Chapter V Analysis and Interpretationshodhganga.inflibnet.ac.in/bitstream/10603/13626/13/13... ·...

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Chapter V

Analysis and Interpretation

Introduction

The earlier chapter reveals the various innovative practices

followed by Reliance Communication. Therefore, the following chapter is

concerned with analysis and interpretation by using some statistical tools

to reach to the final conclusion. To present the facts construction of the

questionnaire, which is the heart of the survey, needs utmost attention of

the researcher. If it is not properly constructed, then the survey is bound

to fail. For the collection of primary data, a questionnaire was constructed

for the study with help of experts after extensive discussions with them

and after reviewing the literature on the subject. The questionnaire was

tested through pilot survey and necessary modifications were made. The

questionnaire was prepared for the employees of the Reliance

Communication working at the different levels containing almost every

aspect of the human resource management practices prevailing in the

organization.

Sample Survey

a) Sample Unit

While selecting sample, a decision had to be taken regarding a

sample unit. Sample unit may be of various types such as geographical

150

one, like state wise, region wise and division wise, or a construction unit

such as household, school or it may be a social unit such as family and

caste or it may be an individual. The researcher as guided by the nature

and scope of the study covered 50 cities and small towns of Uttar

Pradesh, Delhi, Haryana, Punjab, Rajasthan, Madhya Pradesh and

Uttaranchal. The communication services of Reliance are available in

almost every region of India, considering the time limit, financial

resources, and geographical area to be covered it was not within the reach

of the researcher to survey all the regions. Hence efforts were made to

cover all the nearby States and cities as extensively as possible to see the

impact of various human resource policies on the personnel of Reliance

Communication. In all, the researcher selected 150 employees from the

from various Reliance Communication outlets from across above

mentioned states. To get reliable and authentic information, maximum

efforts were made to contact the employees personally.

b) Sample Media:

The respondents were approached personally to get the first hand

information. Mail and telephone systems were also applied wherever it

was found necessary and convenient to supplement the information.

c) Sample Design:

It was not possible in practice for an individual research work to

approach all employees The services of Reliance Communication are

present in the following states of India.

• Andhra Pradesh • Haryana • Orissa

• Assam • Himachal Pradesh • Punjab

151

• Bihar • Jharkhand • Rajasthan

• Chattisgarh • Karnataka • Tamil Nadu

• Delhi • Kerala • Utter Pradesh

• Goa • Madhya Pradesh • Uttaranchal

• Gujarat • Maharashtra • West Bengal

For the purpose of survey 50 cities and small towns of Uttar

Pradesh, Delhi, Haryana, Punjab, Rajasthan, Madhya Pradesh and

Uttaranchal were covered as the study sample. A sample design is a

definite plan for obtaining a sample from a given population. Sample can

be either probability or non probability sample. So both the techniques

were used while making sample. The awareness regarding the various

human resource management practices has been a substantial criterion

even while making random sampling. Selected employees, found ignorant

on various aspects of human resource management practices were left out.

The survey tool nearly one year and was conducted during January to

December 2006.

d) Statistical Tools Used

The role of statistical tools is important in analyzing the data and

drawing inferences there from. In order to drive the substantial results

from the information colleted through questionnaires, statistical tools like

Proportion Test and Pearson’s Chi Square Test have been used.

The information gathered from questionnaires from employees was

further supplemented on the basis of discussion, made with the concerned

persons and with scientific observations. This has made the data more

authentic and reliable.

152

e) Software Used:

The software used for the calculations of various statistical tools is R.1

Hypothesis:

Organizations are gaining sustainable competitive advantage

through people by adopting innovative practices of Human Resource

Management. It is hypothesized that.

Ho1. Reliance Communication is adopting and implementing the

various innovative Human Resource Practices with the maximum support

and satisfaction of their employees. (Irrespective of the age,

qualifications, designations and gender of the employees)

Ho2. The motivated and satisfied workforce is contributing to the

maximum of their abilities to the success and growth of the organization.

Ho3. The role of human resource is quite significant of Reliance

Communication for creating a competitive advantage over their

competitors.

Ho4. A dynamic, effective workforce and their management are

essential for the success of an enterprise.

The following research was conducted to study the role of human

resource management in an organization, which is quite significant. It

was assumes that Reliance Communication requires human faculty and

human skills for better performance. Other facilities like finance, material

and machinery form a significant segment of this sector. Yet, without the

presence of competitive human resource other factors may not contribute

significantly for the success and growth of the organization.

153

Analysis and Interpretation

The survey conducted by the researcher further analysed and

interpreted in the form of the following tables, which help in proofing the

hypothesis.

