TRAINING REPORT ON TWO MONTHS INDUSTRIAL TRAINING AT S.E.L MANUFACTURING CO.LTD. ( Vill : Sekhan Majara near Rahon,S.B.

S Nagar,Punjab ) IN H.R.DAPATEMENT

SUBMITTED IN PARTIAL FULFILLMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION IN HUMAN RESOURCE

Under the Guidance of: By: Mr. SANDEEP SINGH KUMAR Designation:TRAINING OFFICER No.:2119 Department:H.R

Submitted RAJ College CLASS.:MBA-2 Roll

PUNJABI UNIVERSITY REGIONAL TECHNOLOGY AND MANAGEMEN SAS NAGAR MOHALI PHASE-7 PUNJAB

CENTRE

FOR

INFORMATION

ACKNOWLEDGEMENT
This formal piece of acknowledgement may not be sufficient to express my feelings of gratitude towards the people who helped me successfully completing my training with regard to S.E.L MANUFACTURING CO. LTD. Firstly I wish to take the opportunity to express my deep regards to Mr.K.P.N. (SENIOR MANAGER H.R.Deptt)for accepting me as a trainee for the period from January 6 to June 5 in this prestigious organization. I take this opportunity to express my sincerest thanks to Mr. HARNEK SINGH(chief manager H.R. Deptt.) for their valuable guidance. I am really indebted to the management and working of the S.E.L Manufacturing Ltd. Who have established a brilliant enterprise at RAHON, which provides chances of training to number of engg. Students like me and render all their help, assistance and their cooperation to them and established a great name in 3yrs. of their service. I am grateful to Mr. SANDEEP SINGH(TRAINING OFFICER H.R.Deptt), for their progressive advice for training place and for their keen guidance for training. . K.P.N. (SENIOR MANAGER)

CONTENTS

S.No.

Page no.

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

About the Company... 4 Definition..10 Importance of employee satisfaction12 Factors affecting employee satisfaction13 Advantage and disadvantage of employee satisfaction.23 Objectives 12 Interpretation 28 Conclusion ...32 Findings37 Recommendations ....49 Bibliography....51

OBJECTIVES OF THE STUDY

To find that whether the employees are satisfied or not To analyse the companys working environment. To check the Degree of satisfaction of employees. To find that they are satisfied with their job profile or not. To find that employees are working with their full capabilities or not.

About The Company

SEL GROUP, under the mentorship of The Chairman Mr. R.S. Saluja, has nurtured a dynamic business landscape.

Mr. Neeraj Saluja, Managing Director and Mr. Dhiraj Saluja,

Whole Time Director have

carried forward and added to the legacy of The Chairman, with their formidable leadership. With their discerning vision and clairvoyance, they are steering the group through the most significant and arduous phase in its history.

The GROUP has announced a capex of USD 400 millions to set up an integrated state of the art yarn manufacturing facility with manufacturing 400000 spindles. This will be the largest yarn

facility in a single location. Work for the same has already started in

Mahetwara, Madhya Pradesh, with the potential of providing direct employment to 4000 and indirect employment to 20,000 people.

The GROUP, headquarters, at Ludhiana, Punjab, North India, started its journey in 1969 with manufacturing in Ready Made garments. It has been a momentous journey for the GROUP. From a couple of million USD to being a USD 300 million integrated textile group with a

targeted capacity of 1 million spindles, the goodwill earned by the GROUP is indeed palmary. The top management consists of The Chairman Mr.R.S.Saluja, Managing Director Mr. Neeraj Saluja, Whole Time Director Mr. Dhiraj Saluja,Executive Director & CEO Mr. V.K. Goyal and Executive Director & CFO Mr. Navneet Gupta The top management through its functions provides strong leadership; visible and active support; and demonstrated commitment which is fundamental to the success of the business. It creates and

Management

The top management consists of The Chairman Mr.R.S.Saluja, Managing Director Mr. Neeraj Saluja, Whole Time Director Mr. Dhiraj Saluja,Executive Director & CEO Mr. V.K. Goyal and Executive Director & CFO Mr. Navneet Gupta

Mr. R. Saluja Chairman Industry Experience: 43 years

Mr. NeerajMr.Dhiraj S. Saluja Saluja Mr.V.K. Goyal Mr. Navneet Gupta Managing Whole TimeExecutive DirectorExecutive Director Director Director & C.E.O & C.F.O Industry Industry Industry Experience: Industry Experience: Experience: Experience: 30 years 20 years 19 years 15 years

The top management through its functions provides strong leadership; visible and active support; and demonstrated commitment which is fundamental to the success of the business. It creates and articulates a vision of what the organization could achieve in the long run. It tends to move the organization in new directions and empowers people at all levels to utilize their full potential to achieve the objectives. It stresses relationships with peers, values and commitment the emotional and spiritual aspects of the organization.

Mission And Vision

To Bu ild a With a strong infrastructure and a sound financial base SEL is poised for a quantum sus growth, seeking to achieve a larger market share. tai na ble , pro fita Growth ble an d gro wt h ori ent ed, soc iall y res po nsi ble cor por ate

2005 Forayed Into The Spinning Business With Yarn Manufacturing Facility at Neelon (District Ludhiana)

2007 Setting Up Of another Spinning Unit at Rahon (District Nawanshahar, Punjab)

2008 expanded the manufacturing base at Rahon by establishing another Spinning Unit and Terry Towel Division.

