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1 INTRODUCTION
The Project Titled A Study of Employee Satisfaction in Samsoft Solutions,
Coimbatore is to identifyEmployee Training provides several components to help the
employee resource group streamline daily processes and to automate the manual
processes. This project provides the needed tools to make any employee resource
department more efficient and organized.
Whether, employees are a small business or a large enterprise corporation, this
project softare can provide a user friendly environment for the employee resource
group.
Employee Training is utilized to help manage a employee resource department
needs and functions. !any of those types of function are dealing ith corporate benefits,
vacation days, salary compensation, employee information, and performance. This
project can reduce the many unnecessary processes that are implemented, therefore
decreasing overhead costs.
"ome of the benefits may include are#
$utomation of employee Training processes
Tracking and monitoring of employee resource data
%reation of templates, forms and customary reports
&nclusion of the many components such as employment benefits, salary
compensation, performance analysis
'educe costs of employee resource management
(
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1!1 O"#ECTI$ES O% T&E STUD'
The project entitled (A Study of Employee Satisfaction in Samsoft Solutions
to SA)SO%T SO*UTIONS %oimbatore. The main objective of the study is to find out
the employee satisfactory level in "amsoft "olutions.
)y conducting employee satisfaction surveys, you are taking a proactive stance to
better the company.
"oliciting employee feedback allos you to evaluate ho your company is
thriving internally.
&t also lets the employees kno that you care.
When employees are not satisfied, it can lead to high attrition rates and lo
productivity.
$ satisfied employee often e*uates to a productive employee. $ productive
employee e*uates to a productive and happy company
+
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1!+ SCOE AND NEED %OR T&E STUD'
The need of the system of developing softare for the searching the right
candidate for the suitable re*uirement removes the drabacks of the earlier system.
$s already mentioned, the ' needs a good softare to maintain the list of
%andidates available according to -ualifiication and Eperience ise and also the %all
the intervie activities. These details can be achieved through the development of the
softare.
The need for conducting this study is
To find out the satisfaction level of employees in the organization.
To study the employee attitude toards their nature / job contents.
To understand the effectiveness of elfare activities provided by the
management.
To identify the reasons of dissatisfaction, hich the employees eperience in the
organization.
To evaluate the employee participation ith department activities.
To suggest measures to improve the level of satisfaction among the various level
of employees in the organization.
0
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+ CO)AN' RO%I*E
"amsoft is a multinational outsourcing company committed to operational
ecellence for its clients and a premier provider of 3utsourcing solutions / &T "ervices.
"amsoft is proud to deliver these eb solutions using the latest cutting edge
technologies available today. We also handle business process outsourcing / delivers a
range of 3utsourcing services like custom softare development, design outsource, &T
outsource and many more.
We take on many of company4s everyday functions ith a higher level of skilled
ork force that is more fleible than the traditional employee hile reducing the
overhead costs.
"amsoft group of companies employ over 56 of the best and finest talented people
available orldide7 ready to take on the non1core business processes ith their
advanced and up1to1date tools.
%ustomer relationship ith "amsoft ill become one of the greatest assets for thebusiness in the years to come.
8
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-! RE$IE. O% *ITERATURE
$ study on the ?ob training in a softare company is created on the trainees of the
company. The formulating of the problem for their study, the researchers tend to refer the
studies of already undertaken.
!s. "uriya Praba in her study, E!P@3=EE "$T&"A$%T&39"$T&"A$%T&39B has concluded
that the process of the job training brings more satisfaction among trainees.
!r. '.C.'amesh in his study, TE E!P@3=EE P'EAE'E9%E &9TE E!P@3=EE P'EAE'E9%E &9
T'$&9&9: "E""&39 &9 T&'DPD' %&T=T'$&9&9: "E""&39 &9 T&'DPD' %&T=B has concluded that brand loyalty for 'oyal
Enfield )ullet is very high.