Table 5.1 Showing Statistical Analysis

No. of

Responses

Sca

ling

Employees

Responses

regarding the

company’s

recruitment and

selection

procedure

Employees

responses

regarding

Placement and

induction

programmes of

the organization

Employees

responses

regarding the job

analysis, job

design and job

enrichment

Employees

responses

regarding the

company’s

policies of career

planning and

development

Employees

responses

indicating the

level of their

satisfaction

regarding

training methods

adopted by the

organization

Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age

Highly

satisfied

1 37 24.6 35 23.3 32 21.3 34 22.6 40 26.6

Satisfied 2 76 50.6 82 54.3 74 49.3 89 59.3 35 23.3

Uncertain 3 28 18.6 9 6 9 6 16 10.6 10 6.8

Dissatisfied 4 9 6 9 6 23 15.3 10 6.6 48 32

Highly

Dissatisfied

5 0 00 15 10.3 12 8 1 0.6 17 11.3

Total 150 100.0 150 100.0 150 100.0 150 100.0 150 100.0

Chi Square

(2)

84.8 159.83 114.75 205.58 42.41

P 0.5 0.5 0.5 0.5 0.5

Source: Compiled by the researcher on the basis of primary data collected.

154


No. of

Responses

Sca

ling

Employees

responses

regarding the

company’s policy

of promotion and

demotion

Employees

responses

regarding the

company’s policy

of transfer and

separation

Employees

Responses

regarding salary

and wages

Employees

responses

regarding

incentives and

benefits

Employees

responses

regarding the

motivational

schemes adopted

by the

organization

Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age Freq

u-

ency

%age Frequ-

ency

%age

Highly

satisfied

1 32 21.3 45 30.0 21 14 38 25.3 14 9.3

Satisfied 2 90 60 43 29.0 50 33.4 35 23.3 84 56.6

Uncertain 3 15 10 11 7.0 16 10.6 7 4.6 12 8

Dissatisfied 4 5 3.3 29 19.0 41 23.4 45 30 21 14

Highly

Dissatisfied

5 8 5.3 22 15.0 22 14.4 25 16.6 18 12

Total 150 100.0 150 100.0 150.0 100.0 150 100.0 150 100.0

Chi Square

(2)

205.75 68.58 34.400 36.16 159.58

P 0.5 0.5 0.5 0.5 0.5

Source: Compiled by the researcher on the basis of primary data collected

155



No. of

Responses

Sca

ling

Employees

responses

indicating their

response

regarding the

company’s

policies of

workers’

participation in

management

Employees

responses

regarding the

company’s

policies of

employee’s

health and

safety

Employees

responses

indicating their

response

regarding the

company’s

policies of social

security

measures

Employees

responses

indicating

their response

regarding the

job security

Employees

responses

indicating their

response

regarding the

company’s

policies

employees

discipline

Frequ-

ency

%age Frequ

-ency

%

age

Frequ-

ency

%age Frequ-

ency

%

age

Frequ-

ency

%

age

Highly

satisfied

1 30 20 39 26 17 11.3 32 21.3 20 14

Satisfied 2 46 30.6 78 52.2 69 46 50 33.3 84 55.4

Uncertain 3 14 9.3 7 4.6 26 17.3 12 8 16 10.6

Dissatisfied 4 43 28.6 13 8.6 26 17.3 38 25.3 15 10

Highly

Dissatisfied

5 17 11.3 13 8.6 12 8 18 12 15 10

Total 150 100.0 150 100.0 150 100.0 150 100.0 150 100.0

Chi Square

(2)

35.41 145.5 85.25 39 117.33

P 0.5 0.5 0.5 0.5 0.5

156



No. of

Responses

Sca

ling

Employees

responses

indicating their

choice regarding

the company’s

policy to solve

grievances

Employees

responses

regarding the

company’s policy

of performance

appraisal

Employees

responses

indicating their

response for

work load

Employees

responses

indicating their

response for

flexibility in

working hours

Employees

responses

indicating their

response for

team leadership

and management

capabilities

Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age Frequ-

ency

%age

Highly

satisfied

1 21 14.2 24 16 27 18 41 27.3 20 13.3

Satisfied 2 46 30.6 42 28 44 29.3 63 42 89 59.3

Uncertain 3 16 10.6 11 7.3 10 6.6 19 12.6 13 8.6

Dissatisfied 4 47 31.3 48 32 49 32.6 12 8 17 11.3

Highly

Dissatisfied

5 20 13.3 25 16.3 20 13.3 15 10 11 7.3

Total 150 100.0 150 100.0 150.0 100.0 150 100.0 150 100.0

Chi Square

(2)es

38.41 37.08 44.41 78.33 19.700

P 0.5 0.5 0.5 0.5 0.5

157

It is evident that majority of the respondents are strongly agree

with the statement No.1 that the Reliance Communication is adopting

suitable recruitment and selection policies. There is significant difference

in proportions of 4 groups. This is evidenced by prop.test, which is an

implementation of chi square test for homogeneity of proportions. On the

basis of the p-value < 2.2e-16 i.e. (2.2X10-16) which less

than .05, it is clear that hypothesis of quality of proportions is being

rejected at 5% level. It may also be noted that maximum proportions

(51%) lies in the third category which refers to satisfied group, this is

followed by highly satisfied (24. 6%). However, there is least proportion

(6%) of dissatisfied group. It leads to the conclusion that maximum

employees are satisfied with the company’s policy of recruitment and

selection.

Graph 1

Graphical Presentation

0

10

20

30

40

50

60

Highly Dissatisfied

Dissatisfied Uncertain Satisfied Highly Satisfied

Re

sp

on

ses

in

%

Satisfaction Level

Responses Regarding recruitment and selction

158

As far as placement and induction programmes of the organization

are concerned, the majority of the respondents are strongly agree. There

is significant difference in proportions of 5 groups. This is evidenced by

prop.test, which is an implementation of chi square test for homogeneity

of proportions. On the basis of the p-value < 2.2e-16 i.e.

