amount of a job characteristics in the job.
For instance if a person expects to be promoted in ayear and then is not, the person
will be dissatisfied. A person will be satisfied if there is no discrepancy between
desired and actual conditions. If there is more than the employee expected of some
job factor and excess is beneficial (eg: a high bonus, a
faster promotion),then the person will be very highly
Actual Job conditions

Pay
satisfied.
Work itself
Promotion
Supervision
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Co-workers
Working conditions
Expectation about Job

Pay
Work itself
Discrepancies
Promotion
Supervision
Co-workers
Employee
Job
satisfaction
Working conditions
Job satisfaction is critical to high productivity, motivation and low employee turnover.
Employers face the challenges of finding ways to increase job satisfaction so their
businesses stay competitive. A global economy of discriminating consumers has
placed demands on employers never before seen. Employers face the challenges of
maintaining the productivity, profitability as well as keeping their workforce engaged
and satisfied with their jobs.
Those that fail to improve job satisfaction are at risk of losing their top talented
people to the competition. Supervisors and managers who maximize their potential,
creative abilities and talents of the entire workforce have a greater competitive
advantage than those who dont. Employees that are engaged in their work have a
higher level of job satisfaction. The leaders of the organization have the responsibility
for creating a high level of job satisfaction.
To improve Job satisfaction:
Provide a positive working environment.

Reward and recognition.
Develop the skills and potential of workforce.
Evaluate and measure job satisfaction.
Importance of Job satisfaction
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It is an important indicator of how employees feel about their job and a

predictor of work behavior such as organizational, citizenship, Absenteeism,
Turnover.
It can partially mediate the relationship of personality variables and deviant
work behavior.
Common research finding is that job satisfaction is correlated with life style.
This correlation is reciprocal meaning the people who are satisfied with the
life tends to be satisfied with their jobs and the people who are satisfied with
their jobs tends to be satisfied with their life.
This is vital piece of information that is job satisfaction and job performance is
directly related to one another. Thus it can be said that, A happy worker is a
productive worker.
It gives clear evidence that dissatisfied employees skip work more often and
more like to
resign and satisfied worker likely to work longer with the
organization.
Theories of job satisfaction

Job satisfaction theories have a strong overlap with theories explaining human
motivation. The most common and prominent theories in this area include: Maslows
needs hierarchy theory. Herzbergs motivator-hygiene theory; the Job Characteristics
Model ; and the dispositional approach. These theories are described and discussed
below.
Hierarchy of needs
Although commonly known in the human motivation literature, Maslows [7] needs
hierarchy theory was one of the first theories to examine the important contributors to
job satisfaction. The theory suggests that human needs form a five-level hierarchy
consisting of: physiological needs, safety, belongingness/ love, esteem, and selfUniversity Institute of Management
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actualisation. Maslows hierarchy of needs postulates that there are essential needs
that need to be met first (such as, physiological needs and safety), before more
complex needs can be met (such as, belonging and esteem).
Maslows needs hierarchy was developed to explain human motivation in general.

However, its main tenants are applicable to the work setting, and have been used to
explain job satisfaction. Within an organisation, financial compensation and
healthcare are some of the benefits which help an employee meet their basic
physiological needs. Safety needs can manifest itself through employees feeling
physically safe in their work environment, as well as job security and / or having
suitable company structures and policies. When this is satisfied, the employees can
focus on feeling as though they belong to the workplace. This can come in the form of
positive relationships with colleagues and supervisors in the workplace, and whether
or not they feel they are a part of their team/ organisation. Once satisfied, the
employee will seek to feel as though they are valued and appreciated by their
colleagues and their organisation. The final step is where the employee seeks to selfactualise; where they need to grow and develop in order to become everything they
are capable of becoming. Although it could be seen as separate, the progressions from
one step to the next all contribute to the process of self-actualisation. Therefore,
organisations looking to improve employee job satisfaction should attempt to meet the
basic needs of employees before progressing to address higher-order needs. However,
more recently this approach is becoming less popular as it fails to consider the
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cognitive process of the employee and, in general, lacks empirical supporting

evidence [2]. In addition, others [12] have found fault with the final stage of selfactualisation. The lack of a clear definition and conceptual understanding of selfactualisation, paired with a difficulty of measuring it, makes it difficult to measure
what the final goal is or when it has been achieved.
Motivator-Hygiene Theory
Herzbergs motivator-hygiene theory suggests that job satisfaction and dissatisfaction
are not two opposite ends of the same continuum, but instead are two separate and, at
times, even unrelated concepts. Motivating factors like pay and benefits, recognition
and achievement need to be met in order for an employee to be satisfied with work.
On the other hand, hygiene factors (such as, working conditions, company policies
and structure, job security, interaction with colleagues and quality of management) are
associated with job dissatisfaction.
Because both the hygiene and motivational factors are viewed as independent, it is
possible that employees are neither satisfied nor dissatisfied. This theory postulates
that when hygiene factors are low the employee is dissatisfied, but when these factors
are high it means the employee is not dissatisfied (or neutral), but not necessarily
satisfied. Whether or not an employee is satisfied is dependent on the motivator
factors. Moreover, it is thought that when motivators are met the employee is thought
to be satisfied. This separation may aid in accounting for the complexity of an
employees feelings, as they might f eel both satisfied and dissatisfied at the same
time; or neither satisfied nor dissatisfied.
Job Characteristics Model
The Job Characteristics Model (JCM) explains that job satisfaction occurs when the
work environment encourages intrinsically motivating characteristics. Five key job
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characteristics: skill variety, task identity, task significance, autonomy and feedback,
influence three psychological states.Subsequently, the three psychosocial states then
lead to a number of potential outcomes, including: job satisfaction. Therefore from an
organisations point of view, it is thought that by improving the five core job
dimensions this will subsequently lead to a better work environment and increased job
satisfaction.
Unlike the Maslow or Herzbergs theories, the JCM has received more empirical
support. However, it has also drawn criticism as many studies utilising this model
investigate the direct impact core job dimensions have on personal and work
outcomes, completely disregarding the critical psychological states . Despite this, the
JCM and its impact on job satisfaction has been the subject of three reviews , which
further lend support to the model. Further to this, Behson and colleagues metaanalysis of 13 studies specifically focused on the role of critical psychological states,
and found these psychological states to play a crucial practical and theoretical role
within the JCM.
Dispositional approach
This dispositional approach suggests that job satisfaction is closely related to
personality. It postulates that an individual has a strong predisposition towards a
certain level of satisfaction, and that these remain fairly constant and stable across
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time. The evidence for this approach can be divided into indirect studies and direct
studies. Judge and colleagues have reviewed these areas in greater detail.
The indirect evidence comes from studies that do not explicitly measure personality.
The indirect studies, however, are vulnerable to a number of important criticisms,
namely that other unaccounted factors might be contributing to job satisfaction
levels . This highlights the respective importance of studies directly assessing the role
of personality. Most prominently, there is research evidence that self-esteem, selfefficacy, emotional stability and locus of control comprise a broad personality
construct, which contribute to how an individual sees themselves.
Affect theory
Edwin A Lockes Range of Affect Theory (1976) is arguably the most famous job
satisfaction model. The main premise of this theory is that satisfaction is determined
by a discrepancy between what one wants in a job and what one has in a job. Further,
the theory states that how much one values a given facet of work (e.g. the degree of
autonomy in a position) moderates how satisfied/dissatisfied one becomes when
expectations are/arent met. When a person values a particular facet of a job, his
satisfaction is more greatly impacted both positively (when expectations are met) and
negatively (when expectations are not met), compared to one who doesnt value that
facet. To illustrate, if Employee A values autonomy in the workplace and Employee B
is indifferent about autonomy, then Employee A would be more satisfied in a position
that offers a high degree of autonomy and less satisfied in a position with little or no
autonomy compared to Employee B. This theory also states that too much of a
particular facet will produce stronger feelings of dissatisfaction the more a worker
values that facet.
INDUSTRY PROFILE
The rate of population growth in India over the 1980's declined 0.11% as a result of
intensified population control programs of the government and the promotion of the
condom as an effective method to prevent venereal diseases and conception.HLL has
contributed to the population control programs and also to the health and medical
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development activities by producing inexpensive and high quality products ,currently

