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AT:

KALPA ELETRIKAL

PVT LTD.,

P.B.NO.4413,149/25, IIIMAIN, INDUSTRIAL

TOWN, RAJAJINAGAR,BANGALORE-10.

A STUDY ON

EMPLOYEE

SATISFACTION

B Y : A V I N A S H . K . C .

R E G N O : 0 9 F J C 1 8 0 0 4 ,

R P A F I R S T G R A D E C O L L E G E , 5 T H B L O C K ,

R A J A J I N A G A R , B A N G A L O R E - 1 0 .

Y E A R : 2 0 1 1 - 2 0 1 2

UNDER THE GUIDANCE

OF

Mr.Dr.Dhananjaya.B.R



A STUDY ON EMPLOYEE SATISFACTION

RPA FIRST GRADE COLLEGE 09FJC18004 | 2

A STUDY ON EMPLOYEE SATISFACTION AT

KALPA ELECTRIKAL PVT LIMITED

PROJECT REPORT

A Report Submitted in Partial Fulfillment of the Requirementsfor

The Degree of Bachelor of Business Management in

Bangalore University

Submitted by

Mr. AVINASH.K.C.

Register No: 09FJC18004

Under the Guidance of Mr.Dr.Dhananjaya.B.R.

M.Sc.,MBA.,Ph.D

2011-2012

BBM - HRM

R.P.A. FIRST GRADE COLLEGE

DEPARTMENT OF COMMERCE AND MANAGEMENT

5TH

BLOCK RAJAJINAGAR, BANGALORE-560010





CERTIFICATE OF THE PRINCIPAL

This is to certify that the Project Work titled“A STUDY ON EMPLOYEE SATISFACTION at

KALPA ELECTRIKAL PVT LIMITED”

Is a bonafide work of

Mr. AVINASH.K.C.

Register No: 09FJC18004Carried out in partial fulfillment for the award of

degree of BBM-HRM

Of Bangalore University under my guidance. This projectwork is original and not submitted earlier for the award of

Degree of Business ManagementAssociate ship of Bangalore University.

Signature of the Principal

Date :Place : Bangalore





CERTIFICATE OF THE HOD




Mr. AVINASH.K.C.


degree of BBM-HRM



Signature of the HOD

Date :

Place : Bangalore





CERTIFICATE OF THE GUIDE




Mr. AVINASH.K.C.


degree of BBM-HRM



Signature of the Guide

Date :Place : Bangalore





I, Mr.AVINASH.K.C. Register No: 09FJC18004 hereby declare that the Project

Work titled “A study on Employee satisfaction at KALPA ELECTRIKAL PVT

LIMITED” has been prepared by me during the year 2011-2012, under the guidance

of Mr.Dr.Dhananjaya.B.R. M.Sc.,MBA.,Ph.D, Department of Commerce and

Management, R.P.A First Grade College, Rajajinagar, Bangalore. This is my original

work done by me and submitted to the Bangalore University in partial fulfillment

of requirements for the award of Bachelor of Business Management in Human

Resource Management.

The is a record of original work done by me based on data collected at Kalpa

Electrikal Pvt Ltd, Bangalore under the supervision of Mr. Kiran .K.M.

Date: Signature of the Student

Place : Bangalore

(AVINASH.K.C.)

Reg No: 09FJC18004

STUDENT DECLARATION





CONTENTS

SL.NO. TITLE PAGE NO.

1

2

3

4

5

6

7

INTRODUCTION

RESEARCH METHODOLOGY

COMPANY PROFILE

DATA ANALYSIS &INTERPRETATION

FINDINGS SUGGESTION &

CONCLUSION

ANNEXURE

BIBLOGRAPHY

9

19

23

50

74

78

84





INTRODUCTION





NEED OF THE STUDY

A Satisfied employee alone can produce better results, so a survey must be

conducted by the management to determine the level of satisfaction among

employees, which give an indication of employees and their opinion about the

incentives and allowance, welfare and safety measures, work environment etc.

The steady growth and prospects of any company are to a great extent subject to

the people working there. The survival and sustenance of the company in the

market calls for adequate attention to different aspects concerning the employees.

This entails proper understanding of the factors that not only ensures recruitment

of skillful people but also their retention. In order to achieve this objective

employee motivation and last not the least employee climate condition prevailing

in the market.

Hence it is essential to study the level of satisfaction and dissatisfaction among

the employees. Therefore an attempt has been made to study the level of

satisfaction at the company.

OBJECTIVES OF THE STUDY

Primary objective:

To study the level of satisfaction of employees at the company.

Secondary objective:

1.To analyze whether the employees are satisfied with the financial benefits

bonded by the company.

2.To know the satisfaction level of employees with non-monetary benefits.3.To study the level of satisfaction with work environment.





4.To determine the opinion of employees towards the various welfare and safety

measures.

SCOPE OF THE STUDY

The study is an attempt to find the satisfaction level of employees at the company.

It aims at studying the level of satisfaction of the workers in relation to their work

environment, financial incentives, training, safety and welfare measures. It also

tries to identify the problems of the workers and aims at suggesting measures for

improving employee satisfaction.

