NEW DATA Rakshita

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Part II
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EXECUTIVE SUMMARY OF THE REPORT
Organization is considered as consciously coordinate social unit, composed of two or more people that
function on a relatively continues basis to achieve a common goal. Organization are social entities that are
goal directed, are designed as deliberately structured and coordinated activity systems and are linked to
external environment.
Management is the heart of the organization and human resource management is the soul of it as it
acquires, develops motivates the personnel without whom the organization might not exist. Organization
consists of five basic elements money, machinery, material, methodology and man however rest of the
four can be arranged or bought from any part of the company but man is the only source which can’t be
arranged but has to be developed.
Job satisfaction is a complex concept and difficult to measure objectively. A wide range of variables
relating to individual, social, organizational and environmental factors, affects the level of job
satisfaction. Job satisfaction in turn has a variety of effects. These effects may be seen in the context of an
individual’s physical and mental health, productivity, absenteeism and turnover.
HCL Technologies ltd. is a sound organization with well-defined goals and objectives. Each and every
department is contributing towards its growth. HCL Technologies ltd. wants to develop a systems which
can help them out in deciding the high performers in each and very department so that they can base their
system of recruitment on the qualities, skill and qualification of these high performers and to get perfect
personnel out of the process of recruitment. They also wanted to develop a system, which can be good
base for the performance appraisals and training and development.
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This project is an initial step toward the implementation of job satisfaction among the employees of HCL
Technologies Ltd. In order to study the level of job satisfaction in the employees of HCL Technologies
Ltd. a descriptive research was adopted.
 A questionnaire was prepared to find out the level of job satisfaction among the employees of
HCL.
 All the responses were studied/analyzed and certain findings and recommendations were given.
 A detailed and systematic report was prepared.
This project not only deals with the compilation of the profiles of different people in different department
but it is also deals with the practical aspects of it i.e. how this system can be applied in HR function via
recruitment, training and development and performance appraisals.
Finally some concrete steps to improve the level of job satisfaction were recommended. These steps were:
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 Job redesigning to make the job more interesting and challenging,

 Improving quality of work life,
 Linking rewards with performance and
 Improving organizational climate.
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COMPANY PROFILE
“In an intellectual capital world, talent is what matter, and we are told that the companies that will win in
the competitive arena those that are the best at locating, assessing, recruiting and keeping the most
talented people.”
The genesis of HCL began at a Delhi "barsaati" (akin to a garage start-up) in 1976 which evolved three
decades later into a dynamic USD 5 Billion Global Empire.
A young team of six led by Shiv Nadar, the pioneers of HCL, believed in the growth prospects IT
industry had for India. Today HCL is one of the leading IT enterprises employing 60,000 professionals,
with a global presence in 23 countries spanning locations worldwide.
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Shiv Nadar firmly believes that, "If you want to empower people, give them the tools. There's enough
entrepreneurship in this country to take care of the rest." He is quick to grasp new opportunities,
select a team to transform his ideas into reality and delegate the project to competent professionals.
From modest beginning 3 decades ago,
 Shiv Nadar entered the Forbes List of billionaires in the year 2000.
 In 2007 he was ranked 214 globally and among the top fifteen in India.
 Business Standard ranked him 4th in the billionaires club.
 and he is also amongst the top 20 Indian personalities as per the Business Today – Cirrus
survey.
 Shiv Nadar was awarded the Padma Bhushan by the President of India, Pratibha Patil on
May 5, 2008.
HCL Technologies (abbr. for Hindustan Computers Limited) is India’s 4th largest leading global IT
Services companies, providing software-led IT solutions, Remote infrastructure management services and
BPO. Having entered the global IT landscape in 1999 after its IPO, the company focuses on
Transformational Outsourcing, working with client. The company leverages an extensive global offshore
infrastructure and its global network of Offices in 17 countries to deliver solutions cross select verticals
including Financial Services, Retail & Consumer, Life Sciences (Clinical Research services in CDM and
Biostatistics) & Healthcare, Aerospace, Automotive, Semiconductors, Telecom and ME (Media &
Entertainment). For the Fiscal year ending June 30, 2007, HCL Technologies, along with its subsidiaries
Recorded revenues of US $ 1.7 Billion and employed 52,000 professionals.
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6 S OFFERINGS FOR BUSINESS EMPOWERMENT
HCL believes in the 6 S offerings for Business Empowerment:
SOLUTIONS :
The one stop shop solution center for all your IT needs, customized to meet and scale with your unique
Business Needs.
SERVICES :
A range of value added services in IT infrastructure operations and management.