HLL has most of its products for all income group people. To specifically mention
HLL is the single largest manufacturer of condom working under the ministry of
Health and Family Welfare. The company signed a collaboration agreement with M/S
Okananto Riken Gomu, Japan, and commercial production started in 1969.Production
and sales of the condom has been increasing steadily with production more than
doubling in seven years.
The company exports its products to Canada, U.K, Belgium and France. In 1989-90
and 1990-91 it nearly 20% of its total production. The profits of the company
gradually increased from 1984-85 to 1990-91 owing to reduction in production
expenses. Production expenses constituted 60 to 67% of total expenses in 1984-85 but
they were trimmed to 36 -65% in 1990-91 by continuous modernization programs and
in house research efforts .A financial performance analysis indicated that during 199091 there was a good turnover of capital, and the utilization of capacity reached an alltime high of 105.3%. In 1989-90 working capital turnover was high. HLL is
launching the production of CU-T with substantial financial assistance from UNFPA.
HLL also has an ambitious plan to establish a new research and development centre in
order to further the technical innovation of Latex-based products.
Social marketing is a strategy which addresses a public health problem with privatesector marketing and sales techniques. In condom social marketing programs,
condoms are often offered for sale to the public at low prices. 350 million condoms
were sold to populations in developing countries through such programs in 1992, and
another 650 million were distributed free through public clinics. The major donors of
these condoms are the US Agency for International Development, the World Health
Organization, the UN Population Fund, the International
Planned Parenthood
Federation, the World Bank, and the European Community. This marketing approach
has promoted condom use as prevention against HIV transmission and has
dramatically increased the number of condoms distributed and used throughout much
of Africa, Latin America, and Asia. Donors are now concerned that they will not be
able to provide condoms in sufficient quantities to keep pace with rapidly rising
demand. Findings in selected countries, however, suggest that people seem willing to
buy condoms which are well promoted and distributed. Increasing demand for
condoms may therefore be readily met through greater dependence upon social
21
marketing programs and condom sales. Researchers generally agree that a social
marketing program must change for 100 condoms no more than 1% of a country's
GNP in order to sell an amount of condoms equal to at least half of the adult male
population. Higher prices may be charged for condoms in countries with relatively
high per-capita incomes. Since prices charged tend to be too low to cover all
promotional, packaging, distribution, and logistical management costs, most condom
distribution programs will have to be subsidized on an ongoing basis.
India is one of the fastest growing countries in the world. But the main problem faced
by India is Population. The main policy we can adopt is family planning and birth
control. The term birth control includes all methods used to regulate or prevent the
birth of children. Most people agree that some family limitation or spacing is
desirable for the good family and society. When people talk about birth control, they
are usually referring to artificial methods, which include contraceptives, oral birth
control pills and the use of condoms. But individuals and group are differing sharply
on method of birth control that they consider moral and acceptable. HLL has been
declared a Mini Ratna (Category-1 PSE) by the Government of India and upgraded
during this year as a Schedule B Company by the Department of Public Enterprises.
Major players in the industry are HLL (Moods brand), TTK group(Kohinoor brand),
SLL international (Durex brand), JK Ansell's ( kamasutra's brand), Polar latex etc.
Total production is around 2.5 billion. Kamasutra has the highest demand in the
market followed by Moods from HLL. The contraceptive industry has been highly
competitive with enhanced focus worldwide on the protected sexual behavior. The
behavior has been evident with more people using condoms as the mankind now
aware of the sexually transmitted diseases.
The contraceptive has been repositioned in to the pleasure enhancing and protective
devises. HLL has repositioned the company's leading brand Moods on pleasuring
platform with the multiple variant. The branches have been offering choice needed for
the most customers in the premium segment of condoms.The company has been
operating in the highly competitive hospital products industries. Supportive health
care products like blood collection bags, hydrocephalus shunt, tissue expanders, etc
have been developed by the Indian labs. The company has brands based product mix
by offering various value added products like blood collection bags, blood filters,
22
shunt accessories, pharmacy products, medical equipments, etc. This branding has
helped the company in building products and creating effective solutions for health
care products.
Competitors
Global:
Ethicon: it is a 1200 Million Global Company with 50% of the sales coming
from USA. The world wide Suture sales in work $800 million.
Us Surgical (USSC): It is relatively new in to operation.
Davis & Greek (D & G): Has a global market share of 12% in sutures. It is
the first company to launch absorbable sutures.
ANTZ Latex Pvt. Ltd., Singapore. > Ansell Ltd, Australia.
Sino hem Ninbo Medical Company Ltd., China. > Mapper Company, China.
Green Mate Corporation, South Korea.
Domestic:
Ethicon: Market Leader with about 95% share. They manufacture Syntheticabsorbable & Synthetic Non-absorbable sutures.
TTK produces 425 million pieces of condoms every year under the brand
names Kohinoor, Fiesta, Champ, & Dura pack.
JK groups "Kama sutra".
Polar Latex, which markets "Adam" of condoms.
COMPANY PROFILE
HLL's is a journey that started with its incorporation as a corporate entity under the
Ministry of Health and Family Welfare of the Government of India on March 1, 1966.
HLL was set up in the natural rubber rich state of Kerala for the production of male
contraceptive sheaths for the National Family Planning Programme. The company
commenced its commercial operations on 5th April 1969. The Plant was established
23
in technical collaboration with M/s
Okamoto
Industries Inc. Japan and had a
production capacity of 144 million pieces. This was doubled to 288 million pieces in
1976.
The second stage expansion in 1985 saw the introduction of the latest condom
technology from Okamoto Industries. Two most modern Plants were added, one at
Thiruvananthapuram and the other at Belgaum. These Units had a production capacity
of 144 million pieces each. The total production thus rouses to 800 million pieces.
With this, HLL also took up the modernization of its older Plants, to raise their
production capacities and to also incorporate the latest technical advances in these
Plants too.
This effort was undertaken indigenously with minimal imports, effecting considerable
savings in foreign exchange. It is today a multi-product, multi unit organization
addressing various public health challenges facing humanity.
The new condom plant inaugurated by the Union Minister for Health and Family
Welfare, Dr. Anbumani Ramadoss on 24th November 2007 has added another 283
million pcs to the Peroorkada Plant's existing capacity. With this the production
facility at Peroorkada has emerged as one of the largest single manufacturing
Plants in the world for the production of Condoms, with a capacity to produce
over 1 Billion Condoms a year. With the addition of this capacity, HLL today has an
annual production capacity of 1.316 billion condoms. On the path of rapid growth,
HLL has set its sights to be a Rs 1000 crore company by the year 2010. HLL has been
declared a Mini Ratna Company by the Government of India and upgraded as a
Schedule B PSU.
Hindustan Latex is the only company in the world manufacturing and marketing the
widest range of Contraceptives. It is unique in that it provides a range of
Condoms,including Female Condoms, Intra Uterine Devices, Oral Contraceptive
Pills - steroidal, non-steroidal and emergency contraceptive pills; Contraceptive
Cream, and Tubal Rings. Its Health care product range include: Blood Collection
Bags, Surgical Sutures, Auto Disable Syringes, Hydrocephalus Shunt, Tissue
Expanders, Needle Destroyers, Blood Bank equipment, Iron and Folic Acid Tablets,
Medicated Plasters, Sanitary Napkins, and Oral Rehydration Salts.
24
Over the past fifteen years HLL has steadily set up a strong and sound infrastructure
for direct marketing, HLL has put in place a vast distribution network covering the
length and breadth of the country. HLL today reaches out to over half a million-retail
outlets, including over a lakh villages, in the remotest corners of India. HLL's
products are today exported to over 70 countries.
The Company set up a decade back, the not-for-profit organization, the Hindustan
Latex Family Planning Promotion Trust (HLFPPT), for the purpose of designing and
implementing social sector intervention projects, particularly in the area of
Reproductive Health, Women Empowerment and HIV prevention and control
activities, with the objective of creating planned social change. HLFPPT is today
India's top social marketing organization.
HLL's association with world leaders includes those with Okamoto of Japan;
Finishing Enterprises, USA; Female Health Company, UK; Becton and Dickinson,
USA; and Beijing Zizhu Pharma of China.
HLL is today a leading provider of Contraceptives and Health Care Products to
various global public health programmes managed by international agencies like
UNFPA, UNOPS, UNHCR, WHO, PSI and IDA.
Along with the manufacturing facility at Peroorkada in Thiruvananthapuram, HLL
has today five state of the art manufacturing facilities - at Akkulam in
Thiruvananthapuram - manufacturing Contraceptives and Health Care products, at
Kangala, near Belgaum (set up in 1985) - producing contraceptives and Women's
Health Pharma products, at Kakkanad in Kochi (in the Special Economic Zone)
-manufacturing Female Condoms, and at Manesar in Haryana - for the production of
In-Vitro Diagnostic Kits.
With nearly 1900 highly skilled and learned manpower, and several world leaders as
partners, HLL has over the past four decades stood to uphold its mission to achieve
and sustain a high growth path, and focus on five key thrust areas to achieve its
vision. These are - customers, employees, business, industry, and social initiatives.
HLL in its future through technical collaborations, marketing alliances and joint
ventures, wishes to keep alive the dream of all humanity - of a healthier world. With a
25
vast array of innovative products and social programmes, HLL is day after day taking
a step closer to "Innovating for Healthy Generations".
History
To trace briefly, HLL's landmarks in the 42nd year since its formation:
1966
Incorporated as a company under the Ministry of Health and Family Welfare

of the Government of India on 1st March, 1966.
1969
Commences on April 5, commercial production of Condoms at its plant at

Thiruvananthapuram. Production capacity - 144 million pieces a year.
1976
Production capacity doubled with the addition of two more lines in the
moulding section. Production capacity doubles to 288 million pieces.
1985
The addition of the plants at Belgaum and Thiruvananthapuram with the

latest state-of-art Japanese Technology, raises HLL's total Condom production
capacity to 800 million pieces a year.
1991
HLL recognized as a MOU signing organization by the Government of India.
HLL granted the 510(k) Certification by Food and Drug Administration (FDA)
of the US, needed for export of its Condoms to the USA.
1992
Diversifies into manufacture of Surgical & Examination Gloves.

Commences formulation and tabletting of Saheli once-a-week pill at
Belgaum.
26
1993
Plant for formulation and tabletting of Mala-D Oral pills, commissioned at

Belgaum.
1994
Commences production of Copper-T Intra-Uterine device at its Aakkulam
plant.
Commences commercial production of Ceredrain Hydrocephalus Shunts.
1994-1995
Introduces Surgical, Synthetic and Catgut Sutures.
1995-1996
Introduces HL-Haemopack Blood Transfusion Bags.

HLL awarded the NF mark by the Laboratoire National D'essais, France,
which is the certification required for export of its Condoms to the European
Nations.
1996
HLL granted ISO 9002 - for the efficient Quality Management Systems - at its
Peroorkada
plant
manufacturing
Condoms,
and
Aakkulam
plant
manufacturing Blood Bags, Copper-T and Hydrocephalus Shunt.
1997
HLL, the only Company from India selected by the World health
Organisation (WHO) for sourcing their requirements of Condoms.
1998
27
HLL Peroorkada plant granted the prestigious CE mark- the prime requisite
for export of Condoms to the European Economic Community (from June
1998) - by GMED, France, the official French Certification Agency.

HLL's Akkulam plant also receives the CE mark from SGS Yarsley
International Certification Services, UK for its Blood Bags.

Hindustan Latex Family Planning Promotion Trust
(HLFPPT)
commences several social marketing projects and services all over the country.
1999-2000
Receives MOU award and Certificate of merit from the Vice President of
India, for excellence in the achievement of MOU targets.