2009 Addition Of Two Spinning Mills at Neemrana (District Alwar, Rajasthan) And Hansi (District Hisar, Haryana)

2010 Open end yarns were added in the portfolio, the spinning capacity of which is now being tripled.

Infrastructure Neelon Punjab. Rahon Village Sekhon Majra, Rahon Machiwara Road, District Nawan Shahar, Spinning Village Lal Kalan, Near Neelon Kanal Bridge, Chandigarh Road, Ludhiana,

Punjab. 15-BCD & 20-BCD, RIICO Industrial Area, Neemrana, District Alwar, Neemrana Rajasthan. Hansi 21st Milestone, Delhi-Hisar Highway, Hansi, Haryana. Village Mehatwara, Tehsil Jawat, District Sehore, Madhya Pradesh Sehore (upcoming).

Ready-Made Garments C-256/257, Phase VIII, Focal Point, Ludhiana, Punjab. Village Bajra, Rahon Road, Ludhiana, Punjab. G.T. Road, Ludhiana, Punjab. 106, HPSIDC, Baddi, District Solan, Himachal Pradesh. 90, HPSIDC, Baddi, District Solan, Himachal Pradesh. 46, EPIP, Village Jharmajri, Baddi, District Solan, Himachal Pradesh.

Ludhiana Ludhiana Ludhiana Baddi Baddi Baddi

Rahon

Terry Towel Village Sekhon Majra, Rahon Machiwara Road, District Nawan Shahar, Punjab. Neelon Road, Ludhiana, Punjab. Knitted Fabrics Village Lal Kalan, Near Neelon Kanal Bridge, Chandigarh

Definition of Employee Satisfaction Employee satisfaction is the term used to describe a situation when employees are satisfied and contented with his job and the office environment. Importance of Employee Satisfaction Employee Satisfaction is of utmost importance in any organisation be it small or large. Thinking that employee satisfaction is important only for the employee then it is not right. It is equally important for the organisation for which the employee is working as well. The following points will show the importance of employee satisfaction easily. In light of the organisation: 1. It enhances employee retention and the company does not need to train employees repeatedly. 2. The overall productivity of the company is increased and it assists in achieving the goals of the company. 3. When employees are satisfied with their job they deal with customers in a better manner and thus customer satisfaction is achieved to great extent. 4. It helps the company in getting better services and products from its employees. 5. Money spent on training new candidates and recruitment of new candidates can be saved extensively. In light of the employee:

1. When the employee gets satisfactory services from the company initially, he tends to believe that same treatment would be offered in long run. 2. Employee would start taking interest in his work instead of worrying about other issues. 3. The employee starts feeling a sense of responsibility towards the organisation. 4. He deals with customers in a better way and builds strong relations with them. 5. They would try to produce better results in order to get appreciation from the company

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood has a science of studying how research is done scientifically. In it we study the various steps that all generally adopted by a researcher in studying his research problem along with the logic behind them. The scope of research methodology is wider than that of research method. Meaning of Research

Research is defined as a scientific & systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is a research.

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data.

The design is such studies must be rigid and not flexible and most focus attention on the following 2; Research Design can be categorized as: RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood has a science of studying how research is done scientifically. In it we study the various steps that all generally adopted by a researcher in studying his research problem along with the logic behind them. The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as a scientific & systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is a research.

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data.

The design is such studies must be rigid and not flexible and most focus attention on the following ;

Research Design can be categorized as:

TYPES OF RESEARCH

EXPLORATOR Y RESEARCH

DESCRIPTIVE & DIAGNOSTIC RESEARCH

EXPERIMENT AL RESEARCH

The present study is exploratory in nature, as it seeks to discover ideas and insight to bring out new relationship. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management. 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 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. Scope Of The Study

1. Secondary Data

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,that 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 sel manufacturing company. The questionnaire was filled in the organization 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.

 Analysis & Interpretation

EMPLOYEE SATISFACTION Top of Form Are you satisfied with current salary?

Disagree Agree Strongly disagree Strongly agree Undecided Are you comfortable in the current work environment?

Disagree Agree Strongly disagree Strongly agree Undecided Do you feel secure within the organization premises?

Disagree

Agree Strongly disagree Strongly agree Undecided Are you satisfied with canteen services?

Disagree Agree Strongly disagree Strongly agree Undecided Does the organisation provide you proper sanitation?

Disagree Agree Strongly disagree Strongly agree Undecided Do the managers behave well with you?

Disagree Agree Strongly disagree

Strongly agree Undecided Are you comfortable with transportation?

Disagree Agree Strongly disagree Strongly agree undecided Do the managers address your grievances properly?

Disagree Agree Strongly disagree Strongly agree Undecided In case of any injury or accident,are you properly hospitalized?

Disagree Agree Strongly disagree Strongly agree Undecided

Are you agree with company's policies and rule and regulations?

