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149
Chapter V
Analysis and Interpretation
Introduction
The earlier chapter reveals the various innovative practices
followed by Reliance Communication. Therefore, the following chapter is
concerned with analysis and interpretation by using some statistical tools
to reach to the final conclusion. To present the facts construction of the
questionnaire, which is the heart of the survey, needs utmost attention of
the researcher. If it is not properly constructed, then the survey is bound
to fail. For the collection of primary data, a questionnaire was constructed
for the study with help of experts after extensive discussions with them
and after reviewing the literature on the subject. The questionnaire was
tested through pilot survey and necessary modifications were made. The
questionnaire was prepared for the employees of the Reliance
Communication working at the different levels containing almost every
aspect of the human resource management practices prevailing in the
organization.
Sample Survey
a) Sample Unit
While selecting sample, a decision had to be taken regarding a
sample unit. Sample unit may be of various types such as geographical
150
one, like state wise, region wise and division wise, or a construction unit
such as household, school or it may be a social unit such as family and
caste or it may be an individual. The researcher as guided by the nature
and scope of the study covered 50 cities and small towns of Uttar
Pradesh, Delhi, Haryana, Punjab, Rajasthan, Madhya Pradesh and
Uttaranchal. The communication services of Reliance are available in
almost every region of India, considering the time limit, financial
resources, and geographical area to be covered it was not within the reach
of the researcher to survey all the regions. Hence efforts were made to
cover all the nearby States and cities as extensively as possible to see the
impact of various human resource policies on the personnel of Reliance
Communication. In all, the researcher selected 150 employees from the
from various Reliance Communication outlets from across above
mentioned states. To get reliable and authentic information, maximum
efforts were made to contact the employees personally.
b) Sample Media:
The respondents were approached personally to get the first hand
information. Mail and telephone systems were also applied wherever it
was found necessary and convenient to supplement the information.
c) Sample Design:
It was not possible in practice for an individual research work to
approach all employees The services of Reliance Communication are
present in the following states of India.
• Andhra Pradesh • Haryana • Orissa
• Assam • Himachal Pradesh • Punjab
151
• Bihar • Jharkhand • Rajasthan
• Chattisgarh • Karnataka • Tamil Nadu
• Delhi • Kerala • Utter Pradesh
• Goa • Madhya Pradesh • Uttaranchal
• Gujarat • Maharashtra • West Bengal
For the purpose of survey 50 cities and small towns of Uttar
Pradesh, Delhi, Haryana, Punjab, Rajasthan, Madhya Pradesh and
Uttaranchal were covered as the study sample. A sample design is a
definite plan for obtaining a sample from a given population. Sample can
be either probability or non probability sample. So both the techniques
were used while making sample. The awareness regarding the various
human resource management practices has been a substantial criterion
even while making random sampling. Selected employees, found ignorant
on various aspects of human resource management practices were left out.
The survey tool nearly one year and was conducted during January to
December 2006.
d) Statistical Tools Used
The role of statistical tools is important in analyzing the data and
drawing inferences there from. In order to drive the substantial results
from the information colleted through questionnaires, statistical tools like
Proportion Test and Pearson’s Chi Square Test have been used.
The information gathered from questionnaires from employees was
further supplemented on the basis of discussion, made with the concerned
persons and with scientific observations. This has made the data more
authentic and reliable.
152
e) Software Used:
The software used for the calculations of various statistical tools is R.1
Hypothesis:
Organizations are gaining sustainable competitive advantage
through people by adopting innovative practices of Human Resource
Management. It is hypothesized that.
Ho1. Reliance Communication is adopting and implementing the
various innovative Human Resource Practices with the maximum support
and satisfaction of their employees. (Irrespective of the age,
qualifications, designations and gender of the employees)
Ho2. The motivated and satisfied workforce is contributing to the
maximum of their abilities to the success and growth of the organization.
Ho3. The role of human resource is quite significant of Reliance
Communication for creating a competitive advantage over their
competitors.
Ho4. A dynamic, effective workforce and their management are
essential for the success of an enterprise.
The following research was conducted to study the role of human
resource management in an organization, which is quite significant. It
was assumes that Reliance Communication requires human faculty and
human skills for better performance. Other facilities like finance, material
and machinery form a significant segment of this sector. Yet, without the
presence of competitive human resource other factors may not contribute
significantly for the success and growth of the organization.
153
Analysis and Interpretation
The survey conducted by the researcher further analysed and
interpreted in the form of the following tables, which help in proofing the
hypothesis.
Table 5.1 Showing Statistical Analysis
No. of
Responses
Sca
ling
Employees
Responses
regarding the
company’s
recruitment and
selection
procedure
Employees
responses
regarding
Placement and
induction
programmes of
the organization
Employees
responses
regarding the job
analysis, job
design and job
enrichment
Employees
responses
regarding the
company’s
policies of career
planning and
development
Employees
responses
indicating the
level of their
satisfaction
regarding
training methods
adopted by the
organization
Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age
Highly
satisfied
1 37 24.6 35 23.3 32 21.3 34 22.6 40 26.6
Satisfied 2 76 50.6 82 54.3 74 49.3 89 59.3 35 23.3
Uncertain 3 28 18.6 9 6 9 6 16 10.6 10 6.8
Dissatisfied 4 9 6 9 6 23 15.3 10 6.6 48 32
Highly
Dissatisfied
5 0 00 15 10.3 12 8 1 0.6 17 11.3
Total 150 100.0 150 100.0 150 100.0 150 100.0 150 100.0
Chi Square
(2)
84.8 159.83 114.75 205.58 42.41
P 0.5 0.5 0.5 0.5 0.5
Source: Compiled by the researcher on the basis of primary data collected.