HLL's Akkulam plant receives ISO 14001 certification.
2002
HLL's
14001 certifications.
HLL's Kanagala (Belgaum) plant awarded the CE mark for its Condoms.
Awarded the Certificate of Merit by CAPEXIL for export achievements for
2001-2002.
Introduces HL HAEMOSAFE Instant Needle and Syringe Destroyer, a full
Peroorkada
plant
and
Belgaum
plant
awarded
the
ISO
proof system for destroying used needles.

2003
HLL received on April 5, 2003, the MOU award of the Government of India,
from His Excellency the President of India Dr. A. P. J, Abdul Kalam , for
excellence in the achievement of MOU targets for 2001-2002.

Achieves highest turnover of Rs. 150 Crores. Records highest profits
(PBDIT) of Rs. 20.30 Crores.
Paid dividend of Rs.2.50 Crores to the Government of India.

Introduces 'Preventol' Emergency Contraceptive Pills.
Introduces for Blood Bank automation, two specially designed products HiCare Blood Collection Monitor and HiCare Tube Sealer for sealing
Blood Bags.
HLL commences trial production of Surgical Sutures and Tissue Expanders
at its plant at Akkulam in Thiruvananthapuram.
28
During 2002-2003 - HLL exported Rs.13 Crores worth of its Condoms,

Blood Bags, Hydrocephalus Shunts, and Latex Gloves to over 60 countries
around the world.

HLL attains top position in the area of social marketing, with added thrust
from the Hindustan Latex Family Planning Promotion Trust (HLFPPT).

Commercial production of Surgical Sutures launched on September 27, 2003
by the Union Minister for Health and Family Welfare Smt. Sushma Swaraj.
2004
Launched Moods condoms in the Middle East on January 22.

HLLs Female Condom launched on February 13, 2004, by the Secretary,
Dept. of Family Welfare Sri P.K. Hota, IAS at New Delhi.

HLL Sanitary Napkins "Sakhi" launched at a special function in Indore on
February 29.
HLL new unit at Cochin Special Economic Zone (CSEZ) inaugurated by
the Chairman on March 4, 2004.

Records the highest turnover yet of Rs. 162.54 crores and profits (after tax) of
Rs. 18.81 crores.
CONSAP - Contraceptive Cream for women, launched at Chennai in June
2004.
Received from the Prime Minister of India on September 4, 2004, the
Government of India's MOU Award on being adjudged amongst the top ten
of the Central Public Sector Unitsm, on the basis of MOU targets achieved.
Paid a Dividend of 24.21% to the Government of India, amounting to Rs.386

lakhs on November 25, 2004.
Launched in collaboration with M/s Becton and Dickinson, 'Autolok' Auto

Destructive
syringes, at a special function in New Delhi on December
16,2004.
2005
HLL's
Peroorkada
Plant
at Thiruvananthapuram awarded the Golden
Peacock National Quality Award by the Institute of Directors, on the

occasion of the 15th World Congress on Total Quality organised at Mumbai on
January 14, 2005.
29
Paid Interim Dividend of 20% amounting to Rs. 242.5 lakhs for the period
April -November 2004, to the Union Minister for Health and Family Welfare
Sri Anbumani Ramdoss at New Delhi on January 19, 2005.

Also contributed Rs 20 lakhs to Prime Ministers Relief Fund.
Hindustan Latex Family Planning Promotion Trust (HLFPPT) commences
installation of Condom Vending Machines in Kerala. First installation at
Thampanoor Bus Stand by the State Health Minister on July 29, 2005.
HLL launches its latest Moods variant - Spiral Condoms, at Hyderabad on 7th
August, 2005.
Received the National Safety Innovation Award
Labour Government of India, on 17th September 2005.

HLL's Peroorkada Plant receives the OHSAS 18001 Certification from
from the Ministry of
RWTUV Systems GmbH for its efficient Occupational Health and Safety
Management System on 25th September, 2005.

Paid a Dividend of 23.3% amounting to Rs. 362 lakhs to the Government of
India for 2004-05 to the Union Minister for Health & Family Welfare on 28th
October, 2005.
Received on November 28th, 2005, from the Union Finance Minister
Capexil's Export Award for outstanding export performance.

HLL launches Moods Glow Condoms at a special function at Trivandrum on
1st December, 2005.

The first LifeSpring Hospital set up by HLL and HLFPPT, at Moula Ali, a
Suburb near Hyderabad, inaugurated by the Union Secretary for Health and
Family Welfare, Sri P. K. Hota IAS on December 10, 2005.
2006
Sri P. K. Hota IAS, Union Secretary for Health & Family Welfare, launches
the Women's Health Care Pharma Products at a special function at
Trivandrum on 13th January, 2006.

HLL receives the National Award
for
Excellence
in
Cost
Management instituted by ICWAI at a special function at New Delhi on25th

Janurary , 2006.
HLL paid 20% as Interim Dividend to the Government of India for the year
2005-06 on 1st March, 2006.
30
HLL launches MOODS Get Closer Pack - a special gift pack with an
assortment of 6 wallets of MOODS Condom variants, a pack of Female
Condom, one Old Spice Deodorant and one Jolen hair remover kit, on 19th
March at Chennai.
HLL upgraded as a Schedule B" PSU by the Government of India on 24th
April, 2006.
HLL launched a new contraceptive concept - the Confidom Passion Rings - a

woman initiated barrier method made of polyurethane at Bangalore on May
6, 2006.
HLL in partnership with Becton Dickinson India Private Limited (BD India))
Launched the new revolution in Injection Safety -Break after use syringe,
'Bsure' at a special function at Mumbai on 11th June 2006.
HLL declared a MINI RATNA PSE by the Government of India on 31st
August,2006.
Sri P. K. Hota IAS, Union Secretary, Health & Family Welfare launched
HLL's TYFEX & HIVAC-B Vaccines at New Delhi on 30th October 2006.
HLL ties up with SUPPLYCO in Kerala for the distribution of its products
through their outlets all over the state. Sri C. Divakaran, Minister for Food and
Civil Supplies, Government of Kerala received the first pack of HLL products,
from HLL's C&MD Sri M. Ayyappan on 9th November, 2006.
HLL receives the Kite Mark (UK)CertifIcation for its Condoms on 16th
November 2006.
HLL's Belgaum Plant received the National Energy Conservation Award in

the Drugs and Pharmaceuticals sector on 14th December 2006.
2007
HLL renovates and opens the Kowdiar Park at Trivandrum for the citizens of
Kerala's Capital city on 17th January 2007.

Infrastructure Development Division formed in HLL in February 2007.
HLL organized its first ever inter Unit/Department Expo - Latexpo 2007 at
Peroorkada, from 22-24th February 2007, to update its employees and the
general public on the growth and developments of the organization over the
past decade.
31
HLL launched 'Crezendo ' Condoms with Vibrating Ring on 8th March 2007
at Chandigarh.
HLL launches Aastha Pan Flavoured Condom packs for Family Health
International, at Mumbai on 16th July 2007.

HLL, SIFPSA along with USAID launched the Merrygold Health Service
Network and the Social Franchising Programme in UP on 23rd August 2007.

The Hon.ble Union Minister for Health and Family Welfare, Dr. Anbumani
Ramadoss, inaugurated the New Condom Plant of HLL at Peroorkada on 24th
November 2007. With the addition of this Plant, HLL's Peroorkada Unit
becomes one of the largest single condom production facility in the World
with a capacity to produce over One billion (1000 million) condoms.

HLL commenced work on the Super Specialty Block of the Trivandrum
Medical College on 24th November 2007.

HLL's 'Corporate Song' released by the Union Minister for Health and
Family Welfare, Dr. Anbumani Ramadoss on 24th November 2007.

The Union Secretary, Health and Family Welfare, Sri Naresh Dayal IAS
Inaugurated HLL's In - Vitro Diagnostic Test Kits manufacturing facility at
Manesar (Haryana) on 29th November, 2007.
HLL launches 'VELVET' - the new Female Condom made of a nitrile on
17th December 2007.

HLL's 'Smrithivanam' Social Forestry Programme at its Plants, inaugurated
by Sri T. K. A. Nair, Principal Secretary to the Prime Minister of India on
25th December 2007.
2008
The Ministry of Health and Family Welfare hands over 300 acres of land for
the MediPark Project - for the setting up of a Medical Equipment Park and
the Vaccine Project of HLL, in Chengalpet in Tamil Nadu.

The Union Minister for Health and Family Welfare, Dr. Anbumani Ramadoss,
inaugurated the HindLabs Diagnostic Centre at the CGHS Hospital at R. K.
Puram in New Delhi on 9th February, 2008.

HLL paid Rs.412.80 Lakhs (26.6% of Paid Up Capital) as Dividend to the
Government of India for the year 2006-07 on 3rd March, 2008.
LifeSpring Hospitals (Pvt.) Ltd. - a joint venture between HLL and Acumen
Fund, USA, - a nonprofit venture philanthropy fund, formed on 18th March
2008.
32
HLL C&MD Sri M. Ayyappan inaugurated the second LifeSpring Hospital,

at Mallappur near Hyderabad on 16th June, 2008. The third Hospital was
launched at Nellore on 20th June, by Sri K. K. Suresh Kumar, Director(M).

HLL signs MOU with NNE Pharmaplan for the setting up of the Integrated
Vaccine Complex at Chengalpet near Chennai in Tamil Nadu on 21st August
2008 and with IL&FS for the setting up of MediPark.

Sri O. B. Parissh, President, Female Health Company, US inaugurated the new
FC2 manufacturing facility of HLL at Kakkanad, in the Cochin Special
Economic Zone on 3rd September 2008.
HLL signed an MOU with the Rajiv Gandhi Centre for Biotechnology,
Trivandrum, for the setting up of Technology Business Incubation Centre on
4th September 2008.
HLL received from the President of India the prestigious Indira Gandhi
National
Rajbasha Award
for
its
outstanding
performance
in
the
implementation of Official Language in the Southern Region on 14th
September 2008.
HLL registered its first Pharma product outside India in Peru in South America
launched its once-a-week Oral Contraceptive Pill in the brand name 'Ivy
Femme' which in Spanish means 'friendship flower' at a function in Lima,
Peru on 15th October 2008.