Disagree Agree Strongly disagree Strongly agree Undecided 50 responses Summary See complete responses Are you satisfied with current salary? Disagree Agree Strongly disagree Strongly agree Undecided 8 38 3 0 0

Are you comfortable in the current work environment? Disagree Agree Strongly disagree Strongly agree Undecided 2 44 0 3 1

Do you feel secure within the organization premises?

Disagree Agree Strongly disagree Strongly agree Undecided

0 45 2 0 2

Are you satisfied with canteen services? Disagree Agree Strongly disagree Strongly agree Undecided 9 22 9 2 7

Does the organisation provide you proper sanitation? Disagree Agree Strongly disagree Strongly agree Undecided 4 38 3 1 3

Do the managers behave well with you?

Disagree Agree Strongly disagree Strongly agree Undecided

1 36 0 13 0

Are you comfortable with transportation? Disagree Agree Strongly disagree Strongly agree undecided 4 25 1 4 0

Do the managers address your grievances properly? Disagree Agree Strongly disagree Strongly agree Undecided 3 30 11 3 2

In case of any injury or accident,are you properly hospitalized?

Disagree Agree Strongly disagree Strongly agree Undecided

0 8 2 37 3

Are you agree with company's policies and rule and regulations? Disagree Agree Strongly disagree Strongly agree Undecided

0 43 0 3 4

Number of daily responses

EMPLOYEE SATISFACTION 2 Top of Form Are you satisfied with current salary?

Disagree Agree Strongly disagree Strongly agree

Undecided Are you comfortable in the current work environment?

Disagree Agree Strongly disagree Strongly agree Undecided Do you get promotion according to your performance?

Disagree Agree Strongly disagree Strongly agree Undecided Are you satisfied with canteen or mess's services?

Disagree Agree Strongly disagree Strongly agree Undecided Does the organization provide you proper sanitation?

Disagree Agree Strongly disagree Strongly agree Undecided Are you satisfied with security system?

Disagree Agree Strongly disagree Strongly agree Undecided Are you comfortable in company's hostels?

Disagree Agree Strongly disagree Strongly agree Undecided Are you satisfied with increment or reward given by company?

Disagree Agree

Strongly disagree Strongly agree Undecided In case of any injury or accident,are you properly hospitalized?

Disagree Agree Strongly disagree Strongly agree Undecided Are you agree with company's policies or rule and regulations?

Disagree Agree Strongly disagree Strongly agree Undecided

Submit

50 responses Summary See complete responses Are you satisfied with current salary?

Disagree Agree Strongly disagree Strongly agree Undecided

19 20 10 0 1

Are you comfortable in the current work environment? Disagree Agree Strongly disagree Strongly agree Undecided 2 40 3 4 1

Do you get promotion according to your performance? Disagree Agree Strongly disagree Strongly agree Undecided 12 18 9 2 9

Are you satisfied with canteen or mess's services?

Disagree Agree Strongly disagree Strongly agree Undecided

11 22 11 0 6

Does the organization provide you proper sanitation? Disagree Agree Strongly disagree Strongly agree Undecided 4 37 5 1 3

Are you satisfied with security system? Disagree Agree Strongly disagree Strongly agree Undecided 8 33 5 4 0

Are you comfortable in company's hostels?

Disagree Agree Strongly disagree Strongly agree Undecided

3 20 4 0 22

Are you satisfied with increment or reward given by company? Disagree Agree Strongly disagree Strongly agree Undecided

16 17 7 0 10

In case of any injury or accident,are you properly hospitalized? Disagree Agree Strongly disagree Strongly agree Undecided

1 22 3 15 9

Are you agree with company's policies or rule and regulations?

Disagree Agree Strongly disagree Strongly agree Undecided

6 34 3 3 4

Number of daily responses

Advantages & Disadvantages of Employee satisfaction

Employers use employee opinion surveys for a variety of reasons ranging from measuring job satisfaction to eliciting suggestions for improving workplace conditions. Employers can use alternative methods to obtain this type of information but many employers use surveys because they can reasonably ensure employee confidentiality and anonymity. The advantages and disadvantages of employee opinion surveys are numerous, however. Consider the pros and cons of employee opinion surveys before incurring the expense of creating and administering questionnaires to employees. 1. Purpose of Employee Opinion Surveys Employers create employee opinion surveys (EOS) to obtain employee sentiment about a number of workplace issues. EOS can measure levels of job satisfaction, employee morale, employee engagement and leadership effectiveness. Many surveys, however, elicit responses to specific questions about salaries, benefits and workplace concerns, such as discrimination and harassment. When administered correctly, the primary advantage of EOS is that statisticians can convert raw data to information that can improve working conditions. Simply shelving EOS results is a huge disadvantage that defeats the fundamental purpose of surveys, which is to provide measurements for human resources leaders' use in formulating and implementing policies and procedures that have a positive impact on employee satisfaction. Significance of Employee Opinion Surveys Employers that realize the significance of survey results may be among companies that place tremendous value on employee opinion. Much emphasis is placed on the uses of employee opinion survey results by attorney Shelley L. Freeman in an article entitled, "Employee Satisfaction -- The Key to a Successful Company." Freeman states: "One caveat about employee surveys, suggestion boxes and the like: affirmatively asking for employees' feedback and then ignoring it is worse than not asking at all. That doesn't mean that companies have to implement every suggestion, but they ought to gather and analyze the information and respond in some systematic manner that tells employees they were listening." That said, the significance of employee opinion surveys rests in utilizing the results to improve workplace conditions, which means that utilizing results can be advantageous to the company while the misuse of results is a serious disadvantage.