154
Table 5.2 Showing Statistical Analysis
No. of
Responses
Sca
ling
Employees
responses
regarding the
company’s policy
of promotion and
demotion
Employees
responses
regarding the
company’s policy
of transfer and
separation
Employees
Responses
regarding salary
and wages
Employees
responses
regarding
incentives and
benefits
Employees
responses
regarding the
motivational
schemes adopted
by the
organization
Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age Freq
u-
ency
%age Frequ-
ency
%age
Highly
satisfied
1 32 21.3 45 30.0 21 14 38 25.3 14 9.3
Satisfied 2 90 60 43 29.0 50 33.4 35 23.3 84 56.6
Uncertain 3 15 10 11 7.0 16 10.6 7 4.6 12 8
Dissatisfied 4 5 3.3 29 19.0 41 23.4 45 30 21 14
Highly
Dissatisfied
5 8 5.3 22 15.0 22 14.4 25 16.6 18 12
Total 150 100.0 150 100.0 150.0 100.0 150 100.0 150 100.0
Chi Square
(2)
205.75 68.58 34.400 36.16 159.58
P 0.5 0.5 0.5 0.5 0.5
Source: Compiled by the researcher on the basis of primary data collected
155
Table 5.3 Showing Statistical Analysis
Source: Compiled by the researcher on the basis of primary data collected
No. of
Responses
Sca
ling
Employees
responses
indicating their
response
regarding the
company’s
policies of
workers’
participation in
management
Employees
responses
regarding the
company’s
policies of
employee’s
health and
safety
Employees
responses
indicating their
response
regarding the
company’s
policies of social
security
measures
Employees
responses
indicating
their response
regarding the
job security
Employees
responses
indicating their
response
regarding the
company’s
policies
employees
discipline
Frequ-
ency
%age Frequ
-ency
%
age
Frequ-
ency
%age Frequ-
ency
%
age
Frequ-
ency
%
age
Highly
satisfied
1 30 20 39 26 17 11.3 32 21.3 20 14
Satisfied 2 46 30.6 78 52.2 69 46 50 33.3 84 55.4
Uncertain 3 14 9.3 7 4.6 26 17.3 12 8 16 10.6
Dissatisfied 4 43 28.6 13 8.6 26 17.3 38 25.3 15 10
Highly
Dissatisfied
5 17 11.3 13 8.6 12 8 18 12 15 10
Total 150 100.0 150 100.0 150 100.0 150 100.0 150 100.0
Chi Square
(2)
35.41 145.5 85.25 39 117.33
P 0.5 0.5 0.5 0.5 0.5
156
Table 5.4 Showing Statistical Analysis
Source: Compiled by the researcher on the basis of primary data collected
No. of
Responses
Sca
ling
Employees
responses
indicating their
choice regarding
the company’s
policy to solve
grievances
Employees
responses
regarding the
company’s policy
of performance
appraisal
Employees
responses
indicating their
response for
work load
Employees
responses
indicating their
response for
flexibility in
working hours
Employees
responses
indicating their
response for
team leadership
and management
capabilities
Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age Frequ-
ency
%age
Highly
satisfied
1 21 14.2 24 16 27 18 41 27.3 20 13.3
Satisfied 2 46 30.6 42 28 44 29.3 63 42 89 59.3
Uncertain 3 16 10.6 11 7.3 10 6.6 19 12.6 13 8.6
Dissatisfied 4 47 31.3 48 32 49 32.6 12 8 17 11.3
Highly
Dissatisfied
5 20 13.3 25 16.3 20 13.3 15 10 11 7.3
Total 150 100.0 150 100.0 150.0 100.0 150 100.0 150 100.0
Chi Square
(2)es
38.41 37.08 44.41 78.33 19.700
P 0.5 0.5 0.5 0.5 0.5
157
It is evident that majority of the respondents are strongly agree
with the statement No.1 that the Reliance Communication is adopting
suitable recruitment and selection policies. There is significant difference
in proportions of 4 groups. This is evidenced by prop.test, which is an
implementation of chi square test for homogeneity of proportions. On the
basis of the p-value < 2.2e-16 i.e. (2.2X10-16) which less
than .05, it is clear that hypothesis of quality of proportions is being
rejected at 5% level. It may also be noted that maximum proportions
(51%) lies in the third category which refers to satisfied group, this is
followed by highly satisfied (24. 6%). However, there is least proportion
(6%) of dissatisfied group. It leads to the conclusion that maximum
employees are satisfied with the company’s policy of recruitment and
selection.
Graph 1
Graphical Presentation
0
10
20
30
40
50
60
Highly Dissatisfied
Dissatisfied Uncertain Satisfied Highly Satisfied
Re
sp
on
ses
in
%
Satisfaction Level
Responses Regarding recruitment and selction
158
As far as placement and induction programmes of the organization
are concerned, the majority of the respondents are strongly agree. There
is significant difference in proportions of 5 groups. This is evidenced by
prop.test, which is an implementation of chi square test for homogeneity
of proportions. On the basis of the p-value < 2.2e-16 i.e.
(2.2X10-16) which less than .05, it is clear that hypothesis of quality of
proportions is being rejected at 5% level. It may also be noted that
maximum proportions (54%) lies in the fourth category which refers to
satisfied this is followed by highly satisfied (23%). However, there is
least proportion (6%) of dissatisfied and uncertain each whereas, (10%)
employees are highly dissatisfied from placement and induction schemes
of the organization. Thus, it can be concluded that majority of the
respondents are satisfied with the above statement.