HLL signed an MOU with the Government of Kerala for the setting up of
three MRJ Scan Centres at the Trichur, Alapuzha and Kottayam Medical
Colleges on 1st November 2008.

HLL signed on 5th December 2008 an MOU with Kottakkal Arya Vaidya Sala
for Introducing products in the area of Women Health Care, Health Generics,
and Neutraceuticals.
HLL was awarded Capexil's Export Award for outstanding export performance
for 2007-08, on 10th December 2008.
2009
Hindustan Latex - HLL took a new name HLL Life care Limited - on 1st
January 2009 - as an organization whose activities today encompass complete
health care for all. Changes were also brought to its existing Logo by adding a
33
touch of pink - which serves as the messenger of good health for the people
the world over.

HLL launched at Jaipur on 5th January 2009, Lactohil - an ayurvedic
proprietary medicine and a health tonic to address inadequate lactation in
women after delivery.

HLL opened its own retail outlet MOODS Planet at the Kesari Building,
Thiruvananthapuram (Kerala) on 16th March 2009, to directly reach its range
of contraceptives and its popular MOODS condom range to consumers in the
city.
2010
HLL's second MRI Scan Centre set up by HINDLABS at the Alappuzha

Medical
College
inaugurated
by
Kerala
Chief
Minister
Shri.V.S.Achuthananthan on 12 January.
HLL's new office complex in the National Capital Region (NCR) in Noida,
New Delhi inaugurated by Shri.Ghulam Nabi Azad, Union Minister for Health
and Family Welfare on 14 January.

Launched Moods Condoms in Australia in association with M/s. Indo Pacific
Enterprises Pty Ltd. NSW, on 06 February.
Foundation stone laid for HLL's corporate R&D Centre at Akkulam on 19

February.
Launched ERP (Enterprise Resource Planning) implementation project on 23

March.
HLL officers sign Value Charter founded on three core values-Trust
Transparency and Teamwork on 24 March.

Pharma production Facility set up at Indore for production of Tablets,
Capsules and ORS on 28 April.

HLL's third Hindlabs MRI Scan Centre at Govt. Medical College Kottayam
inaugurated by Kerala Health Minister Smt P.K.Sreemathy Teacher, on 17
May.
HLL completes the construction of Super Specialty Block in the Trivandrum

Medical College Hospital set up under the Pradhan Mantri Swasthya Suraksha
Yojana (PMSSY) on 28 May.
34
Signs MoU with National Institute of Research in Reproductive Health

(NIRRH) Mumbai for developing and up scaling technologies in the area of
contraceptive and reproductive health and subsequent commercialization of
products on 01 June.
Foundation stone laid for HLL's world class hormonal/steroidal formulation
plant-UNIPILL Block-with an investment of Rs. 40 Crore at HLL's Kanagala
Factory on 12 September.
HLL bags prestigious Indira Gandhi Official Language Award first prize
among C region (non-Hindi speaking states) on 14 September.

The prestigious Power Brand status has been conferred on MOODS brand
recognizing it as one of the top 200 brands in India, on 01 October 2010.

HLL Scientist Dr. Abi S.Aprem was awarded a grant of $ 100,000 (Rupees
Forty Five Lakhs) by Bill and Melinda Gates Foundation for his project on
improving the efficacy and acceptability of Copper T, on 10 November.
2011
Shri. Ghulam Nabi Azad, Union Minister for Health and Family Welfare
inaugurated the second Blood Bag Plant - DONATO BLOCK- at Akkulam
Factory, on 05 January 2011.

HLL launched two professional distance education programmes on clinical
engineering and management in association with Indira Gandhi National Open
University (IGNOU), on 05 January 2011.

The Union Minister for Health and Family Welfare, Sri Ghulam Nabi Azad
inaugurated on 5th January 2011, the Super Specialty Block of the Trivandrum
Medical College built by HLL's Infrastructure Development Division. This
was the first hospital up gradation project to be completed under the PMSSY.
Smt. Sonia Gandhi, UPA Chairperson inaugurates the HLL-HLFPPT Health
Mela at Raebareilly on 05 February 2011.

HLL was awarded CSR Award 2010 by Kerala Management Association on
03 February 2011.
HLL receives Capexil Special Export Award 2009-10.
HLL's second contraceptive outlet "Moods Planet" opened at Technopark,
Thiruvananthapuram.
HLL's Peroorkada Factory won first prize for Industrial safety in the large size
industries by National Safety Council (Kerala Chapter).
35
Foundation stone laid for the multi storey building at Kakkanad Factory
Cochin (KFC) as part of the Capacity Expansion Proj ect on 09 May 2011.
HLL receives Performance Excellence Award - 2010 from Indian Institute of
Industrial Engineering on 16 May 2011.

HLL launched STAR (Sugar Testing and Review), a mobile checkup van to
spread awareness about diabetes and help people check blood glucose on 01
June 2011.
HLL becomes the first PSU in the Kerala to sign MolJ with Petronet LNG Ltd
(PLL) for long-term procurement of LNG for its factories on 07 June 2011.
HLL launched largest SMS campaign on blood donation in Kerala, in
association with BSNL on 14 June 2011.

HLL bagged Kerala State Pollution Control Board Award for 2010-2011.
HLL was awarded Best CSR Project Award 2010 by Project Management
Institute (PMI).
HLL launches "I'm not shy", a Nation-wide confidence building campaign on

condom purchase on the World Population Day on 11 July 2011.
HLL enters into a technology transfer agreement with Indian Council of

Medical Research (ICMR) for manufacture of Urine based Fertility Test Kit on
02 August 2011.
HLL hosts Sarga Sangamam 2011, the cultural extravaganza of industrial
Kerala, on 12 August 2011.

Receives National Rajbasha Award (second prize) from the President of India
for outstanding implementation of Official Language in the Southern Region,
on 12th September 2011.

Sargsangamam 2011, the cultural festivity of industrial Kerala, held from 0812
November 2011. Ten dramas competed for the top spots in the
competition.
Shri. Ghulam Nabi Azad, Union Minister for Health and Family Welfare
Launched Cycle Beads, a simple, inexpensive, non clinical and easy to use
natural family planning method, on 04 December.
2012
Shri. Sudip Bandhopadhyay, Union Minister of State for Health and Family
Welfare laid foundation stone for HLL's new 51000 sq ft. building for
36
secondary packing and warehousing of condoms at Balaramapuram on 6
February 2012.
First Global Female Condom Day celebrated in a grand manner with
awareness seminars and road shows on 12 september 2012.

Opens New office at Ahmedabad, Gujarat on 16 August for the purpose of
acting as a hub for the National Aids Control Organisation (NACO) activities
at Gujarat, one of the three states where NACO projects are on. Same office
will act as an office for HLLs other operations.

Forays into the molecular diagnostics area by launching a rapid kit to make
Chikungunya and Dengue fever tests more affordable to the common man on
27 july.
The production capacity at Peroorkada Factory, Thiruvananthapuram (PFT)
unit has been enhanced from 1186 to 1246 million pieces per annum, by
installing two molding machines in its primary production plants, taking the
total annual condom production capacity from 1496 to 1556 million pieces on
10 July.
HLL c & MD Dr M. Ayyappan awarded Outstsnding Business Professional of
the Year 2011-2012 instituted by Dhanam Business Magazine on 26 May.

Dr. Damadar Rout, Honourable Minister for Health & Family, Govt. of Odisha
inauguarated the Lifecare Centre at SCB Medical College, Cuttack on 27
December 2012.
2013
Launched Keralas fourth Lifecare Centre at Vadakara District Hospital in

Calicut on March 2. This is the first Lifecare Centre started functioning in the
northern part of Kerala.

HLL launched MOODS-deo for men marking its entry to the Rs.900 crore
deodorant market of India on February 18, 2013.

HLL opens new storage facility at Balaramapuram, Thiruvananthapuram in the
state of Kerala on 17 January 2013.

HLL has paid Rs.387 Lakhs as dividend to the Government of india for the
financial year 2012-13.

HLL in association with HLFPPT and Ministry of Health and Family Welfare
organized first global health conference on Social Marketing (SM) and Social
Franchising (SF) which was attended by 400 delegates from India and 25
other countries, on 3-5 December 2013.
37
HLL Biotech Ltd. signed agreement with biological E for Technology
collaboration on 26 August 2013.

Sargam, the newly renovated HLL Recreation Club Hall near HLL Peroorkada
Factory opened on 25 august 2013.

HLL launched an integrated solid waste management project at Kowdiar ward
in thiruvananthapuram, Kerala on 25 August 2013.

HBL, the subsidiary company of HLL tied up
with Institute of
Immunology,Zagreb (IMZ) for the manufacture of measles vaccines in India
on 20 August 2013.
HLL received TMA Innovation Award 2013 in recognition of its commendable
initiatives in waste management in the State on 22 July 2013.

Lifecare Centre opened at Sri Venkateshwara Institute of Medical sciences
(SVIMS) at Tirupati, Andhra Pradesh on 18 June 2013.

