a study on employee job satisfaction

CONTENTS

A STUDY ON EMPLOYEE JOB SATISFACTION

Chapter-I

INTRODUCTION

INDUSTRY PROFILEORGANIZATION PROFILIE:India's emerging pharmaceutical industry has appeared as the world leader in the fabrication of standard generic drugs, ever since the Patent Act 1970 permitted India to seriously approach and contribute in the pharmaceutical market worldwide. India is the preferred nation for pharmaceutical generation, with low charges for research and development as well as production of drugs. And the pharmaceutical companies in India have made full use of the favorable environment offered by the country to make it big. The workforce and technological proficiency of pharmaceutical companies in India ensures the growth of the industry on a global scale as well as within India. The sector is predicted to value about $3.1 billion (USD). Growth of Indian Pharmaceutical marketIn the year 2008, Indian pharmaceutical market was assessed at $7,743m which witnessed an augmentation of 4.0% over 2007. Business observers predict that the Indian pharmaceutical market will escalate at an increasing mode as compared to the global pharmaceutical market, at a CAGR of 13.2% during the fiscal years 2009-14 to reach an overall worth of $15,490m in 2014.India has also appeared as the preferred location for the pharmaceutical companies of the world because of its towering growth scenario furnished by elderly population, alteration in disease profile, developing patent system and socio-economic circumstances. The competition in the Indian pharmaceutical market is cutthroat and the market is divided among the top 10 pharmacy companies accounting for 36.1% of the overall R&H sales in the fiscal year 2008.India began to abide by the World Trade Organization's Trade Related Aspects of Intellectual Property Rights (WTO-TRIPS) agreement and acknowledged product rights after the revision of the Indian Patent Act in January 2005. Indian firms are laying out strategies to benefit from the Japanese government proposal to endorse generic drugs to minimize healthcare charges.

Top ten pharmaceutical companies in India(along with their 2007 turnover): Ranbaxy Laboratories By sales India's largest pharma firm with the returns touching Rs 4,198.96 crore (Rs 41.989 billion) in 2007 Dr. Reddy's LaboratoriesWith a turnover of Rs 4,162.25 crore (Rs 41.622 billion) in 2007, Dr Reddy's lab is second largest drug firm in India by sales . CiplaCipla generated an annual revenue of Rs 3,763.72 crore (Rs 37.637 billion) in 2007 making itself the third largest pharmaceutical firms. Sun Pharma Industries had an overall earnings of Rs 2,463.59 crore (Rs 24.635 billion) in 2007. Lupin Labs:Lupin Labs yielded total profit of Rs 2,215.52 crore (Rs 22.155 billion) in 2007. Aurobindo PharmaIndia's sixth largest pharma company by sales, Aurobindo posted Rs 2,080.19 crore (Rs 20.801 billion) annual returns in 2007. GlaxoSmithKlinegWith 2007 turnover touching Rs 1,773.41 crore (Rs 17.734 billion, GSK is India's seventh largest pharma firm. Cadila HealthcareCadila's earnings was Rs 1,613.00 crore (Rs 16.13 billion) in the fiscal year 2007, establishing itself as India's eight largest drug company. With an annual revenue of Rs 983.80 crore (Rs 9.838 billion) in 2007, Aventis Pharma has made a place for itself in the top ten pharma companies in India Ipca LaboratoriesIpca is India's 10th largest pharma company by sales and in 2007 it had a turnover of Rs 980.44 crore (Rs 9.804 billion) Major issues concerning the pharmaceutical companies in India Failure of the new patent system: Prerequisites associated with Sec 3(d) of the Patent (Amendment) Act 2005 restrict the copyright of an existing drug. Moreover, mandatory licensing permits Indian companies to keep producing generics of copyright products for overseas selling to underdeveloped nations. Lack of proper infrastructure: Issues associated with regular power cuts and lack of suitable transport infrastructure will decelerate the expansion of the sector. Inadequate funds: Restricted funding from FIs, venture capitalists and the government may decelerate the expansion of biotechnology sector in India. Regulatory impediments: Rising of due meticulousness and conformity with product standards leads to high costs and interruption in the launch of new products. Severe competition: Low margins and restricted capital to assist R&D is the result of intense pricing competition among local producers. This rivalry will further deepen from the joining in of the big drug companies in the Indian market to control the cost benefit and large reserve sources