Graph 2
0102030405060
Re
sp
on
ses
in
%
Satisfaction level
Responses Regarding Placement and Induction Programmes of the company
Series1
159
Respondents attitude towards the job analysis, job design and job
enrichment, has been analysed, on the basis of the opinion of the
respondents it is observed that their opinion is distributed more towards
higher side i.e. strongly agree. There is significant difference in
proportions of 5 groups. This is evidenced by prop.test, which is an
implementation of chi square test for homogeneity of proportions. On the
basis of the p-value < 2.2e-16 i.e. (2.2X10-16) which is less
than .05, it is clear that hypothesis of quality of proportions is being
rejected at 5% level. It may also be noted that maximum proportions (49)
lies in the fourth category which refers to satisfied group, followed by
(23%) which belongs to highly satisfied. However, there is least
proportion of (8%) which belongs to highly dissatisfied. Thus it leads to
conclude that maximum respondents are satisfied with the statement.
Graph 3
0102030405060
Hig
hly
Dis
satisf
ied
Dis
satisf
ied
Uncert
ain
Satisfied
Hig
hly
Satisf
ied
Resp
on
ses in
%
Satisfaction level
Responses regarding job analysis, job design and job
enrichment
Series1
160
Table 5.1 depicts that majority of the respondents are either agreed
or strongly agreed with the statement. There is significant difference in
proportions of 5 groups. This is evidenced by prop.test, which is an
implementation of chi square test for homogeneity of proportions. On the
basis of the p-value < 2.2e-16 i.e. (2.2X10-16) which is less
than .05, it is clear that hypothesis of quality of proportions is being
rejected at 5% level. It may also be noted that maximum proportions
(59%) lies in the fourth category which refers to satisfied this is followed
by highly satisfied (22%). However, there is least proportion (0.6%) of
highly dissatisfied whereas, (6%) employees are dissatisfied and (10%)
are uncertain in their responses. Hence we can conclude that company has
suitable policies for the career planning and development for their
employees.
Graph 4
010203040506070
Re
sp
on
se
s in
%
Satisfaction Level
Responses regarding career planning and developmenet
Series1
161
Responses Regardign Training Methods
05
101520253035
Hig
hly Dissa
tisfie
d
Dissa
tisfie
d
Unce
rtain
Sat
isfie
d
Hig
hly Satis
fied
Satisfaction Level
Resp
on
ses i
n %
Series1
Respondents’ attitude towards training methods adopted by the
organization has been analysed, on the basis of the opinion of the
respondents it is observed that their opinion is distributed more towards
lower side i.e. most of the respondents are not satisfied with the training
methods. Further proportion test is significant at five percent level of
significance. It reveals that the opinion of the respondents is not equally
distributed over this issue. Thus, above analysis leads to the conclusion
that it is necessary to seek remedies and pragmatic solution for the
training methods adopted by the organization.
Graph 5
162
As far as company’s promotion and demotion policy is concerned
most of the respondents either satisfied or highly satisfied. There is
significant difference in proportions of 5 groups. This is evidenced by
prop.test, which is an implementation of chi square test for homogeneity
of proportions. On the basis of the p-value<2.2e-16 i.e.
(2.2X10-16) which is less than .05, it is clear that hypothesis of quality
of proportions is being rejected at 5% level. It may also be noted that
maximum proportions (60%) lies in the fourth category which refers to
satisfied this is followed by highly satisfied (21%). However, there is
least proportion (approx, 3%) of dissatisfied, whereas, (5%) highly
dissatisfied and (10%) are uncertain. It leads to conclusion that company
has a suitable policy for the promotion and demotion of its employees.
Graph 6
0
10
20
30
40
50
60
70
Resp
on
ses i
n %
Satisfacion Level
Responses regarding Promotion and Demotion Policy
Series1
163
The responses regarding transfer and separation shows that
majority of the respondents are either agreed or strongly agreed with the
issue that the organization has a suitable policy of transfer and separation.
There is significant difference in proportions of 5 groups. This is
evidenced by prop.test, which is an implementation of chi square test for
homogeneity of proportions. On the basis of the p-value < 2.2e-16
i.e. (2.2X10-16) which is less than .05, it is clear that hypothesis of
quality of proportions is being rejected at 5% level. It may also be noted
that maximum proportions (43%) lies in the fourth category which refers
to satisfied this is followed by highly satisfied (21%). However, there is
least proportion (approx, 7%) of highly dissatisfied, whereas, (15%)
dissatisfied and (15%) are uncertain. So we can conclude that the transfer
and separation policies of the organization are suitable enough to satisfy
the present employees’ need.
Graph 7
05
1015202530354045
Re
sp
on
ses
in
%
satisfaction Level
Responses regarding Transfer and Sepration
Series1
164
Employees Resonses regarding the salary and
wages
05
10152025303540
Hig
hly
Dis
satisfied
Dis
satisfied
Uncert
ain
Satisfied
Hig
hly
Satisfied
Satisfaction Level
Em
plo
yees R
esp
on
ses
Series1
Table 5.2 exhibits that the opinion of the respondents are not
equally distributed over the salary and wages provided by the
organization. If we see the responses of we find that 33.3% respondents
are satisfied with the salary and wages offered by the organization, 14%
are highly satisfied, 23% are dissatisfied, 14% highly dissatisfied where
as 10% respondents are unable to express their views over the issue. On
the basis of the p-value 3.01e-07, it is clear that hypothesis of
quality of proportions is being rejected at 5% level. Hence we can
conclude that there is a scope for improvement in the organization to
improve the present salary and wages structure.
Graph 8
165
Employees Responses regarding the incentives
and benefits
05
101520253035
Hig
hly
Dis
satisfied
Dis
satisfied
Uncert
ain
Satisfied
Hig
hly
Satisfied
Satisfaction Level
Resp
on
ses i
n %
Series1
Respondents’ attitude towards the incentives and benefits offered
by the organization has been analysed, on the basis of the opinion of the
respondents it is observed that the opinion of the respondents are not
equally distributed over the incentives and benefits provided by the
organization. If we see the responses of we find that 23.3% respondents
are satisfied with the incentives and benefits offered by the organization,
25% are highly satisfied, 30% are dissatisfied, 16% highly dissatisfied
where as 4% respondents are unable to express their views over the issue.