SUPPORT :
Pan-India footprint of support and logistics locations. Over 260 Direct service support locations.
Technically sound workforce of over 1700 certified professionals.
STANDARDS :
World Class Quality standards maintained for PPP (People, Processes & Performance). Alliance
with global technology leaders.
SAVINGS:
Help in reducing costs & “do more with less” by maximizing the value of the technology and personal
resources, thereby reducing the total cost of ownership (TCO).
SATISFACTION :
Complete Satisfaction for the customers through the HCL 6S offering that enables one to maximize
system uptime through rapid response and resolution services thereby optimizing IT investments.
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MAIN DIVISIONS OF HCL
HCL INFOSYSTEMS :
HCL Info systems, India’s premier information enabling and integration company offers its customers
technology solutions across multiple platforms. It has partnerships with some leading global player like
Intel, AMD, Toshiba, Ericsson, Microsoft, Nokia and Sun Microsystems among others.
HCL Technologies have direct customer services center across 300+ locations and two ISO 900 I certified
state-of-the-art manufacturing facilities. With a mission to provide world-class information technology
solutions and services to enable its customers to serve their customers better, HCL Technologies is
forever setting new standards of IT in the country
HCL ENTERPRISE :
HCL Enterprise is a leading Global Technology and IT enterprise with annual revenues of $2.7
billion (Rs. 12,000 cr). The HCL Enterprise comprises of two companies listed in India, HCL
Technologies & HCL Info systems. The 3-decade-old enterprise, founded in 1976, is one of
India’s original IT garage start-ups. Its range of offerings span Product Engineering, Technology
and Application Services, BPO, Infrastructure Services, IT Hardware, Systems Integration, and
distribution of technology and telecom products. The HCL team comprises of 30,000
professionals of diverse nationalities, who operate from 15 countries including 300 points of
presence in India. HCL has global partnerships with several leading Fortune 1000 firms,
including leading IT and Technology firms.
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REFLECTIONS ON HCL’S DIVISIONS
Professional service organization :
Established in 1994,HCL info system PSO provides single-window enterprise solutions in key
vertical segments of telecommunications, manufacturing, finance & banking, government,
utilities and transportation. Spearheading HCL info system’ thrust on software exports, the PSO’
s infrastructure comprises a task force of 600 software specialists, three software export
factories, and dedicated’ centers of excellence’ for SAP and telecom solutions. PSO’S projects
involve high level IT consulting, large systems integration projects and functional consulting and
implementation services for ERP (enterprise resource planning), CRM (customer relation
management) and SCM (supply chain management). PSO’s development processes are ISO 9001
certified and it also has achieved the SEI CMM level IV.
Systems Support Organization :

Continuously increasing customer expectations and applications its focus on integrated enterprise
solutions have strengthened the HCL Info system SSO’s capabilities in supporting installation types
ranging from single to large, multi location orders. The SSO, comprising a direct support force of over
800 members, is operational at 143 locations across the country and is the largest such human resource of
its kind in the IT industry. A majority of the SSO has been specially trained in supporting solutions, the
company’s key focus area.
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Manufacturing Operations : 9
HCL Infosystem manufacturing facilities are ISO 9002 certified and adhere to stringent quality
standards ands global processes. With the largest installed PC base in the country, three
indigenously developed and manufactured PC brands-the ‘Infiniti’ ,busy bee’ and the ‘Beanstalk
‘ and its robust manufacturing facilities, HCL Info system aims to further leverage its dominance
in the PC market. Also manufactured at the Noida facility, HCL Info system ‘Infiniti’ global line
of business servers is incorporated with leading edge building blocks and from world leaders
such as Intel.
Global Services :
As Customers needs mature, the IT industry has witnessed a continual evolution through a
progressively finer segmentation of markets. To become a dominant player in providing global
IT services; HCL Info system has reorganized and consolidated its hardware and services
businesses. Towards this, it has set up overseas subsidiaries in the U.S , the U.K , Singapore,
Australia and Malaysia. Today HCL Technologies‘complete range of software development and
IT services are now available to global markets.
Frontline Division :
Frontline Division markets national and international brands of computer systems and peripherals within
the country. With its extensive network of 800 resellers across 300 cities, Frontline Division has actively
promoted the penetration of PC’s in the ‘home and the small office/home office (SOHO) segments. To
provide its users innovative support services and solutions, the Divisions have established a countrywide
network with 205 partners across 100 cities, termed the “support net”. Focusing on the small and medium
enterprises (SME), the small office/home office (SOHO), the home and the first time user (FTU)
segments, the Frontline Division aims to become a dominant purveyor of IT Products by value added
services and enhanced solutions to its customers.
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Office Automation Division : 10
HCL Info system. Office automation division, previously known as HCL Office Automation, markets and
supports Toshiba photocopies, In Focus multimedia projectors, Duplo digital duplicators. Ericsson EP
ABX , Samsung Key telephone Systems, and over 400 experienced personnel further reinforces its strong
operational capabilities. Among the specific initiatives undertaken by the OA Division are customer
meets held across the country, President Club meets, tele -audits, and setting up of IVR (interactive
voice responses) Helpdesks.
 The Quest for Quality
HCL Info system initiatives in setting national and international industry standards in
technology, solutions and processes led to the establishment of two unique programs - “program
Infiniti” in 1992 and “enterprise 2000” in 1994. “program Infiniti” is a consistent and continuous
plan designed to upgrade and modernize HCL Info system entire hardware and software
capability to world class standards. “Enterprise 2000” is a unique program with an aim to
provide IT solutions to class standards. “Enterprise 2000” is a unique program with the aim to
provide IT solutions to customers, to place them at the cutting edge of their respective businesses
by the year 2000 and beyond. In Keeping with its objective of total quality management, over 70
percent of its employees are being trained under the Phil Crosby methodology of Quality
Education System.
 THE HP Relationship
In 1992, HCL formed a joint venture company, HCL HP, with the international computer giant, Hewlett-
Packard (HP), and precipitated a technological .leap by achieving world class manufacturing expertise in
the country for the HP’s based business servers and workstations. In 1997, HCL and its joint venture
partner, HP RISC/UNIX re-organized their joint business activities in India through the buying back of
HP’s 26 percent of equity in HCL HP by the HCL.
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 Foray into Cyberspace