(2.2X10-16) which less than .05, it is clear that hypothesis of quality of

proportions is being rejected at 5% level. It may also be noted that

maximum proportions (54%) lies in the fourth category which refers to

satisfied this is followed by highly satisfied (23%). However, there is

least proportion (6%) of dissatisfied and uncertain each whereas, (10%)

employees are highly dissatisfied from placement and induction schemes

of the organization. Thus, it can be concluded that majority of the

respondents are satisfied with the above statement.

Graph 2

0102030405060

Re

sp

on

ses

in

%

Satisfaction level

Responses Regarding Placement and Induction Programmes of the company

Series1

159

Respondents attitude towards the job analysis, job design and job

enrichment, has been analysed, on the basis of the opinion of the

respondents it is observed that their opinion is distributed more towards

higher side i.e. strongly agree. There is significant difference in

proportions of 5 groups. This is evidenced by prop.test, which is an


basis of the p-value < 2.2e-16 i.e. (2.2X10-16) which is less


rejected at 5% level. It may also be noted that maximum proportions (49)

lies in the fourth category which refers to satisfied group, followed by

(23%) which belongs to highly satisfied. However, there is least

proportion of (8%) which belongs to highly dissatisfied. Thus it leads to

conclude that maximum respondents are satisfied with the statement.

Graph 3

0102030405060

Hig

hly

Dis

satisf

ied

Dis

satisf

ied

Uncert

ain

Satisfied

Hig

hly

Satisf

ied

Resp

on

ses in

%

Satisfaction level

Responses regarding job analysis, job design and job

enrichment

Series1

160

Table 5.1 depicts that majority of the respondents are either agreed

or strongly agreed with the statement. There is significant difference in

proportions of 5 groups. This is evidenced by prop.test, which is an


basis of the p-value < 2.2e-16 i.e. (2.2X10-16) which is less


rejected at 5% level. It may also be noted that maximum proportions

(59%) lies in the fourth category which refers to satisfied this is followed

by highly satisfied (22%). However, there is least proportion (0.6%) of

highly dissatisfied whereas, (6%) employees are dissatisfied and (10%)

are uncertain in their responses. Hence we can conclude that company has

suitable policies for the career planning and development for their

employees.

Graph 4

010203040506070

Re

sp

on

se

s in

%

Satisfaction Level

Responses regarding career planning and developmenet

Series1

161

Responses Regardign Training Methods

05

101520253035

Hig

hly Dissa

tisfie

d

Dissa

tisfie

d

Unce

rtain

Sat

isfie

d

Hig

hly Satis

fied

Satisfaction Level

Resp

on

ses i

n %

Series1

Respondents’ attitude towards training methods adopted by the

organization has been analysed, on the basis of the opinion of the

respondents it is observed that their opinion is distributed more towards

lower side i.e. most of the respondents are not satisfied with the training

methods. Further proportion test is significant at five percent level of

significance. It reveals that the opinion of the respondents is not equally

distributed over this issue. Thus, above analysis leads to the conclusion

that it is necessary to seek remedies and pragmatic solution for the

training methods adopted by the organization.

Graph 5

162

As far as company’s promotion and demotion policy is concerned

most of the respondents either satisfied or highly satisfied. There is

significant difference in proportions of 5 groups. This is evidenced by


of proportions. On the basis of the p-value<2.2e-16 i.e.

(2.2X10-16) which is less than .05, it is clear that hypothesis of quality

of proportions is being rejected at 5% level. It may also be noted that


satisfied this is followed by highly satisfied (21%). However, there is

least proportion (approx, 3%) of dissatisfied, whereas, (5%) highly

dissatisfied and (10%) are uncertain. It leads to conclusion that company

has a suitable policy for the promotion and demotion of its employees.

Graph 6

0

10

20

30

40

50

60

70

Resp

on

ses i

n %

Satisfacion Level

Responses regarding Promotion and Demotion Policy

Series1

163

The responses regarding transfer and separation shows that

majority of the respondents are either agreed or strongly agreed with the

issue that the organization has a suitable policy of transfer and separation.

There is significant difference in proportions of 5 groups. This is

evidenced by prop.test, which is an implementation of chi square test for

homogeneity of proportions. On the basis of the p-value < 2.2e-16

i.e. (2.2X10-16) which is less than .05, it is clear that hypothesis of

quality of proportions is being rejected at 5% level. It may also be noted

that maximum proportions (43%) lies in the fourth category which refers

to satisfied this is followed by highly satisfied (21%). However, there is

least proportion (approx, 7%) of highly dissatisfied, whereas, (15%)

dissatisfied and (15%) are uncertain. So we can conclude that the transfer

and separation policies of the organization are suitable enough to satisfy

the present employees’ need.