On the basis of the p-value 2.674e-07, it is clear that hypothesis of
equality of proportions is being rejected at 5% level. Hence we can
conclude that there is a scope for improvement in the organization to
provide better incentives and benefits to its employees.
Graph 9
166
As far as company’s motivational schemes and methods are
concerned most of the respondents are satisfied. There is significant
difference in proportions of 5 groups. This is evidenced by prop.test,
which is an implementation of chi square test for homogeneity of
proportions. On the basis of the p-value < 2.2e-16 i.e.
(2.2X10-16) which is less than .05, it is clear that hypothesis of quality
of proportions is being rejected at 5% level. It may also be noted that
maximum proportions (56%) lies in the fourth category which refers to
satisfied this is followed by highly satisfied (9%). However, there is least
proportion (approx, 8%) of uncertain, whereas, (12%) highly dissatisfied
and (14%) are dissatisfied. It leads to the conclusion that company has a
suitable policy and methods for the motivation of its employees.
Graph 10
0102030405060
Hig
hly
Dis
satisf
ied
Dis
satisf
ied
Uncert
ain
Satisfied
Hig
hly
Satisf
ied
Resp
on
ses in
%
Satisfaction Level
Responses regarding Motivational Schemes and Methods
Series1
167
Responses regarding workers participation in
management
05
101520253035
Hig
hly
Dis
satisfied
Dis
satisfied
Uncert
ain
Satisfied
Hig
hly
Satisfied
Satisfaction Level
Resp
on
ses i
n %
Series1
Respondents’ behaviour towards the workers participation in
management has been analysed, on the basis of the opinion of the
respondents it is observed that the opinion of the respondents is not
equally distributed over the issue. If we see the responses of we find that
30.3% respondents are satisfied with the workers participation in
management, 20% are highly satisfied, 28% are dissatisfied, 11% highly
dissatisfied where as 9% respondents are unable to express their views
over the issue. On the basis of the p-value 3.814e-07, it is clear that
hypothesis of equality of proportions is being rejected at 5% level. Hence
we can conclude that Reliance Communication needs to involve and
encourage more participation of the workers in the management.
Graph 11
168
The responses pertaining to health and safety measures provided by
the organization shows that majority of the respondents are either agreed
or strongly agreed with the issue that the organization provides adequate
health and safety measures to its employees. There is significant
difference in proportions of 5 groups. This is evidenced by prop.test,
which is an implementation of chi square test for homogeneity of
proportions. On the basis of the p-value < 3.926e-16 i.e.
(3.926X10-16) which is less than .05, it is clear that hypothesis of
quality of proportions is being rejected at 5% level. It may also be noted
that maximum proportions (42%) lies in the fourth category which refers
to satisfied this is followed by highly satisfied (27%). However, there is
least proportion (8%) of dissatisfied and (10%) highly dissatisfied where
as (12%) are uncertain. On the basis the above analysis we can conclude
that Reliance Communication is providing adequate health and safety
measures to its employees.
Graph 12
0
10
20
30
40
50
60
Hig
hly
Dis
satisfied
Dis
satisfied
Uncert
ain
Satisfi
ed
Hig
hly
Satisfi
ed
Resp
on
ses i
n %
Satisfaction Level
Responses regarding Health and Safety Measures
Series1
169
As far as company’s social security measures are concerned
respondents’ behaviour is analysed. On the basis of the responses we find
that majority of the respondents are agreed that the various provisions of
the social security measures adopted by the organization. There is
significant difference in proportions of 5 groups. There is significant
difference in proportions of 5 groups. This is evidenced by prop.test,
which is an implementation of chi square test for homogeneity of
proportions. On the basis of the p-value < 2.2e-16 i.e.
(2.2X10-16) which is less than .05, it is clear that hypothesis of quality
of proportions is being rejected at 5% level. It may also be noted that
maximum proportions (46%) lies in the fourth category which refers to
satisfied this is followed by dissatisfied and uncertain (17%)each.
However, there is least proportion (8%) of highly dissatisfied and (11%)
employees are highly satisfied as far social security is concerned in the
organization.
Graph 13
05
101520253035404550
Re
sp
on
se
s in
%
Satisfaction Level
Responses regarding Social Security Measures
Series1
170
Responses regarding Job Security
05
101520253035
Hig
hly Dissa
tisfie
d
Dissa
tisfie
d
Unce
rtain
Sat
isfie
d
Hig
hly Satis
fied
Satisfaction Level
Resp
on
ses i
n %
Series1
Respondents’ attitude towards job security has been analysed, on
the basis of the opinion of the respondents the proportion test is
significant at five percent level of significance. It reveals that the opinion
of the respondents is not equally distributed over this issue. The
responses shows that 33.3% respondents are satisfied and feels that their
job is secure in the organization, 21% are highly satisfied, 25% are
dissatisfied and feels that their job is not secure in the organization, and
12% highly dissatisfied where as 8% respondents are unable to express
their views over the issue. On the basis of the p-value 6.966e-08, it is
clear that hypothesis of equality of proportions is being rejected at 5%
level. Hence we can conclude that Reliance Communication needs to
adopt such measures that give more job security to its employees.
Graph 14
171
Table 5.3 exhibits the opinion of the respondents’ regarding the
discipline in the organization. On the basis of the responses we find that
majority of the respondents are satisfied about the discipline in the
organization. There is significant difference in proportions of 5 groups.
This is evidenced by prop.test, which is an implementation of chi square
test for homogeneity of proportions. On the basis of the p-value <
2.2e-16 i.e. (2.2X10-16) which is less than .05, it is clear that
hypothesis of quality of proportions is being rejected at 5% level. It may
also be noted that maximum proportions (55%) lies in the fourth category
which refers to satisfied this is followed by highly satisfied (14%).
However, there is least proportion (10%) of highly dissatisfied and
dissatisfied each and (10%) employees are unable to express their views.