LIMITATIONS OF THE STUDY

This study is limited only to the employees of this organisation.

Due to time constraint in- depth study was not possible.

Employees were hesitant in providing their opinion for few questions.

Some of the employees were less informative about their preference.

Temporary workers, contractors and trainees were excluded from the

study.





1. Importance of employee satisfaction for organization

Enhance employee retention.

Increase productivity.

Increase customer satisfaction.

Reduce turnover, recruiting, and training costs.

Enhance customer satisfaction and loyalty.

More energetic employees.

Improve teamwork.

Higher quality products and/or services due to more competent,

energized employees.

2. Importance of employee satisfaction for employee

Employ will believe that the organization will be satisfying in the

long run.

They will care about the quality of their work.

They will create and deliver superior value to the customer.

They are more committed to the organization.

Their works are more productive.

Factors influencing employee satisfaction:

1. The work itself: The content of the work itself is a major source of

satisfaction. Some of the most important ingredients of satisfying job include

interesting and challenging work, that is not boring and a job that provides status.





6. Working conditions: working conditions are another factor that has a modest

effect on employee satisfaction. If the working conditions are good, personnel

will find it easier to carry out their jobs. If the working conditions are poor,

personnel will find it difficult to get things done.

FACTORS INFLUENCING EMPLOYEE SATISFACTION

Need Theories (Maslow)

Two-Factory Theory (Herzberg)

1.Motivators

2.Hygiene Factors McClelland's Need Theory

Theories on employee Satisfaction

1.Need for Achievement

2.Need for Affiliation

3.Need for Control

Job Characteristics Model (Hackman and Oldham)

1.Job Rotation

2.Job Enlargement

3.Job Enrichment

4.Self-Directed Work Teams

ADVANTAGE OF EMPLOYEE SATISFACTION

Employee satisfaction is supremely important in an organization because it is

what productivity depends on. If employees are satisfied they would producesuperior quality performance in optimal time and lead to growing profits.





Satisfied employees are also more likely to be creative and innovative and come

up with break throughs that allows a company to grow and change positively with

time and changing market conditions.

DRIVERS OF EMPLOYEE SATISFACTION

Employee satisfaction looks at drivers like pay equity and job security, employee

engagement looks into professional development, personal accomplishment,

work/life balance and ability to influence company’s direction.

A satisfied employee may be seen as being satisfied with pay, benefits,

supervisor, working conditions, etc. Going beyond mere satisfaction, an

employee may be seen as Committed. A Committed employee is someone who is

not considering leaving the organization. Engaged employees go even further and

become advocates for their organization.

The three main areas in which employee engagement is most commonly

measured include cognitive, emotional and behavioral.

The list of drivers is extensive and multiple approaches exist. Drivers are further

influenced by culture, so what applies in one part of the world may not hold true

for another.

The 8 drivers are:

Intention to stay in a job

Inter-unit coordination

Skill variety

Customer service

Less role conflict





Appropriate training

Autonomy

Personal power

CONSEQUENCES OF DISSATISFACTION:

1.Lack of satisfaction leads to increased rate of turnover.

2.Poor job performance.

3.Increase in complaints and grievances.

4.Increased conflicts in the work place.

5.More scope for strikes and lockouts.

6.Disturbs the stability.

STEPS TO IMPROVE EMPLOYEE SATISFACTION:

Employee satisfaction plays a significant role in the organization. Therefore

managers should take concrete step to improve the level of employee satisfaction.

These steps may be in the form of:

Unity of Interest.

Managerial setup.

Sound Wage structure.

Favorable work environment.





RESEARCH

METHODOLOGY





RESEARCH METHODOLOGY

esearch means a search for knowledge. It is defined as the objective

and formal process of system obtaining, analyzing and interpreting

data for actionable decision making.

1.RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of

data in a matter that aims to combine relevance to the research purpose with

economy in procedure. It is the conceptual structure within which it is conducted.

It constitutes the blue print for the collection, measurement and analysis of data.

The research design used to analyze the data in the study was “DESCRIPTIVE

DATA DESIGN”. Descriptive research studies are those studies which are

concerned with describing the characteristics of a particular individual or a group

.In this study, the information provided by the respondents has been analyzed the

study the level of employee satisfaction in the organisation.

2. DATA COLLECTION:

Data collection is more of an art than science. The accuracy of collected data is of

great significance for drawing correct and valid conclusions from the

investigations.

Primary data – Primary data are those which are called a fresh and for the first

time and therefore, it is first hand information. For the purpose of the study data

has been collected from the respondents through a structured questionnaire.





Secondary data - Secondary data means data which are already available i.e. they

refer to data which has already been collected for the first time from companies

record, websites and books.

3. RESEARCH INSTRUMENT:

Research study adopted in the study is “questionnaire” which was helpful in

deriving the response of the respondents. A questionnaire consists of a number of

questions printed or typed in a definite order or on a form or a set of forms. Quite

often questionnaire is considered as the heart of a survey operation. Hence it

should be carefully structured.

4. SAMPLING PLAN:

SAMPLE UNIVERSE: The sample universe of the study was the employees of

the company.

Sample frame: The group of units which forms the basis of sampling process is

known as sampling units. A list containing all sampling units is known as

sampling frame. The sample frame of the study was the employees of the

company.