Graph 7

05

1015202530354045

Re

sp

on

ses

in

%

satisfaction Level

Responses regarding Transfer and Sepration

Series1

164

Employees Resonses regarding the salary and

wages

05

10152025303540

Hig

hly

Dis

satisfied

Dis

satisfied

Uncert

ain

Satisfied

Hig

hly

Satisfied

Satisfaction Level

Em

plo

yees R

esp

on

ses

Series1

Table 5.2 exhibits that the opinion of the respondents are not

equally distributed over the salary and wages provided by the

organization. If we see the responses of we find that 33.3% respondents

are satisfied with the salary and wages offered by the organization, 14%

are highly satisfied, 23% are dissatisfied, 14% highly dissatisfied where

as 10% respondents are unable to express their views over the issue. On

the basis of the p-value 3.01e-07, it is clear that hypothesis of

quality of proportions is being rejected at 5% level. Hence we can

conclude that there is a scope for improvement in the organization to

improve the present salary and wages structure.

Graph 8

165

Employees Responses regarding the incentives

and benefits

05

101520253035

Hig

hly

Dis

satisfied

Dis

satisfied

Uncert

ain

Satisfied

Hig

hly

Satisfied

Satisfaction Level

Resp

on

ses i

n %

Series1

Respondents’ attitude towards the incentives and benefits offered

by the organization has been analysed, on the basis of the opinion of the

respondents it is observed that the opinion of the respondents are not

equally distributed over the incentives and benefits provided by the

organization. If we see the responses of we find that 23.3% respondents

are satisfied with the incentives and benefits offered by the organization,

25% are highly satisfied, 30% are dissatisfied, 16% highly dissatisfied

where as 4% respondents are unable to express their views over the issue.

On the basis of the p-value 2.674e-07, it is clear that hypothesis of

equality of proportions is being rejected at 5% level. Hence we can

conclude that there is a scope for improvement in the organization to

provide better incentives and benefits to its employees.

Graph 9

166

As far as company’s motivational schemes and methods are

concerned most of the respondents are satisfied. There is significant

difference in proportions of 5 groups. This is evidenced by prop.test,

which is an implementation of chi square test for homogeneity of

proportions. On the basis of the p-value < 2.2e-16 i.e.




satisfied this is followed by highly satisfied (9%). However, there is least

proportion (approx, 8%) of uncertain, whereas, (12%) highly dissatisfied

and (14%) are dissatisfied. It leads to the conclusion that company has a

suitable policy and methods for the motivation of its employees.

Graph 10

0102030405060

Hig

hly

Dis

satisf

ied

Dis

satisf

ied

Uncert

ain

Satisfied

Hig

hly

Satisf

ied

Resp

on

ses in

%

Satisfaction Level

Responses regarding Motivational Schemes and Methods

Series1

167

Responses regarding workers participation in

management

05

101520253035

Hig

hly

Dis

satisfied

Dis

satisfied

Uncert

ain

Satisfied

Hig

hly

Satisfied

Satisfaction Level

Resp

on

ses i

n %

Series1

Respondents’ behaviour towards the workers participation in

management has been analysed, on the basis of the opinion of the

respondents it is observed that the opinion of the respondents is not

equally distributed over the issue. If we see the responses of we find that

30.3% respondents are satisfied with the workers participation in

management, 20% are highly satisfied, 28% are dissatisfied, 11% highly

dissatisfied where as 9% respondents are unable to express their views

over the issue. On the basis of the p-value 3.814e-07, it is clear that

hypothesis of equality of proportions is being rejected at 5% level. Hence

we can conclude that Reliance Communication needs to involve and

encourage more participation of the workers in the management.

Graph 11

168

The responses pertaining to health and safety measures provided by

the organization shows that majority of the respondents are either agreed

or strongly agreed with the issue that the organization provides adequate

health and safety measures to its employees. There is significant




(3.926X10-16) which is less than .05, it is clear that hypothesis of




least proportion (8%) of dissatisfied and (10%) highly dissatisfied where

as (12%) are uncertain. On the basis the above analysis we can conclude

that Reliance Communication is providing adequate health and safety

measures to its employees.

Graph 12

0

10

20

30

40

50

60

Hig

hly

Dis

satisfied

Dis

satisfied

Uncert

ain

Satisfi

ed

Hig

hly

Satisfi

ed

Resp

on

ses i

n %

Satisfaction Level

Responses regarding Health and Safety Measures

Series1

169

As far as company’s social security measures are concerned

respondents’ behaviour is analysed. On the basis of the responses we find

that majority of the respondents are agreed that the various provisions of

the social security measures adopted by the organization. There is

significant difference in proportions of 5 groups. There is significant







satisfied this is followed by dissatisfied and uncertain (17%)each.

However, there is least proportion (8%) of highly dissatisfied and (11%)

employees are highly satisfied as far social security is concerned in the

organization.

Graph 13

05

101520253035404550

Re

sp

on

se

s in

%

Satisfaction Level

Responses regarding Social Security Measures

Series1

170

Responses regarding Job Security

05

101520253035

Hig

hly Dissa

tisfie

d

Dissa

tisfie

d

Unce

rtain

Sat

isfie

d

Hig

hly Satis

fied

Satisfaction Level

Resp

on

ses i

n %

Series1

Respondents’ attitude towards job security has been analysed, on

the basis of the opinion of the respondents the proportion test is

significant at five percent level of significance. It reveals that the opinion

of the respondents is not equally distributed over this issue. The

responses shows that 33.3% respondents are satisfied and feels that their

job is secure in the organization, 21% are highly satisfied, 25% are

dissatisfied and feels that their job is not secure in the organization, and

12% highly dissatisfied where as 8% respondents are unable to express

their views over the issue. On the basis of the p-value 6.966e-08, it is

clear that hypothesis of equality of proportions is being rejected at 5%

level. Hence we can conclude that Reliance Communication needs to

adopt such measures that give more job security to its employees.