Hence, we can conclude that the general discipline environment in the
organization is satisfactory.
Graph 15
0102030405060
Resp
on
ses in
%
Satisfaction Level
Responses regarding Discipline
Series1
172
Responses regarding Grievances of the
Employees
05
101520253035
Hig
hly
Dis
satisfied
Dis
satisfied
Uncert
ain
Satisfied
Hig
hly
Satisfied
Satisfaction Level
Resp
on
ses i
n %
Series1
Respondents’ attitude towards the grievances of the employees in
the organization has been analysed, on the basis of the opinion of the
respondents it is observed that the opinion of the respondents is not
equally distributed over the issue. On the basis of the responses we find
that 30.6% respondents are satisfied with the issue, 14.2% are highly
satisfied, 31.3% are dissatisfied, and 13.3% highly dissatisfied where as
10.6% respondents are unable to express their views over the issue. On
the basis of the p-value 9.193e-08, it is clear that the hypothesis of
equality of proportions is being rejected at 5% level. Hence we can
conclude that Reliance Communication needs to adopt more scientific and
logical methods to solve the grievances of the employees.
Graph 16
173
Responses regarding Performance Appraisal
System
05
101520253035
Hig
hly
Dis
satisfied
Dis
satisfied
Uncert
ain
Satisfied
Hig
hly
Satisfied
Satisfaction level
Resp
on
ses i
n %
Series1
Table 5.4 exhibits the opinion of the respondents’ regarding the
performance appraisal programmes in the organization. The proportion
test is significant at five percent level of significance. It reveals that the
opinions of the respondents are not equally distributed over this issue.
The responses show that 28% respondents are satisfied and 16 % are
highly satisfied and feels that the present appraisal system of the
organization is satisfactory. 32% respondents are dissatisfied and 16.6 are
highly dissatisfied and feel that the present appraisal system should be
updated, whereas 7.3 % respondents are unable to express their views
over the issue. On the basis of the p-value 1.731e-07, it is clear that
hypothesis of equality of proportions is being rejected at 5% level. Hence
we can conclude that there is a scope of improvement in the present
appraisal system of the organization.
Graph 17
174
Responses regarding Work Load
05
101520253035
Hig
hly Dissa
tisfie
d
Dissa
tisfie
d
Unce
rtain
Sat
isfie
d
Hig
hly Satis
fied
Satisfaction Level
Resp
on
ses i
n %
Series1
Table 5.4 exhibits the opinion of the respondents’ regarding the
work load in the organization. The proportion test is significant at five
percent level of significance. It reveals that the opinions of the
respondents are not equally distributed over this issue. The responses
show that 29.3% respondents are satisfied and 18 % are highly satisfied
and feel that in the present competitive environment the present work
load on the employees is justifiable, 49% respondents are dissatisfied and
20% are highly satisfied and feel the that there is too much work load on
the employees leading to stress, whereas 7.3 % respondents are unable to
express their views over the issue. On the basis of the p-value 5.256e-09,
it is clear that hypothesis of equality of proportions is being rejected at
5% level. Hence we can conclude that Reliance Communication should
minimise the present work load.
Graph 18
175
Table 5.4 exhibits the opinion of the respondents’ regarding the
flexibility in the working hours in the organization. On the basis of the
responses we find that majority of the respondents are satisfied about the
issue. There is significant difference in proportions of 5 groups. There is
significant difference in proportions of 5 groups. This is evidenced by
prop.test, which is an implementation of chi square test for homogeneity
of proportions. On the basis of the p-value < 3.926e-16 i.e.
(3.926X10-16) which is less than .05, it is clear that hypothesis of
quality of proportions is being rejected at 5% level. It may also be noted
that maximum proportions (42%) lies in the fourth category which refers
to satisfied this is followed by highly satisfied (27%). However, there is
least proportion (8%) of dissatisfied and (10%) highly dissatisfied where
as (12%) are uncertain. Hence, we can conclude that majority of the
respondents feel that they have enough flexibility in the working hours.
Graph 19
05
1015202530354045
Re
sp
on
ses
in
%
Satisfaction Level
Responses regarding Flexiblity in the working hours
Series1
176
Table 5.4 exhibits the opinion of the respondents’ regarding the
effectiveness of team leadership and management capabilities. On the
basis of the responses we find that majority of the respondents are
satisfied about the issue. There is significant difference in proportions of
5 groups. There is significant difference in proportions of 5 groups. This
is evidenced by prop.test, which is an implementation of chi square test
for homogeneity of proportions. On the basis of the p-value < 2.2e-
16 i.e. (2.2X10-16) which is less than .05, it is clear that
hypothesis of quality of proportions is being rejected at 5% level. It may
also be noted that maximum proportions (59%) lies in the fourth category
which refers to satisfied this is followed by highly satisfied (13%).
However, there is least proportion (7%) of highly dissatisfied followed by
(8%) uncertain while (11%) are dissatisfied. Hence, we can conclude that
majority of the respondents have faith on the capabilities of their leaders
and managers.
Graph 20
010203040506070
Resp
on
ses in
%
Satisfaction Level
Responses regarding the information about the job
Series1
177
Pearson’s chi square is meant for testing independence between
two categorical variables for example chi square test for independence
between education of the employees and satisfaction with salary.
Following Chi Squares Tests were conducted to know the
association between the satisfaction level of the employees with their age,
gender, qualifications and designation to prove the hypothesis. The tests
conducted as follows.
A: Association of satisfaction with gender.
B: Association of satisfaction with designation
C: Association of satisfaction with education
178
A: Association of satisfaction with gender.