Following the governments decision to open up the distribution of internet services to the private sector,
HCL Info system, under a new initiative called WWW.OW, will provide a complete range of solution for
the internet. These services include setting up of infrastructure for ISP’S, solutions for cybercafés,
information kiosks, Net-on-TV, corporate intranet and extranet, infrastructure for smart cities and a set of
management services such as facilities management, network management etc.
An HCL Info system believes in the Total Quality Management philosophy as a means for
continuous improvement, total employment, total employment participation in quality
improvement and customer satisfaction. Its concept of quality address people, processes and
products
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ALLIANCES & 12
PARTNERSHIPS
HCL Technologieshas alliances with global technology leaders like Intel, AMD, Microsoft, Bull,
Toshiba, Nokia, Sun Microsystems, Ericsson, nVIDlA, SAP, Scan soft, SCO, EMC, VERITAS, Citrix,
CISCO, Oracle, Computer Associates, Red Hat, In focus, Duplo, Samsung and Novell.
These alliances on one hand give access to the best technology & products as well enhancing the
understanding of the latest in technology. On the other hand they enhance their product portfolio, and
enable them to be one stop shop for their customers.
Recent Updates:
1. HCL & Nokia decide on longer-term strategy to further penetrate Indian market.
2. Gist of Q & A with callers/ investors/ shareholders on the announcement relating to the long term
Agreement with Nokia.
3. Toshiba in partnership with HCL Technologiesexpands its retail presence in India by unveiling
‘shop Toshiba’.
4. HCL forms a strategic alliance with Bull to launch a new range of Scalable Enterprise Class
Servers on Open Architecture.
5. AMD & IT Ministry unveil affordable computer to promote 50xl5 vision in India.
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GLOBAL SCENARIO
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The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL
Infosystems. HCL Technologies is the IT and BPO services are focused on global markets, while HCL
Infosystems is the IT, Communication, Office Automation Products & System Integration arm focused
on the Indian market. Together, these entities have uniquely positioned HCL as an enterprise with
service offerings spanning the IT Services and Product spectrum.
The range of offerings span Product Engineering and Technology Development, Application Services,
BPO Services, Infrastructure Services, IT Hardware, Systems Integration, and Distribution of
Technology and Telecom products in India.
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GEOGRAPHICAL
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OVERVIEWOF
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HCL is one of the leading global Technology and IT enterprises with annual revenues of US$ 3.30
billion. The HCL Enterprise comprises two companies listed in India, HCL Technologies
(www.hcltech.com) and HCL Technologies
The 30-year-old enterprise, founded in 1976, is one of India’s original IT garage start-ups. Its range of
offerings span R&D and Technology Services, Enterprise and Applications Consulting, Remote
Infrastructure Management, BPO services, IT Hardware, Systems Integration and Distribution of
Technology and Telecom products in India. The HCL team comprises 34,000 professionals of diverse
nationalities, operating across 15 countries including 300 points of presence in India. HCL has global
partnerships with several leading Fortune 1000 firms, including several IT and Technology majors.
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NATIONAL SCENARIO
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NATIONAL SCENARIO
Fueled by the entrepreneurial zeal of its founders, HCL developed the first indigenous micro-
computer in 1978, at the same time as Apple. Since then, HCL has had a 3 decade rich history of
inventions and innovations. Entrepreneur is the term that best describes the HCL employees. The
TIME magazine has referred to HCL as an "intellectual clean room where its employees could
imagine endless possibilities."Ever since HCL entered into an alliance in 1970s, partnerships and
HCL have been inseparable. Bonds have been forged with partners to co-create value Strong
inorganic growth is a testimony to the spirit of partnerships. This entrepreneurial and win-win
relationship driven culture continues to guide HCL in all its endeavors.
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SWOT ANAYLSIS
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1.STRENGTHS
Wide Range of Products and Services like Bpo’s, SoftwareServices, Infrastructure Management which
cater into both largeand medium size companies.B.Global Coverage in countries like U.S, Europe, Japan
etcC.Strong employees base of upto 50000Pax.D.Support sales activities by understanding the customer
business better.E.Keep uptodate on what competition is doing.F.Its revenue has increased from 60.7bn in
2007 from 114bnin2009 which shows its increasing trend.
2.WEAKNESS
One of the key weakness of HCL is that it has lost projects incontinuation like recently BFSI
cuts projects.
B.HCL has always a weakness in TIER1 sectors.C.Total asset turnover is one of the weakness of HCL as
they hasalways failed to materialize its assets in right direction.D.Lack of innovation and distribution
network especially in caseof laptops has reflected HCL’s weakness.