!r. :.'engarajan in his study $ "TD
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/! RESEARC& )ET&ODO*O0'
The chapter presents the design of the study and approaches adopted for field
study. The ay of approaching to the project is different based on the topic. The
methodology as chosen by the researcher because it is the major path to do the project.
a Researc2 )et2ods and Tec2ni3ues
&n this research, the *uestionnaire as designed to collect primary data from
respondents. The *uestionnaire as given to the respondents and they ere asked to fill
them up. 9ecessary help as rendered henever they found it difficult to anser.
b Researc2 rocess
i Researc2 roblem
The problems is to identify the level of job satisfaction at
3perators @evel of the "amsoft "olutions Private @imited,
%oimbatore.
ii Researc2 Desi4n
&n the problem description, research design as used to describe the
characteristics of the employees employed in the organization. The research problem
having been formulated in clear1cut terms, the researcher as re*uired to prepare a
research design, i.e., he had to state the conceptual structure ithin hich research ould
be conducted. The preparation of the research design appropriate for the collection of
relevant evidence ith minimal ependiture of effort, time and money.
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c Sample Desi4n
$ll the items under consideration in any field of in*uiry constitute a DniverseB
or PopulationB. $ complete enumeration of all the items in the population is knon as a
census in*uiry. The searcher must decide the ay of selecting a sample or hat is
popularly knon as the sample design. $ sample design is a definite plan determined
before any data are actually collected for obtaining a sample from a given population.
i Si5e of t2e Sample
$ "ample of 86 employees as chosen for this study. The total strength of "amsoft
"olutions Private @imited is 56.
ii Sample rocedure
&n this study, simple random sampling method as adopted for selecting the respondents.
d Collection of Data
The primary data collection as done through the *uestionnaire method. &n some
case personal intervies needed at the times of filling up the *uestionnaire. $ sample
*uestionnaire is in the $ppendi.
e Analysis of t2e Data
The analysis of data re*uires a number of closely related operations such as
establishment of categories, the application of these categories to ra data through
editing, coding, classification and tabulation then draing statistical inferences.
F
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The per*uisites ere divided into five groups.
"trongly $gree
$gree
9either $gree 9or
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6uestionnaire Desi4n
-uestionnaires are an inepensive ay to gather data from a potentially large
number of respondents. 3ften they are the only feasible ay to reach a number of
revieers large enough to allo statistically analysis of the results. $ ell1designed
*uestionnaire that is used effectively can gather information on both the overall
performance of the test system as ell as information on specific components of the
system. &f the *uestionnaire includes demographic *uestions on the participants, they can
be used to correlate performance and satisfaction ith the test system among different
groups of users.
&t is important to remember that a *uestionnaire should be vieed as a multi1stage
process beginning ith definition of the aspects to be eamined and ending ith
interpretation of the results. Every step needs to be designed carefully because the final
results are only as good as the eakest link in the *uestionnaire process. $lthough
*uestionnaires may be cheap to administer compared to other data collection methods,
they are every bit as epensive in terms of design time and interpretation.
The steps re*uired to design and administer a *uestionnaire include#
(.
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Random samplin4
This method is the purest form of probability sampling. Each member of the
population has an e*ual and knon chance of being selected. When there are very large
populations, it is often difficult or impossible to identify every member of the population,so the pool of available subjects becomes biased.
Systematic samplin4
This method is often used instead of random sampling. &t is also called an 9th
name selection techni*ue. $fter the re*uired sample size has been calculated, every 9th
record is selected from a list of population members. $s long as the list does not contain
any hidden order, this sampling method is as good as the random sampling method. &tsonly advantage over the random sampling techni*ue is simplicity. "ystematic sampling is
fre*uently used to select a specified number of records from a computer file.
Stratified samplin4
This method is commonly used probability method that is superior to random
sampling because it reduces sampling error. $ stratum is a subset of the population that
share at least one common characteristic. Eamples of stratums might be males andfemales, or managers and non1managers. The researcher first identifies the relevant
stratums and their actual representation in the population. 'andom sampling is then used
to select a sufficient number of subjects from each stratum.
(0
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8! T&EORETICA* %RA)E.OR9 O% T&E STUD'
E)*O'EE SATIS%ACTION:
$n individual general attitude toards his or her jobB The difference beteen the
amount of reard orkers receive and the amount they believe should receive.
?ob Training is favourableness or unfavourableness ith hich employees vie
their ork job satisfaction may refer to either person or a group. &n addition, job training
can apply to parts of an individual job. ?ob training influences oneIs general life
satisfaction. igh job satisfaction, on the other hand, gladdens the hears of
administration, because it tends to be connected ill positive conditions that
administrators ant. $lthough high job training is the hall mark of ell managed
organization, it cannot be urged into eistence or even bough. &t is fundamentally the
result of effective behavioral management. &t is a measure of progress being made a
better human climate is an organization.