Lifecare Centre at the General Hospital, Pathanamthitta opened on 14 April
2013.
Hindlabs Pathological Lab opened in Mumbai on 20 April 2013.
HLL Peroorkada Factory baged first prize for pollution control activities in
the category at large scale industries instituted by Kerala State Pollution
control board on 5 June 2013.
2014
The Memorandum of Understanding (MoU) between HLL Lifecare Ltd (HLL)

and HLL Biotech Ltd (HBL) for the year 2014 -15 was signed on 24 March
2014 at the Office of the CMD, HLL.
The Memorandum of Understanding (MoU) between HLL Lifecare Ltd and

the Ministry of Health & Family Welfare for the year 2014 -15 was signed on
21 March 2014 at the Office of the Secretary, MoHFW, Nirman Bhavan, New
Delhi.
HLL acquired 74 per cent equity stakes of GAPL on 19 March 2014. Dr.
M.Ayyappan, C&MD HLL will be the Chairman of GAPL.
HLL has paid Rs.453 Lakhs as dividend to the Government of india for the
financial year 2013-14.
Union Minister for Health and Family Welfare Dr Harsh Vardhan visited HLL
on September 19, 2014.
38
HLL formed a new subsidiary HLL Infratech services Limited(HITES)

specialising
in medical infrastructure development,healthcare institutions
facility management services and procurement of medical equipment and

devices.
HLL and All India Institute of Medical sciences (AIIMS) have collaborated to
launch a Free Generic Pharmacy to provide generic medicines in New Delhi.
HLL launched Moods Planet, aone stop exclusive retail showrooms for
condoms, in Kochi.
HLL has teamed up with Mumbai based Tata Memorial Centre(TMC) for
constructing a state of the art Women and Children Cancer hospital at Parel in
the western metropolis.
The Govt. of Tamil Nadu has chosen HLL Biotech Limited (HBL) as one of
the 16 companies to set up new projects for the overall industrial development
of the State of Tamil Nadu.
2015
HLL kicks off Pratheeksha Charity drive. 30 academically outstanding

students belonging to the BPL category and pursuing various professional
courses in Thiruvananthapuram and Kanagala received grants for further
studies on 20 January 2015.
HLL Family magazine received Kerala Management Associations Excellence

Award 2014 for the best in-house magazine on 15 January 2015.
Union Minister for Health and Family Welfare, Mr J.P. Nadda visited HLL on
April 10, 2015.
Dr M. Ayyappan, Chairman & Managing Director,HLL,received premiere NIB

award named Business Icon of the Year- 2015 on 21 February 2015.
HLL Biotech Ltd (HBL) launches Cost-effective Pentavalent and Hepatitis B

vaccines at New Delhi on 30 January 2015.
HLLs first PPP model Lifecare Centre opened at Gitanjali Hospital on 23

January 2015.
39
Promoters
Hindustan Latex Limited (HLL) is Government of India Company, under the Ministry
of Health and Family Welfare.
PRODUCT PROFILE
HLL Life care Limited is providing a wide range of products for different sections of
market. The products are listed below:
(A) Condoms
Condoms are the major profit earning components of HLL Lifecare Limited. Condom
products are against Sexually Transmitted Diseases such as Acquired Immune
Deficiency Syndrome (AIDS).
Different brands of Condoms are:
1. Moods
2. Moods Supreme
3. Nirodh
4. Deluxe Nirodh
5. Rakshak
6. Gay
7. Share
8. Ustad
9. Supreme Deluxe Nirodh
(B) Contraceptive Tablets
Contraceptive Tablets are taken by women to avoid unwanted pregnancy.Different
brands of contraceptive tablets produced by HLL are Saheli and Mala-D.
(C) Hydrocephalus Shunt
40
Hydrocephalus Shunt is used to regulate the pressure inside the head of children
having abnormal brain fluid condition.
(D) Blood Bags

During the earlier years Blood Bags were imported, but HLL Lifecare Limited started
the manufacture of blood bags from the year 1995 with the technical knowhow from
'Sree Chithra Thirunal Institute of Medical Science and Technology', Trivandrum.
(E) Copper-T
Copper-T is an Intra-Uterine device used by women to protect against unwanted
pregnancy. Use of Copper-T leads to lower fertility rates in women.
There are two brands of Copper-T such as:
T-Care 200 B
T-Care380A
Additional Products are:
(F) Intra-Uterine devices
(G) Oral Re-hydration Salts
(H) Surgical Sutures
(I) Medicated plaster
(J) Needle destroyer
(K) Tissue expanders
(L) Mediguard surgical gloves
(M) Blood bag tube sealer
41
Products that comes under Export Business Unit
Condoms
Oral contraceptive pills
Emergency contraception
Blood collection bags
Surgical sutures
Gloves
VISION AND MISSION OF HLL
Motto
Innovating for healthy generations.
Vision
HLL will establish itself as the leader in its core activities, through a process of
continuous innovation and participatory approach in order to
Provide best value to the customer.

Be an employer of choice.
Promote the cause of family health in general and women's health in
particular.
Mission
To accomplish the corporate vision HLL has outlined a mission to be world class
health care company by the year 2010, with focus on five key areas, namely
Business leadership
Customer focus
Employee satisfaction
Social initiatives
42
Industry leadership
Corporate Objectives:
Building an enduring manufacturing base for Contraceptives and Health Care
Products. Logistics Planning and Management for ensuring the accessibility of HLL
Life care Ltd. brands "at the arm's length of desire".
Effective practice of Social Marketing Programs aimed at addressing the needs of the
society and providing impressive return on investment to Government of India.
Conceptualization and implementation of Social Projects aimed at creating planned
and sustained behavioral change in the areas of Reproductive and Sexual Health.
Commercializing innovations in the area of Health.
Value Statement:
"We consider our employees as our most valuable assets and are committed to provide
full encouragement and support to them, to enhance their potential and contribution to
the company's business."
Corporate social Responsibility

HLL Lifecare Limited set up the Hindustan Latex Family Planning Promotion
Trust (HLFPPT) a not for profit organization, for the purpose of designing and
implementing social sector intervention projects, particularly in the area of
Reproductive Health, Women Empowerment and HIV prevention and control
activities, with the objective of creating planned social change. HLFPPT is today
India's top social marketing organization.
HLFPPT programmes underway in AP, Bihar, Orissa, Jharkhand, Maharashtra and
Kerala are based on intense behaviour change communication based models. The
Trust also manages the largest social marketing programme in the country with a rural
coverage of over 30,000 villages, with population below 5000.
43
HLFPPT has been implementing the HIV AIDS Control Programme in partnership
with Bill and Melinda Gates Foundation, in nine districts of Coastal Andhra Pradesh
and partnering with NACO and State AIDS Control Societies in the states of Kerala,
AP, MP and Orissa. Condom promotion programmes are also being implemented
among the populations vulnerable to HIV in the states of Maharashtra, AP and Kerala.
HLFPPT launched the Merrygold Health Service Network - A Public Private
Partnership for providing affordable and better health care for the poor on August 23,
2007 in the highly populated state of Uttar Pradesh.
The Company is also on the forefront to extend assistance to Hospitals and Schools in
the city for improving their facilities- programmes it has been undertaking as part of
its community welfare initiatives. The company distributed, help to local schools in
equipping them with computers and contributed to maintenance of houses to the local
factory area as a part of social responsibility initiatives. It is also assisting in
managing the Blood Bank run by the IMA in the city. In kangala village during last
year also, the company made arrangements to distribute drinking water during the
summer season.
HLL is one of the principal organizations in the state that has been extending
assistance to various Educational, Cultural and Social organizations for their various
activities. The company initiated actions to help the local administration to fight
against the environment hazards which had badly affected the health of local
population. HLL has provided for the citizens of Trivandrum a Park at the heart of the
city at Kowdiar, which has recreational facilities and a Children's Park.
HLL has ventured into the area of vaccines to take on the challenge post by
communicable dieses which are responsible for a significant share of the global
burden of diseases particularly in developing nation. The need to have affordable high
quality vaccines for preventing communicable dieses is a public health priority in
India. The company has initially launched the marketing of hepatitis and Typhoid
vaccines.
The ministry of health and family welfare handed over to HLL on 11th January 2008,
nearly 300 acres of land at Chengalpeth, near Chennai, in Tamilnadu, for its proposed
medical equipment park and vaccines project. The Medi Park is envisaged to be an
44
integrated manufacturing facility complex of international standards in the field of

healthcare and shall compromise of manufacturing industries for medical diagnostics,
equipments, disposables, and devices. The complex will also house a incubation
centre.
HLL started the life spring hospital change to provide cost effective quality care
particularly in the area of reproductive health for the low income population. The first
life spring hospital was launched in Hyderabad in December 2005 and also at
Kanpoor and at Agra and Uttar Pradesh.
HLL lifecare ltd set up Hindustan Latex family planning promotion trust(HLFPPT)
a non profit organization for the purpose of designing and implementing social sector
intervention projects particularly in the area of reproductive health ,women
empowerment and HIV prevention and control activities .HLFPPT is today 's Indias
top marketing organization, HLFPPT has been supporting implementation of
reproductive and child health and HIV/AIDS prevention and care programme in
partnership with international development agencies and state governments. HLFPPT
is implementing a unique innovative social franchising programme in U.P.-the merry
gold health network -that aims at creating axis to low cost, good quality maternal and
child health (MCH)
services by networking with health service providers as
franchises. The company is also on the forefront to extent assistance to Hospitals and
schools in the city for improving their facilities-programmes.It have been undertaking
as part of its community welfare initiatives, it is also assisting in managing the
BLOOD bank run by IMA in the city.
45
HLL CORPORATE OFFFICE AND PLANT

The Corporate head office of HLL is situated
at Poojappura
in
Thiruvananthapuram. The head office controls the activities of the plant in

Peroorkada. .
PRODUCTION UNITS
Peroorkada Factory, Trivandrum (PFT)
HLL started commercial production of condoms in 1969 at its manufacturing plant at
Peroorkada, Trivandrum, Kerala state, south India, with assistance of using Japanese
technology over the years HLL has grown rapidly and diversified into the
manufacturing of other health care products and had built up four more plants at
Akkulam, Kanagala, Manesar, Kakkanad.
Lists of quality certification
ISO 9001-2000 certificate

510 (k) certificate
CE MARK certificate
SABS 14001 : 2004 certificate
GMP certificate
OHSAS 18001 certificate
KITEMARK
TBS MARK LICENCE
ISO 13485 : 2003
Akkulam Factory, Trivandrum (AFT)