3.OPPORTUNITIES
A.Acquisitions:-HCL has already done 3 major acquisitions likeLiberta. This enables them to expand and
create opportunity for them to wide there spectrum.B.Key opportunities lies in the countries like Eastern
Europe andAPAC(Asia-Pacific Region).C.Mid Market segment is the opportunity area as
againstfortune200 companies.D.Opportunity of doing better on return on equity from 21.42%
by beating satyam(26.08%)E.Increasing its market share from 9.8% vs 19.7%(HP)
4.THREATs
.One of key threat for HCL and the industry as a whole is the ban of outsourcing from India due to new
regulations from U.SB.Dip in quarterly Sales by 5% can lead to loss of market shareand
product depreciation.C.Small Players and manufactures are trying to enter into thesegment where they
can provide much cheaper products thenHCL which will be a rising competition for HCl to stand.
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OBJECTIVES
 Every work has an objective to prove its worth. Any work done without an objective is a
sheer wastage. So, following are the objectives of my study: -
 To find out the level of satisfaction among the employees of HCL.
 To find out the problems which are leading to dissatisfaction among the employee.
 To evaluate the impact of job satisfaction and dissatisfaction.
 To provide certain measures that would increase the satisfaction level of employees.
 To study the personnel environment of HCL.
 To see how the presence of job satisfaction among the employees has contributed to the
efficiency and the effectiveness of the employees in the organization.
 To feel the pulse of the employees views and other suggestion.
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LITERATURE REVIEW
In this an attempt has been made to review the existing literature on various dimensions of
employee. It is very much needed to review existing literature before framing objectives of the
study. 1. (Vijay, 2016) Director, Invenio Business solutions in his article “Times of India” titled
“The IT professional trade off “ Analyzing the career traction tradeoffs from a different
perspective provide professionals an opportunity to showcase their business acumen. He
observed that experienced IT professionals who now perceive IT consulting as the preferred
career path. He also observed that Potential candidates from established firms apply with an
anticipation of landing a larger role within the organization and having a bigger scope of work.
According to him India will be a hot bed for talent in the years to come. 2. (Sunita Shukla, 2016)
In their research article they pointed out that to meet the unique need of the organization,
retention policies to be kept in mind. The researcher has concluded that employee friendly
policies and systems and other innovative methods of employee welfare programs are must to
retain the employees and minimize attrition. In her research she pointed out that transparent and
fare appraisal system is the first rank and need to looked into 3. (Yongqiang 2015) in their survey
the influence of collectivist human resource management practices on team-level identification
collecting empirical data from firms in different regions of China, we found that the
collectivism-oriented HRM approach has a positive effect on employees' team-level relational
identification 4. (Srinivas P S, 2015) in their research paper published in Journal of health
research and reviews in 2015 “ IT professionals are subjected to high level of stress which affects
their mental health by doing yoga job anxiety and perceived stress modifiable in Indian IT
professionals has reduced . The IT companies must ensure to reduce stress levels among their
employees. 5. (Babu G R, 2013) His study on software professionals reported that 74.3%
reported that workers with high stressors had 6 times odds of having paid sex in last 3 months.
His study revealed about the sexual behavior of the software professionals. 6. (Mathew, 2013)
The researcher discussed about the employee challenges in Information Technology , workforce
productivity is influenced by changing environment , it is inevitable to expect challenges out of
such working conditions, later on such challenges becomes very important for better work
environment, she concluded that employees are facing lot of challenges . 7. (Dilshad, 2013)
Their research was found that there exist a linkages between Human resource practices and job
satisfaction and motivation to employees, Non-Governmental organizations are not following
and practicing al the HR practices in Pakistan. 8. (Pratibha, 2013) She concluded that that
Information and communication technological environment it is inevitable to expect challenges
out of such working conditions. With changing work dynamics, employees are facing lot of
challenges 9. (Ruchi Goyal, 2012) Their research paper investigated influence of HR practices
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on the employee job satisfaction and organizational commitment in pharmaceutical companies in
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India. Five factors were obtained, companies are motivating their employees thru rewards and
recognitions, and they also undertook several welfare activities. Pharma companies are in
forefront to reward their employees. 10
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RESEARCH
METHODLOGY
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According to Clifford Woody, "research comprises defining and redefining problems,