?ob Training is determined by the discrepancy beteen hat management epects
to get out of their training and hat the trainees actually offer. !anagerIs interest in job
satisfaction tends to center on its effect on employee performance. The researchers
assessed that the impact of job training on Employee Productivity, $bsenteeism and
Turnover.
Determinants of #ob Trainin4:
While analyzing the various determinants of employee satisfaction, e have to
keep in mind that# all individuals do not derive the same job in the same environment and
at the same time. Therefore, it it appears the besides the nature of job and job
environment, there are individual variables hich affect employee training.
(2
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&R Acti7ities
Trainin4 and de7elopment:
Training is a process of learning a se*uence of programmed behaviour. &t is a
application of knoledge. &t gives an aareness of rules and procedure to guide their
behaviour. &t attempts to improve their performance on the current job or prepare them
for an intended job.
Training is a short1term process utilizing a systematic and organized procedure by
hich non1managerial personnel learn technical knoledge and skills for a definitepurpose. &t refers and skills for a definite purpose. &t refers to instruction in technical and
mechanical operations7 it is designed for non1managers.
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2 Personal Training record
8 Training need and revie
5 'evie of training for &"3 $areness
> Training "chedule
Training %ircular
F !onthly Training 'eport
(6 Training Evaluation Aorm
11111111111111111111111111111111111111111111111111111111111111111
0roup dynamics:
:roup dynamics is concerned ith the interactions and forces beteen group
members in a social situation. When the concept is applied to the study of organizational
behaviour, the focus is on the dynamics of members of formal or informal groups in the
organizations i.e., it is concerned ith the gaining knoledge of groups, ho they
develop, and their effect on individual members and the organizations in hich they
function.
:roup dynamics describes ho a group should be organized and conducted.
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RESONSI"I*IT' AND AUT&ORIT'
DEART)ENT: ERSONNE* DEART)ENT
Responsibility of Inc2ar4e &RD:
(. 'esponsible for Preparing, Dpdating and achieving
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(8.!onthly submission of reports about E"& contribution, :ratuity, P.A
%ontribution details to %!
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=! ANA*'SIS AND INTERRETATION
=!1 A0E 0ROU O% T&E RESONDENTS
Sl! No A4e 0roup No! of Respondentsercenta4e of
Respondents
( )elo +8 years > (2.68
+ +8 L 08 years 00 8.5
0 $bove 08 years (6 +>.+>
Total 8> 1>>!>>
INTERRETATION
Arom the above table, it is clear that (2.68M of the respondents belongs to the age
group of belo +8 years, 8.5M of the respondents belongs to the age group beteen
+8108 years and +>.+>M of the respondents belongs to the age group beteen above 08
years.
+6
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C&ART =!1
+(
AGE GROUP OF THE RESPONDENTS
14.05
58.68
27.27
0.00
10.00
20.00
30.00
40.00
50.00
60.00
70.00
Below 25 25 - 35 Above 35
AGE GROUP
PERCENTAGE
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C&ART =!-
+8
EXPERIENCE OF THE RESPONDENTS
20.66
17.36
42.15
19.83
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
Below 3 Years 3 - 7 Years 7 - 10 Years Above 10 Years
EXPERIENCE
PERCENTAGE
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TA"*E NO! =!/
OINION A"OUT .OR9 EN$IRON)ENT
Sl!
No%actors
NO! O% RESONDENTS
SA A N D SD
12ysical B tec2nical
6 6.66 6 6.66
+ )aterial &andlin4 0 +6.66 F 56.66 0 +6.66 6 6.66 6 6.66
-Space Allotted bet 25.5> 0 +6.66 6 6.66 6 6.66
/ Ade3uately illuminated 5 26.66 > 25.5> + (0.00 6 6.66 6 6.66
8 Ade3uately 7entilated 5 26.66 80.00 ( 5.5> 6 6.66 6 6.66
=Satisfied 25.5> 0 +6.66 6 6.66 6 6.66
Comfortable F 56.66 + (0.00 6 6.66 6 6.66
"ource# Primary
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+>
WOR EN!IRONMENT
32.38
53.33
14.29
0.00 0.000.00
10.00
20.00
30.00
40.00
50.00
60.00
SA A N S
OPINION
PERCENTAGE
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TA"*E NO! =!8
OINION A"OUT RE*ATIONS&I .IT& SUERIORS AND SU"ORDINATES
Sl!
