Você está na página 1de 46

Project Report On Employee Satisfaction

An Analytical Report on Employee Satisfaction Survey At National Engineering Industries Limited Khatipura Road, Jaipur-302006, India.

In Partial Fulfillment of the Requirements For the 2-years full-time MBA course

Submitted To: Submitted By:Department of Management Studies MNIT, Jaipur Shalini Gupta M.B.A. (2011-2013) (2011PMB6534)

Malaviya National Institute of Technology

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 1

Project Report On Employee Satisfaction

(Jawahar Lal Nehru Marg, Jaipur-302017)

ACKNOWLEDGEMENT
Gratitude is the hardest of emotions to express and often one does not find adequate words to convey all, that one feels. It has been my good fortune to come across many good hearted people during my project activities. I take this opportunity to express my deep sense of gratitude, thanks and regards towards all of those who have directly or indirectly helped me in the successful completion of this project. I must thank the organizations that allowed me to enter their workplaces, and all the participants involved in the studies. I want to thank all the staff of NBC and especially the training officer, Mr. A.K. Singh. These people invested time and energy into completing my survey purely for the benefit of helping others. I am so appreciative of their efforts and I am determined to share the knowledge that I have gained from them. I am grateful to all faculty members of Department of Management Studies, MNIT who have helped me in the successful completion of this project. Last but not the least I am indebted to my PARENTS who provided me their time, support and inspiration needed to prepare this report.

Date: Place: Jaipur

(SHALINI GUPTA)

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 2

Project Report On Employee Satisfaction

PREFACE

In the rapid Industrial development of our country bearing is playing an important role in it. Consequently bearing manufacturing has become an interesting and useful subject for us. Therefore, I preferred to undergo my practical training at NATIONAL ENGINEERING INDUSTRIES LIMITED, JAIPUR (NBC) which is a leading bearing manufacturer in Asia. I listed all the departments of the company and an attempt has been made to make an analysis of all the departments.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 3

Project Report On Employee Satisfaction

CONTENTS
Chapter - 1: Company Profile
1.1 Introduction

5 7 9 11 11 13 14 15 16 17 18 38 39 41 41 43 44

Chapter - 2: Project Profile


2.2 Definition 2.3 Review of literature

Chapter 3: Research Methodology


3.1 Objectives 3.2 Research design 3.3 Data Collection Method 3.4 Limitations

Chapter 4: Data Analysis Chapter 5: Conclusion Chapter 6: Suggestions Chapter 7: Annexure


7.1 Reference 7.2 Bibliography 7.3 Questionnaire

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 4

Project Report On Employee Satisfaction

CHAPTER - 1
INTRODUCTION

National Engineering Industries Ltd., part of the 150 year old, multi-billion dollar C.K. Birla group manufactures a wide range of bearings for automotive and railway industry as well as for general industrial applications under the brand name NBC . NEI, founded in the year 1946 as a pioneer industry in the field of bearing manufacture, now manufactures nearly 80 Million Bearings per annum in over 500 different sizes ranging from 6 mm bore to 1300 mm outer diameter having capability to manufacture bearing up to 2000 mm. diameter.

NEI is one of the largest domestic bearing manufactures with gross annual turnover of Rs. 1051 crore in 2010-11. The company exports bearings to more than 20 countries and is also exporting to OEMs in Europe and USA. NEI has grown at a CAGR of 19% since 2007-08. NEI manufactures a wide range of bearings namely ball and cylindrical roller bearings, double row angular contact bearings, tapered roller bearings for automobiles, railways and industrial applications and large diameter bearings for steel plants and rolling mills. The three plants situated at Jaipur, Newai and Manesar manufacture these products with approx. 2300-strong team, supported by a well-equipped R&D with bearing life testing facility. NEI Ltd. has been awarded the coveted 2010 Deming Application Prize, by the Union of Japanese Scientists and Engineers (JUSE), Japan, for achieving distinctive performance improvement through the application of Total Quality Management (TQM).The Deming medal confirms that our quality management systems are one of the best, globally .For our customers, this means enjoying consistently superior products and assurance of highest quality for every NBC bearings they use.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 5

Project Report On Employee Satisfaction

R&D is equipped to introduce new technology in the field of bearings and related products .All functions from concept design to product launch are an integral part of R&D. The activity begins from customer interaction by Application Engineering and QFD approach is used to understand

customer requirements to translate into a useful product. It has a full fledged test centre for endurance as well as application testing .The test lab is being expanded to double the capacity in next four years. Advanced functions like Tribology, Simulation, Materials Technology and Lubrication technology have been added .The centre relies on the associate strength that has vast experience in the bearing industry. Academic excellence is being promoted by inclusion of specialists from IITs and RECs .The centre will be a leading technology centre in next 4 to 5 years.