SAMPLE METHOD: In the sample method convenient sampling method was

adopted. This sampling method involves purposive or deliberate selection of

particular units of the universe for constituting a sample, which represent

universe. In other word the researcher select the easiest population members.

From which to obtain information. The researcher uses his or her judgment to

select population members who are good prospects for accurate information.





COMPANY

PROFILE





COMPANY PROFILE

ALPA ELECTRIKAL PVT LTD is an electrical equipment

manufacturing Private Limited Company, established in the year 1978 providing the entire range of Instrument Transformers for the

Industries, Power projects and commercial establishments.

Our Company is manufacturing Instrument Transformers both in indoor and

outdoor version, power Transformer and Control Transformer for more than 30

years and enjoying good reputation among the Low Tension and High Tension

electrical consultants, contractors and utilities. The Products manufactured by us

are of high Standard and quality manufactured to the National and International

Standards/Norms. The factory is well equipped with the latest manufacturing and

testing facility.

Also KEPL have ISI marks for Low Tension Current Transformers. The

electrical design and Mechanical drawings are computerized with latest design

software and CAD systems.

KALPA have well-trained and Skilled workmen, having high quality of

workmanship with qualified and trained technocrats.

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International

Standard i.e. Quality Management Systems – Fundamentals and Vocabulary, ISO

9001: 2008 – Quality Management Requirements and ISO 9004 Quality

Management and Quality System Elements while preparing this QUALITY

MANUAL.

K





BOARD OF

DIRECTORS

MANAGINGDIRECTOR

DIR. TECHNICAL

- Design & Development

- Production & Assembly

- Inward Inspection

- Calibration

- Purchase Specifications

-Customer Support

-Quality Assurance

-Expansion Planning

-Training

-MR Functions

-R & D activities

HRD ADM.MANAGER

ADMIN. STAFF

PUR.MANAGER

STORE

PROD.MAN

SUPERVISORS

OPERATORS

HELPERS

DIR.MARKETING

CUST.INT.

SALES

ADVT

ACCOUNTS





Scope & Application

KALPA ELECTRIKAL PVT. LTD. demonstrates its ability to consistently

provide product that meets customer and applicable statutory and regulatory

requirements as per ISO 9001:2008 document.It also aims to enhance customer

satisfaction through the effective application of the system, including processes

for continual improvement and the assurance of conformity to customer and

applicable statutory and regulatory requirements.

The Scope of KALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture,

Supply and Service of “KALPA” brand instrument Transformers, Power

and Control Transformers and Chokes / Reactors and Testing Equipment”.

Application ( Exclusions )

KALPA ELECTRIKAL PVT. LTD. meets all requirements of Quality

Management Systems as per ISO 9001: 2008 Document. Hence no exclusions.

Normative Reference

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International

Standard i.e. Quality Management Systems – Fundamentals and Vocabulary, ISO

9001: 2008 – Quality Management Requirements and ISO 9004 Quality

Management and Quality System Elements while preparing this QUALITY

MANUAL.

Terms and Definitions

KALPA ELECTRIKAL PVT. LTD. has adopted the Terms and Definitions

based on ISO 9000 document.

These are used throughout the QUALITY MANUAL.





Also an abbreviation list is prepared for Department and activities for

Documentation Numbering Examples of Terms and Definitions.

Applicable: Related to this quality management system or any referenced

standard.

Appropriate: Reasonable.

Documented: Written.

Product: End result of a process.

Shall: Must.

Suitable: Reasonable for intended Purpose.

Quality Policy: Overall intentions and directions of KEPL With regards to

Quality as formally expressed by Management.

Top Management: Top Management consist of MD & Directors.

Suppliers: Vendors, Traders and Sub Contractors who provide products or

material or service.

Requirements: Needs and Expectation of the customer or standards.

Process: Result of a set of interrelated or interacting activities which transforms

inputs into outputs.

Tender: Offer made by supplier in response to an invitation to satisfy a contract

award to provide a product.

Contract: Agreed requirements between supplier and customer transmitted by

any means.

Quality Management System

General Requirements

KALPA ELECTRIKAL PVT. LTD. has established, documented,

implemented and maintained the Quality Management Systems and continually

improve its effectiveness in accordance with requirements of ISO 9001:2008Document.





KEPL has determined the processes needed for the Quality Management System

and their Application throughout the organization. It has determined the sequence

and interaction of these processes.

KEPL has determined criteria and methods needed to control these processes and

are effective.

KEPL has ensured the availability of resources and information necessary to

support the operation and exercise control of these processes.

KEPL monitors, measures, analyze and improve these processes where

applicable.

KEPL implements actions necessary to achieve planned results and continual

improvement of these processes.

KEPL has determined following processes which are outsourced.

- Heat treatment, plating, machining & welding operations, painting,

moulds, calibration, training & consultancy.

- Initial identification is done by Marketing, Purchase and Production

Departments during contract review.

- Purchase Dept shall identify the processes which are not available at KEPL

and with its supplier base and shall interact with other concerned

departments to determine the extent of control required for the process out

sourced.

- List of outsourced processes is maintained.