formulating hypothesis or suggested solutions; collecting, organizing and evaluating data,
making deductions and reaching conclusion; and at least carefully testing the conclusions to
determine whether they fit the formulating hypothesis."
Research methodology is the way to systematically solve the research problem. It is the process
through which the researcher acquaints himself to the problem and then he draws a step-by-step
outline of how to solve the problem. The following methodology has been used in this research
study of finding out the level of job satisfaction among the employees with in the organization.
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RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure. Research design is a plan
that specifies the sources and types of information relevant to the research problem. It is a strategy
specifying which approach will be used for gathering and analyzing the data. In fact, the research design
is the conceptual structure within which research is conducted; it constitutes the blue print for the
collection, measurement and analysis of data.
Types of Research Design
Research design is mainly of three types: -
1. Exploratory Research
2. Descriptive or Conclusive Research
3. Experimental Research
The research undertaken by me in this project is descriptive research. The research

methodology adopted for the project can be stated as follows: -
 An extensive study of the topic through various sources such as Internet, data available in the books and
work done in some topics.
 A questionnaire was prepared to find out the level of job satisfaction among the employees of HCL
Technologies Ltd.
All the responses were studied/analyzed and certain findings and recommendations were given.
A detailed and systematic report was prepared
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ASSUMPTIONS
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Sources of primary data like Structured Questionnaire and Schedules are the
reliable and valid instrument to access the level of job satisfaction among the
employees of HCL Technologies Limited.
Responses obtained from the Questionnaire are true
It is supposed that to a large extent sample is free from biasness.
Also all the sources of secondary data like induction, manual, website of HCL, etc; are the reliable
sources.
SAMPLING DESIGN
Sampling is used to collect primary data when the source of data is far too many to be exhausting
handled. Sampling is an integral part of data collection process.
The way of selecting a sample is known as sample design. A sample design is a definite plan for obtaining
a sample from a given population. Sample design may as well lay down the number of items to be
included in the sample i.e., the size of the sample. Sample design is determined before data are collected.
Types of Sampling Design
Sampling design is of two types: -
1. Probability Sampling
2. Non-Probability Sampling In this survey I have used Non-Random Sampling or mere specifically
Convenience Sampling as the incumbents were approached as per their ease and availability.
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METHODS OF DATA
28 COLLECTION
The key for useful systems id the selection of the method for collecting data and linking it to
analysis and decision issue of the action to be taken. The accuracy of the collected is of great importance
for drawing correct and valid conclusion from the detailed investigations.
There are two types of data viz., primary and secondary.
In this study I have used Structured Questionnaire and Schedules for collecting primary
data. I have also made frequent interaction with the management and the employees during my
training at HCL Technologies Ltd. I have been impressed by the ingenuity, cooperation, confidence
and efficiency, which were reflected through their knowledge and experience.
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JOB SATISFACTION
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INTRODUCTION:-
Hop pock brought the term “Job Satisfaction” to limelight. He reviewed 32 on job satisfaction conducted
prior to 1933. According to him, job satisfaction is "the combination of psychological, physiological and
environmental circumstances that cause a person to truthfully say, "I am satisfied with my job." This
definition points to the factors affecting job satisfaction but does not indicate the nature of job
satisfaction.
Job satisfaction is the end feeling of a person after performing a task. To the extent that a person's job
fulfills his dominant needs and is consistent with his expectation and values, the job will be satisfying.
The feeling would be positive or negative depending upon whether need is satisfied or not.
Job satisfaction is a set of favorable or unfavorable feeling of relative pleasure or pain. It typically refers
to the attitudes of a single employee. Job satisfaction can be viewed as the overall attitude, or it can apply
to the parts of an individual’s job. Job satisfaction like an attitude is generally acquired over a period of
time as an employee gains more and more information about the workplace. Nevertheless, job satisfaction
is dynamic, for it can decline even more quickly than it developed. Managers cannot establish the
conditions leading to high satisfaction now and then neglect it, for employee’s needs may change
suddenly. Managers need to pay attention to employee attitudes week after week, month after month, year
after year.
Job satisfaction is one part of life satisfaction. The nature of one’s environment off the job influences
one’s feelings on the job. Similarly, since a job is an important part of life, job satisfaction influences
one’s general life satisfaction. Managers may need to monitor not only the job and immediate work
environment but also their employee’s attitude towards other parts of life.
Job satisfaction is different from motivation, morale and attitudes. Motivation refers to the willingness to
work. Satisfaction, on the other hand, implies a positive emotional state. Morale implies a general attitude
towards work and working environment. It is a group phenomenon where as job satisfaction is an
individual feeling. Job satisfaction may be considered a dimension of moral and moral could be a source
of satisfaction. Attitudes are predispositions that make the individual behave in a particular way. Job
satisfaction, on the contrary, is the end feeling, which may influence subsequent behavior. Thus, job
satisfaction is an employee's general attitude towards his job.
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While managing human resources, most of the executives face the problem of providing job satisfaction
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to the employees under their command. Job satisfaction is not the same as motivation. It is more of an
attitude, an internal state of the person concerned. It could, for example, be associated with a personal
feeling of achievement. Herzberg in his two-factor theory of motivation advocated 'job enrichment' to
give people the opportunity to use their talents and abilities, to exercise self control over their job and thus
to attain job satisfaction. Thus, job satisfaction is an individual's emotional reaction to an employees.
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IMPORTANCE OF STUDY OF JOB SATISFACTION
The importance to the study of job satisfaction levels is very important for the executives. Job satisfaction
study importance can be understood as they answer the following questions: -
1. Is there room for improvement
2. Who is relatively more dissatisfied?
3. What contributes to the employee satisfaction.
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MEASURES TO IMPROVE JOB SATISFACTION
Job satisfaction plays a significant role in the organization. Therefore, managers should take concrete
steps to improve the level of job satisfaction. These steps may be in the form of: -
 job redesigning to make the job more interesting and challenging,
 improving quality of work life,
 linking rewards with performance and
 improving organizational climate.
Harrell points out that management may take several measures to increase job satisfaction. He suggested
measures to improve job satisfaction with regards to several factors: -
 Personal factors
 Factors inherent in the job
 Factors controllable by management
(1) Personal factors: - Management cannot change personal factors of employees and that is not the
job of management either. Management must, however appreciate the role of personal factors in job
satisfaction and productivity of the employees. The factors of effective selection and placement of
employees are crucial in this respect, in order to utilize the human resources better. Individuals may be
placed on jobs where their personal factors help in obtaining job satisfaction. These factors include the
individual employee personality, age, sex, number of dependents, education, intelligence, time on the job
etc. Certain personality traits have been viewed as an important cause of job dissatisfaction. The existence
of neurotic behaviour or personality maladjustment has been found to be the cause of job dissatisfaction
but some studies indicate that neurotic tendency leads to job dissatisfaction only when the job itself is one
of the greatest strain.
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As regards to relationship between education of an individual and his job satisfaction, there is no