PLANT AT JAIPUR: (i). Ball Bearing: Precision Ball Bearings from 6 mm bore to 75 mm bore diameter are manufactured on state of the art manufacturing facilities with in-process and post-process gauging in grinding and centrally air conditioned assembly lines with auto gauging and testing equipments. The latest advanced techniques for manufacturing and Quality Assurance are implemented to meet the rapid increase in demand for Quality, diversity of specifications and new types of bearings. This Division is spread over a covered area of 14,694 Sq. Meters. ii). Steel Ball: Precision Steel Balls up to 25 mm diameters for NBC Bearings are manufactured on precision grinding and lapping machines to achieve super finished surface, accuracy and roundness as per ISO standards. This Division is spread over a covered area of 4,700 Sq. Meters.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 6

Project Report On Employee Satisfaction

(iii). Tapered Roller Bearing: Precision Tapered Roller Bearings are manufactured in Inch and Metric series from 15.875mm bore to 95.25mm bore with technology obtained from our earlier collaborator, Federal Mogul Corporation, USA and now with NTN Corporation, Japan. These bearings are used by all major Automobile manufacturers in the country as Original Equipment. This Division is spread over a covered area of 11,652 Sq. Meters. (iv). Railway Bearing: Roller Bearing in Axle Box: With the production of Roller Bearings and Axle Boxes since 1952, the company has fully met the requirements of the Indian Railways (one of the largest systems of the world) by designing and developing Axle Boxes and bearings for fitment to Locomotives manufactured by Diesel Locomotive Works , Chittaranjan Locomotive Works, various wagon builders, the ICF broad and meter gauge coaches. Over a million NBC bearings and boxes are in service with the Indian Railways. The development of completely indigenized Axle Boxes and bearings for the high speed Rajdhani Locomotive, the Yugoslavian and Egyptian Railway wagons are the highlights of the design capabilities at NEI. On date more than 100 types of Axle Boxes & Bearings have been manufactured. Spherical Roller Bearing: The manufacturing of Spherical Roller Bearings was started in the year 1975-76 for fitment to broad gauge and meter gauge passenger coaches with designs, technology, machines and equipment procured from the collaborators. Cartridge Tapered Roller Bearing: For fitment to the new BOX-IN Up rated Wagons designed by the RDSO, NEI is the only manufacturer in the country to indigenize these bearings to a high percentage under collaboration with the largest manufacturer of these bearings in the world. Production of these bearings commenced in the year1984. These bearings are grease packed and require no field lubrication for a period of 7 years. This Division is spread over a covered area of 4,855 Sq. Meters.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 7

Project Report On Employee Satisfaction

(v). Large Diameter Bearing: Self-sufficiency in steel is the call of the day, so is the importance of bearings in Steel Mills Equipment. NEI has the distinction of being one of the ten manufacturers of these bearings in the world, who can manufacture large diameter bearings up to 2000 mm diameter. The largest bearing manufactured by NEI for fitment to the Plate Mill of Rourkela Steel Plant was released by Mr. G.P. Birla in September 1985. This 4-Row Tapered Roller Bearing measures 1300 mm diameter and weigh 4.39 tons. The large diameter bearings are mainly manufactured out of case carburizing steel, heat treated on special equipment and furnaces developed by NEI. Precision grinding is done to close tolerances on CNC Twin Spindle Programmable Berthiez Machine for bearings ranging from 500 to 2000 mm diameter with electronic sizing and numerical display. Production of these bearings started in 1975 and to date over 100 different types of special large diameter bearings have been manufactured and successfully used, saving considerable foreign exchange for the country. The Large Diameter Bearings Division is spread over a covered area of 2,508 Sq. Meters.

RESEARCH & DEVELOPMENT AT JAIPUR : Design & Development: Complete in-house facility for design development of all types of bearings and tooling is available. The design of all types of bearings is done on Pro-Engineer 3D Modeling & Analysis Software. Complete engineering and research facility is available to solve intricate problems with expert advice on design, development, manufacturing, installation and maintenance of bearings. With the signing of the technical collaboration agreement with NTN Corporation, Japan & BRENCO Inc of USA, the capability to offer finest engineering services in the bearing industry has enhanced. Services of team of experienced engineers are available for selection of bearing as per application. Machine Building :NEI has the capability of machine building to design, develop and manufacture special purpose CNC Grinding Lines, HT Lines, Material Handling Equipments
MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY Page 8

Project Report On Employee Satisfaction

and other special purpose machines which have been made for its captive use to keep pace with latest technology. A well equipped electronic design, development laboratory with all testing facilities supports the Machine Building Division. Machine Building has the capability and supports the Manufacturing Divisions by overhauling and retrofitting of the existing equipments, resulting in upgraded quality and improved productivity. R&D Division is spread over a covered area of 2,007 Sq. Meters.