The Akkulam Factory is a modern state of the art facility for manufacture of Blood
Bags and other medical devices namely IUDs (Intra Uterine Devices), Surgical
Sutures, Hydrocephalus Shunts, Tissue Expanders and Tubal Rings. The annual
production from this unit is Blood Bags - 11.5 million pieces, Copper IUDs - 5.5
million pieces, Hydrocephalus Shunts - 5000 pieces, Tissue Expanders - 2000 pieces,
Surgical Sutures - 125000 dozens and Tubal Rings - 2.5 million pieces.
Kanagala Factory, Belgaum (KFB)
46
The Kangala Factory in Belgaum, Karnataka commenced its operations with

production of condoms using Japanese Technology in 1985. This unit underwent
diversification in 1992 with the tableting facility for birth control pills such as MalaDin, Saheli, non-steroidal once-a-week pill, etc. The tableting of emergency
contraceptive pills was started in 2003 and in 2006 the commercial manufacturing of
women healthcare products was started.
Pharma Factory, Indore (PFI)
The Indore Factory commenced its operation in April 2010 in the Industrial area of
Madhya Pradesh. The plant is a formulation facility for a production of a range of
pharmaceutical products including tablets, capsules, Oral Rehydration Salts, etc.
Kakkanad Factory, Cochin (KFC)
The Kakkanad Factory at Cochin Special Economic Zone has been set up in technical
collaboration with M/S. Female Health Company for the manufacture of female
condoms. The female condoms manufactured in this facility are the second generation
made from synthetic nitrile latex, the product generically being termed as FC2. The
installed capacity of this facility is 7 million pieces of female condoms per year.In
addition to this the facility has a fully automatic testing and packing facility for male
condoms with an annual capacity of 150 million pieces of male condoms. This facility
mainly caters to the export market.
Manesar Factory, Gurgaon (MFG)
The Manesar Factory at Gurgaon in Haryana commenced its operations in November
2007. The unit manufactures rapid test kits for detection of metabolic hormones such
as Human Chorionic Gonadotrophin (HCG) in urine and prognosis of diseases such as
dengue, malaria, TB, chikungunya and other infectious diseases. It has an installed
capacity to manufacture 26 million test kits per year on single shift operation.
Irapuram Factory, Cochin (IFC)

47
Irapuram factory, Cochin is located at the Rubber Park near Perumbavoor, Kerala.
IFC facility is the moulding hub for male and female condoms. The installed capacity
for male condom moulding is 240 mpcs/ year and for the female condoms is 25
mpcs/year. The total constructed area in the 306 cents plot is 4650 square metre.
POLICIES
SHE (Safety, Health and Environment) POLICY
Protect environment, prevent pollution and eliminate occupational health and
safety risks through continual monitoring and control of the impact of its
activities, products or services on a continual basis.
Comply with all legal and other requirements, with respect to the
organizations activities.
Encourage concern and respect for the environment, health and safety of
employees and subcontractors and adopt appropriate operating practices and
training for the same.
Set measurable objectives for continual improvement.
Conserve raw materials, energy and reduces waste at source.
QUALITY POLICY
To provide products and services, conforming to international standards in the
health care area to the complete satisfaction of all customers and for building
healthy generations.
To achieve a high standard of personal, corporate and business excellence
through continual improvement, human resources development and teamwork.
To market the products and services of the company globally on the strength
of innovation, quality, cost and delivery.
To meet all statutory and regulatory requirements and be an organization with
Good Corporate Governance and Corporate Social Responsibility.
HLL Life care Ltd committed to quality by mandating that all manufacturing
facilities are certified to a quality system standard.
LAB QUALITY POLICY
48
Ensuring reliable and traceable results by testing by test methods complying

with national, internal standards and by the following good professional
practices.
Ensure that all personnel involved in the testing operations familiarize with the
policies and procedures of the management systems conforming to ISO
17025:2005 and implement the same in their work.
Continually improve the effectiveness of the management systems.
HLL PARTNERS
In its search for becoming a truly world class provider of healthcare products and
services, HLL has been seeking to adapt knowledge from its partners. HLL has over
the years been networking with various corporate organizations, development
agencies and NGOs by combining strengths and capabilities of several world leaders.
Some of them are listed below:
1. Okamoto Industries Inc. for male condoms.
2. Finishing enterprises, USA for Copper-T IUD.
3. Female Health Company for manufacture of female condoms and its
promotion in Asia.
4. Helm, Germany for distribution of DMPA (Depot Medrxyprogesterone
Acetate) in India.
5. Arya Vaidya Sala Kottakal, Kerala for Ayurvedic products.
6. Bharat Biotech International Limited for Hepatitis-B and Typhoid
vaccines.
7. Cheng Da Biotechnology (CDBIO) for marketing of Human AntiRabies vaccines in India.
8. Cycle Technologies Inc., USA for manufacture and distribution of
Cycle Beads in India and abroad.
9. More than 300 NGOs for implementing population stabilization and
HIV/AIDS prevention and control programmes.
DEPARTMENTS
49
HLL Life care Ltd consists of the following departments.

1) Production department
a) Primary production
b) Secondary production
2) Quality Assurance Department
3) Electronic Testing Department
4) Packing department
5) Material Testing department
6) Research and development department
7) Purchase department
8) Engineering department
a) Utility
b) Electrical
c) Mechanical
d) Instrumentation
9) Safety and security department
10) Information technology
11) Project department
12) Finance and Accounts department
13) Stores and sales department
14) Human Resource department
HUMAN RESOURCE DEPARTMENT

HR VISION
50
Fostering employee excellence in support of building the Nation's best health

care company.
HR MISSION
To provide companywide relationship in formulating human resources

policies and programmes that enhance the quality of employee services and
encouraging contributions towards sustaining HLL's continued excellence.

To collaborate with all other departments in supporting effective recruitment,
development and maintenance of a highly competent workforce.

To be a strategic partner in creating a work environment this fosters
individual achievements, teamwork, integrity, professionalism ,accountability.

To foster a meaningful environmental friendly and productive work
environment and ensure positive contribution to the community around us.
HR Philosophy of HLL
1. Believe in the potential of our most valuable assets- our employees.
2 .Believe & trust our employees.
3. Strive for excellence.
4. Exhibit values of honesty, integrity & respect.
OBJECTIVES
Exercise leadership in modeling and implementing successful human resource
policies and practices that help unleash employee potential.

Create an organizational ambience where talents can bloom and support the
management's efforts to foster a high performance workforce.

Support local efforts to recruit, develop and retain a highly qualified
workforce by building market practices and effective employer practice into
human resource methodologies.

Encourage, support, reward and recognize creativity, innovation, and
individual then team performance.
51
FUNCTIONS
The main Functions are:
1. General administration
2. Wages and Salary
3. Training and Development
4. Performance management
5. Industrial relations
6. Labour welfare
7. Estate management
8. Implementation of official language.
9. Recruitment
10. Selection
11. Promotion
12. Transfer
13. Discipline Administration
Organizational Structure
Direct (T&O), CHO
Directo
r
SVP(O
)
ED
University Institute
of Management
M
(PPC
&
Senior Vice President
52
UNIT CHEIF
ED
GM
Unit
Chief
AP
M
GM
IT GM
GM
Pur
Engg
DGM
MERP
M
Proje
c
DGM
Packing,
store
DG
M
DGM
M
Senio
rM
DM2
SM
Packin
g
M
Stores
SM
Mech
hh
SM
Inst
r
SM
Bloc
k
unit
M
Sales
DM3
AM
Sales
APM
DM
AM
M
Mec
h
SM
PP
DM
PP4
APM 2
M
PP
AP
M
DM (3)
Mech.Elec
tronics,
utility
SM
MT
APM
Instrumentati
on
ANALYSIS OF DATA
SM
ETD
SM
ETD
APM
AGE OF RESPONDENTS
Table No : 4.1
SL. NO.
Category
PSTO
SVP(O
)
DGM ETD
LAB, R&D
No. of
53
% of
SM
R&D
respondents
respondents
Below 20 yrs
21-30 yrs
31- 40 yrs
22
44
41-50 yrs
22
44
Above 50 yrs
Total
50
100
Interpretation: From the diagram it is clear that 88 % of total respondents belong to
age group 31- 50 years, 4 % belong to age froup of above 50 years , 6 % belong to age
group of 21-30 years and 0% belong to age below 20 years.
Chart No. 4.1
AGE
50%
44%
45%
44%
40%
35%
30%
AGE
25%
20%
15%
8%
10%
4%
5%
0%
0%
Below
20 yrs
21-30 yrs
31-40 yrs
41-50 yrs Above 50 yrs
GENDER OF RESPONDENTS
Table No : 4.2
54
SL. NO.
Category
No. of
respondents
% of
respondents
Female
26
52
Male
24
48
Total
50
100
Interpretation: From the diagram it is clear that 52 % of total respondents are

females and 48 % are males.
Chart No. 4.2
GENDER
53%
52%
52%
51%
50%
GENDER
49%
48%
48%
47%
46%
45%
Female
Male
MARITAL STATUS OF RESPONDENTS

Table No : 4.3
55
SL. NO.
Category
No. of
respondents
% of
respondents
Single
10
20
Married
40
80
Total
50
100
Interpretation: From the diagram it is clear that 20 % of total respondents are single
and 80 % are married.
Chart No. 4.3
MARITAL STATUS
90%
80%
80%
70%
60%
MARITAL STATUS
50%
40%
30%
20%
20%
10%
0%
Single
Married
EXPERIENCE OF RESPONDENTS
Table No : 4.4
56
SL. NO.
Category
No. of
respondents
% of
respondents
0-2 yrs
2-5 yrs
14
5-10 yrs
20
40
Above 10 yrs
23
46
Total
50
100
Interpretation: It was noted that 46 % of total respondents have more than 10 years
experience, 40 % have 5-10 years , 7% have 2-5 years and none of the respondents
has below 2 years of experience.
Chart No. 4.4
Experience
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
46%
40%
Experience
ye
ar
s
Ab
ov
e
10
ye
ar
s
510
25
Be
lo
w
ye
ar
s
0%
ye
ar
s
14%
57
EDUCATIONAL QUALIFICATION OF RESPONDENTS