Graph 14

171

Table 5.3 exhibits the opinion of the respondents’ regarding the

discipline in the organization. On the basis of the responses we find that

majority of the respondents are satisfied about the discipline in the

organization. There is significant difference in proportions of 5 groups.

This is evidenced by prop.test, which is an implementation of chi square

test for homogeneity of proportions. On the basis of the p-value <

2.2e-16 i.e. (2.2X10-16) which is less than .05, it is clear that

hypothesis of quality of proportions is being rejected at 5% level. It may

also be noted that maximum proportions (55%) lies in the fourth category

which refers to satisfied this is followed by highly satisfied (14%).

However, there is least proportion (10%) of highly dissatisfied and

dissatisfied each and (10%) employees are unable to express their views.

Hence, we can conclude that the general discipline environment in the

organization is satisfactory.

Graph 15

0102030405060

Resp

on

ses in

%

Satisfaction Level

Responses regarding Discipline

Series1

172

Responses regarding Grievances of the

Employees

05

101520253035

Hig

hly

Dis

satisfied

Dis

satisfied

Uncert

ain

Satisfied

Hig

hly

Satisfied

Satisfaction Level

Resp

on

ses i

n %

Series1

Respondents’ attitude towards the grievances of the employees in

the organization has been analysed, on the basis of the opinion of the

respondents it is observed that the opinion of the respondents is not

equally distributed over the issue. On the basis of the responses we find

that 30.6% respondents are satisfied with the issue, 14.2% are highly

satisfied, 31.3% are dissatisfied, and 13.3% highly dissatisfied where as

10.6% respondents are unable to express their views over the issue. On

the basis of the p-value 9.193e-08, it is clear that the hypothesis of

equality of proportions is being rejected at 5% level. Hence we can

conclude that Reliance Communication needs to adopt more scientific and

logical methods to solve the grievances of the employees.

Graph 16

173

Responses regarding Performance Appraisal

System

05

101520253035

Hig

hly

Dis

satisfied

Dis

satisfied

Uncert

ain

Satisfied

Hig

hly

Satisfied

Satisfaction level

Resp

on

ses i

n %

Series1


performance appraisal programmes in the organization. The proportion

test is significant at five percent level of significance. It reveals that the

opinions of the respondents are not equally distributed over this issue.

The responses show that 28% respondents are satisfied and 16 % are

highly satisfied and feels that the present appraisal system of the

organization is satisfactory. 32% respondents are dissatisfied and 16.6 are

highly dissatisfied and feel that the present appraisal system should be

updated, whereas 7.3 % respondents are unable to express their views

over the issue. On the basis of the p-value 1.731e-07, it is clear that

hypothesis of equality of proportions is being rejected at 5% level. Hence

we can conclude that there is a scope of improvement in the present

appraisal system of the organization.

Graph 17

174

Responses regarding Work Load

05

101520253035

Hig

hly Dissa

tisfie

d

Dissa

tisfie

d

Unce

rtain

Sat

isfie

d

Hig

hly Satis

fied

Satisfaction Level

Resp

on

ses i

n %

Series1


work load in the organization. The proportion test is significant at five

percent level of significance. It reveals that the opinions of the

respondents are not equally distributed over this issue. The responses

show that 29.3% respondents are satisfied and 18 % are highly satisfied

and feel that in the present competitive environment the present work

load on the employees is justifiable, 49% respondents are dissatisfied and

20% are highly satisfied and feel the that there is too much work load on

the employees leading to stress, whereas 7.3 % respondents are unable to

express their views over the issue. On the basis of the p-value 5.256e-09,

it is clear that hypothesis of equality of proportions is being rejected at

5% level. Hence we can conclude that Reliance Communication should

minimise the present work load.

Graph 18

175


flexibility in the working hours in the organization. On the basis of the

responses we find that majority of the respondents are satisfied about the

issue. There is significant difference in proportions of 5 groups. There is

significant difference in proportions of 5 groups. This is evidenced by


of proportions. On the basis of the p-value < 3.926e-16 i.e.

(3.926X10-16) which is less than .05, it is clear that hypothesis of




least proportion (8%) of dissatisfied and (10%) highly dissatisfied where

as (12%) are uncertain. Hence, we can conclude that majority of the

respondents feel that they have enough flexibility in the working hours.

Graph 19

05

1015202530354045

Re

sp

on

ses

in

%

Satisfaction Level

Responses regarding Flexiblity in the working hours

Series1

176


effectiveness of team leadership and management capabilities. On the

basis of the responses we find that majority of the respondents are

satisfied about the issue. There is significant difference in proportions of

5 groups. There is significant difference in proportions of 5 groups. This

is evidenced by prop.test, which is an implementation of chi square test

for homogeneity of proportions. On the basis of the p-value < 2.2e-

16 i.e. (2.2X10-16) which is less than .05, it is clear that

hypothesis of quality of proportions is being rejected at 5% level. It may

also be noted that maximum proportions (59%) lies in the fourth category

which refers to satisfied this is followed by highly satisfied (13%).