- Control of outsourced processes is done as per Quality plan, process

qualification documents, inward inspection, supplier inspection reports

and supplier visit where necessary.

Management Commitment

Top Management has provided evidence of its commitments to the development

and implementation of the QMS and continually improving its effectiveness by





a) Communicating the importance of its commitment to the development

and implementation of the QMS.

b) Establishing the Quality Policy and Objectives.

c) Conducting the Management Reviews.

d) Ensuring the availability of resources.

Customer Focus

Top Management has ensured that customer requirements are determined and are

met with aim of enhancing the Customer satisfaction.

Quality Policy

KEPL are committed to design, manufacture and supply products to customers

duly meeting their Quality, Cost Effective and Delivery requirements with

emphasis on Continual Improvement of the Quality Management System and

Long term relationship to achieve Total Customer Satisfaction.

Quality Objectives

- To enhance customer satisfaction by monitoring and analyzing customer

feedback.

- To enhance in-house process performance by monitoring and control of

rework and rejections.

- To increase supplier performance by monitoring supplier rating.

- To enhance product conformance by monitoring and control of product

rejections and customer complaints.

PRODUCT PROFILE

Kalpa manufactures and markets a wide range of products for a wide range of industries. The Scope of KALPA ELECTRIKAL PVT. LTD. is to Design,





Manufacture, Supply and Service of “KALPA” brand instrument Transformers,

Power and Control Transformers and Chokes / Reactors and Testing Equipment”.

I. LOW VOLTAGE CURRENT & VOLTAGE TRANSFORMERS

1) Rectangle Current Transformer

2) Tape Insulated Wound Primary Current Transformer

3) Tape Insulated Current Transformer





4) Ring Type Current Transformer

5) Resin Cast Wound Primary Current Transformer

6) Resin Cast Bar Type Current Transformer





7) 3 Phase Voltage Transformer

8) Interposing Current Transformer

9) Moulded Case Current Transformer

10) 3 Phase Bar Current Transformer





11) Standard Current Transformer

12) Split Core Current Transformer

II. CONTROL POWER TRANSFORMERS & REACTORS

1) Single Phase Control Transformer





2) Single Phase Power Transformer

3) Single Phase Control Transformer With Connectors

4) 3 Phase Control Transformer

5) 3 Phase Power Transformer





6) 3 Phase Control Transformer With Enclosure

7) 3 Phase Reacter

8) 3 Phase Epoxy Cast Resin Power Transformer





9) 3 Phase Epoxy Cast Resin Power Transformer With Enclosure

III. EPOXY CAST RESIN CT & VT

1) 11KV Current Transformer

2) 11KV Bar Type Current Transformer






4) 22KV Voltage Transformer







7) 22KV Bus Duct Current Transformer

8) NGT





9) 3 Phase 11KV VT With Built In Fuse

10) Draw Out Voltage Transformer

IV. OIL COOLED OUTDOOR CT & VT

1) 11 KV Current Transformer





5) 33KV 3 Phase Voltage Transformer

Provision of Resources

KEPL has determined, provided and maintained the resources needed to

implement QMS and enhance customer satisfaction by meeting customer

requirements.

Human Resources

General

KEPL has ensured competence of personnel performing work affecting

conformity to product requirements on the basis of their education, training, skills

and experience.

Competence, Training and Awareness

KEPL has determined the necessary competence for personnel performing work

affecting product requirements. KEPL has maintained records of education,

training, skills and experience and has identified the training needs and provided

as per training calendar. Effectiveness of training is evaluated and reports are

maintained. Further it ensures that personnel are aware of the relevance and

importance of their activities and how they contribute to the achievement of

Quality objectives.





Infrastructure

KEPL has determined, provided, and maintained the infrastructure needed to

achieve conformity to product requirements. Infrastructure such as building,

work space and associated utilities, process equipment both hardware and

software. KEPL also provides supporting services like communication through

collection of information through phone. Supporting services such as transport,

communication or information systems ensured.

Work Environment

KEPL ensures proper lighting, noise, temperature, humidity, weather, airflow

and maintains cleanliness, hygiene, pollution and housekeeping to achieve

conformity to product requirements.

First Aid and fire extinguishers are provided and monitored. Protective

equipment like goggle, hand gloves, shoes and uniform are provided. Welfare

activities like ESI, Health insurance are provided.

Human Resource

Purpose: To establish a Procedure to provide Human Resource & training

related to work performing activity and to meet quality system requirements.

Scope: This Procedure is applicable to all work performing activity.

Responsibility: HR is responsible for implementing, maintaining and propose

changes to this Procedure.

Procedure:

-

Prepare the Master list of employees.- Establish the competence records of each employee.





- Prepare the skill matrix.

- Identify the training needs based on requirements.

- Based on training needs prepare the training schedule for the calendar

year.

- According to the training decide faculty & prepare list .

- Circulate or inform Training schedule and prepare training report after

training is made.

- Monitor and evaluate training Effectiveness.

- Discuss training activities in Management Review Meeting for

improvement.

Marketing

Purpose: To establish a Procedure for determination of requirements related to

the product, review of requirements related to the product and ensure customer

communication.