Table 5.5 Showing Association of satisfaction of gender with Salary
No. of Responses Scaling Male % Female %
Highly satisfied 5 34 28.57143 6 19.3548
Satisfied 4 27 22.68908 8 25.8065
Uncertain 3 9 7.563025 1 3.22581
Dissatisfied 2 37 31.09244 11 35.4839
Highly Dissatisfied 1 12 10.08403 5 16.129
Total 119 100 31 100
P Value 0.6409
Source: Complied by the researcher on the basis of primary data collected
Test for independence between gender and satisfaction with salary
chisq.test(table(hrm$Gender hrm$SL))
Pearson's Chi-squared test
data: table(hrm$Gender, hrm$SL)
X-squared = 2.521, df = 4, p-value = 0.6409
Interpretation
Pearson’s chi square is meant for testing independence between
two categorical variables, chi square test for independence between
gender and Salary, it is evidenced from p-value = 0.6409 that
hypothesis of independence between gender and salary is being
rejected. The satisfaction level of the respondents shows that
responses are evenly distributed on the issue. Hence we can conclude
that there is no association between two variables i.e. employees of
the either gender are equally satisfied and dissatisfied with the
salaries and wages offered by the organization.
179
Table 5.6 Showing Association of satisfaction of Gender with
Recruitment and Selection Process
No. of Responses Scaling Male % Female %
Highly satisfied 5 25 21.0084 7 22.5806
Satisfied 4 72 60.5042 18 58.0645
Uncertain 3 14 11.76471 1 3.22581
Dissatisfied 2 2 1.680672 3 9.67742
Highly Dissatisfied 1 6 5.042017 2 6.45161
Total 119 100 31 100
P Value 0.1552
Source: Complied by the researcher on the basis of primary data collected
Test for independence between gender and satisfaction with
recruitment and selection process
Pearson's Chi-squared test
data: table(hrm$Gender, hrm$SP)
X-squared = 6.6558, df = 4, p-value = 0.1552
The above Pearson’s chi square was conducted for testing
independence between two categorical variables, chi square test for
independence between Gender and satisfaction with recruitment and
selection , it is evidenced from p-value = 0.1552 that hypothesis of
independence between gender and recruitment and selection is accepted.
Thus there is no association with the two variables. On the basis of the
above test we can conclude that employees of either gender are satisfied
and dissatisfied with the recruitment and selection process of the
organization.
180
Table 5.7 Showing Association of satisfaction with Gender and
Training and Development Programmes
No. of
Responses Scaling Male % Female %
Highly
satisfied 5 15 12.60504 6 19.3548
Satisfied 4 41 34.45378 9 29.0323
Uncertain 3 14 11.76471 2 6.45161
Dissatisfied 2 30 25.21008 11 35.4839
Highly
Dissatisfied 1 19 15.96639 3 9.67742
Total 119 100 31 100
P Value 0.512
Source: Complied by the researcher on the basis of primary data collected
The above Pearson’s chi square test was conducted for testing
independence between two categorical variables, chi square test for
independence between Gender and satisfaction with training and
development programmes , it is evidenced from p-value = 0. 0.512 that
hypothesis of independence between gender and training and
development is accepted. Thus there is no association with the two
variables. On the basis of the above test we can conclude that employees
of either gender are satisfied and dissatisfied with the training and
development programmes of the organization.
181
Table 5.8 Showing Association of satisfaction with Gender and
performance appraisal system
No. of Responses Scaling Male % Female %
Highly satisfied 5 31 26.05042 7 22.5806
Satisfied 4 27 22.68908 8 25.8065
Uncertain 3 5 4.201681 2 6.45161
Dissatisfied 2 37 31.09244 8 25.8065
Highly
Dissatisfied 1 19 15.96639 6 19.3548
Total 119 100 31 100
P Value 0.9268
Source: Complied by the researcher on the basis of primary data collected
The above Pearson’s chi square was conducted for testing
independence between two categorical variables, chi square test for
independence between Gender and satisfaction with performance
appraisal system , it is evidenced from p-value = 0. 0.9268 that
hypothesis of independence between gender and performance appraisal
system is rejected. We can conclude that employees of either gender are
satisfied and dissatisfied with the performance appraisal system of the
organization.
182
B: Association of satisfaction with designation
Table 5.9 Showing Association of satisfaction with designation and
salary
Source: Complied by the researcher on the basis of primary data collected
Test for independence between designation and salary
data: table(hrm$Desig, hrm$SL)
X-squared = 10.6592, df = 12, p-value = 0.5583
Pearson’s chi square is meant for testing independence between
two categorical variables. This chi square test for independence is
between designation and salary, it is evidenced from p-value =
0.5583 that hypothesis of independence between designation
and salary is being accepted. Thus, there is no
association between designation group and salary i.e. employees of any
designation are satisfied and dissatisfied with salary offered by the
organization.
No. of
Responses Scaling L1 % L2 % L3 % L4 %
Highly
satisfied 5 11 29.72973 11 26.8293 9 23.07692 9 27.27273
Satisfied 4 7 18.91892 11 26.8293 12 30.76923 5 15.15152
Uncertain 3 2 5.405405 2 4.87805 3 7.692308 3 9.090909
Dissatisfied 2 16 43.24324 12 29.2683 11 28.20513 9 300
Highly
Dissatisfied 1 1 2.702703 5 12.1951 4 10.25641 7 21.21212
Total 37 41 39 33
P Value 0.5583
183
Table 5.10 Showing Association of satisfaction with designation and
Recruitment and Selection Process
Source: Complied by the researcher on the basis of primary data collected
Test for independence between designation and recruitment and
selection process
data: table(hrm$Desig, hrm$SP)
X-squared = 13.1061, df = 12, p-value = 0.3614
The above Pearson’s chi square was conducted for testing
independence between two categorical variables, chi square test for
independence between designation and satisfaction with recruitment and
selection , it is evidenced from p-value = 0.3614 that hypothesis of
independence between gender and recruitment and selection is accepted.