However, there is least proportion (7%) of highly dissatisfied followed by

(8%) uncertain while (11%) are dissatisfied. Hence, we can conclude that

majority of the respondents have faith on the capabilities of their leaders

and managers.

Graph 20

010203040506070

Resp

on

ses in

%

Satisfaction Level

Responses regarding the information about the job

Series1

177

Pearson’s chi square is meant for testing independence between

two categorical variables for example chi square test for independence

between education of the employees and satisfaction with salary.

Following Chi Squares Tests were conducted to know the

association between the satisfaction level of the employees with their age,

gender, qualifications and designation to prove the hypothesis. The tests

conducted as follows.

A: Association of satisfaction with gender.

B: Association of satisfaction with designation

C: Association of satisfaction with education

178

A: Association of satisfaction with gender.

Table 5.5 Showing Association of satisfaction of gender with Salary

No. of Responses Scaling Male % Female %

Highly satisfied 5 34 28.57143 6 19.3548

Satisfied 4 27 22.68908 8 25.8065

Uncertain 3 9 7.563025 1 3.22581

Dissatisfied 2 37 31.09244 11 35.4839

Highly Dissatisfied 1 12 10.08403 5 16.129

Total 119 100 31 100

P Value 0.6409

Source: Complied by the researcher on the basis of primary data collected

Test for independence between gender and satisfaction with salary

chisq.test(table(hrm$Gender hrm$SL))

Pearson's Chi-squared test

data: table(hrm$Gender, hrm$SL)

X-squared = 2.521, df = 4, p-value = 0.6409

Interpretation


two categorical variables, chi square test for independence between

gender and Salary, it is evidenced from p-value = 0.6409 that

hypothesis of independence between gender and salary is being

rejected. The satisfaction level of the respondents shows that

responses are evenly distributed on the issue. Hence we can conclude

that there is no association between two variables i.e. employees of

the either gender are equally satisfied and dissatisfied with the

salaries and wages offered by the organization.

179

Table 5.6 Showing Association of satisfaction of Gender with

Recruitment and Selection Process



Satisfied 4 72 60.5042 18 58.0645

Uncertain 3 14 11.76471 1 3.22581

Dissatisfied 2 2 1.680672 3 9.67742

Highly Dissatisfied 1 6 5.042017 2 6.45161

Total 119 100 31 100

P Value 0.1552


Test for independence between gender and satisfaction with

recruitment and selection process

Pearson's Chi-squared test

data: table(hrm$Gender, hrm$SP)


The above Pearson’s chi square was conducted for testing

independence between two categorical variables, chi square test for

independence between Gender and satisfaction with recruitment and

selection , it is evidenced from p-value = 0.1552 that hypothesis of

independence between gender and recruitment and selection is accepted.

Thus there is no association with the two variables. On the basis of the

above test we can conclude that employees of either gender are satisfied

and dissatisfied with the recruitment and selection process of the

organization.

180

Table 5.7 Showing Association of satisfaction with Gender and

Training and Development Programmes

No. of

Responses Scaling Male % Female %

Highly

satisfied 5 15 12.60504 6 19.3548

Satisfied 4 41 34.45378 9 29.0323

Uncertain 3 14 11.76471 2 6.45161

Dissatisfied 2 30 25.21008 11 35.4839

Highly

Dissatisfied 1 19 15.96639 3 9.67742

Total 119 100 31 100

P Value 0.512


The above Pearson’s chi square test was conducted for testing


independence between Gender and satisfaction with training and

development programmes , it is evidenced from p-value = 0. 0.512 that

hypothesis of independence between gender and training and

development is accepted. Thus there is no association with the two

variables. On the basis of the above test we can conclude that employees

of either gender are satisfied and dissatisfied with the training and

development programmes of the organization.

181

Table 5.8 Showing Association of satisfaction with Gender and

performance appraisal system



Satisfied 4 27 22.68908 8 25.8065

Uncertain 3 5 4.201681 2 6.45161

Dissatisfied 2 37 31.09244 8 25.8065

Highly

Dissatisfied 1 19 15.96639 6 19.3548

Total 119 100 31 100

P Value 0.9268




independence between Gender and satisfaction with performance

appraisal system , it is evidenced from p-value = 0. 0.9268 that

hypothesis of independence between gender and performance appraisal

system is rejected. We can conclude that employees of either gender are

satisfied and dissatisfied with the performance appraisal system of the

organization.

182

B: Association of satisfaction with designation

Table 5.9 Showing Association of satisfaction with designation and

salary


Test for independence between designation and salary

data: table(hrm$Desig, hrm$SL)



two categorical variables. This chi square test for independence is

between designation and salary, it is evidenced from p-value =

0.5583 that hypothesis of independence between designation

and salary is being accepted. Thus, there is no

association between designation group and salary i.e. employees of any

designation are satisfied and dissatisfied with salary offered by the

organization.