Table No : 4.5
SL. NO.
Category
No. of
respondents
% of
respondents
Below SSLC
18
SSLC
13
26
Plus 2
18
Degree
16
PG
Diploma
11
22
Others
Total
50
100
Interpretation: From the diagram it is clear that 18% of total respondents have
education below SSLC,26% have SSLC, 18% have Plus 2,6 % have degree and 22 %
have Diploma.
58
Chart No. 4.5
Educational qualification
30%
26%
25%
20%
22%
18%
18%
16%
15%
Educational qualification
10%
5%
0%
0%
PG
D
ip
lo
m
a
O
th
er
s
2
D
eg
re
e
Pl
us
LC
SS
Be
lo
w
Ss
Lc
0%
MONTHLY INCOME OF RESPONDENTS

59
Table No : 4.6
SL. NO.
Category
No. of
respondents
% of
respondents
5000-10000
18
10001-15000
16
15001-20000
13
26
20001-25000
15
30
Above 25000
10
Total
50
100
Interpretation: Above table shows that 18% of the respondents getting the income
between the range of 5000-10000, 16% of the respondents
getting the income
between the range of 10000-15,000, 26% of the respondents getting the income
between 15000-20000, 30% of the respondents getting the income between 2000025000 and rest of them have above 25000 of income that is 10%.
60
Chart No.4.6
MONTHLY INCOME
35%
30%
30%
26%
25%
18%
20%
16%
15%
10%
10%
MONTHLY INCOME
5%
20
00
125
00
0
Ab
ov
e
25
00
0
10
00
115
00
0
15
00
120
00
0
50
00
-
10
00
0
0%
VIEW OF EMPLOYEES REGARDING PAY

61
Table No : 4.7
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
10
20
Satisfied
21
42
Neither satisfied
nor dissatisfied
12
Dissatisfied
10
20
Highly
dissatisfied
Total
50
100
Interpretation : From the table it is clear that 20 % of the respondents are highly
satisfied with pay, 42% are satisfied and , 12 % are neither satisfied nor dissatisfied ,
20 % are dissatisfied and 3% of the respondents rated as highly dissatisfied.
62
Chart No. 4.7
Pay
42%
26%
20%
H
ig
hl
y
63
0%
di
ss
at
is
fie
d
at
is
fie
d
at
is
fie
d
ei
th
er
sa
tis
fie
d
no
rd
is
s
Sa
tis
fie
d
H
ig
hl
y
sa
tis
fie
d
12%
D
is
s
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Pay
VIEW OF EMPLOYEES REGARDING PROMOTION

Table No : 4.8
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
Satisfied
37
74
Neither satisfied
nor dissatisfied
12
Dissatisfied
10
Highly
dissatisfied
Total
50
100
satisfied with promotion, 74% are satisfied and , 12 % are neither satisfied nor
dissatisfied , 10 % are dissatisfied and none of the respondents rated as highly
dissatisfied.
64
Chart No. 4.8
Promotion
74%
12%
di
ss
at
is
fie
d
fie
d
0%
H
ig
hl
y
no
rd
is
sa
tis
fie
d
10%
ei
th
er
sa
tis
fie
d
H
ig
hl
y
sa
tis
fie
d
Sa
tis
fie
d
4%
D
is
sa
tis
80%
70%
60%
50%
40%
30%
20%
10%
0%
65
Promotion
VIEW OF EMPLOYEES REGARDING SUPERVISION

Table No : 4.9
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
13
26
Satisfied
31
62
Neither satisfied
nor dissatisfied
12
Dissatisfied
Highly
dissatisfied
Total
50
100
Interpretation : From the table it is 26 % of the respondents are highly satisfied with
supervision, 62% are satisfied and , 12 % are neither satisfied nor dissatisfied , and
none of the respondents rated as dissatisfied and highly dissatisfied.
66
Chart No. 4.9
Supervision
62%
70%
60%
50%
40%
30%
20%
10%
0%
26%
67
0%
di
ss
at
is
fie
d
fie
d
H
ig
hl
y
D
is
sa
tis
at
is
fie
d
no
rd
is
s
0%
ei
th
er
sa
tis
fie
d
H
ig
hl
y
Sa
tis
fie
d
sa
tis
fie
d
12%
Supervision
VIEW OF EMPLOYEES REGARDING WORKING CONDITION

Table No : 4.10
SL. NO.
Category
No. of
respondents
% of
respondents
Highly Satisfied
12
Satisfied
28
56
Neither satisfied
nor dissatisfied
14
Dissatisfied
18
Highly
dissatisfied
Total
50
100
satisfied with working condition, 56% are satisfied and , 14 % are neither satisfied
nor dissatisfied , 18 % are dissatisfied and none of the respondents rated as highly
dissatisfied.
68
Chart No. 4.10
Working condition
56%
18%
at
is
fie
d
di
ss
H
ig
hl
y
D
is
sa
tis
fie
d
no
rd
is
sa
tis
Sa
tis
fie
d
ei
th
er
sa
tis
fie
d
H
ig
hl
y
0%
fie
d
14%
12%
sa
tis
fie
d
60%
50%
40%
30%
20%
10%
0%
69
Working condition
VIEW OF EMPLOYEES REGARDING STATUS OF WORK

Table No : 4.11
SL. NO.
Category
No. of
respondents
% of
respondents
Highly Satisfied
10
Satisfied
35
70
Neither satisfied
nor dissatisfied
16
Dissatisfied
Highly
dissatisfied
Total
50
100
satisfied with promotion, 70 % are satisfied and , 16 % are neither satisfied nor
dissatisfied , 2 % are dissatisfied and 2 % of the respondents rated as highly
dissatisfied.
70
Chart No. 4.11
Status of work
70%
16%
10%
2%
2%
H
ig
hl
y
di
ss
at
is
fie
d
at
is
fie
d
D
is
s
ei
th
er
sa
tis
fie
d
H
ig
hl
y
no
rd
is
s
Sa
tis
fie
d
at
is
fie
d
Status of work
sa
tis
fie
d
80%
70%
60%
50%
40%
30%
20%
10%
0%
71
VIEW OF EMPLOYEES REGARDING EMPLOYEE MOTIVATION

Table No : 4. 12
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
Satisfied
37
74
Neither satisfied
nor dissatisfied
12
Dissatisfied
10
Highly
dissatisfied
Total
50
100
dissatisfied.
72
Chart No. 4.12
Employee Motivation
74%
Employee Motivation
10%
at
is
fie
d
di
ss
at
is
fie
d
0%
H
ig
hl
y
H
ig
hl
y
12%
D
is
s
4%
sa
tis
fie
d
80%
70%
60%
50%
40%
30%
20%
10%
0%
73
VIEW OF EMPLOYEES REGARDING JOB SECURITY

Table No : 4.13
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
Satisfied
31
62
Neither satisfied
nor dissatisfied
10
Dissatisfied
18
Highly
dissatisfied
Total
50
100
dissatisfied , 18 % are dissatisfied and 4% of the respondents rated as highly
dissatisfied.
74
Chart No. 4.13
Job security
62%
70%
60%
50%
40%
30%
20%
10%
0%
18%
10%
6%
4%
H
ig
hl
y
di
ss
at
is
fie
d
fie
d
D
is
sa
tis
fie
d
no
rd
is
sa
tis
ei
th
er
sa
tis
fie
d
H
ig
hl
y
Sa
tis
fie
d
sa
tis
fie
d
Job security
75
VIEW OF EMPLOYEES REGARDING BEHAVIOUR OF CO-WORKERS

Table No : 4.14
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
16
Satisfied
30
60
Neither satisfied
nor dissatisfied
18
Dissatisfied
Highly
dissatisfied
Total
50
100
satisfied with promotion, 60 % are satisfied and , 18 % are neither satisfied nor
dissatisfied.
76
Chart No. 4.14
Behaviour of Co-workers
70%
60%
60%
50%
40%
30%
20%
16%
Behaviour of Co-workers
18%
6%
10%
di
ss
fie
d
at
is
fie
d
0%
H
ig
hl
y
D
is
sa
tis
H
ig
hl
y
sa
tis
fie
d
0%
77
VIEW OF EMPLOYEES REGARDING BASIC

FACILITIES REQUIRED FOR THE WORK
Table No : 4.15
SL. NO.
Category
No. of
respondents
% of respondents
Highly Satisfied
10
20
Satisfied
25
50
Neither satisfied
nor dissatisfied
10
20
Dissatisfied
10
Highly
dissatisfied
Total
50
100
dissatisfied.
78
Chart No. 4.15
Basic facilities
50%
20%
10%
H
ig
hl
y
di
ss
at
is
fie
d
0%
at
is
fie
d
D
is
s
fie
d
ei
th
er
sa
tis
fie
d
H
ig
hl
y
no
rd
is
sa
tis
Sa
tis
fie
d
20%
sa
tis
fie
d
60%
50%
40%
30%
20%
10%
0%
79
Basic facilities
VIEW OF EMPLOYEES REGARDING WORK ITSELF

Table No : 4.16
SL. NO.
Category
No. of
respondents
% of
respondents
Highly Satisfied
10
Satisfied
31
62
Neither satisfied
nor dissatisfied
18
Dissatisfied
10
Highly
dissatisfied
Total
50
100
dissatisfied.
80
Chart No. 4.16
Work itself
62%
18%
di
ss
at
is
fie
d
fie
d
0%
H
ig
hl
y
at
is
fie
d
10%
ei
th
er
sa
tis
fie
d
H
ig
hl
y
no
rd
is
s
Sa
tis
fie
d
sa
tis
fie
d
10%
D
is
sa
tis
70%
60%
50%
40%
30%
20%
10%
0%
81
Work itself
CAN COMPLETE THE JOB ON TIME