Thus there is no association with the two variables. On the basis of the
above test we can conclude that employees of every designation are
satisfied and dissatisfied with the recruitment and selection process of the
organization.
No. of
Responses Scaling L1 % L2 % L3 % L4 %
Highly
satisfied 5 11 29.72973 5 12.1951 8 20.51282 8 24.24242
Satisfied 4 21 56.75676 24 58.5366 24 61.53846 21 63.63636
Uncertain 3 3 8.108108 7 17.0732 2 5.128205 3 9.090909
Dissatisfied 2 0 0 1 2.43902 3 7.692308 1 33.33333
Highly
Dissatisfied 1 2 5.405405 4 9.7561 2 5.128205 0 0
Total 37 41 39 33
P Value 0.3614
184
Table 5.11 Showing Association of satisfaction with Designation and
Training and Development Programmes
No. of
Responses Scaling L1 % L2 % L3 % L4 %
Highly
satisfied 5 6 16.21622 6 14.6341 6 15.38462 3 9.090909
Satisfied 4 10 27.02703 14 34.1463 8 20.51282 18 54.54545
Uncertain 3 3 8.108108 5 12.1951 5 12.82051 3 9.090909
Dissatisfied 2 11 29.72973 10 24.3902 14 35.89744 6 200
Highly
Dissatisfied 1 7 18.91892 6 14.6341 6 15.38462 3 9.090909
Total 37 41 39 33
P Value 0.4793
Source: Complied by the researcher on the basis of primary data collected
Test for independence between designation and training and
development
data: table(hrm$Desig, hrm$TD)
X-squared = 11.5882, df = 12, p-value = 0.4793
The above Pearson’s chi square test was conducted for testing
independence between two categorical variables, chi square test for
independence between designation and satisfaction with training and
development programmes , it is evidenced from p-value = 0.4793 that
hypothesis of independence between gender and training and
development is accepted. Thus there is no association with the two
variables. On the basis of the above test we can conclude that employees
of every designation are satisfied and dissatisfied with the training and
development programmes of the organization
185
Table 5.12 Showing Association of satisfaction with Designation and
performance appraisal system
No. of Responses Scaling L1 % L2 % L3 % L4 %
Highly satisfied 5 11 29.72973 11 26.8293 9 23.07692 9 27.27273
Satisfied 4 7 18.91892 11 26.8293 12 30.76923 5 15.15152
Uncertain 3 2 5.405405 2 4.87805 3 7.692308 3 9.090909
Dissatisfied 2 16 43.24324 12 29.2683 11 28.20513 9 27.27273
Highly
Dissatisfied 1 1 2.702703 5 12.1951 4 10.25641 7 21.21212
Total 37 41 39 33
P Value 0.5583
Source: Complied by the researcher on the basis of primary data collected
Test for independence between designation and performance
appraisal
Data: table(hrm$Desig, hrm$PA)
X-squared = 10.6592, df = 12, p-value = 0.5583
The above Pearson’s chi square was conducted for testing
independence between two categorical variables, chi square test for
independence between designation and satisfaction with performance
appraisal system , it is evidenced from p-value = 0.5583 that hypothesis
of independence between gender and performance appraisal system is
rejected. We can conclude that employees of every designation are
satisfied and dissatisfied with the performance appraisal system of the
organization
186
C: Association of satisfaction with Education
Table 5.13 Showing Association of satisfaction with education and
salary
No. of
Responses Scaling Graduate %
Post
Graduate %
Under
Graduate %
Highly
satisfied 5 8 21.62162 22 29.3333 10 26.31579
Satisfied 4 13 35.13514 17 22.6667 5 13.15789
Uncertain 3 2 5.405405 3 4 5 13.15789
Dissatisfied 2 10 27.02703 27 36 11 28.94737
Highly
Dissatisfied 1 4 10.81081 6 8 7 18.42105
Total 37 75 38
P Value 0.2043
Source: Complied by the researcher on the basis of primary data collected
Test for independence between education and salary
data: table(hrm$Edu, hrm$PA)
X-squared = 10.9543, df = 8, p-value = 0.2043
Pearson’s chi square is meant for testing independence between
two categorical variables. This chi square test for independence is
between education and salary, it is evidenced from p-value = 0.2043 that
hypothesis of independence between designation and salary is being
accepted. Thus, there is no association between designation and salary i.e.
employees of any educational background are satisfied and dissatisfied
with salary offered by the organization.
187
Table 5.14 Showing Association of satisfaction with education and
Recruitment and Selection Process
No. of
Responses Scaling Graduate %
Post
Graduate %
Under
Graduate %
Highly
satisfied 5 8 21.62162 16 21.3333 8 21.05263
Satisfied 4 23 62.16216 44 58.6667 23 60.52632
Uncertain 3 1 2.702703 10 13.3333 4 10.52632
Dissatisfied 2 3 8.108108 1 1.33333 1 2.631579
Highly
Dissatisfied 1 2 5.405405 4 5.33333 2 5.263158
Total 37 75 38
P Value 0.6073
Source: Complied by the researcher on the basis of primary data collected
Test for independence between education and recruitment and
selection process
data: table(hrm$Edu, hrm$SP)
X-squared = 6.3573, df = 8, p-value = 0.6073
The above Pearson’s chi square was conducted for testing
independence between two categorical variables, chi square test for
independence between education and satisfaction with recruitment and
selection , it is evidenced from p-value = 0.6073 that hypothesis of
independence between education and recruitment and selection is accepted.
Thus there is no association with the two variables. On the basis of the above
test we can conclude that employees of every designation are satisfied with
the recruitment and selection process of the organization.