No. of

Responses Scaling L1 % L2 % L3 % L4 %

Highly

satisfied 5 11 29.72973 11 26.8293 9 23.07692 9 27.27273

Satisfied 4 7 18.91892 11 26.8293 12 30.76923 5 15.15152

Uncertain 3 2 5.405405 2 4.87805 3 7.692308 3 9.090909

Dissatisfied 2 16 43.24324 12 29.2683 11 28.20513 9 300

Highly

Dissatisfied 1 1 2.702703 5 12.1951 4 10.25641 7 21.21212

Total 37 41 39 33

P Value 0.5583

183

Table 5.10 Showing Association of satisfaction with designation and



Test for independence between designation and recruitment and

selection process

data: table(hrm$Desig, hrm$SP)




independence between designation and satisfaction with recruitment and


independence between gender and recruitment and selection is accepted.

Thus there is no association with the two variables. On the basis of the

above test we can conclude that employees of every designation are

satisfied and dissatisfied with the recruitment and selection process of the

organization.

No. of


Highly

satisfied 5 11 29.72973 5 12.1951 8 20.51282 8 24.24242

Satisfied 4 21 56.75676 24 58.5366 24 61.53846 21 63.63636

Uncertain 3 3 8.108108 7 17.0732 2 5.128205 3 9.090909

Dissatisfied 2 0 0 1 2.43902 3 7.692308 1 33.33333

Highly

Dissatisfied 1 2 5.405405 4 9.7561 2 5.128205 0 0

Total 37 41 39 33

P Value 0.3614

184

Table 5.11 Showing Association of satisfaction with Designation and


No. of


Highly

satisfied 5 6 16.21622 6 14.6341 6 15.38462 3 9.090909

Satisfied 4 10 27.02703 14 34.1463 8 20.51282 18 54.54545

Uncertain 3 3 8.108108 5 12.1951 5 12.82051 3 9.090909

Dissatisfied 2 11 29.72973 10 24.3902 14 35.89744 6 200

Highly

Dissatisfied 1 7 18.91892 6 14.6341 6 15.38462 3 9.090909

Total 37 41 39 33

P Value 0.4793


Test for independence between designation and training and

development

data: table(hrm$Desig, hrm$TD)




independence between designation and satisfaction with training and

development programmes , it is evidenced from p-value = 0.4793 that




of every designation are satisfied and dissatisfied with the training and

development programmes of the organization

185



No. of Responses Scaling L1 % L2 % L3 % L4 %

Highly satisfied 5 11 29.72973 11 26.8293 9 23.07692 9 27.27273

Satisfied 4 7 18.91892 11 26.8293 12 30.76923 5 15.15152

Uncertain 3 2 5.405405 2 4.87805 3 7.692308 3 9.090909

Dissatisfied 2 16 43.24324 12 29.2683 11 28.20513 9 27.27273

Highly

Dissatisfied 1 1 2.702703 5 12.1951 4 10.25641 7 21.21212

Total 37 41 39 33

P Value 0.5583


Test for independence between designation and performance

appraisal

Data: table(hrm$Desig, hrm$PA)




independence between designation and satisfaction with performance

appraisal system , it is evidenced from p-value = 0.5583 that hypothesis

of independence between gender and performance appraisal system is

rejected. We can conclude that employees of every designation are

satisfied and dissatisfied with the performance appraisal system of the

organization

186

C: Association of satisfaction with Education

Table 5.13 Showing Association of satisfaction with education and

salary

No. of

Responses Scaling Graduate %

Post

Graduate %

Under

Graduate %

Highly

satisfied 5 8 21.62162 22 29.3333 10 26.31579

Satisfied 4 13 35.13514 17 22.6667 5 13.15789

Uncertain 3 2 5.405405 3 4 5 13.15789

Dissatisfied 2 10 27.02703 27 36 11 28.94737

Highly

Dissatisfied 1 4 10.81081 6 8 7 18.42105

Total 37 75 38

P Value 0.2043


Test for independence between education and salary

data: table(hrm$Edu, hrm$PA)



two categorical variables. This chi square test for independence is

between education and salary, it is evidenced from p-value = 0.2043 that

hypothesis of independence between designation and salary is being

accepted. Thus, there is no association between designation and salary i.e.

employees of any educational background are satisfied and dissatisfied

with salary offered by the organization.

187

Table 5.14 Showing Association of satisfaction with education and


No. of

Responses Scaling Graduate %

Post

Graduate %

Under

Graduate %

Highly

satisfied 5 8 21.62162 16 21.3333 8 21.05263

Satisfied 4 23 62.16216 44 58.6667 23 60.52632

Uncertain 3 1 2.702703 10 13.3333 4 10.52632

Dissatisfied 2 3 8.108108 1 1.33333 1 2.631579

Highly

Dissatisfied 1 2 5.405405 4 5.33333 2 5.263158

Total 37 75 38

P Value 0.6073


Test for independence between education and recruitment and

selection process

data: table(hrm$Edu, hrm$SP)




independence between education and satisfaction with recruitment and


independence between education and recruitment and selection is accepted.

Thus there is no association with the two variables. On the basis of the above

test we can conclude that employees of every designation are satisfied with

the recruitment and selection process of the organization.