Table No : 4.17
SL. NO.
Category
No. of
respondents
% of
respondents
Yes
45
90
No
10
Total
50
100
Interpretation : In this case 90% of the respondents can complete job on time and
10 % of the respondents cant complete job on time.
Chart No. 4.17
82
Can complete job on time

100%
90%
90%
80%
70%
Can complete job on

time
60%
50%
40%
30%
20%
10%
10%
0%
Yes
No
SAFETY MEASURES
Table No : 4.18
SL. NO.
Category
No. of
respondents
% of
respondents
Strongly Agree
Agree
15
30
Neutral
18
36
Disagree
18
Strongly Disagree
12
Total
50
100
Interpretation: In this case 4% of the respondents strongly agree.30% of the

respondents agree.36% of the respondent shows neutral opinion. 18% of the
respondent disagree.12 % of the respondent strongly disagree with the safety
measures.
83
Chart No. 4.18
Safety Measures
40%
35%
30%
25%
20%
15%
10%
5%
0%
36%
30%
18%
12%
Safety Measures
di
sa
gr
ee
eu
tr
al
St
ro
ng
ly
St
ro
ng
ly
ag
re
e
4%
VIEW OF EMPLOYEES TOWARDS MANAGEMENT

Table No : 4.19
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
12
Agree
13
26
Neutral
17
34
Disagree
16
Strongly Disagree
12
Total
50
100

respondent disagree.12 % of the respondent strongly disagree.
84
Chart No. 4. 19
View of employees towards management

40%
35%
30%
25%
20%
15%
10%
5%
0%
34%
26%
16%
12%
View of employees
regarding management
di
sa
gr
ee
eu
tr
al
St
ro
ng
ly
St
ro
ng
ly
ag
re
e
12%
VIEW OF EMPLOYEES REGARDING DECISION MAKING

Table No : 4.20
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
11
22
Agree
29
58
Neutral
12
Disagree
Strongly Disagree
Total
50
100
Interpretation: From the table,58 % of the respondents agree that they have voice in
major decisions regarding work environment while 22 % strongly agree,12 % show
neutral opinion, 8 % disagree and none of the respondents rated as strongly disagree.
85
Chart No. 4.20
Decision making
70%
58%
60%
50%
40%
30%
22%
Decision making
20%
12%
10%
8%
di
sa
gr
ee
eu
tr
al
0%
St
ro
ng
ly
St
ro
ng
ly
ag
re
e
0%
STRESS ON THE JOB

Table No : 4.21
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
Agree
16
Neutral
11
22
Disagree
18
36
Strongly Disagree
12
24
Total
50
100

86
Chart No. 4.21
Job Stress
40%
35%
30%
25%
20%
15%
10%
5%
0%
36%
24%
22%
16%
Job Stress
di
sa
gr
ee
eu
tr
al
St
ro
ng
ly
St
ro
ng
ly
ag
re
e
2%
EMPLOYER- EMPLOYEE RELATIONSHIP

Table No : 4.22
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
20
40
Agree
11
22
Neutral
13
26
Disagree
Strongly Disagree
87
Total
50
100
Interpretation: In this case 40% of the respondents strongly agree, 22% of the
respondents agree,26% of the respondent shows neutral opinion, 8% of the respondent
disagree. 4 % of the respondent strongly disagree.
Chart No. 4.22
Employer-employee Relationship
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
40%
26%
22%
Employee-employer
Relationship
di
sa
gr
ee
4%
St
ro
ng
ly
eu
tr
al
N
St
ro
ng
ly
ag
re
e
8%
88
TRAINING
Table No : 4.23
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
14
Agree
21
42
Neutral
15
30
Disagree
10
89
Strongly Disagree
Total
50
100

respondents agree.30% of the respondent shows neutral opinion. 10 % of the
Chart No. 4.23
90
Training
42%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
30%
14%
Training
10%
di
sa
gr
ee
St
ro
ng
ly
D
is
ag
re
e
eu
tr
al
Ag
re
e
St
ro
ng
ly
ag
re
e
4%
MEASURE OF ABSENTEEISM
Table No : 4.24
91
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
10
Agree
21
42
Neutral
14
Disagree
16
Strongly Disagree
18
Total
50
100
Interpretation: In this case 10 % of the respondents strongly agree.42 % of the

respondents agree.14 % of the respondent shows neutral opinion. 16 % of the
Chart No. 4.24
92
Measure of Absenteeism
42%
14%
18%
di
sa
gr
ee
eu
tr
al
N
St
ro
ng
ly
ag
re
e
10%
16%
St
ro
ng
ly
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
APPRECIATION
Table No : 4.25
93
Measure of absenteeism
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
14
28
Agree
26
52
Neutral
12
Disagree
Strongly Disagree
Total
50
100

respondents agree.12% of the respondent shows neutral opinion. 6% of the respondent
disagree.2 % of the respondent strongly disagree.
94
Chart No.4.25
Appreciation
60%
52%
50%
40%
28%
30%
20%
Appreciation
12%
6%
10%
2%
di
sa
gr
ee
eu
tr
al
St
ro
ng
ly
St
ro
ng
ly
ag
re
e
0%
VIEW OF EMPLOYEES TOWARDS OVERALL WORKING OF THE

COMPANY
95
Table No : 4.26
SL. NO.
Category
No. of
respondents
% of respondents
Strongly Agree
10
Agree
29
58
Neutral
18
Disagree
14
Strongly Disagree
Total
50
100
Interpretation: In this case 10 % of the respondents strongly agree.58 % of the

respondents agree. 18 % of the respondent shows neutral opinion. 14 % of the
Chart No. 4.26
96
Overall working of the company

70%
58%
60%
50%
40%
30%
18%
20%
14%
10%
10%
Overall working of the

company
di
sa
gr
ee
eu
tr
al
0%
St
ro
ng
ly
St
ro
ng
ly
ag
re
e
0%
FINDINGS
97
It was noted that 88 % of the respondents are belong to the age group of 3150 yrs.
48 % of the respondents are male and 52 % are females.
46 % of the respondents have more than 10 years of experience 40 % have 510 years of experience and 14 % have 2-5 years of experience.
18% of total respondents have education below SSLC,26% have SSLC, 18%
have Plus 2,6 % have degree and 22 % have Diploma.
Only 62 % of the respondents are satisfied with the pay,12 % are neither
satisfied nor dissatisfied and 26 % are not satisfied.
78 % of the total respondents are satisfied with the promotion policy and 10
% are dissatisfied.
88% of the respondents are satisfied with supervision.
68% are satisfied with the working condition and 18% of the respondents are
dissatisfied.
74% of the respondents are satisfied with motivation.
70 % of the respondents are satisfied with the basic facilities and 10 % are not
satisfied.
90 % of the respondents can complete their job in time.
34 % of the respondents are satisfied with the safety measures provided by the
company.
38 % of the total respondents are satisfied with the top management and 28 %
are not satisfied.
80% of the respondents agree that they have voice in decision making.
18 % of the respondents agree that there is stress in the job and 60 % have no
stress in their job.
52 % of the respondents are not satisfied with the leaves provided by the
company and 34 % are satisfied..
56 % of the respondents are satisfied with the training programme and 14 %
are not satisfied.
62% of the respondents are satisfied with the employer employee relationship.
98
68 % of the respondents are satisfied with the overall working of the company
and 14 % are not satisfied.
CONCLUSION
99
HLL Life care Ltd. is a leading supplier of contraceptive instruments in global market.
It is only company in the world manufacturing and marketing the widest range of
Contraceptives.
Job satisfaction is the extent of pleasurable emotional feelings individuals have about
their jobs overall, and is different to cognitive job satisfaction which is the extent of
individuals' satisfaction with particular facets of their jobs, such as pay, pension
arrangements, working hours, and numerous other aspects of their jobs.
At its most general level of conceptualization, job satisfaction is simply how content
an individual is with his or her job. Employees in an organization were working in
that particular organization for the well being of the company and for their self also.
A satisfied employee will contribute his best for the development of the organization.
The management must carefully understand the requirements of the employees and
communicate with them. This will lead the way for the development of the employees
thereby the development of the organization.
SUGGESTIONS
100
The company should conduct more training to motivate the employees.

The company should try to give salary according to the work done by the
employees.
The company should take step to improve the safety measures provided to the
employees.
101
102

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Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

BACKGROUND AND DEFINITION OF PROBLEM

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

NEED AND SIGNIFICANCE OF THE STUDY

OBJECTIVES OF THE STUDY

METHODOLOGY OF THE STUDY

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

b. Coding and Tabulation

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY

Time was a limiting factor for deep study and analysis.

accuracy of the result.

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

: INTRODUCTION TO THE STUDY

It includes a review of literature to the study.

: THEORETICAL FRAMEWORK , INDUSTRY AND

: DATA ANALYSIS AND INTERPRETATION

It includes Data Analysis, Interpretation and Calculations.

: FINDINGS, CONCLUSIONS AND SUGGESTIONS

It Includes Findings , Conclusions and Suggestions.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Davis et al. (1985) Job satisfaction represents a combination of positive or negative

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

example,be associated with a personal feeling of achievement, either quantitative or

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Routledge Dictionary of Business Management, Third edition, Routledge

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

2.Employees Inter-Personal Relationship

Pay or total compensation.

Job satisfaction is a pleasurable or positive emotional state resulting from the

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

c) Supportive working conditions : Employees prefer physical conditions that

Actual Job conditions

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Expectation about Job

Provide a positive working environment.

Importance of Job satisfaction

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

It is an important indicator of how employees feel about their job and a

resign and satisfied worker likely to work longer with the

Theories of job satisfaction

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Maslows needs hierarchy was developed to explain human motivation in general.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

cognitive process of the employee and, in general, lacks empirical supporting

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

University Institute of Management

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.

development activities by producing inexpensive and high quality products ,currently

Study on Job Satisfaction among Employees at HLL Lifecare Ltd.