Employee Confidentiality and Anonymity There are several types of employee opinion surveys, and two basic methods for administering a survey; however, the issue of confidentiality and anonymity remains an important concern regardless of the method. In employee opinion surveys, the advantage to computer-based questionnaires can be confidentiality and anonymity, provided your human resources information systems expert structures a survey from which you can't detect who provides specific answers. The pen and paper method cannot always guarantee anonymity, especially if there's an opportunity for employees to provide handwritten responses. One way to assure confidentiality is through outsourcing the employee opinion survey process. The advantage to outsourcing the survey process is strict confidentiality; however, outsourcing can present a disadvantage for companies with limited budgets. Creating Solutions A primary advantage of employee opinion surveys is the potential to create workplace solutions. The best way to accomplish this feat is to perform a close examination of survey results by experts who can interpret data and present results in a way that's easy to understand. Following the review of survey results, human resources leaders should work with upper management to develop action plans based upon employee comments. However, abandoning the goals of the newly stated action plans will likely have a negative impact upon the workplace. As the author of "Employee Satisfaction - The Key to a Successful Company" mentions, doing nothing with results is one way to ensure employee dissatisfaction. Future Employee Opinion Surveys Measuring the effectiveness of workplace changes through the regular administration of employee opinion surveys is essential. If your organization has collected data related to job satisfaction and employee morale prior to the employee opinion survey, it's easy to measure the benefits of an employee opinion survey. For example, calculate your turnover rate before the employee opinion survey. Analyze survey results for employee comments related to retention. After you implement changes, measure the turnover rate again. A reduction or an increase in the turnover rate will illustrate the effectiveness of your employee opinion survey.

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 100 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 employee were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.

Small area for research: The area for study was within the organization, which is quite a small area to judge employee satisfaction Bottom of Form

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. SUGGESTIONS AND RECOMMENDATIONS

To increase the employee satisfaction level of the employees the company should concentrate mainly on the salary,incentive and reward structure rather than the motivational session. Ideal employees should concentrate on their job. Company should provide employees insurance policy. Company should also keep check over observers behavior

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

Company should give promotion to those employees who deserves it.

Findings Employees are not completely satisfied with their company although their company is good enough.

Employes are not getting value to their work.they are not given increment or reward for long time.

Most of employees think that they are not on their actual path.food being served in canteen is not hygienic and healthy.

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

There is negatively comparison between peers especially regarding targets.also there is no insurance policies for them in case of accident.

Bus drivers drive buses rashly,sometimes it leads to accidents,so employees having grievances about drivers.

They often feel overworked.they are not getting good salary.

A SUMMER TRAINING REPORT ON EMPLOYEE SATISFACTION CONDUCTED AT : SEL MANUFACTURING CO.LTD

SUBMITTED TO: Punjabi universty,Patiala Submitted in Partial Fulfillment of the Requirement For the Award of Degree Of MASTERS OF BUSINESS ADMINISTRATION

SESSION (2010-2012)

SUBMITTED TO: PROF.SHIVINDER PHOOLKA

SUBMITTED BY:RAJ KUMAR M.B.A IIIrd Sem ROLL NO 2119

PUNJABI UNIVERSITY REGIONAL CENTER OF INFORMATION TECHNOLOGY AND MANAGEMENT

DECLARATION I, RAJ KUMAR Student of MBA IIIrd Semester, PURCITM,MOHALI, hereby declare that the research report on EMPLOYEE SATISFACTION submitted to punjabi universty patiala in partial fulfillment of degree of Masters of Business Administration is the original work conducted by me. The information and data given in the report is authentic to the best of my knowledge. This research report is not being submitted to any other University for award of any other Degree, Diploma and Fellowship.

(RAJ KUMAR)

Factors Affecting employee Satisfaction: employee satisfaction can be influenced by a variety of factors, e.g. the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.. Numerous research results show that there are many

