CHAPTER-1

Introduction of Human Resource Management

An organization may be a manufacturing firm, business or hospital university etc. It may be large or small organization, whatever may be the organization there should be an organization there should be a group of human beings of achieving the goals. In any organization we have two types of resources they are 1. Human Resources

2. Non Human Resources The individual at work place may be of different categories, they may be different sex, different age, socio religious group, Different education standards etc. They may also have different behavior positions and characteristics, which may be same or may be different. They may also have their own goals experience etc. They belong to different religion family relationship, cast back grounds etc. Thus every management must aware not only about organization needs but also about individuals needs. Every organization maintains good relationships with people or human resources then it will achieve its desired goals. HRM is dedicated to develop a suitable corporate cultural programs are designed and implemented to reflect the core value of the enterprise HRM is productive rather than reactive .It always examines to what is to be done rather than waiting to be told what to do about recruiting, paying or training people. HRM is related to the continuous process of manpower planning, selection, performances appraisal, salary Administration, Training and management development. HRM always is a deep- rooted comprehensive activity taken up to improve the quality of human beings who are the vital assets of the organization competence and capability of the employees will be improve by adopting scientific methods which enables them to play their assigned roles effectively. HRM satisfies those expectations which are not satisfied by conventional personal management.

Nature of HRM

In simple terms, HRM I.e., a management function that helps managers recruit, select training and development for an organization. HRM is obviously concerned with the people dimension in organization. Nature of HRM to Reflect its new philosophy, a new outlook, approach and strategy, which view on organizations man power as its resources and assets and not as liabilities or mere hands. Therefore, human resources today are considered to be the, vital resources to develop the organization. Non human resources (Technology, Finance etc), may contribute for the growth. But experience now stresses that HRM is the key factor in the organization growth. Today the business promoters have fully understood that knowledge, skills, creative abilities, talents and aptitudes of the workers in the organization are vital for the growth. They also consider that the altitudes, values, approaches of the individuals are also equally important for the smooth running of the organization. Keeping this in view every enterprise is maintaining an effective human resources department for all sided growth of workers.

Meaning

People are the main resources of all productive efforts in every organization. A detailed study of people is the main function of HRM. HRM means the process of accomplishing organization objectives by acquiring, retaining, termination, development and properly using the human resources in the organization. HRM also considers that there should not be high manpower turnover. This means human resources adopted to work should remain in the organization for fairly a longtime. Those employees who are unruly and do not follow the rules and procedures should be made to retire from service developing involves education, training and make the human resources to accept any type of current or future work.

DEFINITION OF HRM: According to Paul G Halting Human resources is that of aspect of management having its goals and effective utilization of the labour resources of an organization. According to Edwin B Flippo Human resources management is the planning , organizing, directing and controlling of the procurement, development, component competition, integration, maintenance and separation of human resources to the end that individual organizational and social objectives are accomplished. In this view of Dale and Yoder Human resources management is the planning, organizing, directing and controlling of the procurement, development, component competition, integration, maintenance and separation of human resources to the end that individual organization and social objectives are accomplished. Features of HRM 1. Human resources management is concerned with managing people. That are it covers all the levels of personnel, they can be two types. Blue colored employees & White colored employees 2. It is concerned with employees both as individuals and as well as a group that is they function for achieving organization goals and individual goals. 3. It is concerned with helping employees to develop their potentiality to maximum extent. This allows job satisfaction. 4. Human resources management at getting the willing cooperation 5. It is applied both in industrial organization and non- industrial organization, government organization, non profit institution and even in army services. Thus the scope is very wide for HRM.

6. HRM is of continuous nature that is it has to be practiced through out the year and requires constant touch with human Relations.

Introduction of Employees satisfaction

Man power is the main resource for any company for the company to work efficiently the company should have a good human resource. The company management should maintain the employees happy so that the function of the company goes without bread for keeping the employees happy their several kits like allowances welfare measures, incentives etc. Employees satisfaction:- Employees satisfaction is one of the most crucial but controversial issues in industrial psychology and behavioral management in organization . It ultimately decides the extent of employees motivation through the development of organization climate or environment. Meaning of employees satisfaction:Employees satisfaction is a favorableness and unfavourableness with which employees view with their work .It results when there is a fit between job requirement and the wants and expectation of employees. Benefits of employees satisfactions Arriving at the key training and needs and leaving needs of the company. Higher degree of acceptance to make change happen. Increasing motivational levels of employees. Employees involvement in co-creating the path a head.