clear research evidence about it.
As regards the relationship between the intelligence between individual and job satisfaction, it usually
depends upon the level and the range of intelligence and the challenge of the job.
A study by, Nancy C. Morse on the satisfaction is the white collar job, institute of social research,
University of Michigan 1953 has noted the following findings:
(a) Older white-collar employees have intrinsic job satisfaction but lower financial and status satisfaction.
(b) Women are more satisfied with their job than men probably because of their lesser ambitions and
financial needs.
(c) The more dependent one has to support, the lesser satisfaction has with his job probably because of his
larger financial needs.
As regards to the relations of age to job satisfaction, a number of studies find little relationship of
age to job satisfaction for all employees, though in some job situations, it has been found to be
important.
As regards to relationship of time spend by an individual on the job satisfaction, it may be said that drops
slowly after a couple of years but rises again with further more time on the job.
(2) Factors inherent in the job: - As regards to factors inherent in the job, care should be taken into
account: -
 the geographical locations while building a plant;
 size of the organization while planning for expansion; and
 measures to minimize repetitiveness in job while laying out the manufacture of a product.
 Although technically a particular location appears to be feasible for building a plant, it may be a
source of considerable dissatisfaction to the employees. The company has to take steps in order to
overcome such sources before it can expect efficient operations. Again, the size of a small firm has
certain advantages over that of a big firm on the opportunity for employee satisfaction. However, the
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ultimate deciding factor of employee satisfaction seems to be the overall effectiveness of management in
the organization and not the size. These factors include the type of work to be performed, skills required
for work performance, occupational status involved in the job, difference in work situations etc.
According to Robert Hop pock study, the job satisfaction varies from almost zero to 100% depending
upon the job. The type of work inherent in the job is very important, as a number of researches in this
regard have shown that varied work generally brings about more job satisfaction then does routine work.
As regards to relation of occupational status to job satisfaction, it has been pointed out that occupational
status is related to job satisfaction but it is not identical with it. Such status does not depend entirely the
job itself and it depends not only the way the employee regards the status of his job but also on how it is
considered by others whose opinions or views he regards to be important. However research evidence
indicates that employees in those jobs are relatively more dissatisfied which have less social status or
prestige.
Job satisfaction is also related to the place of work or work situation. It is believed that employees at the
work place in large cities are generally less satisfied with their jobs than those work in small towns or
cities.
(3) Factors controllable by management: - There are many important factors, which the management
can control, in order to bring about employee satisfaction. These factors include security (economic as
well as social), wages & salaries or pay, fringe benefits, opportunities for advancement, working
conditions type and quality of supervision etc. It is believed that industrial employees mostly want steady
work and security for age. Much can be done to improve the factors controllable by the management such
as : -
 Efforts can be made to give a feeling to the individual that their jobs are important and that they
are making significant contributions towards the attainment of organizational goals.
 The issue of wages, fringe benefits and security may be given a serious consideration as they
reflect in large measures, the real needs and aspirations of employees in Indian conditions. Measures can
be taken to provide an opportunity for advancement based on merit and seniority.
 Work terms can be formed on the basis of psychometric patterns and supervisors can be trained to
provide effective leadership.
 The criteria of selection, placement, transfer, promotion and various rewards have been viewed
with suspicious and hatred by employees in many Indian organizations.
3
4
 Employees can be given adequate information regarding their work situations, the company and
allied factors. This is likely to minimize the adverse effects of wrong information received from
"grapevine". The employees do not want information by way of grapevine; if possible they would like to
find out from their superiors in person. Information obtained through the grapevine is often erroneous and
detrimental to the company, whereas the correct information is bound to help the company in the long
run.
 Desirable conditions of work are also important to job satisfaction. Probably white-collar
occupations are attached more desirable. Good supervision is on the average an important factor in job
satisfaction. An effective downward flow of communication in an organization is also important to job
satisfaction because employees today are keen to know more about the company-its plans, policies etc.
and they also seek information from management as to how they are doing and how they can improve if
necessary?
It should be recognized that the attitude of employees are stable and that the job dissatisfaction may exist
even if several factors are corrected. Therefore, the management should not expect immediate returns
from these measures in the form of improved job satisfaction and decreased job satisfaction.
4
5
MEASURING THE LEVEL OF JOB SATISFACTION
Long term nation wide studies indicate that job satisfaction has been relatively high and stable in
the United States. Although worker’s expectations have both increased and changed in their focus over
time. The quality of management practices also has improved. As results more than 80% of those in the
work force usually report that they Rae reasonably satisfied with their jobs. Managers should not be
complacent, however, for this also suggests that million at workers are unhappy, and many other millions
are probably dissatisfied with same specific aspects of their job. In addition many of the “satisfied”
workers may have simply resigned themselves to their work situations, with the results that they are
neither satisfied nor dissatisfied.
The level of job satisfaction across groups is not constant, but it is related to a number of variables. This
allows managers to predict which groups are likely to exhibit the problem behaviors associated with
dissatisfaction. The key variables revolve around age, occupational level, and organizational size.
Who is satisfied? As workers grow older, they tend to be slightly more satisfied with their jobs;
apparently they lower their expectation to more realistic levels and adjust themselves better to their work
situations. Predictably, too, people with high-level occupations tend to be more satisfied with their jobs.
As we might expect, they are usually better paid, have better working conditions and hold jobs that make
fuller use of their abilities.
Finally, there is some evidence to suggest that levels of job satisfaction are higher in smaller
organizational units (such as a branch plant). This is because larger organizations tend to overwhelm
people, disrupt supportive processes, and limit the amounts of personal closeness friendship, and small
group teamwork that are important to the satisfaction of many people.
5
6
METHODS OF DATA COLLECTION
The key for useful systems id the selection of the method for collecting data and linking it to analysis and
decision issue of the action to be taken. The accuracy of the collected is of great importance for drawing
correct and valid conclusion from the detailed investigations.
There are two types of data viz., primary and secondary.
In this study I have used Structured Questionnaire and Schedules for collecting primary data. I have also
made frequent interaction with the management and the employees during my training at HCL
Technologies Ltd. I have been impressed by the ingenuity, cooperation, confidence and efficiency, which
were reflected through their knowledge and experience
6
7
DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means of study.
Data collection plays an important role in any study. It can be collected from various sources. I have
collected the data from two sources which are given below:
1. Primary Data
 Personal Investigation
 Observation Method
 Information from correspondents
 Information from superiors of the organization
2. Secondary Data
 Published Sources such as Journals, Government Reports, Newspapers and Magazines etc.
 Unpublished Sources such as Company Internal reports prepare by them given to their analyst &
trainees for investigation.
 Websites like KOTAK’S official site, some other sites are also searched to find data.
7
8
Scope of the Study
The scope of the study is very vital. Not only the Human Resource department can use the facts
and figures of the study but also the marketing and sales department can take benefits from the
findings of the study.
Scope for the sales department