188
Table 5.15 Showing Association of satisfaction with Designation and
Training and Development Programmes
No. of Responses Scaling Graduate %
Post
Graduate %
Under
Graduate %
Highly satisfied 5 5 13.51351 12 16 4 10.52632
Satisfied 4 9 24.32432 24 32 17 44.73684
Uncertain 3 5 13.51351 7 9.33333 4 10.52632
Dissatisfied 2 14 37.83784 20 26.6667 7 18.42105
Highly Dissatisfied 1 4 10.81081 12 16 6 15.78947
Total 37 75 38
P Value 0.5928
Source: Complied by the researcher on the basis of primary data collected
Test for independence between education and recruitment and
training and development programmes
data: table(hrm$Edu, hrm$TD)
X-squared = 6.487, df = 8, p-value = 0.5928
The above Pearson’s chi square test was conducted for testing
independence between two categorical variables, chi square test for
independence between education and satisfaction with training and
development programmes , it is evidenced from p-value = 0.5928 that
hypothesis of independence between gender and training and
development is accepted. Thus there is no association with the two
variables. On the basis of the above test we can conclude that employees
of every designation are satisfied and dissatisfied with the training and
development programmes of the organization.
189
Table 5.16 Showing Association of satisfaction with Designation and
performance appraisal system
No. of Responses Scaling Graduate %
Post
Graduate %
Under
Graduate %
Highly satisfied 5 8 21.62162 22 29.3333 10 26.31579
Satisfied 4 13 35.13514 17 22.6667 5 13.15789
Uncertain 3 2 5.405405 3 4 5 13.15789
Dissatisfied 2 10 27.02703 27 36 11 28.94737
Highly
Dissatisfied 1 4 10.81081 6 8 7 18.42105
Total 37 75 38
P Value 0.2043
Source: Complied by the researcher on the basis of primary data collected
Test for independence between education and performance
appraisal.
Data: table(hrm$Edu, hrm$PA)
X-squared = 10.9543, df = 8, p-value = 0.2043
The above Pearson’s chi square was conducted for testing
independence between two categorical variables, chi square test for
independence between education and satisfaction with performance
appraisal system , it is evidenced from p-value = 0.2043 that hypothesis
of independence between education and performance appraisal system is
accepted. There is no association between the two variables. We can
conclude that employees of every designation are satisfied and
dissatisfied with the performance appraisal system of the organization
190
Testing/Verification of Hypotheses
As discussed in chapter Ist the objectives of the present study are
supported by the hypothesis that there Reliance Communication is
adopting and implementing the various human resource management
practices with the maximum satisfaction and support of its employees.
Hence the satisfied and motivated workforce is contributing to the best of
their abilities for the success and growth of the organization. Further
more Pearson’s chi square tests for testing independence between two
categorical variables were also conducted for testing the association
between satisfactions with sex, satisfaction with designation and
satisfaction with education of the respondents. The objective of
conducting these tests was to see that employees of either sex, every
designation and every educational background are satisfied with the
various human resource management practices of the organization. The
results of these tests are showing that the satisfaction level of the
employees is not affected with the above variables i.e. employees of
either Further more Pearson’s chi square tests for testing independence
between two categorical variables were also conducted for testing the
association between satisfactions with sex, satisfaction with designation
and satisfaction with education of the respondents. The objective of
conducting these tests was to see that employees of either sex, every
designation and every educational background are satisfied with the
various human resource management practices of the organization. The
results of these tests are showing that the satisfaction level of the
employees is not affected with the above variables i.e. employees of
either sex, every designation or educational background are satisfied or
191
dissatisfied wit the various human resource management. Pearson’s chi
square is meant for testing independence between two categorical
variables, chi square test for independence between sex and salary shows
that there is no association between two variables i.e. employees of the
either sex are equally satisfied and dissatisfied with the salaries and
wages offered by the organization. er sex, every designation or
educational background are satisfied or dissatisfied with the various
human resource management. Pearson’s chi square is meant for testing
independence between two categorical variables, chi square test for
independence between sex and salary shows that there is no association
between two variables i.e. employees of the either sex are equally
satisfied and dissatisfied with the salaries and wages offered by the
organization. The following results have been derived after testing and
verification of hypotheses.
HO1 It is observed that the calculated 2 values for these 20
variables are greater than the table value (Table value of Chi-square for,
2
0.05) and are significant at 0.05 percent level of significance. Thus the
hypothesis Ho is rejected and H1 (alternative hypothesis) is accepted. The
result of the proportions for the 20 parameters shows that respondents are
satisfied with around 12 parameters which is 60%. The analysis help us to
draw the conclusion that majority of the respondents are satisfy with the
various human resource management practices adopted and implemented
by the Reliance Communication.
192
Ho2 This is evident from the above analysis that the motivated and
satisfied workforce is contributing to the maximum of their abilities to
the success and growth of the organization. Thus the hypothesis Ho is
rejected and H1 (alternative hypothesis) is accepted.
Ho3 The role of human resource is quite significant of Reliance
Communication for creating a competitive advantage over their
competitors. On the basis of the above analysis the hypothesis Ho is
rejected and H1 (alternative hypothesis) is accepted.
Ho4. A dynamic, effective workforce and their management are
essential for the success of an enterprise On the basis of the above
analysis the hypothesis Ho is rejected and H1 (alternative hypothesis) is
accepted.
193
Conclusion:
The responses shows that majority of the respondents are satisfy
with the following human resource management practices of the
organization namely recruitment and selection policy of the organization,
placement and induction programmes, job analysis, job design, job
enrichment, policy of promotions and demotions, motivational schemes
and methods, social security measures, and discipline of the organization.
However some of the areas like wages and salary administration,
training and development of the employees, workers’ participation in
management, Job Security, Employees Grievances and work Load needs
immediate attention by the organization since the responses of the
employees in these areas shows that there is still room for improvement
and betterment
194
References:
1. R Development Core Team (2009). R: A language and environment
for Statistical computing. R Foundation for Statistical Computing,
Vienna, Austria. ISBN 3-900051-07-0, URL http://www.R-
project.org