CHAPTER - 2 REVIEW OF LITERATURE

Definition:
Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations. Employee satisfaction is often measured by anonymous employee satisfaction surveys administered periodically that gauge employee satisfaction.

Review of literature:
Ostroff (1992) investigated the relationship between employees attitudes and organizational performance. Ostroff found that aggregated job satisfaction and organizational commitment were concurrently related to the performance of the employees, as measured by several performance outcomes such as employee achievement and employee turnover rates.
MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY Page 9

Project Report On Employee Satisfaction

Ryan, Schmitt and Johnson (1996) investigated similar relationships between aggregated employee attitudes, firm productivity, and customer satisfaction. The authors measured these relationships at two points in time from 142 branches of an auto finance company. Results indicated employee morale was related to subsequent business performance indicators, customer satisfaction sentiments, and turnover ratios. These researchers attempted to study the causal relations among the variables; however, their attempts lead to mostly inconclusive findings. Interestingly, they did find evidence suggestive of customer satisfaction as a causal influence on morale. Harter et al (2002) conducted a Meta analysis of studies previously conducted by The Gallup Organization. The study examined aggregated employee job satisfaction sentiments and employee engagement, with the latter variable referring to individuals involvement with as well as enthusiasm for work. Based on 7,939 business units in 36 organizations, the researchers found positive and substantive correlations between employee satisfaction-engagement and the business unit outcomes of productivity, profit, employee turnover, employee accidents, and customer satisfaction. More importantly, these researchers explored the practical utility of the observed relationships. For example, business units in the top quartile on the employee engagement measure yielded 1 to 4 percentage points higher profitability. Similar findings were found for productivity. Specifically, business units in the top quartile on employee engagement had, on average, from $80,000 to $120,000 higher monthly revenue or sales. Based on these data, it seems clear that aggregated measures of employee satisfaction and employee engagement are meaningfully related to business outcomes at a magnitude that is important to many (if not all) organizations. In comparison to prior studies, the strength of Harter and his colleagues research is the large number of participants (n = 198,514), business units (n = 7,939), and firms (n = 36) included, thereby providing a level of precision and statistical power rarely found in scholarly (i.e., nonproprietary) research. Schneider et al (2003) report analyses of employee attitude survey data aggregated to the organizational level of analysis. These authors explored the relationships between several facets of employee satisfaction and organizational financial (return on assets; ROA) and market performance (earnings per share; EPS) using data from 35 organizations over a period of eight years. Thus, in contrast to previous studies, Schneider and his colleagues study was able to make some inferences about directional causality (i.e., are employee attitudes a stronger cause of organizational performance than the reverse). Their results showed consistent and statistically significant positive relationships (over varied time lags) between attitudes concerning satisfaction with security, satisfaction with pay, and overall job satisfaction with financial (ROA) and market performance (EPS). Although these findings are consistent with applied researchers and managers implicit beliefs, their study was not without some surprises. One of the more surprising findings was related to overall job satisfaction and the performance criteria. Results demonstrated that the causal directionality flows from financial and market performance to overall job satisfaction. This latter result does not deny the fact that there were significant relations going from overall job satisfaction to ROA and EPS; nevertheless, the reverse direction relationships tended to be stronger in magnitude. Moreover, the relationship between
MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY Page 10

Project Report On Employee Satisfaction

satisfaction with pay and the performance indicators appeared to be reciprocal in nature. The obvious strength of this research study is the longitudinal nature of both the aggregated employee data and the financial and market performance data. By collecting longitudinal data on both sets of variables, these researchers were able to examine and begin to disentangle a set of very important but complex relationships. (Davis et al 1985) Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Meanwhile, when a worker employed in a business organization, brings with it the needs, desires and experiences which determinates expectations that he has dismissed. Job satisfaction represents the extent to which expectations are and match the real awards. Job satisfaction is closely linked to that individual's behavior in the work place. (Kaliski 2007) Job satisfaction is a workers sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for ones efforts. Job satisfaction further implies enthusiasm and happiness with ones work. Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfillment. (Statt 2004) Job satisfaction can be defined also as the extent to which a worker is content with the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation. (Armstrong, 2006)The term job satisfaction refers to the attitude and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction. (George et al 2008) Job satisfaction is the collection of feeling and beliefs that people have about their current job. Peoples levels of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. People also can have attitudes about various aspects of their jobs such as the kind of work they do, their coworkers, supervisors or subordinates and their pay. (Mullins 2005) Job satisfaction is a complex and multifaceted concept which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. (Azeri, 2008) Job satisfaction is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. We consider that job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs. (Gumesson 1987) long-term relationships with customers are especially important in services, where relationships with customers can be more expensive to establish. The emphasis on relationships is also important in industrial markets. This does not mean that short-term sales are not desirable. In fact, they may be very profitable. However, if close and long-term relationships