factors affecting the job satisfaction. There are particular demographic traits (age, education level, tenure, position, marital status, years in service, and hours worked per week) of employees that significantly affect their job satisfaction. Satisfying factors motivate workers while dissatisfying ones prevent. Motivating factors are achievement, recognition, the job conducted, responsibility, promotion and the factors related to the job itself for personal development. Motivating factors in the working environment result in the employee satisfaction of the person while protective ones dissatisfy him/her . Maslow connects the creation of the existence of people's sense of satisfaction with the maintenance of the classified needs. These are: physiological needs (eating, drinking, resting, etc.), security needs (pension, health insurance, etc.), the need to love (good relations with the environment, friendship, fellowship, to love and to be loved), need to self-esteem (selfconfidence, recognition, adoration, to be given importance, status, etc.) need of self-actualization (maximization of the latent[potential] power and capacity, development of abilities, etc.) . Insufficient education, inability to select qualified workers for the job, lack of communications, lack of job definitions, all affect job satisfaction negatively. It has been asserted that participating in the management, having the decision making power, independence on the job and the unit where the individual works, have positive impact upon the job satisfaction. The job itself (the work conducted), and achievement and recognition at work result in satisfaction while the management policy, relations with the managers and colleagues result in dissatisfaction. Factors related to the job itself such as using talents, creativity, responsibility, recognition have influence on the job satisfaction. Age is one of the factors affecting employee satisfaction. Studies conducted in five different countries prove that the elder workers are more satisfied . Kose has also found a meaningful relation between the age and job satisfaction . There is a strong connection between feeling secure and saying one is satisfied with a job. People who state their job is secure have a much larger probability of reporting themselves happy with their work. Similarly, by some researchers, sex is also found to have an influence on job satisfaction . Besides, Wahba has found out that male librarians give more importance to personal development and free decision making in their jobs than the female librarians, and the female librarians are more dissatisfied than the male librarians . Job satisfaction and devotion to the job, affected each other reciprocally, and they have great impact upon performance. The most significant of the factors affecting performance are economical, technical, socio-political, cultural and demographical ones . However, most efforts to improve performance seem to center on improving the conditions surrounding the work. These are worthwhile efforts, but they usually result only in short-term improvements in attitudes and productivity, and the situation often returns quickly to normal . There is no strong acceptance among researchers, consultants, etc., that increased employee satisfaction produces improve job performance -- in fact, improved job satisfaction can sometimes decrease job performance. For example, you could let workers sometime sit around all day and do nothing. That may make them more satisfied with their "work" in the short run, but their performance certainly doesn't improve. The individual's willingness to get a result, his/her endeavour and expectation of maintaining the result will push him/her to show the highest performance. employee satisfaction varies a lot. (Researches suggests, the higher the prestige of the job, the greater the employee satisfaction). But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. Most workers like their work if they have little supervision. The least satisfied workers are those in service occupations and managers that work for others.

Ethnic and religious orientation is associated to work attitudes, and job satisfaction is related to education. The difference between the results that the individual desire and those s/he maintained will affect his/her satisfaction . There is a consistent relationship between the professional status and the job satisfaction. High levels of employee satisfaction are observed in those professions which are deemed of good standing in the society. The workers usually compare their working conditions with the conditions of the society, under the variable of social conditions. If the social conditions are worse than the individual's working conditions, then this will result in satisfaction of the individual, as the workers deem themselves relatively in good position. No meaningful relationship between the job satisfaction and age, professional experience, education level, level of wage, sex and professional group was found. On the contrary, professional experience has been claimed to increase job satisfaction

Employee Satisfaction: Scope and Influencing Factors

No company cannot achieve its goals if it does not have the right set of employees. The employees in a company largely determine the success of the company. This is the reason why companies put in extensive efforts in choosing candidates for their company. Most of the times, skills and knowledge of the employee is considered to gauge his performance in the company. One factor that is being overlooked by most of the company owners is employee satisfaction. Various surveys and researches have shown that employee satisfaction plays a pivotal role in performance of the candidate. If any company wants to draw out the best from its employees then it should provide best means to satisfy the need and requirements of its customers. Before one can know various ways to facilitate employee satisfaction, it is essential to understand what does it actually mean. Definition of Employee Satisfaction Employee satisfaction is the term used to describe a situation when employees are satisfied and contented with his job and the office environment. Importance of Employee Satisfaction Employee Satisfaction is of utmost importance in any organisation be it small or large. Thinking that employee satisfaction is important only for the employee then it is not right. It is equally

important for the organisation for which the employee is working as well. The following points will show the importance of employee satisfaction easily. In light of the organisation: 1. It enhances employee retention and the company does not need to train employees repeatedly. 2. The overall productivity of the company is increased and it assists in achieving the goals of the company. 3. When employees are satisfied with their job they deal with customers in a better manner and thus customer satisfaction is achieved to great extent. 4. It helps the company in getting better services and products from its employees. 5. Money spent on training new candidates and recruitment of new candidates can be saved extensively. In light of the employee: 1. When the employee gets satisfactory services from the company initially, he tends to believe that same treatment would be offered in long run. 2. Employee would start taking interest in his work instead of worrying about other issues. 3. The employee starts feeling a sense of responsibility towards the organisation. 4. He deals with customers in a better way and builds strong relations with them. 5. They would try to produce better results in order to get appreciation from the company. Factors Influencing Employee Satisfaction Various factors exist in an organisation that contributes to area of employee satisfaction. Following are listed factors affecting employee satisfaction. They are: The brand name of the organisation is of utmost importance to the employees and it is considered when employee satisfaction is considered. The aims and objectives of the organisation where an employee works are likely to affect employee satisfaction. Salary and wage is one of the most important factors behind employee satisfaction. The salary should always be in accordance to the position of the employee in the company. Rewards and penalties are other important things that affect level of satisfaction of an employee in his job. The kind of treatment given by the supervisor to the employee largely determines his satisfaction level. It is always desired to treat employees in a good manner. Working methods of the organisation determines the satisfactory level of an employee. It is true that every organisation has its own working methods but some freedom should also be given to the employees. It is essential to check that the personality of the employee matches the type of job being allotted to him. Expectations of the employee should also be in accordance to the level of organisation in which he or she is working. Improving Employee Satisfaction If some organisation does not see employee satisfaction amongst its employees then there is nothing to be worried about. By following some steps, the organisation can improve employee satisfaction. One of the best possible ways is to conduct a feedback program. During this program, the organisation should take feedback from the employees so that they can know what

the requirements of the employees are and what exactly they are getting in the organisation. Conclusion From the above set of information, the level of employee satisfaction in an organisation can be gauged to great extent. The organisation can also make further improvements to the existing environment if required

What is employee satisfaction Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employeesatisfaction, which wise employers would do well to implement. To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale. Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in teambuilding retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success. Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers. The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.

