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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
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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
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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
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CERTIFICATE OF THE HOD
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 HOD
Date :
Place : Bangalore
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CERTIFICATE OF THE GUIDE
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 Guide
Date :Place : Bangalore
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A STUDY ON EMPLOYEE SATISFACTION
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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
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A STUDY ON EMPLOYEE SATISFACTION
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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
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INTRODUCTION
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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.
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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.
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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.
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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.
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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
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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.
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RESEARCH
METHODOLOGY
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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.
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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.
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COMPANY
PROFILE
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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
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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
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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.
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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.
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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
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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,
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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
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4) Ring Type Current Transformer
5) Resin Cast Wound Primary Current Transformer
6) Resin Cast Bar Type Current Transformer
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7) 3 Phase Voltage Transformer
8) Interposing Current Transformer
9) Moulded Case Current Transformer
10) 3 Phase Bar Current Transformer
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11) Standard Current Transformer
12) Split Core Current Transformer
II. CONTROL POWER TRANSFORMERS & REACTORS
1) Single Phase Control Transformer
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2) Single Phase Power Transformer
3) Single Phase Control Transformer With Connectors
4) 3 Phase Control Transformer
5) 3 Phase Power Transformer
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6) 3 Phase Control Transformer With Enclosure
7) 3 Phase Reacter
8) 3 Phase Epoxy Cast Resin Power Transformer
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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
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3) 22KV Current Transformer
4) 22KV Voltage Transformer
5) 33KV Current Transformer
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6) 33KV Voltage Transformer
7) 22KV Bus Duct Current Transformer
8) NGT
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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
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2) 11KV Voltage Transformer
3) 33KV Current Transformer
4) 33KV Voltage Transformer
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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.
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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.
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- 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.
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- 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.
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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.
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- 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.
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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.
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DATA ANALYSIS
ANDINTERPRETATION
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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
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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
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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
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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
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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
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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
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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
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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
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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
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ANALYSIS
11 Table showing the opinions of respondents regarding their job.
OPTIONS NO OFRESPONDENTS
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
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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
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ANALYSIS
13 Table showing whether company is concerned with the long term welfare of
the company.
OPTIONS NO OF RESPONDENTS PERCENTAGE
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
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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
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ANALYSIS
15 Table showing importance on the performance of top management.
OPTIONS NO OFRESPONDENTS
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
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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
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ANALYSIS
19 Table showing whether the respondents are satisfied with the company’s
grievance redressal.
OPTIONS NO OF RESPONDENTS PERCENTAGE
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
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ANALYSIS
20 Table showing the opinions of the respondents regarding employer-employee
relationship.
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.
INFERENCE:
Majority of respondents are satisfied with the employer-employee relationship.
CHART 20
24%
60%
16%0%
PERCENTAGE
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
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ANALYSIS
21 Table showing whether the respondents are allowed to participate in
decision making in their level of operation.
OPTIONS NO OF RESPONDENTS PERCENTAGE
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
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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
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FINDINGS,
SUGGESTIONS &CONCLUSION
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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.
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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.
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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.
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ANNEXURES
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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
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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
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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
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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
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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
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A STUDY ON EMPLOYEE SATISFACTION
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