The sales department can have fairly good idea about their employees,tat they are satisfied or not.
Scope for the marketing department

The marketing department can use the figures indicating that they are putting their efforts to plan their
marketing strategies to achieve their targets or not.
Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the personnel department
can use the information to make efforts to avoid such complaints.
Sample Size :-
Questionare is filled by 100 employees of HCL, NOIDA
The questionnaire was filled in the office and vital information was collected which was then subjects to:-
 A pilot survey was conducted before finalizing the questionnaire.
 Data collection was also done with the help of personal observation.
 After completion of survey the data was analysed and conclusion was drawn.
 At the end all information was compiled to complete the project report.
8
9
Analysis &
Interpretation
9
10
Q1. have been passed up at least once for a promotion in the past few years.
0% 20%
50%
30%
Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree
This graph shows that 0% of employees are strongly agree about the point , 20% of employees are agree
on the point, 30% are neither agree nor disagree,50% are disagree and rest 0% of employees are strongly
disagree.
10
11
I spend parts of my day daydreaming

about a better job.
10% 0%
15%
15% 60%

Strongly Disagree
disagree.
11
12
I find much of my job repetitive and

boring.
10% 5% 0%
10%
75%

Strongly Disagree
disagree.
12
13
I am mentally and/or physically

exhausted at the end of a day at work.
10% 5% 0%
85%

Strongly Disagree
INTERPRETATION
disagree.
13
14
I feel that my job has little impact on the

success of the company.
20% 0%
50%
30%

Strongly Disagree
INTERPRETATION
disagree.
14
15
I have an increasingly bad attitude

toward my job, boss, and employer
20% 0% 20%
60%

Strongly Disagree
INTERPRETATION
This graph shows that 0% of employees are strongly agree about the point , 0% of employees are agree on
the point, 20% are neither agree nor disagree,60% are disagree and rest 20% of employees are strongly
disagree.
15
16
I am no longer given the resources I

need to successfully do my job.
0% 10%
30%
60%

Strongly Disagree
INTERPRETATION
disagree.
16
17
I am not being used to my full

capabilities.
0%
40% 40%
20%

Strongly Disagree
INTERPRETATION
disagree.
17
18
I have received no better than "fair"

evaluations recently.
25% 0%
40%
35%

Strongly Disagree
INTERPRETATION
disagree.
18
19
I feel as though my boss and employer

have let me down.
0% 10%
35%
55%

Strongly Disagree
INTERPRETATION
This graph shows that 0% of employees are strongly agree about the point , 0% of employees are agree on
disagree.
19
20
I often feel overworked and

overwhelmed.
0%
35%
45%
20%

Strongly Disagree
INTERPRETATION
This graph shows that 45% of employees are strongly agree about the point, 20% of employees are agree
disagree.
20
21
I am frequently stressed out at work.
0% 20%
50% 15%
15%

Strongly Disagree
INTERPRETATION
disagree.
21
22
I live for weekends and days away

from the job.
0% 10%
30%
60%

Strongly Disagree
This graph shows that 0% of employees are strongly agree about the point, 0% of employees are agree on
disagree.
22
23
I find myself negatively comparing my

situation to my peers.
20% 0% 15%
25%
40%

Strongly Disagree
INTERPRETATION
disagree.
23
24
I feel my bad days at work outweigh the good

ones.
0% 25%
45%
30%

Strongly Disagree
INTERPRETATION
disagree.
24
25
I often experience a sensation of time standing

still when I am at work.
20% 0% 15%
35%
30%

Strongly Disagree
INTERPRETATION
disagree.
25
26
I have been told that I am becoming a more

cynical person.
Strongly Agree
0% 10% Agree
35%
25%
Neither Agree nor
Disagree
Disagree
30%
Strongly Disagree
INTERPRETATION
disagree.
26
27
I feel as though my employer has broken

promises about my future with the organization.
0% 10%
40% 25%
25%

Strongly Disagree
INTERPRETATION
disagree.
27
28
I have lost sight of my career goals and

aspirations.
15% 0% 15%
25%
45%

Strongly Disagree
INTERPRETATION
disagree.
28
29
I no longer feel valued for my work.
10% 25%
20%
20% 25%