No%actors
NO! O% RESONDENTS
SA A N D SD
10ood rapport 25.5> + (0.00 6 6.66 6 6.66
+)aintain t2e cordial
relations2ipF 56.66 5 26.66 6 6.66 6 6.66 6 6.66
- )aintain control 5 26.66 F 56.66 6 6.66 6 6.66 6 6.66
/ Decision ma;in4 2 +5.5> > 25.5> 0 +6.66 ( 5.5> 6 6.66
8Comfortable 6 6.66 6 6.66
"ource# Primary
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+F
RELATIONSHIP WITH SUPERIORS AND SU"ORDINATES
40.00
45.56
13.33
1.11
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
50.00
SA A N
OPINION
PERCENTAGE
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TA"*E NO! =!=
OINION A"OUT )OTI$ATION
Sl!
No%actors
NO! O% RESONDENTS
SA A N D SD
1Efforts and &ard
6 6.66
+Re 6 6.66
-Satisfied + (0.00 6 6.66
/&appy 80.00 0 +6.66 6 6.66 6 6.66
"ource# Primary M of the respondents are
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C&ART =!=
0(
MOTI!ATION
20.00
53.33
20.00
6.67
0.00
0.00
10.00
20.00
30.00
40.00
50.00
60.00
SA A N S
OPINION
PERCENTAGE
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C&ART =!
00
REMUNERATION
53.33
16.67
6.67
3.33
20.00
SA
A
N
D
SD
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TA"*E NO! =!F
OINION A"OUT SATIS%IED .IT& ER9S
Sl!
No
%ACTORSNO! O% RESONDENTS
SA A N D SD
1
Satisfied
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C&ART =!F
08
SATISFIED WITH PERS
20.00
33.33 33.33
13.33
0.00
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
SA A N S
OPINION
P
ERCENTAGE
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C&ART =!G
0>
46.67
40.00
13.33
0.00 0.00
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
50.00
PERCENTAGE
SA A N S
OPINION
#O" SECURIT$
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TA"*E NO! =!1>
OINION A"OUT 0RIE$ANCE &AND*IN0
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
10rie7ance 2andlin4
procedure0 +6.66 80.00 0 +6.66 ( 5.5> 6 6.66
+ %reely communicate 2 +5.5> 80.00 0 +6.66 6 6.66 6 6.66
"ource# Primary
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C&ART =!1>
0F
23.33
53.33
20.00
3.330.00
0.00
10.00
20.00
30.00
40.00
50.00
60.00
PE
RCENTAGE
SA A N S
OPINION
GRIE!ANCE HANDLING
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TA"*E NO! =!11
OINION A"OUT ER%OR)ANCE ARAISA*
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1Satisfied 5 26.66 2 +5.5> ( 5.5> 6 6.66
+olicies to %a7our
De7elopment2 +5.5> 5 26.66 2 +5.5> ( 5.5> 6 6.66
"ource# Primary M of respondents strongly agree,
folloed by 26M of the respondents agree, +5.5>M of the respondents neither agree nor
disagree and 5.5>M of the respondents are disagree.
26
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C&ART =!11
2(
PERFORMANCE APPRAISAL
26.67
40.00
26.67
6.67
0.00
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
SA A N S
OPINION
P
ERCENTAGE
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TA"*E NO! =!1+
OINION A"OUT TRAININ0 AND DE$E*O)ENT
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1Satisfied > 25.5> + (0.00 ( 5.5> ( 5.5>
"ource# Primary M of respondents strongly agree,
folloed by 25.5>M of the respondents agree, (0.00M of the respondents neither agree
nor disagree, 5.5>M of the respondents are disagree and another 5.5>M of the respondents
are "trongly
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C&ART =!1+
20
TRAINING AND DE!ELOPMENT
26.67
46.67
13.33
6.67 6.67
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
50.00
SA A N S
OPINION
PER
CENTAGE
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TA"*E NO! =!1-
OINION A"OUT )ANA0E)ENT ST'*E
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1Satisfied 6 6.66
+Satisfied ( 5.5> 6 6.66
-
Opinion in Decision
ma;in4 8 00.00 2 +5.5> 5 26.66 6 6.66 6 6.66
"ource# Primary M of the respondents agree, +6M of the respondents neither agree nordisagree and 2.22M of the respondents are disagree.