Scope: This Procedure is applicable to all customer related activities.

Responsibility: Director Marketing is responsible for implementing,

maintaining and propose changes to this Procedure.

Procedure:

- Receive the enquiry from customer.

- Prepare proposal & quotation based on enquiry and after verification of its

ability to execute the order and communicate terms and conditions

including the requirements for delivery and post delivery activities.

-

Resolve the issues with respect to the requirements not stated by thecustomer but necessary for specified or intended use, where known.





- Also resolve the issues related to statutory and regulatory requirements

related to the product.

- Maintain the review records of requirement through check list, proposal &

quotation & purchase order.

- Address the following in the review – customer related concerns, technical

concerns, management concerns and terms & conditions.

- Verify the purchase order with respect to enquiry, quotation, price,

requirements, quality, and delivery schedule & acceptance criteria.

- In case of variation, decide whether to request for an amendment to the

purchase order.

- Send Purchase order acceptance to the customer wherever purchase orders

are accepted.

- Consider repeat orders as an acceptance to previous enquiry / quotation /

drawing.

- Communicate effectively with customer with respect to product

information, enquiries, contracts order handling, amendments, customer

feedback and customer complaints.

Design and Development

Purpose: The Purpose of this process is to control design & development of new

/ existing products / validation of prototypes in order to ensure that the specified

customer requirements are met.

Scope: This is applicable all existing and new products and new developments.

Responsibility: Head Design and Development is responsible for implementing,maintaining and proposing changes to this Procedure.





Procedure:

Design & Development Inputs

- Receive design inputs from marketing like Work order, Customer

Purchase order / Letter of intent, Minutes of meeting with Management /

Customer / dealer if any, Customer drawings, Proposal drawings if any,

Contract review, Specification, Statutory and regulatory requirements.

- Head design & development co-ordinates for analyzing the adequacy of all

design inputs as per customer requirement including the quality objectives.

- Incomplete, ambiguous or conflicting design inputs are resolved with the

customer.

- Design inputs also includes customer / supplier catalogues / brochures,

Software for design and calculations.

- Finalized design inputs are approved by Head design & development.

Production

Purpose: To establish a Procedure to ensure that the production processes are

carried out under controlled conditions and identified, traceable and preserved

including the customer property for effective implementation of Quality

Management System.

Scope: The Procedure is applicable to all production processes.

Responsibility: Head Production is responsible for implementing, maintaining

and proposing changes to this Procedure.

Procedure: - The processes involved are described through process flow chart.





- The Marketing department issues the schedule / work order, based on this

production plan is prepared and reviewed.

- While planning the availability of raw material, components, bought out parts

are ensured.

- Work instructions where necessary are displayed / provided.

- Drawings / sketches/ specifications / process sheets / test methods are

provided where required.

- Master list of equipments, Jigs & fixtures, tools, consumables & accessories

are maintained.

- The products are identified by suitable method and tag and status is ensured.

- Production records are maintained and monitored as per sequence.

- Assembly is carried after completion of all components and receipt of bought

parts.

- In process inspection is carried out during the manufacturing process and

records are maintained where necessary including assemble alignments.

- The products after manufacturing are preserved to prevent damages and

deterioration. The preservation includes identification, handling, packaging,

storage and protection.

- The equipments are subjected to necessary preventive maintenance such as

daily, weekly and monthly and records are maintained.

- Break down maintenance is carried out as and when break down occurs and

necessary records are maintained indicating machine no, machine name,

nature of break down, date & time, root cause, corrective action taken, date &

time of completion and its effectiveness.





SWOT ANALYSIS OF KALPA ELECTRIKAL PVT. LTD.

STRENGTH:

One of the market leader.

Low cost production.

Large pool of good facilities near by corporate office, hence good

managerial control over plants.

All India network for domestic sales.

Technical & experienced man power.

Improved infrastructure.

Well planned layout striking balance between industrial production and

personal and environmental safety.

Automated and highly sophisticated machines.

Capacity to meet higher demand.

Consistent business track record increasing turnover every year

consistently.

Effective performance appraisal system.

Transparence policies and procedures.

Diversified product range keeps the company stable.

Abundant availability of raw materials.

WEAKNESS:

High oriented cause due to excessive labor force.

Low turnover resulting in low profits.

Defective marketing strategy lacks effective advertising and publicity.

Needs updating with times in terms of plant and machinery.

Due to lack of direct sales, debts with many dealers turning bad.

Unskilled labor coupled with excess labor hampers profitability.





DATA ANALYSIS

ANDINTERPRETATION





ANALYSIS

1 Table showing age group of the respondents.

AGE GROUP NO OFRESPONDENT

PERCENTAGE

BELOW 20 YEARS 7 14

20 TO 40 YEARS 38 76

ABOVE 40 YEARS 5 10

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that out of 50 respondents 14% of

respondents belong to the group of below 20 years, 76% of respondents belong to

age group of 20 to 40years and remaining 10% of respondents are 40years and

above.

INFERENCE:

Majority of respondents belong to age group of 20-40 years.