Company ProfileToday HETERO DRUGS LIMITED is a name, epitomizes hard work, experience and success.A relatively young company that is making its presence felt and making rapid progress nationally and internationally.Involved in the manufacturing of active pharmaceutical ingredients and finished dosage forms, Hetero is one of its kinds of the very few companies, which have been able to crave a niche in the pharmaceutical industry, given the present scenario where it requires a right blend of intellectual strength, core competencies and a precise foresight for the future.Hetero has come a long way since its inception in the year 1993 to be recognized as a strong player in the field of pharmaceutical, as a result of its combined strength in research, manufacture and marking.Established in the year 1993, with the motto to be the best in the API manufacturing, Hetero today embodies the vision of a top notch player in developing and commercializing products catering to a variety of therapeutic categories, Integrating into a leading finished dosage manufacturer.True to the statement, Where the Future Started Yesterday, with a foresight on the current trends in the pharmaceutical Market, Hetero has grown from strength to strength, combining its Research strengths, Manufacturing capabilities, and Human Resources and well established quality management system.With full-fledged marketing capabilities, the company has been able to market its products in over 80 countries in Asia, Middle East, Eastern Europe and Latin America. With its compliance to the most stringent requirements, Hetero has today gained foothold to market several of its APIs in the United States, Canada and Europe.With all nine manufacturing facilities supported by excellent infrastructure and compliance to the GMP requirements, Hetero has crossed numerous milestones in a comparatively short period since its inception.

HETERO GROUPHETERO DRUGS LIMETED HETERO LABSHETERO RESEARCH FOUNDATION SYMED LABSGENX PHARMAHETERO HELTH CARE

FOUNDERThe spirit and brain behind the story of hetero is its founder Dr. BPS Reddy, a scientist who started the company drawing immense from the vast and rich experience he gained during his stint laboratory where he was instrument in developing and commercializing processes of several APIs.The company was started by him with a vision to be recognized as an aggressive company the combines its strength of R&D and manufacturing with definite advantages in terms of cost and chemistry with a strong emphasis on quality of products.The untiring efforts of the chairman saw hetero develop process for several products at relatively low cost, thus making it possible for several life saving drugs to be available at affordable prices meeting all the regulatory and quality norms.With the organization having reached a point where it is identified among the widely recognized companies the chairman is now focusing on given new dimensions to the company in terms of exploring possibilities of further growth, exploring new horizons in the field of pharmaceutical development and evolving strategies to take the company to greater heights.

MILESTONES/AWARDS The company has been scaling New Heights on a conditional basis. These Achievements have been the result of concerted efforts on the part of different functions with in the organization to achieve the organizational goal of being a leader.In its path to success. Hetero has seen many a milestone being crossed and achieved many awards on various fronts. Awards for exemplary work in R&D and marketing are just a few name.A track of few events that saw hetero reaching its Zenith of glory are:National Award for best efforts in Research And Development from the department of scientific and Industrial Research Ministry of Science and Technology Government of India, in the year 1996.Highest Exporter award (for the year 1999) against stiff competition from internationally recognized domestic competitors.Approval of the API facilities by USFDA for compliance to CGMP normsApproval of the finished dosage facilities by WHO for the supply of Anti-retroviral drugs.

VISION&VALUESHetero visualizes itself as an aggressive player in the global pharmaceutical scenario, supplying generics developed, combining intellectual property, research strengths and strong human resource input.The company values the concept of having social responsibilities in the courser of its assent to greater heights. It strongly believes in focusing on customer requirements and delivering the products at the right pace.Hetero considers its human resources as the core of all its capabilities and believes in tapping and honing the talents of its members to reach the zenith of success.It believes in continuous evaluation and improvement in all the factors that contribute in transforming the organization into a global force to reckon with.Hetero takes due cognizance to the fact that the processes that it develops should be all eco-friendly and should not result in and consequence that harms the ecological harmony.