The Importance of Employee Satisfaction

Introduction Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees satisfied with their careers should be a major priority for every employer. While this is a well known fact in management practices, economic downturns like the current one seem to cause employers to ignore it. There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. The Starting Point An employee who has no interest in his or her field, or the position in which he or she begins in a job, may initially put forth his or her best effort. However, this employee will often become bored with the work

because there is no intrinsic motivation to succeed. Finding the daily job mundane reduces the individuals desire to show up to work and to do the job well. In this case, the employee may continue to come to work, but his or her efforts will be minimal. In contrast, an employee may be entirely too overwhelmed to handle the position; the responsibilities may prove to be too demanding.In an instance like this, the employee will search for another position that offers the financial security he or she needs with job characteristics that challenge them appropriately; thus increasing the initial companys turnover rate (Koslowsky & Krausz, 2002). The Sources and Effect of Stress Stress is one of the leading causes of employees discontentment with their job. Branham (2005) asserts that, it seems clear that one quarter to one half of all workers are feeling some level of dysfunction due to stress, which is undoubtedly having a negative impact on their productivity and the probability that they will stay with their employers. Stress can have many causes, including when companies cannot, or will not, supply the tools necessary to produce or work efficiently while on the job. This produces higher stress levels because these workers are expected to perform at certain rates, yet they are unable to do so. This results in lower productivity and higher turnover because quotas cannot be met by the employees on staff. Knowing that management is able to provide the tools essential for the position is crucial to the employee trusting the intentions of their employer. Another source of stress is the now common practice of employers which attempts to cut costs by eliminating positions and

disbursing the workload to other employees. The issue that arises is that tasks will not be performed effectively or efficiently because the employees become more concerned with having an overbearing workload. Consequently, the efforts of these employees fail to reach their own, or their employers, standards. These actions, and employee responses to them, result in employees who attempt to finish incomplete work assignments during personal time, such as lunch breaks, in an effort to keep their jobs (Branham, 2005). When a company expects their employees to perform outside normal working hours, it detracts from those employees relaxation time. Personal time is essential in maintaining relationships, personal wellbeing, and sanity. The extra strain of needing to finish an unreasonable amount of work to keep the job dramatically increases 3031 employee anxiety. Employees that struggle to finish their tasks become less likely to attempt advancement and more likely to begin the search for a new job elsewhere. Those who do not attempt to complete all of the assignments are eventually terminated. The termination of some employees also causes stress to the remaining employees. Those remaining begin to wonder whether they are going to be the next people on the chopping block. The excessive strain can have a very detrimental effect. Employers that are untrustworthy are a burden to their employees and may cause stress. Distrust can result from a variety of situations (Branham, 2005). Harassment, in any form, may cause a new level of stress for the employee. It becomes increasingly difficult to do a

respectable job at work when one is consistently faced with an uncomfortable working environment. This anxiety is caused by trying to avoid troublesome confrontations and situations. Workers may agonize about the consequences they would face if the harassment were to be reported, as well as the repercussions of not reporting it. Other Sources of Employee Dissatisfaction Dissatisfaction with the job may come from sources other than stress or poor fit between employee and job. Employers that are deemed unethical by their workers may be viewed as such because they appear to care exclusively about company revenues, rather than the employees that are working for them. This perception of an employer may lead to job dissatisfaction, and raise the companys turnover rate. Dissatisfaction may also arise, with the same result in turnover, when the work environment fails to have any flexibility or any source of amusement for the employees; the tone of the business will become stressful or tedious (Kaye & Jordan-Evans, 1999). Lack of communication in the workforce is a major contributor to dissatisfaction. This is usually the result of managerial staff that is isolated and does not know how to relate to their employees on a personal or professional level (Branham, 2005). Bad communication leaves employees feeling disconnected from the organization. This is32 detrimental to the wellbeing of the company because when an employee feels neglected, he or she will tend to perform at a lower level. This employee becomes unsure of his or her position within the company, and wonders what his or her purpose is within the workplace. Employees may be unaware of how their performance measures up to