CHART 1

14%

76%

10%

PERCENTAGE

BELOW 20 YEARS

20 TO 40 YEARS

ABOVE 40 YEARS





ANALYSIS

2 Table showing the gender of the respondents.

GENDER NO OFRESPONDENTS

PERCENTAGE

MALE 38 76

FEMALE 12 24

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 76% of the respondents are male

employees and 24% of respondents are female workers at the company.

INFERENCE:

Majority of the respondents are male workers at company.

CHART 2

76%

24%

PERCENTAGE

MALE

FEMALE





ANALYSIS

3 Table showing the respondent’s classification on the basis of educational

qualification.

QUALIFICATION NO OF

RESPONDENTS

PERCENTAGE

SSLC 3 6

HIGHER

SECONDARY

10 20

GRADUATE 37 74

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 6% of the respondents are sslc, 20% of

respondents are higher secondary and 74% of respondents are graduate.

INFERENCE:

Majority of respondents are Graduate.

CHART 3

6%

20%

74%

PERCENTAGE

SSLCHIGHER SECONDARY

GRADUATE





ANALYSIS

4 Table showing marital status of the employees.

MARITALSTATUS

NO OF RESPONDENT PERCENTAGE

MARRIED 15 30

UNMARRIED 35 70

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 30% of the respondents are married and

70% of respondents are unmarried.

INFERENCE:

Majority of respondents are unmarried.

CHART 4

30%

70%

PERCENTAGE

MARRIED

UNMARRIED





ANALYSIS

5 Table showing the experience of the respondents.

YEARS OFEXPERIENCE

NO OFRESPONDENTS

PERCENTAGE

LESS THAN 5

YEARS

32 64

5YEARS TO

10YEARS

13 26

10 YEARS AND

ABOVE

5 10

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 64% of the respondents have an

experience of less than 5 years, 26% of the respondents have an experience of

5years-10years and 10% of respondents have an experience of 10 years and more.

INFERENCE:

Majority of respondents have an experience of less than 5 years.CHART 5

64%

26%

10%

PERCENTAGE

LESS THAN 5 YEARS

5YEARS TO 10YEARS

10 YEARS AND ABOVE





ANALYSIS

6 Table showing the income of the respondents.

INCOME NO OFRESPONDENTS

PERCENTAGE

BELOW 8000RS 12 24

8000RS-15000RS 30 60

15000RS AND

ABOVE

8 16

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of the respondents receive an

income of Rs 8000, 60% of the respondents receive an income between Rs 8000

to 15000 and 16% of respondents receive an income of Rs15000 and more.

INFERENCE:

Majority of respondents receive an income between Rs8000 to Rs15000.

CHART 6

24%

60%

16%

PERCENTAGE

BELOW 8000RS

8000RS-15000RS

15000RS AND ABOVE





ANALYSIS

8 Table showing the opinion of the respondents regarding supervision in their

company.

OPTIONS NO OF RESPONDENTS PERCENTAGE

NORMAL 12 24

STRICT 35 70

VERY STRICT 3 6

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of the respondents feels thesupervision at company is normal, 70% of respondents feel the supervision

pattern is strict and 6% of respondent feels the supervision at company is very

strict.

INFERENCE:

Majority of respondents feel that the supervision at company is strict.

CHART 8

24%

70%

6%

PERCENTAGE

NORMALSTRICT

VERY STRICT





ANALYSIS

9 Table showing the incentives preferred by the respondents.

INCENTIVES NO OFRESPONDENTS

PERCENTAGE

COMMISSION 30 60

ALLOWANCE 4 8

BONUS 16 32

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 60% of respondents prefer incentives inthe form of commission, 8% of respondents prefer allowance and 32% of

respondents prefer bonus.

INFERENCE:

Majority of respondents prefer commission in the company.

CHART 9

60%

8%

32%

PERCENTAGE

COMMISSION

ALLOWANCEBONUS





ANALYSIS

10 Table showing whether the respondents are satisfied with the pay package.

OPTIONS NO OFRESPONDENTS

PERCENTAGE

YES 23 46

NO 27 54

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 46% of respondents are satisfied with

their pay package whereas 54% of respondents are not satisfied with their pay package.

INFERENCE:

Majority of respondents are not satisfied with their pay package.

CHART 10

46%54%

PERCENTAGE

YES

NO





ANALYSIS

11 Table showing the opinions of respondents regarding their job.


PERCENTAGE

CHALLENGING 38 76

MONOTONOUS 8 16

STRESSFUL 4 8

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 76% of respondents feel that their job ischallenging, 16% of respondent’s feel that their job is monotonous and 8% of

respondents feel that the job is stressful.

INFERENCE:

Majority of respondents feel that their job is challenging.

CHART 11

76%

16%

8%

PERCENTAGE

CHALLENGING

MONOTONOUSSTRESSFUL





ANALYSIS

12 Table showing the satisfaction level of respondents regarding the work

environment.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

HIGHLY SATISFIED 12 24

SATISFIED 30 60

DISSATISFIED 8 16

HIGHLY

DISSATISFIED

NIL NIL

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of respondents are highly satisfied

with the work environment 60% of respondents are satisfied 16% of respondents

are dissatisfied and none of the respondents are highly dissatisfied with the work

environment.

INFERENCE:Majority of respondents are satisfied with their pay package.