MISSIONHeteros mission is to be a globally acclaimed pharmaceutical company, meeting the requirements of healthcare imbibing the philosophy of both commercial and social concerns, driven by research and manufacturing capabilities.

Hetero API Facilities are designed to meet the best of global standards for an API Facility.These states-of-the-art facilities cater to the growing demand of manufacturing a large spectrum of APIS. Heteros production muscle stems from its endeavors to install plant, equipment, systems and personnel that portray the best in the Indian pharmaceutical industry. Professional teams equipped with cutting-edge technology come together in developing, commercializing and delivering latest intermediate and active pharmaceutical ingredients across the globe.Heteros state-of-the-art plant, which conforms to stringent CGMP guidelines, facilitates pilot and large-scale production. This has enabled it to deliver a wide range of APIs of international standard and intermediate chemicals for diverse healthcare applications.

FINISHED DOSAGESThe finished dosage flagellates of Hetero are designed to match the best globally.The facilities house the best of the equipment in terms of design and capacity. The approval by several regulatory authorities and the approval by WHO, Geneva stands a testimony of the fast that serious efforts are made to ensure that every activity being taken up in these facilities are in compliance with the requirements in terms of quality and integrity of the products being manufactured.

HETEROGROUP-HUMAN RESOURCESHetero attributes its success to the contribution of a dedicated team of Scientists, Chemists, Analysts and Engineers, whose skills are honed through constant training. The contribution of these professionals has helped Hetero soar newer heights.The strength of Hetero in terms of its manpower is as followsScientists : 25Research and Development Chemists : 60Manufacturing Chemists and Engineers : 565Quality Control/Assurance Professionals : 100Marketing, Domestic and Global : 250Total Strength : 1000 MANUFACTURING CAPABILITIESType of ReactorsGlass, Glass-Lined and Stainless Steel

Reactors sizes250-10,000 LTR Commercial Plant5-250 LTR Pilot Plant

Total Reactor Volume1000 kilo liter

Temperature Range-800 c to 3000 c

Pressure RangeUp to 50 KG/CM2

Analytical Strength of Hetero Group

1. HPLCs (with PDA facility)

2. GCs (with Head space facility)

3. Infer Red Spectrophotometers

4. Ultra violet Spectrophotometers

5. Particle size analyzer

6. Digital polar meters

7. Differential Scanning Calorimeters

8. P-XRD

9. NMR

10. GCMS

11. LCMSMS

QUALITYThe approval of heteros API facility by USFDA and finished dosage facility buy WHO bear a testimony to this fact.All the activities at Hetero right from the receipt of raw materials to dispatch of the finished products are carried out in accordance to a well-oiled quality management system. The importance of having a strong quality based system has been recognized by the organization due to which every individual in each department understands his/her responsibilities and carries them out with utmost care avoiding any confusion, thus delivering the best results.In addition, talking about quality of the product itself, the company has evolved the systems to implement GMPs in the manufacture of the product to protect the safety, quality and integrity. The approval of Heteros API Facility by USFDS and Finished Dosage Facility by WHO bear a testimony to this fact.

QUALITY ACCRTDITTONS1. Quality of products and organization as a whole.1. Quality Systems in every department-R&D to Marketing.1. ISO 9002 Certification for Manufacturing and Marketing of APIs.1. CGMP and WHO certification for the APIs.1. US FDA Approved Manufacturing Facility.1. Corporation Analytical Research Wing for establishing in house specifications.