188



No. of Responses Scaling Graduate %

Post

Graduate %

Under

Graduate %

Highly satisfied 5 5 13.51351 12 16 4 10.52632

Satisfied 4 9 24.32432 24 32 17 44.73684

Uncertain 3 5 13.51351 7 9.33333 4 10.52632

Dissatisfied 2 14 37.83784 20 26.6667 7 18.42105

Highly Dissatisfied 1 4 10.81081 12 16 6 15.78947

Total 37 75 38

P Value 0.5928


Test for independence between education and recruitment and

training and development programmes

data: table(hrm$Edu, hrm$TD)




independence between education and satisfaction with training and

development programmes , it is evidenced from p-value = 0.5928 that




of every designation are satisfied and dissatisfied with the training and

development programmes of the organization.

189



No. of Responses Scaling Graduate %

Post

Graduate %

Under

Graduate %

Highly satisfied 5 8 21.62162 22 29.3333 10 26.31579

Satisfied 4 13 35.13514 17 22.6667 5 13.15789

Uncertain 3 2 5.405405 3 4 5 13.15789

Dissatisfied 2 10 27.02703 27 36 11 28.94737

Highly

Dissatisfied 1 4 10.81081 6 8 7 18.42105

Total 37 75 38

P Value 0.2043


Test for independence between education and performance

appraisal.

Data: table(hrm$Edu, hrm$PA)




independence between education and satisfaction with performance

appraisal system , it is evidenced from p-value = 0.2043 that hypothesis

of independence between education and performance appraisal system is

accepted. There is no association between the two variables. We can

conclude that employees of every designation are satisfied and

dissatisfied with the performance appraisal system of the organization

190

Testing/Verification of Hypotheses

As discussed in chapter Ist the objectives of the present study are

supported by the hypothesis that there Reliance Communication is

adopting and implementing the various human resource management

practices with the maximum satisfaction and support of its employees.

Hence the satisfied and motivated workforce is contributing to the best of

their abilities for the success and growth of the organization. Further

more Pearson’s chi square tests for testing independence between two

categorical variables were also conducted for testing the association

between satisfactions with sex, satisfaction with designation and

satisfaction with education of the respondents. The objective of

conducting these tests was to see that employees of either sex, every

designation and every educational background are satisfied with the

various human resource management practices of the organization. The

results of these tests are showing that the satisfaction level of the

employees is not affected with the above variables i.e. employees of

either Further more Pearson’s chi square tests for testing independence

between two categorical variables were also conducted for testing the

association between satisfactions with sex, satisfaction with designation

and satisfaction with education of the respondents. The objective of

conducting these tests was to see that employees of either sex, every

designation and every educational background are satisfied with the

various human resource management practices of the organization. The

results of these tests are showing that the satisfaction level of the

employees is not affected with the above variables i.e. employees of

either sex, every designation or educational background are satisfied or

191

dissatisfied wit the various human resource management. Pearson’s chi

square is meant for testing independence between two categorical

variables, chi square test for independence between sex and salary shows

that there is no association between two variables i.e. employees of the

either sex are equally satisfied and dissatisfied with the salaries and

wages offered by the organization. er sex, every designation or

educational background are satisfied or dissatisfied with the various

human resource management. Pearson’s chi square is meant for testing


independence between sex and salary shows that there is no association

between two variables i.e. employees of the either sex are equally

satisfied and dissatisfied with the salaries and wages offered by the

organization. The following results have been derived after testing and

verification of hypotheses.

HO1 It is observed that the calculated 2 values for these 20

variables are greater than the table value (Table value of Chi-square for,

2

0.05) and are significant at 0.05 percent level of significance. Thus the

hypothesis Ho is rejected and H1 (alternative hypothesis) is accepted. The

result of the proportions for the 20 parameters shows that respondents are

satisfied with around 12 parameters which is 60%. The analysis help us to

draw the conclusion that majority of the respondents are satisfy with the

various human resource management practices adopted and implemented

by the Reliance Communication.

192

Ho2 This is evident from the above analysis that the motivated and

satisfied workforce is contributing to the maximum of their abilities to

the success and growth of the organization. Thus the hypothesis Ho is

rejected and H1 (alternative hypothesis) is accepted.

Ho3 The role of human resource is quite significant of Reliance

Communication for creating a competitive advantage over their

competitors. On the basis of the above analysis the hypothesis Ho is

rejected and H1 (alternative hypothesis) is accepted.

Ho4. A dynamic, effective workforce and their management are

essential for the success of an enterprise On the basis of the above

analysis the hypothesis Ho is rejected and H1 (alternative hypothesis) is

accepted.

193

Conclusion:

The responses shows that majority of the respondents are satisfy

with the following human resource management practices of the

organization namely recruitment and selection policy of the organization,

placement and induction programmes, job analysis, job design, job

enrichment, policy of promotions and demotions, motivational schemes

and methods, social security measures, and discipline of the organization.

However some of the areas like wages and salary administration,

training and development of the employees, workers’ participation in

management, Job Security, Employees Grievances and work Load needs

immediate attention by the organization since the responses of the

employees in these areas shows that there is still room for improvement

and betterment

194

References:

1. R Development Core Team (2009). R: A language and environment

for Statistical computing. R Foundation for Statistical Computing,

Vienna, Austria. ISBN 3-900051-07-0, URL http://www.R-

project.org

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