CHART 12

24%

60%

16%

0%

PERCENTAGE

HIGHLY SATISFIED

SATISFIED

DISSATISFIED

HIGHLY DISSATISFIED





ANALYSIS

13 Table showing whether company is concerned with the long term welfare of

the company.


AGREE 23 46

DISAGREE 10 20

NEITHER

AGREE NOR

DISAGREE

17 34

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 46% of respondents agree that the

company is concerned with there long term welfare, while 20% disagree and 34%

neither agree nor disagree.

INFERENCE:

Majority of respondents agree that the company is concerned for their long term

welfare.

CHART 13

46%

20%

34%

PERCENTAGE

AGREE

DISAGREE

NEITHER AGREE NOR DISAGREE





ANALYSIS

14 Table showing whether the respondents are satisfied with the training

provided for their current job.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

AGREE 21 42

DISAGREE 14 28

NEITHER AGREE

NOR DISAGREE

15 30

TOTAL 50 100

INTERPRETATION:

It is interpreted that 42% respondents agree that they are satisfied with their

current job training, while 28% don’t and rest 30% neither agree nor disagree.

INFERENCE:

Majority of respondents are satisfied with the current job training.

CHART 14

42%

28%

30%

PERCENTAGE

AGREE

DISAGREE

NEITHER AGREE NOR DISAGREE





ANALYSIS

15 Table showing importance on the performance of top management.


PERCENTAGE

IMPORTANT 33 66

UNIMPORTANT 11 22

NEITHER

IMPORTANT NOR

UNIMPORTANT

6 12

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 66% of respondents feel that

performance of top management is important, while 22% don’t feel so and the

rest 12% neither feel it important nor unimportant.

INFERENCE:

Majority of respondents feel that the performance of the top management is

important.

CHART 15

66%

22%

12%

PERCENTAGE

IMPORTANT

UNIMPORTANT

NEITHER IMPORTANT NOR UNIMPORTANT





ANALYSIS

16 Table showing importance of fair treatment to all employees.

OPTIONS NO OF RESPONDENTS PERCENTAGEIMPORTANT 33 66

UNIMPORTANT 11 22

NEITHER

IMPORTANT

NOR

UNIMPORTANT

6 12

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 66% of respondents feel that fair

treatment to all employees is important, while 22% don’t feel so and the rest 12%

neither feel it important nor unimportant.

INFERENCE:

Majority of respondents feel that fair treatment to employee is of most important.

CHART 16

66%

22%

12%

PERCENTAGE

IMPORTANT

UNIMPORTANT

NEITHER IMPORTANT NOR UNIMPORTANT





ANALYSIS

19 Table showing whether the respondents are satisfied with the company’s

grievance redressal.


Yes 46 92

No 4 8

total 50 100

INTERPRETATION:

From the above table it is interpreted that 92% of respondents are satisfied with

the company’s grievance redressal procedure whereas 8% of respondents are notsatisfied with it.

INFERENCE:

Majority of respondents are satisfied with the company’s grievance redressal

procedure.

CHART 19

92%

8%

PERCENTAGE

Yes

No





ANALYSIS

20 Table showing the opinions of the respondents regarding employer-employee

relationship.


Highly satisfied 12 24

Satisfied 30 60

Dissatisfied 8 16

Highly dissatisfied NIL NIL

Total 50 100

INTERPRETATION:From the above table it is interpreted that 24% of respondents are highly satisfied

with the work environment, 60% of respondents are satisfied, 16% of

respondents are dissatisfied and none of the respondents are highly dissatisfied.

INFERENCE:

Majority of respondents are satisfied with the employer-employee relationship.

CHART 20

24%

60%

16%0%

PERCENTAGE

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied





ANALYSIS

21 Table showing whether the respondents are allowed to participate in

decision making in their level of operation.


Yes 20 40

No 30 60

total 50 100

INTERPRETATION:

From the above table it is interpreted that 40% of respondent are allowed to

participate in decision making in their level of operation whereas 60% of respondents are not allowed to take any such decision.

INFERENCE:

Only few of respondents are allowed to participate in decision making in their

level of operation.

CHART 21

40%

60%

PERCENTAGE

Yes

No





ANALYSIS

23 Table showing the overall satisfaction of respondents regarding their job.

OPTIONS NO OF RESPONDENTS PERCENTAGEHighly satisfied 12 24

Satisfied 38 76

Dissatisfied NIL NIL

Highly dissatisfied NIL NIL

Total 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of respondents are highly satisfied,76% of respondents are satisfied, and none of the respondents are dissatisfied

with their job.

INFERENCE:

Majority of respondents are satisfied with their job.

CHART 23

24%

76%

0%0%

PERCENTAGE

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied





FINDINGS,

SUGGESTIONS &CONCLUSION





FINDINGS:

1) Majority of the respondents possess work experience of less than 5

years.

2) Majority of the respondents are satisfied with the timings of the shifts of

the company.

3) Study reveals that majority of respondents belong to the age group of

20-40 years.

4) It is observed that supervision is strict.

5) Majority of respondent prefer commission in the form of incentives.

6) Only few respondents are satisfied with their pay package and are not

allowed to take part in decision making.