Higher commitment leading to the creating of a caring and partnering organization.

Maslows need hierarchy:Abraham Maslow in a classic paper outlined the elements of an overall theory of motivation drawing chiefly on his clinical experience he thought that person motivational needs would be arranged in hierarchical manner. In essence he believed that once a given level need is satisfied it longer service to motivate the next higher need has to be activated in order to motivate the individual Maslows Identified 5 levels in the need hierarchy they are Maslows hierarchy of needs.

Self actualization Esteem needs Social needs Safety needs Psychological need

Psychological needs

The most base level in the hierarchy the psychological needs generally cores ponds to the unlearned primary needs. The basic needs for sustaining human life food , clothing , shelter, and sleep satisfaction .until these needs are satisfied to the require extent other needs do not motivate a person. Safety needs: This is second level of need is roughly equivalent to the security needs. Maslows stressed emotional as well physical safety once these needs are satisfied they no longer motivate. Socialneeds:Since human being are social animals they desire to belong to others and to be accepted by others every person wishes to be affiliated to a particular social group. Esteem needs :- Once a person gets satisfied his need to belong he expect to be held in esteem both by himself and by others this kind of needs produces satisfaction as power prestige status and self confidence . Needs for self actualization: Maslows regarded this as the highest level need in this hierarchy .It is the desire to become what one is capable of become to maximize ones potential and to accomplish something in life as a goal. Determinates of employees satisfaction Nature of works :- Most employees crave intellectual on their job therefore they prefer jobs that offer them challenges and an opportunity to use their skills and abilities, however more challenges in job creates frustration and feeling of failure too little challenges cause boredom, in fact it is the condition of moderate challenge in which employee experience pleasure and satisfaction.

Pay and promotion:Employee wants their pay system and promotion polices as un ambiguous and inline with expectation. Rewards;-organization expects efficient performance from their employees in order to contribute to the attainment of the individual goals organization rewards their employee who contributes to the achievement of the organization goals. There are two types of rewards intrinsic and extrinsic rewards their employees who contribute to the achievement of the organization goals there are two types of rewards intrinsic and extrinsic rewards. Intrinsic reward satisfaction with employees from the job itself. These rewards include pride in ones work; having feeling of job accomplishment being member of a team, job enrichment etc. extrinsic rewards include wage, salary, external to the job and come from management Carrier growth Carrier is the entire job that is held during once working life carrier planning is very necessary to reduce employee dis satisfaction and turn over. It is important for improving motivation and morale and also to provide suitable promotional chance. Thus improve employees performance on the job by taping their potential abilities and future employee growth.

Quality supervision:Quality or supportive supervision establishes cordial and supportive personal relationship with subordinates and Takes interest in subordinates well being these characteristics of supervision create satisfaction for employees on their job. Supportive colleague:Experience shows that employee get move out of work then only money or tangiable achievement, it happens only when opportunities for interaction with colleagues, thus work fills the need for social interaction. Thus having supportive colleagues also lead to employees satisfaction. Safe and healthy working condition:-Most of the organization provides safe and healthy working condition due to human requirement or legal requirement. In fact these condition are a matter of enlighten self interest.

Training and development

The important of human resources management to a large extent depends management to a large extentent depends on human resource development. Training is the most important technique of human resources development. Training increases job satisfaction and also satisfies personal needs of the trainee. Causes of employee satisfaction:External causes:-The presence of the factor described below contributes to the job satisfaction of most employees. Mentally challenging work:- Most employee crave some intellectual challenge on the job. This need can be met by such means as a trouble nooting Assignment training another employee or making suggestions for productivity improvement .

2. Contact with end users:-The opportunity to interact with the person who ultimately uses your goods and service enhance job satisfaction most Job call for employees to submit there work to their boss or a co- workers such as a assistant preparing a letter for the department manager.

3. Meaningful Reward;- Employee satisfaction increases directly when employee receive meaningful rewards for performing A meaningful rewards is fair, informative and in line with a person need or goals a fair reward is in the line with the size of workers contribution. Employees satisfaction occurs only when you think the reward is fair and you perceive it to be valuable 4. Helpful co-workers and supervision;- helpful in this Sense means giving the employees an opportunity to achieve important job, value & such as interesting work pay and promotion etc, employee satisfaction is also enhanced when basic values that with other employees INTERNAL CAUSE