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 11

Project Report On Employee Satisfaction

can be achieved, this will lead to increased profitability for the company and reduced costs and make market entry or share gain difficult for competitors. (Berry 1983) Relationship marketing is applicable when there is an ongoing and periodic desire for the service and when the customer controls the selection of a service supplier and has alternatives from which to choose. (Lewis 1989) points out that emphasizing service is one thing; delivering it is another. In fact, he considers that emphasizing service is not the most appropriate approach to adopt. His basic idea is that emphasis should be placed on the customer and that focusing on the customer renders marketing and service inseparable. (Christopher, Payne and Ballantyne 1991) go further than this to describe a new synthesis between quality, customer service and marketing. They argue that quality is also a key linkage in the exchange relationship between the organization and its customer. They maintain that unless management can bring these activities together with new forms of collaboration and cross-functional coordination, there can be no sustainable competitive advantage. Relationship marketing can therefore be seen as a focal point for integrating customer service and quality with a marketing orientation. (Schneider and Bowen 1985) have found that when employees identify with the norms and values of an organization, they are less inclined to leave and, furthermore, customers are likely to be more satisfied with the service. (Helman and Payne, 1991) The extent therefore, to which these organizations can attract, keep and motivate quality personnel will influence their capability to offer quality services to their customers. Consistently offering services that match the requirements of the external customer will be an important factor in building strong long-lasting customer relationships. The concept of internal marketing emerged in the literature in the last 15 years as a way of enabling companies to get, motivate and retain customer-conscious employees, and was then described more widely in the services management literature. The aims of internal marketing are to improve internal marketing relationships, quality and customer service in order to satisfy internal and external customer needs.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 12

Project Report On Employee Satisfaction

CHAPTER - 3 RESEARCH METHODOLOGY

OBJECTIVES

a. To get knowledge about how Employee Satisfaction plays an important role in the human resource management. b. Measure job satisfaction of the employees of NEI LTD.

c. To assess the general attitude of the employees towards NEI LTD. d. Analyze the strengths and weakness of NEI as an organization

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 13

Project Report On Employee Satisfaction

e. To help the management of the company to know about the actions to be taken to increase the level of satisfaction of the employees.

Research Methodology Adopted

Research Design

Descriptive Research

Descriptive Research - Descriptive Research includes surveys and facts-finding enquires. In this there is no control over the variables. The major purpose in descriptive research is to show what has is happening.

Research Instrument

Structured Questionnaire

Structured Questionnaire - Structured Questionnaire are those Questionnaire in which there are definite, concrete and pre-determined questions. The questions are presented with exactly the same wording and in the same order to all respondents.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 14

Project Report On Employee Satisfaction

Sampling Plan Simple Random Sampling Method - Under this sampling design every individual in the organization has an equal chance, or probability, of being chosen as a sample. This implies that the section of sample items is independent the persons making the study that is, the sampling operation is controlled objectively so that the items will be chosen strictly at random.

i) Sample Method ii) Universe

: :

Simple Random Sampling Method 1261 (RB-267, SRB-13, GS-35, R&D-21, BB-535, LDB- 70, TRB-330)

iii) Sample Size

500 (40% of universe) (RB-107, SRB-5, GS-15, R&D-7, BB-210, LDB- 24, TRB-132 Employees who do not hold a Supervisory position

iv) Sample unit

Source of Data
i) Primary Data : Structured Questionnaire
Page 15

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Project Report On Employee Satisfaction

ii) Secondary Data

Journals, Booklets, Company Data, etc.

DATA COLLECTION METHOD


The collection of data is the first step in statistics. The data collection process includes the formulation of research design and sample plan. The data can be Primary Data or Secondary Data.

Primary Data - Primary Data are those data which are collected at first time through observation, direct communication or personal interview. The Primary Data required for this project work was collected through Questionnaires. This method consisted of preparing detailed questions covering the Employee satisfaction standards in the Company. Thereafter it was distributed amongst a number of personnel of the Company (respondents) who were randomly selected. Further, no names were sought from those filling in this Questionnaire so as to obtain their free and frank opinion as also to protect their privacy. The format of the Questionnaire is attached to this report.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 16

Project Report On Employee Satisfaction

Secondary Data - Secondary data is the data which is already available i.e., they refer to data, which has already been collected and analyzed by someone else.