C&ART =!1-
22
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28
MANAGEMENT ST$LE
28.89
46.67
20.00
4.44
0.00
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
50.00
SA A N S
OPINION
PERCENTAGE
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TA"*E NO! =!1/
OINION A"OUT 6UA*IT' O*IC'
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1 A 6 6.66 6 6.66
+Satisfied 25.5> 8 00.00 0 +6.66 6 6.66 6 6.66
-C2an4es due to ISO B
6S 80.00 8 00.00 + (0.00 6 6.66 6 6.66
/ rospects due toISOB6S
> 25.5> 5 26.66 + (0.00 6 6.66 6 6.66
8 olicy of t2e company F 56.66 8 00.00 ( 5.5> 6 6.66 6 6.66
"ource# Primary M of the respondents agree and (+M of the respondents neither agree nor disagree.
C&ART =!1/
25
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TA"*E NO! =!18
OINION A"OUT CAREER COUNSE*IN0
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1A ( 5.5> ( 5.5>
+career counsel 2elp
career plannin40 +6.66 > 25.5> 0 +6.66 ( 5.5> ( 5.5>
"ource# Primary M of
the respondents are disagree and 5.5>M of the respondents are "trongly
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C&ART =!18
2F
CAREER COUNSELING
20.00
43.33
23.33
6.67 6.67
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
50.00
SA A N S
OPINION
P
ERCENTAGE
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TA"*E NO! =!1=
OINION A"OUT INDI$IDUA*HS 0RO.T& OORTUNITIES
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1 Opportunities to 4ro< furt2er 8 00.00 > 25.5> + (0.00 ( 5.5> 6 6.66
+ Opportunities for de7elopment 8 00.00 > 25.5> ( 5.5> + (0.00 6 6.66
- #ob interestin4 rospecti7e 5 26.66 80.00 ( 5.5> 6 6.66 6 6.66
/ En2ancin4 s;ill > 25.5> 8 00.00 + (0.00 6 6.66 ( 5.5>
8 Internal promotion encoura4ed 0 +6.66 (6 55.5> ( 5.5> 6 6.66 ( 5.5>
"ource# Primary M of respondents strongly agree,
2F.00M of the respondents agree, F.00M of the respondents neither agree nor disagree,
2M of the respondents are disagree and +.5>M of the respondents are "trongly
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C&ART =!1=
8(
INDI!IDUAL&S GROWTH OPPORTUNITIES
34.67
49.33
9.33
4.002.67
0.00
10.00
20.00
30.00
40.00
50.00
60.00
SA A N S
OPINION
PERCENTAGE
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TA"*E NO! =!1
OINION A"OUT 0OA*S AND RESONSI"I*ITIES
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1 #ob Description 2 +5.5> F 56.66 ( 5.5> 6 6.66 ( 5.5>
+ Indi7idual 0oals 8 00.00 80.00 + (0.00 6 6.66 6 6.66
-Or4ani5ational
4oals> 25.5> > 25.5> ( 5.5> 6 6.66 6 6.66
/Contribution for
ac2ie7ement
5 26.66 80.00 6 6.66 6 6.66 ( 5.5>
"ource# Primary M of respondents strongly agree,
80.00M of the respondents agree, 5.5>M of the respondents neither agree nor disagree
and 0.00M of the respondents are "trongly
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80
GOALS AND RESPONSI"ILITIES
36.67
53.33
6.67
0.00
3.33
0.00
10.00
20.00
30.00
40.00
50.00
60.00
SA A N S
OPINION
PERCENTAGE
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TA"*E NO! =!1F
OINION A"OUT I)A0E O% T&E OR0ANIJATION
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1 aut2ority to fulfill 2 +5.5> 80.00 + (0.00 6 6.66 ( 5.5>
+ "etter status in society > 25.5> 80.00 6 6.66 6 6.66 6 6.66
-roud to 0.00 2 +5.5> 6 6.66 6 6.66 6 6.66
/0ood Name amount t2e
publicF 56.66 5 26.66 6 6.66 6 6.66 6 6.66
8 &appy about t2e 4ro0.00 2 +5.5> 6 6.66 6 6.66 6 6.66
=0ood0.00 2 +5.5> 6 6.66 6 6.66 6 6.66
"ource# Primary .>M of the respondents agree, +.++M of the respondents neither agree nor disagree
and (.((M of the respondents are "trongly
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88
IMAGE OF THE ORGANI'ATION
58.89
0.00
37.78
1.11
2.22
SA
A
N
S
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TA"*E NO! =!1G
OINION A"OUT TOTA* )AINTENANCE KT)
Sl!