RESEARCHES AND DEVELOPMENTHeteros emphasis has always been on Research and Development. The emphasis was to ensure that the processes being adopted for the products are cost effective, safe to handle and with optimum advantage in terms of yield and quality. Having laid solid foundation towards the end heteros R&D approach has also taken cognizance of the present scenario where stringent patent regime is under implementation heteros team of scientists has been and is involved in developing non-in fringing process for its products. With its ability to explore new heights and achieve the best hetero has been able to file patents for several of its processes. From an organization, which was concentrating on developing processes for APIs Hetero, now a full-fledged R&D facility for formulation development.Hetero research capabilities have been proven with its ability to carry out a wide range of reactions, which are difficult to carry out.Given its research capabilities, Hetero has today initiated contract research. Towards the end, the company has already evolved its strategies and is into discussions with renowned companies for carrying out the contract research. Custom synthesis is one area where the company has been concentrating on and is initiating work on several projects.In addition to the above, the company is now on the threshold of commencing basic research activities to develop and screen new chemical entities for different therapeutic categories.STTENGTHS:Strong emphasis on Research and DevelopmentAbility to develop processes for a large range of therapeutic categories.Ability to orient and adapt to the changing facets of industry, particularly in terms of Regulations, Intellectual property and Manufacturing capabilities. Cohesive team of skilled professionals in all wings related to research, manufacture and marketing.Strong customer base and market presence.A strong commitment towards the society to provide timely support by providing life saving drugs at relatively low costs, short span of time.

TECHNOLOGY ABSORPTION, ADAPTION AND INNOVATION: Efforts in brief, made towards technology absorption, adoptions The companys R&D division is continuously engaged in the research of new products and improving the process of existing products. Once the technology is developed the R&D team will hand over the same to production team for the commercial production. Benefits derived as a result of the above efforts e.g. process improvement, cost reduction, product development, quality improvement, import substitution etc. the continuous up gradation and adoption of technology, benefits the company in the form of good quality, better yields and cost reduction.

SPECIFIC AREAS IN WHICH R&D CARRIED OUT BY THE COMPANYDuring the year 2006-2007, research and development activity is carried out in respect of the following products:Product Therapeutic Use Donepezil Hcl Anti-Alzhemers Nitazoxanide Antiriarrheals Tolterodine Tartrate Urinary incontinence

BENEFITS DERIVED AS A RESULT OF THE ABOVE R&DPerceptible reduction in costs and increase in productivity in respect of the manufacture of certain bulk drugs and intermediaries. The R&D efforts have facilitative the company to file several DMFs in regulatory markets like U.S.A, Europe Union.FUTURE PLAN OF ACTIONThe company proposes to upgrade the R&D facilities continuously in live with international standard and put more accent on the development of pharma products which are cost effective and prevailing patent legislation. The R&D activates are also proposed to diversity in to imitation of new drugs discovery. Custom synthesis and contract research in the year to come. The company stared R&D activity on development of finished dosages for regulatory markets.

KEY MANAGEMNT PERSONNEL:Dr. B. Parthasaradhi Reddy (Chairman & Managing Director)B. Nagi Reddy (Director-Executive)M. Pera Reddy (Director-Finance)A.V. Narasa Reddy (Director-Corp.Tech)J. Sambi Reddy (Director-Production)C. Bhaskar Reddy (Director-Quality Conrtol)M. Srinivas Reddy (Director)

COMPANY SECRETARYS. Vasu ReddyAll directors have been considered as key management personnel as they are involved in planning, directing and controlling the activities of the reporting enterprises

Chapter-IIDesign Of The Study

RESEARCH METHODOLOGY

TITLE: EMPLOYEE SATISFACTION

NEED FOR THE STUDY:Organization .It has major influence on performance through its impact on individual motivation.Since welfare of individual on the job goes long-way in determining his efficiency.Organization in order to retain potential competent employees strives in1. Motivating employees towards high productivity1. Want to retain in organization1. Act effectively in crises1. Accept necessary changes without resentment or resistance1. Are satisfied with job The need of the study in the organization is limited to executive level.

OBJECTIVES OF THE STUDY1. To study employee satisfaction in the organization.1. To study facilitating factors of employee satisfaction.