LIMITATIONS

1) The questionnaire is too lengthy. 2) The study is only conducted in NEI Ltd. Jaipur. 3) Accurate response was not given by the respondents. 4) Some respondents were randomly choosing the options. 5) Some of the replies of the respondents may be biased.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 17

Project Report On Employee Satisfaction

CHAPTER - 4 DATA ANALYSIS


CHARTS

WORK ENVIRONMENT
DEPT. NAME. SD D N A SA Q.T

GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB

10 21 260 25 4 224 254 798

15 3 168 24 4 137 147 498

45 25 700 65 31 279 414 1559

51 13 444 29 5 157 192 891

22 2 501 52 4 242 252 1075

143 64 2073 195 48 1039 1250 4812

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 18

Project Report On Employee Satisfaction


SD% 16.6 D% 10.3 N% 32.4 A% 18.5 SA% 22 Q.T

Interpretation:
The pie chart depicts that in the all dept. the maximum employee i.e. 22% strongly agree with the working environment of the company. But strongly dissatisfied employee is 16.6%. So there is need to improve the working environment of company. Company should paid attention to the working condition and tries to improve that according to the employees need.

COMMUNICATION
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB

SD 14 13 408 25 3 248 395


1106

D 5 14 227 17 3 150 166


582

N 41 26 678 78 40 281 348


1492

A 19 7 380 35 2 199 127


769

SA 58 0 379 35 2 160 176


810

Q.T 137 60 2072 190 50 1038 1231


4778

SD%
23.1

D%
12.2

N%
31

A%
16.1

SA%
17.0

Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 19

Project Report On Employee Satisfaction

Interpretation: The pie chart depicts that overall 23.1% employees dont know about the
company goals and their work profile totally. They strongly feel that there is lack of communication in the environment. So there is needed to spread the awareness of the company goals, work profile, outcomes, and results among the employees. Company should conduct the programs and induction session for employees.

COMPENSATION & WELFARE


DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 28 36 469 67 7 434 553 1594 SD% 36.8 D 20 1 304 30 6 87 146 594 D% 13.7 N 24 21 511 61 32 180 257 1086 N% 25.1 A 36 0 356 13 0 132 100 637 A% 14.7 SA 13 1 224 3 0 99 82 422 SA% 9.7 Q.T 121 59 1864 174 45 932 1138 4333 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 20

Project Report On Employee Satisfaction

Interpretation:
The pie chart depicts that overall 36.8% employees are strongly dissatisfied with the company welfare and compensation schemes. So there is need to improve. Employees should be given proper salary and promotion on right time. There should be unbiased decision is taken and paid attention on strictly followed the rules regulation of the company.

QUALITY
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 6 9 148 7 1 108 51 330 SD% 8.6 D 5 6 105 14 0 64 53 247 D% 6.4 N 31 22 473 57 28 284 445 1340 N% 34.8 A 51 2 429 33 6 117 170 808 A% 21.0 SA 22 9 497 48 2 252 290 1120 SA% 29.1 Q.T 115 48 1654 159 37 825 1009 3847 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 21

Project Report On Employee Satisfaction

Interpretation:
The pie chart shows that from the overall departments 29.1% employees are strongly satisfied with the quality of company products and work. Employees 34.8% are satisfied with the company products quality. Thus it is good that workers satisfied with their organization product quality. They have faith in the company works quality.

TECHNIQUE
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 6 16 162 5 1 129 240 559 SD% 14.6 D 3 6 165 20 1 73 91 359 D% 9.4 N 9 16 504 61 20 265 312 1187 N% 30.9 A 69 9 415 32 2 179 161 867 A% 22.6 SA 33 7 401 39 9 163 214 866 SA% 22.6 Q.T 120 54 1647 157 33 809 1018 3838 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 22

Project Report On Employee Satisfaction

Interpretation:
The pie charts depicts that 30.9% employees are neutral to the technique parameter from overall department. Total 45.2 % employees are satisfied with the company technique for producing the product and and have proper way to apply the technique.

TRAINING & DEVELOPMENT


DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 15 17 239 15 2 190 286 764 SD% 22.8 D 5 2 135 21 2 80 94 339 D% 10.1 N 16 23 481 59 29 201 282 1091 N% 32.6 A 35 3 289 20 1 136 105 589 A% 17.6 SA 30 1 295 20 0 101 114 561 SA% 16.8 Q.T 101 46 1439 135 34 708 881 3344 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 23

Project Report On Employee Satisfaction

Interpretation:
The pie chart depicts that 16.8% employs are strongly satisfied with the company training & development policies and schemes. 32.6% employees are neutral to this parameter. So company should adopt good training and development programme for the employees, who enhance their knowledge and working efficiency.

MOTIVATION
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 21 14 190 13 1 153 283 675 SD% 17.6 D 5 4 150 13 2 69 55 298 D% 7.7 N 27 25 522 47 33 241 246 1141 N% 29.7 A 24 9 428 31 0 132 182 806 A% 21.0 SA 36 2 372 52 4 217 243 926 SA% 24.1 Q.T 119 48 1662 156 40 812 1009 3846 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 24

Project Report On Employee Satisfaction

Interpretation:
This pie chart depicts that majorly employees (all departments) 45.1% are satisfied to motivation parameter and 29.7% of employees are neutral. Thus company HR department has good schemes and policies to motivate the employees. So they can work with satisfaction and feel proud in their job and give their best to the organization.