No%ACTORS
NO! O% RESONDENTS
SA A N D SD
1 A 6 6.66 6 6.66
+ Obecti7es of T) 2 +5.5> (6 55.5> ( 5.5> 6 6.66 6 6.66
-T) is essential for o7erall
4ro 6 6.66 6 6.66
/ Trainin4 pro4rammers on T) 5 26.66 > 25.5> ( 5.5> 6 6.66 ( 5.5>
8 Strate4ies adopted in T) 2 +5.5> > 25.5> 2 +5.5> 6 6.66 6 6.66= T) concept is 2elpful > 25.5> 5 26.66 + (0.00 6 6.66 6 6.66
T) result in increase profit > 25.5> 5 26.66 + (0.00 6 6.66 6 6.66
"ource# Primary .5+M
of the respondents agree, ((.20M of the respondents neither agree nor disagree and
6.F8M of the respondents are "trongly
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(. 8.5M of the respondents belongs to the age group beteen +8108
years
+. >(.6>M of the respondents are !arried
0. 2+.(8M of the respondents are eperienced belo >1(6 =ears
2. F(.>(M of the respondents feel satisfied ith the ork environment.
8. F.FM of the respondents HEecutiveG do the relationship ith
"uperiors / "ubordinates
5. F.(M of the respondents H"taff and 3peratorsG do the relationship
ith "uperiors.
>. (66M of the respondents H"taff and 3peratorsG do the relationship
ith %olleagues.
. F5.>8M of the respondents do the !otivation and 'ecognition.
F. F6.++M of the respondents satisfied ith the elfare facilities.
(6.5.5>M of the respondents HEecutiveG satisfied ith the Perks
((.FF.6(M of the respondents satisfied ith the ?ob "ecurity.
(+.F>.85M of the respondents HEecutive / "taffG satisfied ith the
:rievance handling
(0.F8.(5M of the respondents satisfied ith the Performance $ppraisal
(2.F(.82M of the respondents satisfied ith the Training and
.06M of the respondents satisfied ith the !anagement "tyle
(5.(66M of the respondents satisfied ith the -uality Policy.
(>.F.8FM of the respondents HEecutive / "taffG satisfied ith the
%areer %ounseling
(.F8.F0M of the respondents satisfied ith the &ndividual :roth
opportunities8
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(F.F.5M of the respondents satisfied ith the :oals and
'esponsibilities
+6.FF.06M of the respondents satisfied ith the &mage of the
organization
+(.FF.2+M of the respondents satisfied ith the Total Productivity
!aintenance.
8F
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SU00ESTIONS
$fter analyzing the findings the researcher offers the folloing suggestion for
improvement in order to achieve still better job satisfaction.
!onetary reards can be set for outstanding performance and hence the
employees can be motivated in their ork.
Training programs can be made even more innovative.
3n the job training to be given more to the employees.
Programs can be conducted to improve the aareness level of *uality policy
objectives. )y doing that they can be motivated toards achieve the goals.
!ore attractive incentive scheme has to be introduced to motivated the
employees.
The perks and 'emuneration provided by the organization to its eecutives fall
short of employee epectations and so something need to be done urgently.
!ore aareness about the career counseling should be created.
The canteen facilities can be setup for providing nutritious meals at lunch at
concessional price.
The transport facilities in the organization can be improved by increasing the fleet
of buses and scheduling them to cover various areas.
The orking environment has to be kept clean to avoid the ealth problems.
5(
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CONC*USION
$ study on employee job satisfaction among employees in "amsoft "olutions
Private @imited, %oimbatore helped researcher to learn enormous information about
employee satisfaction.
"amsoft "olutions Private @imited have been established strongly on the
principles of *uality being the major pre1occupation its business. Therefore, activities and
efforts are focused toards complete satisfaction of employer and customers. The
companyIs ecellent orking environment makes job satisfaction for the employer that is
every ready to change leads its ay to the land of success.
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"I"*IO0RA&'
"OO9S
(. "tephen P. 'obbins, 3rganizational )ehaviorB, Prentice1all of &ndia Private
@imited, +660, (6thEdition.