that of their co-workers and have no sense of how they can improve. Without communication, it becomes difficult for employees to make any progress in their efficiency. Employees want to know that their employers recognize their achievements in the workplace. They need to feel appreciated, as workers and as people (Branham, 2005). Often companies become more focused on production and revenues, rather than with their own employees, or even their customers. In the case of employees, the employees may rarely be praised for the quality of their performance. If a company does performance appraisals, the results may be given in such a harsh tone that, rather than motivating an employee, it intimidates and an employee may feel uncomfortable in the workplace, rather than encouraged to achieve more. It may be common for upper management in some workplaces, to take the ideas of lower level employees lightly, which leaves these employees feeling neglected and worthless. It becomes difficult for workers to see a bright future while working for the company. If an employee fails to see a future with the company, why would they work to produce results? Those employees who do work well to support the company may not be compensated for their efforts. Employers that choose to under-compensate know that these employees will work hard for minimal pay, and these employers will compensate accordingly (Timpe, 1986). At the same time, the same employers will pay more to other employees who are not willing to work for minimal compensation. This compensation disparity leads to dissatisfaction because eventually the

hard worker will notice that he or she is not being compensated fairly for the amount of work they are doing, and will begin searching for another company that will appreciate his or her labor. 33 Finally, failure to provide employees with opportunities to grow within the company results in employee frustration. Barriers within the company may prevent some employees from reaching their full potential (Branham, 2005). Such barriers may include favoritism of certain employees or company policies requiring hiring from outside the company. Glass ceilings for minority employees may also cause difficulty in advancement. Organizations that do not provide sufficient training opportunities for employees are also doing themselves a disservice. These organizations are missing out on employees that are dedicated to their companies and knowledgeable in their fields, and with sufficient training, have the potential to do well in higher positions. Why Should an Employer Care? It is important that employers care about the happiness of their employees. Recent statistics show that throughout their careers, American workers hold an average of eight jobs (Rudman, 2003). The rate of turnover because employees are unhappy is alarming. Even is an economic downturn, employers must spend an enormous amount of money recruiting new employees, going through the hiring process, and finally training new employees. Dissatisfaction has many negative side effects for the company, while satisfaction results in a much better retention rate. The effects of dissatisfaction that results in an employees

withdrawal from job and company can range from mild to severe. Tardiness, in showing up for work and coming back from breaks, shows a lack of interest by the employee for his or her responsibilities. This may escalate to the employee not showing up to work entirely. Some less obvious signs of withdrawal from the job include: taking care of personal matters while at work, playing games, engaging in non-work related talk, spending time on social networks, and diminishing job performance. These withdrawal behaviors, when evidence of dissatisfaction, may end with an employee leaving the workplace; the heuristic model posits that thinking of quitting is the most probable34 outcome of job dissatisfaction ( Koslowsky & Krausz, 2002). Therefore, withdrawal will lead either to the employee voluntarily leaving the organization or being terminated for unprofessional behavior. Happiness in the workplace leads to much higher levels of productivity. It increases employee morale; therefore employees are more willing to work harder to improve the company and its goals. According to Branham (2005), Gallup studies show that businesses with higher employee satisfaction also have: 86% higher customer ratings 76% more success in lowering turnover 70% higher profitability 44% higher profitability 78% better safety records. Companies need good, knowledgeable employees. If these employees are not treated fairly, they are going to take advantage of other job offers that will provide more stability, more benefits, and more compensation.

What Should the Employer Do? The employer has a responsibility to ensure the satisfaction of all of its employees. There are many precautions that managers can take to make certain that they are meeting the working needs of their employees. Employers also should be more cautious during the hiring process. Having multiple people interviewing final candidates will help ensure that the employee will work well with the company. During interviews, employers should ask questions relating to the type of work that the potential employee enjoys doing. It is imperative to match the personal characteristics and values of the employee with the organization. Employers should prepare for the interview by doing a job assessment to see what skills are necessary for the position, then testing applicants to see if they have the ability to be trained to the position and have the skills and knowledge that correspond with the job description (Kaye & Jordan-Evans, 1999). It is critical that during this phase, the employer give an accurate description of the job to candidates so they can prepare for the challenges ahead. Managers must learn to communicate better with lower level employees. Connection to the company gives staff a better feeling of belonging and worth. Supervisors should set an example by promoting friendly relationships with the staff so the work environment is healthier (Kaye & Jordan-Evans, 1999). They need to learn to listen to the employees when they have a concern or a question about the work that they are doing or the direction that the company is taking. It is imperative that managers show respect for all employees, their opinions, and their work.

Managers need to convey a good understanding of the mission and goals that the company is trying to attain so that the staff recognizes what the organization is working toward. Clarification, of the expectations associated with different positions, assists employees in comprehending their direct relationship with the company and how their work affects that of others. Performance reviews are a good managerial tool because they give administrators an idea of those employees that are contributing to the organizations success and those who need to work harder (Branham, 2005). It also offers employees the ability to gauge their performance. Often, employees will think that they are performing better or worse than their managers perceive their work to be. The performance review presents the perfect time to bring together these different perspectives, to correct negative behavior, and to reward productivity. Providing employees with the opportunity for growth is also a major contributor to satisfaction. Because performing the same job becomes uninteresting, it is important to challenge employees with work that they can accomplish but stretches their abilities (Timpe, 1986). It is a good opportunity to see the abilities of lower level employees. Giving employees new projects or goals allows them to become creative and skilled in new areas. This broadens their knowledge while they become a more valuable asset to the company. Lateral movement does not change the status of the employee, but helps them learn more about different aspects of the company. Doing another job entirely gives the employee a change of pace and direction. The 35employee may find that they enjoy a different branch of the workforce