CUSTOMER SATISFACTION
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 2 0 134 4 0 75 23 238 SD% 6.2 D 18 0 98 9 0 73 29 227 D% 5.9 N 7 33 343 37 24 209 418 1071 N% 27.9 A 41 14 398 38 3 181 224 899 A% 23.4 SA 51 9 679 71 13 258 318 1399 SA% 36.5 Q.T 119 56 1652 160 40 796 1012 3835 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 25

Project Report On Employee Satisfaction

Interpretation:
This pie chart tells that majorly 59.9% employees are satisfied with the company to fulfill the customer expectations. Those employees think that company give value, highest priority to his customer. Thus company has to maintain this level and try to make it better.

CAREER DEVELOPMENT
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 30 33 351 46 5 304 458 1227 SD% 30.7 D 15 0 174 38 6 72 119 424 D% 10.6 N 31 19 670 40 28 152 228 1168 N% 29 A 25 0 352 12 0 149 83 621 A% 15.5 SA 16 0 277 21 0 136 120 570 SA% 14.2 Q.T 117 52 1824 157 30 813 1008 4001 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 26

Project Report On Employee Satisfaction

Interpretation:
This pie chart depicts that majorly of employees 41.3% is dissatisfied with the carrier development parameter. They dont feel his job secured and dont think to have good carrier in the company. So company really has to improve this condition. It has to pay attention to the employees carrier and make sure them that they are equally important for the company as others. For this company can adopt a feedback system for employees. WORK SAFETY AND OTHERS
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 19 12 351 30 1 285 375 1073 SD% 25.0 D 7 8 174 41 5 114 132 481 D% 11.2 N 48 32 670 71 36 234 322 1413 N% 32.9 A 41 1 353 15 1 147 128 686 A% 16.0 SA 17 3 277 20 0 124 186 627 SA% 14.6 Q.T 132 56 1824 177 43 923 1143 4298 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 27

Project Report On Employee Satisfaction

Interpretation:
This pie chart depicts that majorly 32.9% employees are neutral to this parameter. But 36.2% employees are dissatisfied with the work safety schemes for the working environment in the company. They believe that there is no proper arrangement for safety .They thinks that their working condition is too stressful for them. So company needs to improve this bad condition. It has to make sure that there is good relationship between employees and management. And employees can do their work without any stress and under negative pressure.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 28

Project Report On Employee Satisfaction

FUTURE PLANNING
DEPT. NAME. GENERAL STORE R&D BALL BEARING LDB SRB RAILWAY BEARING TRB SD 3 8 351 0 2 285 375 1024 SD% 25.4 D 0 0 174 2 1 114 132 423 D% 10.5 N 4 4 670 21 10 234 322 1265 N% 31.4 A 22 4 352 17 2 147 128 672 A% 16.7 SA 12 3 277 20 0 143 186 641 SA% 15.9 Q.T 41 19 1824 60 15 923 1143 4025 Q.T

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 29

Project Report On Employee Satisfaction

Interpretation:
This pie chart depicts that 32.6%employess are satisfied with the Company future planning. They believe that company think about its long term growth and have good decision techniques. But totally 35.9% employesses are dissatisfied with this. So there is need to do satisfy the employees. Company should have a good decision making tools and have to tell the employees about its long term goals and aims.

DEPARTMENT WISE CHARTS

GENERAL STORE

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 30

Project Report On Employee Satisfaction

Interpretation:
The highest level of satisfaction in general store can be seen in future planning with the percentage of 92.8% and lowest in compensation & welfare with the percentage of 60.3%.The company should work upon the compensation & welfare and career development of the employees. The employees should get timely benefits n proper salary. Awards and rewards should be given. The employer should assure the employees about their job security.

RESEARCH & DEVELOPMENT

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 31

Project Report On Employee Satisfaction

Interpretation:
The pie chart depicts that the highest level of satisfaction in research & development in customer satisfaction with the percentage of 100% and lowest in career development with the percentage of 36.5%.This shows very bad satisfaction level of employees. Thus company should paid attention on those things which can help to increase the satisfaction level of employees. The employees should feel that his job is secured and he has importance in the company. The company should also focus on the employee development. It has to be made sure that only right person get promotion at right time. So, thus company increases the satisfaction level of employees.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 32

Project Report On Employee Satisfaction

BALL BEARING

Interpretation:
The pie chart depicts that the highest level of satisfaction in Ball Bearing department in customer satisfaction with the percentage of 85.95% and lowest in career development with the percentage of 61%.As we can see that overall satisfaction level of employees in this department is fairly good. But company should paid attention the carrier development parameter. It can become the reason of dissatisfaction of employees. The company HR department also has to improve the communication system of the department.