+. %.'.Cothari, 'esearch !ethodology !ethods / Techni*uesB, Wisha
Prakashan, "econd Edition.
.E"SITE
0. .google.com
"earch %ontents # .OR9 EN$IRON)ENT
RE*ATIONS&I .IT& SUERIORS
)OTI$ATION AND RECO0NITION
.E*%ARE %ACI*ITIES
ER%OR)ANCE ARAISA*
50
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I .OR9 EN$IRON)ENT HaG Hb
G
HcG HdG HeG
( & am satisfied ith the physical J technical
environment+ & am comfortable ith the machinery and materials
handling e*uipments
0 & am comfortable ith the space allotted beteen the
furniture and e*uipment
2 !y department is ade*uately illuminated
8 !y department is ade*uately ventilated
5 & am satisfied ith the infrastructure provided by the
organization
> & find my orking hours comfortable
II RE*ATIONS&I .IT& SUERIORS HaG HbG HcG HdG HeG
& have good rapport ith my superiors
F & am able to maintain cordial relationship ith my
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subordinates and colleges
(6 & am able to maintain control over my subordinates
(( & am consulted and respected in major decision
makingHby both subordinates and supervisorsG
(0 & do not find overlapping of authority among
departments
III )OTI$ATION HaG Hb
G
HcG HdG HeG
(2 & am duly recognized for my efforts and hard ork
(8 & am rearded for innovative ideasJ suggestions by
the organization
(5 & am satisfied ith the promotion policies of my
organization
(> & am happy ith my present jobJ it holds good future
prospects
I$ RE)UNARATION HaG HbG HcG HdG HeG
( & find the present pay scale commensurate ith my
efforts
(F & am satisfied ith the fringe benefits theorganization provides
$ ER9S HaG HbG HcG HdG HeG
+6 & am satisfied ith the perks the organization
provides
$I #O" SECURIT' HaG HbG HcG HdG HeG
+( !y organization provides me job security
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++ !y job security based on my performance
$II 0RIE$ANCE &AND*IN0 HaG HbG HcG HdG HeG
+0 The grievance handling procedure in my
organization is effective
+2 & am able to freely communicate my grievance
$III ER%OR)ANCE ARAISA* HaG HbG HcG HdG HeG
+8 & am satisfied ith the organizationIs techni*ues for
evaluating my performance
+5 & find the policies to favour individuals and
organizations development
I? TRAININ0 AND DE$E*OE)ENT HaG HbG HcG HdG HeG
+> & am highly satisfied ith the training and
development program the organization provides
? )ANA0E)ENT ST'*E HaG HbG HcG HdG HeG
+ & am satisfied ith the line of management in my
concern
+F & am satisfied ith the decision making standards and
plan of the organization
06 3pinion given is given due importance in decision
making and for any change in respective department
5>
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?I 6UA*IT' O*IC' HaG Hb
G
HcG Hd
G
HeG
0( & am aare of the *uality standards of the organization0+ & am satisfied ith the &"3J -" certificate of the
company
00 & am adaptable to the changes due to &"3J -"
certification
02 & have ide prospects due to &"3J -" certification
08 The *uality policy of the company is challenging yet
?II CAREER COUNSI*IN0 HaG HbG HcG HdG HeG
05 & am aare of the career counseling programme the
organization offers
0> %areer counseling helps in career planning
?III INDI$IDUA*SS 0RO.T& OURTUNIT' HaG HbG HcG HdG HeG
0 & feel that there is ade*uate opportunity for me to
gro further
0F & am provided ith ample opportunities by the
management for my development
26 & find my job interesting and prospective
2( &f enhance my skills, & ill be given additional
responsibility
2+ &nternal promotions are encouraged based on the
5
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individual performance
?I$ 0OA*S AND RESONSI"I*ITIES HaG Hb
G
HcG Hd
G
HeG
20 The job descriptions are clearly given to me by the
management
22 !y individual goals are clear
28 3rganization goals are clearly defined
25 !y contribution for the achievement of the
organizational goal is clear to me
2> & have been given ade*uate authority to fulfill my
responsibility
?$ I)A0E O% T&E OR0ANISATION HaG HbG HcG HdG HeG
2 The job in this organization gives me a better status
in the society
2F & feel to ork in my organization
86 !y organizationIs products have good name among
the public
5F
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