LIMITATIONS TO THE STUDY:Despite of the sincere work put forth by researcher there exist some limitations for the study, The presence of co-workers where the respondents when. the questions were asked, may have biased the answers. The time for conducting the research was limited.

ABOUT EMPLOYEE SATISFACTION: The term employee satisfaction refers to an individual general attitude towards his/her job. A person with a high level of Employee Satisfaction holds positive attitude towards the job. A person who is dissatisfied with his/her job holds negative attitude about the job. When people speak of employees attitude, more often they may not mean employee satisfaction. In fact, the two are frequently used interchangeably. Employee Satisfaction is an integral component of organizational climate and an important element in management employee relationship. Employee satisfaction is a positive emotional state that occurs when a person job seems to fulfill important job values provided these values are compatible with ones need . Employee satisfaction, in simple words in d individual emotional reaction to the job itself. It is a persons attitude towards a job. People said a sizeable amount of time in work environment. From any minimally humanitarian point of view, they expect that portion of their life to be more or less pleasant, agreeable, satisfying and fulfilling.

DEFINITION OF EMPLOYEE SATISFACTION: Employee Satisfaction is very difficult to define because it is an intangible, unseen and unobserved variable. Employee Satisfaction may be viewed as a pleasurable emotional state resulting from the perception of ones job as are compatible with ones need.

1. According to P.C. SMITH, Employee Satisfaction is the persistent feeling towards distrainable aspects of job situation.1. E.A.LOCKE admits that Employee Satisfaction and dissatisfaction are seen as functions of perceived it as often or entailing.1. Employee Satisfaction may be global or specific. Sometimes Employee Satisfaction is refers to as overall feeling of satisfaction, i.e, job and satisfaction with the situation as-a-whole (global satisfaction).

WHY EMPLOYEE SATISFACTION IS VERY IMPORTANT: Employee Satisfaction has been the center of concentration for researchers Over three decades. The reasons for such concentration are manifold.1. Employee Satisfaction has some relation with mental health of the people; dissatisfaction with ones job may have an especially volatile spill over affects1. Employee Satisfaction has some degree of physical health of individuals1. Spreads good will about organization. From the point of view of an organization, people who feel positively about their work life are more apt to voice favorable sentiments about the organization to the community at large.1. Individuals can live with the organization. On the country, a chronicle-upset individual makes organization life vexation for other whom he interacts.1. Reduces absenteeism and turnover DETRMINATION OF EMPLOYEE SATISFACTION: Many factors influence Employee Satisfaction of employees. Review of research the following important determeninants of satisfaction.1. Supervision1. The work groups 1. Job content1. Occupation level1. Specialization1. Age1. Race and Sex1. Education level

EMPLOYEE SATISFACTION & PRODUCTIVITY: A satisfied employee is productive-is a popular about discredited view. Does dissatisfaction in job result in curtailment of output? Does increased Employee Satisfaction lead to higher output and enhance productivity? These are the haunting questions that have been nagged at both industrial psychologist and manager in organization without Discrimination for nearly five decades. Briefly, let us review some studies pertaining to this controversial topic.

1. In one study by researches at the university of Michigan in 1950,it was found that the productive groups showed a greater Employee Satisfaction than that did the less productive workgroups.1. The above results are sustained by two other studies-one regarding the 200 railroad work and second one that of 6000 workers at a tractor factory.1. A review of above 20 studies by victor Vroom in 1964 disclosed only the barest evidence supporting a direct link between satisfaction and productivity .While job attitudes bear a distrainable relationship such as absenteeism layout turn out, the available avoidance suggests that strong positive relation with productivity is lacking visually.