LARGE DIA BEARING


MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY Page 33

Project Report On Employee Satisfaction

Interpretation:
The pie chart depicts that in the large dia bearing department highest satisfaction level 96.66% to the future planning parameter and lowest 44.27%for the compensation &welfare then lower to the carrier development parameter, its 46.49%. To increase the satisfaction level of Employees Company should adopt the good compensation and reward plan and schemes. Company should have paid attention to the employees welfare. There should be given right salary according to the work done and by considering others parameters too, company can increase the satisfaction level of employees.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 34

Project Report On Employee Satisfaction

SPHERICAL ROLLER BEARING

Interpretation:
This pie chart depicts the satisfaction level of employees in the spherical roller bearing department. The highest satisfaction level 92.5% with the motivation parameter and lowest with the carrier development. But if see an average this department employees are more satisfy than other departments at yet. Thus company should try to improve the development programs for employees and giving them better environment to develop their carrier in the company.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 35

Project Report On Employee Satisfaction

RAILWAY BEARING

Interpretation:
This pie chart depicts the employees satisfaction level in the railway bearing department. This department is as important as other departments. We can see that highest satisfaction level 81.4% to the costumer satisfaction parameter and lowest 44.09% to the compensation &welfare parameter. It means that employees are not satisfied with the companys compensation plan and welfare schemes for them. Thus company should paid attention to improve the compensation plan and schemes. They should provide the better schemes and plan system to satisfy the employees so they can enhance their performance.

TAPER ROLLER BEARING


MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY Page 36

Project Report On Employee Satisfaction

Interpretation:
The pie chart depicts that Tapper roller bearing departments employees are highly satisfied with the customer satisfaction, 94.8% and lowest level of satisfaction with the compensation welfare 38.5%.The carrier development has also lower percentage of satisfaction is 42.7%. So company has to improve the compensation plan for employees. Company has to make sure that employees will get extra benefits that it can motivate them to give their best performance and they should have faith in companys decisions and employees can understand their value and importance in the organization.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 37

Project Report On Employee Satisfaction

AGGRREGATE SATISFACTION LEVEL CHART


PARAMETERS WORK ENVIRONMENT COMMUNICATION COMPENSATION & WELFARE QUALITY TECHNIQUE TRAINING & DEVELOPMENT MOTIVATION CUSTOMER SATISFACTION CAREER DEVELOPMENT WORK SAFETY FUTURE PLANNING

SATISFACTION LEVEL

72.9 64.1 49.2 84.9 76.1 67 74.8 87.8 58.7 63.5 64

Interpretation:
The pie chart depicts the aggregate satisfaction level of employees (all departments) in the company according to the chosen eleven parameters by the company for survey. We can see that employees have lowest level of satisfaction 49.2% with the compensation welfare parameter. It means that employees feel that the compensation and rewards system of the company is not so good. They are also not satisfying with the companys welfare schemes. Along with this employees shown highest 87.8% satisfied to the customer satisfaction parameter. Thus company really needs to improve its compensation &welfare schemes for the employees and try to increase the satisfaction level according to the different parameters.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 38

Project Report On Employee Satisfaction

EMPLOYEESSATISFACTION LEVEL IN NEI


PARAMETERS WORK ENVIRONMENT COMMUNICATION COMPENSATION & WELFARE QUALITY TECHNIQUE TRAINING & DEVELOPMENT MOTIVATION CUSTOMER SATISFACTION CAREER DEVELOPMENT WORK SAFETY FUTURE PLANNING

SD 798 1106 1594 330 559 764 675 238 1227 1073 1024
9388

D 498 582 594 247 359 339 298 227 424 481 423
4472

N 1559 1492 1086 1340 1187 1091 1141 1071 1168 1413 1265
13813

A 891 769 637 808 867 589 806 899 621 686 672
8245

SA 1075 810 422 1120 866 561 926 1399 570 627 641
9017

Q.T 4812 4778 4333 3847 3838 3344 3846 3835 4001 4298 4025
44957

SD%
20.9

D%
9.9

N%
30.7

A%
18.3

SA%
20.1

Q.T

Interpretation:
The pie chart depicts the overall companys employees satisfaction level. As it is figured out by the chart that majorly is neutral 30.7%. Total 38.4 %( SA+A) is satisfied employees and 30.8% employees are dissatisfied (SD+D). So company has to adopt the new things and plans, system to increase the satisfaction level of employees and to motivate them to perform with their full efficiency. For this they can adopt the feedback system and new compensation schemes&plans.Thus there are many methods to improve the level of satisfaction.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 39