7) Study reveals that majority of respondents feel that their job is

challenging.

8) Study reveals that majority of respondents are satisfied with the work

environment.

9) Study reveals that majority of the respondents feels that company thinks

for long term welfare of the employees.

10) Majority of respondents believes that the performance of top

management is important.

11) It is observed that many respondents feel that treating employees

fairly and equally is of prime importance.

12) Majority of respondents feels that the company will have good

business prospects in next 5 years.

13) The most advantageous findings so that the company is doing good

is dealing with employees problems.

14) It is observed that there were mix opinions on satisfaction regarding

job training for current job.





15) It is observed that majority of respondents are satisfied with the

company’s grievance redressal.

16) Majority of respondents are satisfied with their employers.

17) Study reveals that majority of respondents feel that their

peer-group relationship is encouraging and co-operative.

18) Majority of respondents are satisfied with their jobs on an overall

basis.

19) There is significant relationship between type of job and gender.

SUGGESTIONS:

1) The company can still improve its organizations climate.

2) The company can improve the supervision pattern as majority of

respondents feel that supervision is strict.

3) The company can provide better pay package to the respondents.

4) The company can allow the respondents to participate in decision

making.

5) The management can provide with food allowance, loan facility,

marriage gifts and May Day gifts to the employees as many employees

preferred these.





SUMMARY AND CONCLUSION:

In today’s competitive world of business, it is very difficult to introduce the

product, place it, position it and sell it, but all mentioned depends upon the ability

of the company to bring out a good product, place it in the market and sell it.

Employees play a very important role in selling the product. Any organization

development is based on the employee’s efficiency and attitude towards the

organizational goals. Thus, satisfaction of employees will help an organization

to attain its goals and the company must take steps to determine the level of

satisfaction of its employees. The research design adopted for this study was

descriptive method. Questionnaire was the main instrument used in the research.

The statistical tools used for the study was percentage analysis and chi-squared

test. The analysis reveals that employees are satisfied with the organization on

an overall basis. However, it is necessary for the company to look into facts like

involvement of employees in decision making, improving supervision and pay

package. Thus, the study would be useful for the organization in framing its HR

policies in future.





ANNEXURES





A STUDY ON EMPLOYEE SATISFACTION AT

KALPA ELECTRIKAL PVT. LTD.

QUESTIONNAIRE:Respected Sir/Madam,

I, AVINASH.K.C., student of BBM from RPA first grade college,

Bangalore, have taken up a project titled “EMPLOYEE SATISIFATION” at

KALPA ELECTRIKAL PVT. LTD., Bangalore.

This study through questionnaire is purely for academic purpose, hence I kindly

request you to cooperate in this regard. I would be thankful to you, if you spare

few minutes to fill this questionnaire with keen interest. Your opinion will be

used only for academic purpose and will be kept confidential.

1) Name:………………………….

2) Age:

Below 20 years

20-40 years

Above 40years

3) Gender:

Male

Female

4) Qualifications:

SSLC

Higher secondary

Graduate





5) Marital status:

Married

Unmarried

6) Years of experience:

Less than 5 years

5 to 10 years

10 years and above

7) Income [monthly]:

Below Rs 8000

Rs 8000 to Rs 15000

Rs 15000 & above

8) Are you satisfied with the time of the shift?

Yes

No

9) How according to you is the supervision of the company?

Normal

Strict

Very strict

10) What incentives you would prefer if offered by company?

Commission

Allowance

Bonus





11) Are you satisfied with the pay package provided by company?

Yes

No

12) What’s your opinion regarding the job you preformed?

Challenging

Monotonous

Stressful

13) What’s your opinion on work environment provided by company?

Highly satisfied

Dissatisfied

Highly dissatisfied

14) The company is concerned for long term welfare of employees?

Agree

Disagree

Neither agree nor disagree

15) You are satisfied with the training provided for current job?

Agree

Disagree

Neither agree nor disagree

16) What is the importance of the performance of top management?

Important

Unimportant

Neither important nor unimportant





17) Essential of the fair treatment to all employees?

Important

Unimportant

Neither important nor unimportant

18) How do you rate company on dealing with employee’s problem

fairly?

Excellent

Good

Fair

Poor

19) How do you rate your company’s business prospects in next 5 years?

Excellent

Good

Fair

Poor

20) Are you satisfied with the company Grievances redressal procedure?

Yes

No

21) How is the employer-employee relationship in your company?

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied





22) Does employee participation in decision making process is

followed?

Yes

No

23) How is the peer-group relationship in your company?

Encouraging and cooperative

Discouraging and non-supportive

Non-interactive

24) Are you overall satisfied with the job?

Yes

No




BOOKS

HUMAN RESOURCE MANAGEMENT,P.Subba Rao & Ashwathappa.

RESEARCH METHODOLOGY,

Kothari.C.R.

ORGANIZATIONAL BEHAVIOUR,

K.Ashwathappa.

MANAGEMENT AND BEHAVIORAL PROCESS,

R.K.Sharma.

WEBSITES

www.google.com

www.kalpaelectrikal.com

http://www.google.com/


http://www.kalpaelectrikal.com/




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