better than the one previously held. Recognition of an employees hard work is essential to his or her satisfaction in the workplace (Kaye & Jordan-Evans, 1999). Letting employees in on the decision making processes gives those employees a feeling that their opinions are respected and that they hold a place of importance within the company. Pay is a huge motivator for many employees. Making the connection between money and performance motivates employees to be more productive and to go the extra mile (Timpe, 1986). Caring about employees on a personal level is important as well. Let them know that the work that they do, the lives that they lead, also are of benefit to the company. The employer can make sure that employees are aware of their achievements. These employers can show appreciation for those achievements. Conversely, employers should take notice when employees become overwhelmed and attempt to alleviate the daily burden by adding more help when it is obviously needed. Conclusion Management should have a positive effect on, and seek to support the happiness of, the firms employees. Reasons for this are not solely to benefit the employees as companies also stand to gain from employee satisfaction. In an economic environment like the current one, employers often disregard the costs associated with unhappy employees, seemingly believing that these employees are stuck in their current positions and will tolerate unpleasant working environments. This, however, is not the case.

Many reasons for employee dissatisfaction are well within the control of the firm and good management practices will enable a company to diminish, or remove, those reasons. Satisfied employees will work harder for the company and plan to stay at the company, ultimately reducing that companys labor costs.

IMPORTANT BENEFITS & FACILITIES PROVIDED TO THE EMPLOYEES BY SEL MANUFACTURING.COMPANY

CANTEEN The factory canteen provides lunch & dinner prepared under hygiene conditions for all employees at a subsidized rate against a coupon. In addition tea/coffee is served free of cost during specified break timings. UNIFORMS All employees are required to be in complete uniform specified. Uniform consists of a Pant, Shirt & Cap/Turban for each department. DISPENSARY AND HEALTH CARE The Company has a Dispensary with a full time Pharmacist and a visiting Doctor to provide treatment of minor ailments & First aid in case of accidents. The health record of employees is maintained in the medical card kept in the Dispensary including Blood Group.

ACCIDENTS/FIRST-AID BOXES All departments are equipped with First Aid Boxes which can be used in case of an accident or minor ailment. In case of serious accident/emergency the employee is shifted to a nearby hospital.

MEDICAL SCHEME The company covers the medical expenses & reimbursement of the hospitalization expenses of all eligible employees, in case they are hospitalized, within prescribed limits.

LEAVES Three types of leave are granted to employees: Earned Leave Sick Leave Casual Leave CONCLUSION AFTER THE INTERPRETATION OF THE DATA COLECTED THROUGH SURVEY SOME CONCLUSIONS I AM ABLE TO DRAW THAT EMPLOYEE ARE SATISFIED PARTIALLY WITH EVERYTHING,BE IT SALARY,TRANSPOTATION,WORKING ENVIRONMENT,INCREMENT,REWARD PROMOTIONS ETC.MOST OF THE EMPLOYEES ARE DISSATISFIED WITH SALARY AND PROMOTION GIVEN BY COMPANY,BUT THEY ARE STRONGLY SATISFIED WITH COMPANYS MEDICAL FACILITIES.THEY ARE ALSO NOT SATTISFIED WITH FOOD SERVED IN CANTEENS,THEYARE HAVING THIS STRONG GRIEVANCES THAT UPTILL NOW THEY DONNT HAVE ANY INSURANCE.SO COMPANY SHOULD TAKE ALL THESE SHORTCOMINGS UNDER CONSIDERATION AND TRY TO TACKLE THEM AS SOON AS IT IS POSSIBLE

PREFACE

EMMPLOYEE SATISFACTION IS IMPORTANT TOPIC WHICH MOST OF THE ORGANIZATIONS ARE ANALYSING IN ORDER TO CHECK THE SATISFACTION OF EMPLOYEES,IF THE EMPLOYEES ARE SATISFIED WITH THE COMPANIESS SERVISES,POLICIES,RULE AND REGULATIONS THEN ORGANIZATIONS REMAIN ENSURED THAT THEIR ORGANIZATIONS ARE EXCELING ON THE PATH OF DEVELOPMENT. WHEN I UNDETOOK THIS TOPIC OF EMPLOYEE SATISFACTION ON THE SUGGESTION OF MR HANIK SINGH(CHIEF MANAGER OF H.R DEPTT)IN S.E.L.MANUFACTURING.CO.LTTD,I WAS SO MUCH INTERESTED BECAUSE THIS WAS THE TOPIC WHICH I CHOSE BEFORE HAND.I EXPERINCED THERE TIMEKEEPER AS WELL AS SPECIAL REPORT WORK.I CONDUCTED THE SURVEY AND GOT THE RESULTS WHICH SHOWS THAT EMPLOYEE ARE PARTIALLY SATISFIED WITH EVERYTHING COMPANY PROVIDING.I SUGGESTED THE H.R DEPTT THAT THEY NEED TO PAY LITTLE BIT MORE CONSIDERATION TOWARDS SERVISES THEY ARE PROVIDING TO THE EMPLOYEE.

RAJ KUMAR Bottom of Form