Strongly Disagree
INTERPRETATION
disagree.
29
30
FINDING
30
31
 Employees are not completely satisfied with their job although their salary is good enough.
 Employes are not getting value to their work.
 Most of employees think that they are not on their actual path.
 Most of the employees think that the organization haven’t fulfill their promises,what they do in
beginning especially regarding Promotion.
 There is negatively comparison between peers especially regarding targets.
 They often feel overworked.
31
32
SUGGESTIONS AND RECOMMENDATIONS
To increase the job satisfaction level of the employees the company should concentrate
mainly on the incentive and reward structure rather than the
motivational session.
 Ideal employees should concentrate on their job.
 Educational qualification can be the factor of not an effective job.
 Company should give promotion to those employees who deserves it.
32
33
LIMITATIONS OF STUDY
However I shall try my best in collecting the relevant information for my research report, yet there are
always some problems faced by the researcher. The prime difficulties which I face in collection of
information are discussed below:-
1. Short time period: The time period for carrying out the research was short as a result of which
many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not possible to conduct survey at
large level.
3. Small no. of respondents: Only 20 employees have been chosen which is a small number, to
represent whole of the population.
4. Unwillingness of respondents: While collection of the data many consumers were unwilling to
fill the questionnaire. Respondents were having a feeling of wastage of time for them.
5. Small area for research: The area for study was Kaithal, which is quite a small area to judge job
satisfaction level.
33
34
BIBLIOGRAPHY
BOOKS
1. Kothari C.R., Research Methodology, New Delhi; New Age International
Publication, second edition.
2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill
Publication Company Ltd. Page no. 81-136,171,179,267,284.
3. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd. India,ninth
edition.
4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill Publication
Company Ltd.
WEBSITES:-
a. www.kotaklifeinsurance.com/home/products
b. www.kotak.com/coms2/product-compint-0000950756-page.html
c. www.irda.org/insurance/benefits-kotak,-ind
d. www.ask.com-/meaning-insurance/history//-
e. www.ibef.org/industry/insurance-trend/in
34
35
ANNEXURE
QUESTIONNAIRE
NAME: ………………………………………….
DESIGNATION: ……………………………….
COMPANY: …………………………………….
1. I have been passed up at least once for a promotion in the past few years.
 Strongly Agree
 Agree
 Neither Agree nor Disagree
 Disagree
 Strongly Disagree
2. I spend parts of my day daydreaming about a better job.
 Strongly Agree
 Agree
 Disagree
3. I find much of my job repetitive and boring.
 Strongly Agree
 Agree
 Disagree
35
36
4. I am mentally and/or physically exhausted at the end of a day at work.
 Strongly Agree
 Agree
 Disagree
5. I feel that my job has little impact on the success of the company.
 Strongly Agree
 Agree
 Disagree
6. I have an increasingly bad attitude toward my job, boss, and employer .
 Strongly Agree
 Agree
 Disagree
7. I am no longer given the resources I need to successfully do my job.
 Strongly Agree
 Agree
 Disagree
8. I am not being used to my full capabilities.
 Strongly Agree
 Agree
36
37
 Disagree
9. I have received no better than "fair" evaluations recently.
 Strongly Agree
 Agree
 Disagree
10. I feel as though my boss and employer have let me down.
 Strongly Agree
 Agree
 Disagree
11. I often feel overworked and overwhelmed.
 Strongly Agree
 Agree
 Disagree
12. I am frequently stressed out at work.
 Strongly Agree
 Agree
 Disagree
13. I live for weekends and days away from the job.
37
38
 Strongly Agree
 Agree
 Disagree
14. I find myself negatively comparing my situation to my peers.
 Strongly Agree
 Agree
 Disagree
15. I feel my bad days at work outweigh the good ones.
 Strongly Agree
 Agree
 Disagree
16. I often experience a sensation of time standing still when I am at work.
 Strongly Agree
 Agree
 Disagree
17. I have been told that I am becoming a more cynical person.
 Strongly Agree
 Agree
 Disagree
38
39
18. I feel as though my employer has broken promises about my future with the organization.
 Strongly Agree
 Agree
 Disagree
19. I have lost sight of my career goals and aspirations.
 Strongly Agree
 Agree
 Disagree
20. I no longer feel valued for my work.
 Strongly Agree
 Agree
 Disagree
39

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1

EXECUTIVE SUMMARY OF THE REPORT

 Job redesigning to make the job more interesting and challenging,

From modest beginning 3 decades ago,

6 S OFFERINGS FOR BUSINESS EMPOWERMENT

HCL believes in the 6 S offerings for Business Empowerment:

A range of value added services in IT infrastructure operations and management.

MAIN DIVISIONS OF HCL

REFLECTIONS ON HCL’S DIVISIONS

Professional service organization :

Systems Support Organization :

 The Quest for Quality

 Foray into Cyberspace

 To find out the level of satisfaction among the employees of HCL.

According to Clifford Woody, "research comprises defining and redefining problems,

Types of Research Design

Research design is mainly of three types: -

2. Descriptive or Conclusive Research

The research undertaken by me in this project is descriptive research. The research

A detailed and systematic report was prepared

Responses obtained from the Questionnaire are true

It is supposed that to a large extent sample is free from biasness.

Types of Sampling Design

Sampling design is of two types: -

There are two types of data viz., primary and secondary.

IMPORTANCE OF STUDY OF JOB SATISFACTION

1. Is there room for improvement

2. Who is relatively more dissatisfied?

3. What contributes to the employee satisfaction.

MEASURES TO IMPROVE JOB SATISFACTION

 job redesigning to make the job more interesting and challenging,

 improving quality of work life,

 linking rewards with performance and

 improving organizational climate.

 Factors inherent in the job

 Factors controllable by management

 the geographical locations while building a plant;

 size of the organization while planning for expansion; and

MEASURING THE LEVEL OF JOB SATISFACTION

METHODS OF DATA COLLECTION

There are two types of data viz., primary and secondary.

 Information from correspondents

 Information from superiors of the organization

Scope of the Study

Scope for the sales department

Scope for the marketing department

Scope for personnel department

Questionare is filled by 100 employees of HCL, NOIDA

 A pilot survey was conducted before finalizing the questionnaire.

Strongly Agree Agree

I spend parts of my day daydreaming

Strongly Agree Agree

I find much of my job repetitive and

Strongly Agree Agree

I am mentally and/or physically

Strongly Agree Agree

I feel that my job has little impact on the

Strongly Agree Agree

I have an increasingly bad attitude

Strongly Agree Agree

I am no longer given the resources I

Strongly Agree Agree

I am not being used to my full