1.Work fitting ones job values;- major job values include autonomy, creative, helping other, security and performing technical work to the extent that employees job allow them to perform work that satisfaction will increase. 2. A feeling of self-esteem;- contributes directly to job satisfaction, high status occupation contributes more to self esteem than to those low status the individual in search of self-esteem on the job is dependent up on society perception of that status of specific occupation. 3. Optimistic and Flexibility;- an optimistic and flexibility person is predisposed to be a satisfied employee. A pessimistic and rigid will most likely to be dissatisfied employee, every company have its share of pills that always find complaint about no matter what the company does to satisfy such a person he or she finds another source of dissatisfaction. 4. Positive self image ;- As Robert Baron observes people possessing a positive self image are generally more satisfaction with their job than those possessing negative self images. A possible explanation is that the people who view most things negatively this is similar to the adage You have to like yourself first before, you can like other people in this case you have to like your self first before you can like jour job. 5. Positive expectation about the job ;- people with positive expectation about their job are frequently more satisfied than those with low expectation these expectations, illustrate a self fulfilling prophecy if you expect to like your job you will have in such away that those expectations will be met and vice-versa. 6. Good personal adjustment: - people who report good personal adjustment away from work tend to have above average job satisfaction one reason is that an enjoyable personal life makes job frustration more tolerable more fundamental reason offered by Robert a boron is that help you to do well in personal life are also helpful on the job among these skills is the ability to get along with others and to face situation confidentially.

1.4

CONSEQUENCES OF EMPLOYEES SATISFACTION: - extreme in satisfaction and morale are the major significance to individual and the organization. 1. Productivity :- High job satisfaction is particularly important for the productivity of employees whos work involves extensive contact with

people one study showed that managers with high job satisfaction were more likely to: Listen to others. Show awareness and concern for the feeling of others. Be factual. Have good emotional control. Accept criticism. These behaviors are more likely to improve the productivity of workers whose job involves extensive contact with people.
2. Co-operative behaviors and good citizenship: - Although high

satisfaction may not always lead to high productivity it often leads result in other aspects of job performance. Employees with high job are likely to: Help co-workers with a job related problem. Accept orders with out stress. Help to keep work area clean and cultured. 3. Quality of work life:- Quality is that extent to which workers are able to satisfy important needs through their job and other experience with the organization. Modern organization devote considerable resources for helping employee to achieve a high quality of work life, it can also be a consequence of employee satisfaction stemming from other managerial action and programs quality of work life can be regarded as an organization state of high employee satisfaction and morale employees who are satisfied with many elements of their job and the company will their fore experience high quality of woke life . 4. Satisfaction with your job and carrier has as pill over effect on satisfaction with life research conducted with 1,100 workers over a four years period found support for the for the consequence of job satisfaction. With supervision pay, and promotion are likely to increase life satisfaction conversely decrease in these factors tends to decrease life satisfaction. COSEQUENCE OF EMPLYEE DISSATISFACTION:1. Absenteeism and turnover

Employee who dislike their job are absent more frequently and are also more likely to quite this is one of the best documented facts about the negative consequences low employee satisfaction. Absence frequently and duration is more closely associated with dissatisfaction with the work itself.

 Absence frequently is related to dissatisfaction with coworkers and overall satisfaction. Evidence also exists that if the causes of the discount modified job satisfaction will increase and the turn over will decrease 2. Job truss out and burnout Job stress is the body response to any job related factor that threatens to disturb the persons equilibrium if stress is prolonged and intense the employee may suffer a variety of ailments, including heart disease blurred, vision pinging in the ears, backaches and gastrointestinal, mental and physical exhaustion in response to prolonged job stress. A employee who feels trapped in a dissatisfying job may withdraw by such means a high absentesion of tardiness or the employee may quiet. 3. Safety Poor safety practice are another negative consequence of low satisfaction and moral, some of the lost time just mentioned can be attributed to job accidents. When people are discouraged about their jobs they are more liable to have accidents. An a underlying reasons behind such accidents is that discouragement may take attention away from the last at the hand and intention leads directly to accidents, many hand injuries from power tools can be attributed to the operator by hot paying careful attention. 1.5 Types of Employee satisfaction survey They are many approaches of measuring job satisfaction broadly They can classified in to three categories Objective survey Descriptive survey Projective survey 1.Objective survey:- of the large varieties of objective survey, the most popular one uses multiple choice questions here a number of alternatives answers are given to each question and the employee is asked to mark one of the alternatives which is nearest and how he feels. The chief defect of the objective survey is that management prepares the questionnaires and provides the alternatives answer. it does not give much chance to employee to express themselves in their own ways and in the process the response may hide rather than reveal their own true feelings.