Project Report On Employee Satisfaction

CHAPTER 5 CONCLUSION

A survey is done on the topic impact of employee satisfaction at National Engineering Industries Limited through questionnaires in all departments i.e., general store and research & development, Ball bearing, large dia bearing, spherical roller bearing, railway bearing, Taper roller bearing where the universe is 1600 and the sample size is 590 .It was done on those employees who do not hold any supervisory position. The survey was done on the eleven parameters of the company. They are; work environment, communication, compensation & welfare, quality, technique, training & development, motivation, customer satisfaction, career development, work safety and future planning. According to this analysis, relatively little variance could be observed in this organization. Most workers state that they are neutral with the working conditions in their main job. The highest satisfaction level (87.8%) of employee could be observed in costumer satisfaction. The lowest satisfaction (49.2%) is reported by workers in compensation & welfare.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 40

Project Report On Employee Satisfaction

CHAPTER - 6 SUGGESTIONS

The company should work upon the compensation & welfare and career development of the employees. The employees should get timely benefits n proper salary. Awards and rewards should be given. The employer should assure the employees about their job security. Work area should be pollution free and the employees must be given the knowledge or information about the vision and mission of the company. Adequate guidelines and instructions should be given to the employees. Company should have some tie-up with some good school of NCR for education of children.

Company should arrange one trip in a year for enjoyment of employees.

The questionnaire should not be too lengthy as it creates confusion among the employees and they feel hesitant to fill it.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 41

Project Report On Employee Satisfaction

AREAS TO IMPROVING

Medical Facility should be available in the company area. Schooling facility for the employees children. Time to time Training should be provided by the company. Compensation - Salary - Benefits Opportunities for professional development Recognition

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 42

Project Report On Employee Satisfaction

CHAPTER 7 ANNEXURE
REFERENCE

Aydin, B. (2007). Faktor analizi yardimiyla performans olcutlerinin boyutlarinin ortaya konulmasi. The 8th Econometrics and Statistics Congress of Turkey, May, 2007, University of Inonu Malatya Turkey. Gibbons, P. (2000). Spirituality at work: Definitions, measures, assumptions, and validity claims. In Biberman and Whitty. Work and Spirit: A reader of new spiritual paradigms for organizations.,Tonawanda, University of Toronto Press. Gineviius, R., & Vaitknait, V. (2006). Analysis of organizational culture dimensions impacting performance. Journal of Business Economics and Management, 7(4), 201211. Lederach, J.P. (1995). Preparing for peace: Conflict transformation across cultures. (Syracuse studies on peace and Vol. 4, No. 3 International Journal of Business and Management 166 conflict resolution). NY: Syracuse University Press. Maxwell, T. (2003). Considering spirituality: Integral spirituality, deep science and ecological awareness. Zygon, 38(2), 257276. Michelman, P. (2003). Your new core strategy: Employee retention. Harvard Business School Working Knowledge, Nov.26,2003. Ozdevecioglu, M., (2000). Orgutsel vatandaslik davranisi ile universite ogrencilerinin bazi demografik ozellikleri ve akademik basarilari arasindaki iliskilerin belirlenmesine yonelik bir arastirma. Erciyes Universitesi Iktisadi ve Idari Bilimler Fakultesi Dergisi, 20(1), 117-135.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 43

Project Report On Employee Satisfaction

Ozdogan, F.B., & Tuzun, I. (2007). Ogrencilerin universitelerine duyduklari guven uzerine bir arastirma. Kastamonu Egitim Dergisi, 15 (2), 639-650. Potterfield, T. (1999).

The business of employee empowerment: Democracy and ideology in the workplace. Westport, Conn, Greenwood Publishing Group. Judge, T.A., Erez, A., Bono, J., and Locke, E.A., (2005), Core self evaluations and job and life satisfaction : the role of self concordance and goal attainment, Journal of Applied Psychology, Vol. 90, No. 2, pp.257-268. Locke, E.A., (1969), What is job satisfaction, Organizational Behavior and Human Performance, Vol. 4, Iss. 4, pp. 309-336. Matzler, K. and Renzl, B. (2007), Assessing asymmetric effects in the formation of employee satisfaction, Tourism Management, Vol. 28, pp. 1093-1103. McAdam, R. and McKeown, M. (1999) Life after ISO 9000: An analysis of the impact of ISO 9000 and total quality management on small businesses in Northern Ireland, Total Quality Management, Vol. 10 No. 2, pp. 229241.

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 44

Project Report On Employee Satisfaction

BIBLIOGRAPHY
The following books and websites were referred to during the making of the project report.

In house journals and magazines of NEI. The MOVE (magazine of NEI) Organizational Behavior (Dr. L.M. Prasad & Ashwathappa) Business Today Business World Human Resource (Ashwathappa) www.neibearing.com Economic Times

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 45

Project Report On Employee Satisfaction

QUESTIONNAIRE

MALVIYA NATIONAL INSTITUTE OF TECHNOLOGY

Page 46

Você também pode gostar