The main advantages of objective survey is that they are easy to administer and can be analyzed statistically. 1. Descriptive survey: - in these, response are obtained in either directed or undirected manner and in the employee, own words in the directed question the attention of the employees is focused on a specific part of the job. The question for example may be what you think of the company leave rules in this manner the management determines the list of items to be covered. The employees have a greater freedom of expression in undirected questioning the employees may discourse the feelings. Which came to this mind at the moment an example of undirected question is what are some of the things you like most about your job? The descriptive survey may be undertaken either through an individuals interview or through a group discursion. 2. Projective survey: - These types of survey are personality problems developed by psychiatrists and psychotic for studying their emotional stability an mental health these are not used for general survey they are rarely used in professional counseling of individuals with special problems.

CHAPTER 2

DESIGN OF THE STUDY

2.1 Title of the project A study on employees satisfaction at BHEL. 2.2 Aim of the project The aim of the study is to measure the employee satisfaction level at BHEL. The project also aims to provide the company with a tool to understand the true feelings of the employee on the important parameter with special reference to non bargain able employee (management and staff) this would also help the organization to identify various methods to increases its employee efficiency and thus improve organization productivity. 2.3 Objectives of the study To measure the level of employee satisfaction. To understand the employees opinion towards their welfare needs working condition physical needs to give suggestions based on findings 2.4 Operational definition:Employee satisfaction can be defined as a pleasure or positive emotional state resulting from the appraisal of once job experience and other related issues company identification nature of work, employee relation working environment physical needs welfare needs, financial rewards career growth are some of the study to understand the perception and the attitude of the job and its over all effect. 2.5 Data souse: Primary data- The primary data for the study was collected from employees at BHEL through survey using un structured interview questionnaire Secondary data The secondary data for the study was collected through internet, journals and company hand outs. Scope of the study Employee at the grass root level experience a scene of frustration because of low level of wages poor working conditions un favorable terms of employees in human treatment by their superior and the like where as managerial personnel fee frustrated because of employment interpersonal conflict role conflicts job pressures lack of freedom in work absence of challenging work etc certain values where attributed to work in the past work was worship and people and say and commitment to work but todays employees wouldnt believe in such valves of work he works for his salary he works hard if the condition of work are conductive and congenial and terms of employment are favorable to him as such he work norms have been changing some thing to time to time there has been much concern today about the decent wages convenient working conditions etc Employee welfare is a comprehensive term including various services, benefits and facilities offered to employee by the employer, though such

generous fringe benefits the employer., makes the life worth, living for employee the welfare amenities are extended in addition to normal wages and other economic rewards available to employees as for the legal, provision the basic purpose of labor welfare is enrich the life of employees and keep them happy and contended. High satisfaction may lead to improved productivity reduced accidents less job stress and lower unionization. The study was conducted period weet from to fulfill the objective in this survey the geographical limit confined to BHEL Bangalore. Limitation of the study 1. The study is restricted to BHEL-Epps only 2. The data collected instrument is take as question native, which mat not be ideal instrument is getting accurate data. 3. Many people hesitate to give correct views because fear and consciousness 4. It is assumed that a preference of the respondents remains constraint during the period or study. RESURCH 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 regard purpose with economy in procedure. Infact the research design is conceptual in structure with in which research is conducted it consists the blue print for collection, measurement and analysis of data. Types of research 1. Descriptive: - The research include surrey and fact finding enquires of the different kind the main character of the research is the research has no control over the variables, it is an expert fact research. 2. Analytical: - Research has no facts or information already available and analyzes these to make critical evolution. 3. Applied: - Aim at finding a solution for an immediate problem facing a society or on organization. 4. Fundamental: - Is mainly concerned with generalization and with the formulation of the theory. 5. Conceptual: - Its related to some abstract idea and theory. It is generally used by philosophers and thinkers to develop new concepts.

6. Empirical :- Relies on experience or observation it is also known as experimental type it is a data base research company up with conclusion which are capable being verified. 7. Quantitative: - Based on measurement of quantity and amount it is applicable to phenomenon that can be expressed in terms of quantity. 8. Qualitative: - Is concerned with qualitative phenomenon that is phenomena relating to or including quality or kind. So the research design taken for the study is descriptive research method. Where it includes surveys and fact finding, the main characteristic of this method is that the researcher has no control over the variables. He can only report what is happening. Statement of problem All Companies aim at fulfilling their objectives. It is imperative that in order to achieve those objectives employees are involved in the growth and the stability of the organization.