MEASUREMENT OF EMPLOYEE SATISFACTION: Roughly six decades back the employee attitude surveys were undertaken to measure Employee Satisfaction and moral. It is now a slandered practice for almost all the organizations to conduct such surveys most frequently. The survey generally is conducted as a part of organization development program (OD) - Employee Satisfaction, whether in Toto or with specific aspects of the organization, is measured by specially constructed, standardized attitude scales. Under this approach measurements are made of the discrepancy between what an employees thinks should exist and what he observes to exists. The larger the discrepancy, the higher is the dissatisfaction and vice-versa. By conducting periodic audits of Employee Satisfaction, Management can spot trends in attitudes and thus will be able to take steps such as necessary to avert rice in labour grievances or turnover act . Apart from overall (global) Employee Satisfaction, a satisfaction about a particular segment of organization can also be found. More recently, some job attitudes scales were developed that permit overall Employee Satisfaction can be, under such a scale conveniently disassembled into respectable scores indicating the employees attitudes about supervisors, chances of promotion, about co-workers, about the work itself.

EMPLOYEE SATISFACTION: Human Resource is considered to be the most valuable assert in any organization. It is the sum-total of inherent abilities, acquired knowledge and skills represented by the talent and aptitudes of the employed persons who comprise executive, supervisors and the rank and file employees. It may be noted here that Human Resource should be utilized to the maximum possible extent, in order to achieve individual and organizational goals. It is thus the employees performance which ultimately decides the attainment of goals. However, the employee performance is to a large extent, influenced by motivation and Employee Satisfaction. Employee Satisfaction refers to a person; feeling of the satisfaction on the job which acts as a motivation to work. It is not the self satisfaction, happiness or self-contentment but the satisfaction on the job. The term job relates to the total relationship between an individual and the employers for which he is paid. Satisfaction does mean the simple feeling-state accompanying the attainment of any goal; the end state is feeling accompanying the attainment by an impulse of its objective. Job dissatisfaction does mean absence of motivation at work. Employee Satisfaction is defined as the pleasures emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values, in contrast, job dissatisfaction is defined as the unpleasures emotional state resulting from the appraisal of ones job as frustrating or blocking the attainment of ones job values or as entailing disvalues.

THEORIES OF EMPLOYEE SATISFACTION:There are vital differences among experts about the concepts of Employee Satisfaction. Basically, there are four approaches/ theories of Employee Satisfaction. They are 1. Fulfillment theory1. Discrepancy theory1. Equity theory1. Two-factors theory

FULFILLMENT THEORY: The proponents of this theory measure satisfaction in terms of rewards a person receives or the extent to which his/her needs are satisfied. Further they thought that there is a direct / position relationship between Employee Satisfaction and the actual satisfaction of the expected needs. The main difficulty in this approach is that Employee Satisfaction is absorbed by willing ,is not only a function of what a person receives as there would be considerable difference in the actual and expectation of persons.

DISCREPANCY THEORY:The proponents of this theory are that satisfaction is the functions of what is person actually receives from the job situation and what he thinks he should receive or what he expects to receive. When the actual satisfaction derived is less than that of expected satisfaction, it results in dissatisfaction. As discussed earlier, Employee Satisfaction and dissatisfaction are functions of perceived relationship between what one wants from ones Job and what one perceives, it is offering. This approach does not make it clear whether or not over satisfaction is a part of dissatisfaction and if so, how does it differ from dissatisfaction. This led to the development of equity theory of Employee Satisfaction.

EQUITY THEORY:The proponents of this theory are of the view that a persons satisfaction is determined by his perceived equity, which in turn is determined by his input-output balance compared with his comparison of other input-output balance. This theory of the view that both under and over-rewards lead to dissatisfaction while the under reward causes feelings of unfair treatment, over reward leads to feelings of guilt and discomfort.

TWO-FACTOR THEORY:This theory was developed by Hertzberg Mausner, Peterson and Cap well who identified certain factors, as satisfied and dissatisfied. Factors such as achievement, recognisation, and responsibility etc.are satisfied the presence of which cases satisfaction but their absence does not result in dissatisfaction. On the other hand factors such as supervisions, salary, working conditions etc, are dissatisfies the absence of which results in dissatisfaction. Their presence, however, does not result in Employee Satisfaction. The studies designed to test this theory failed to give any support to this theory, as it seems that a person can get both satisfaction and dissatisfaction at the same time, which is not valid.

FACTORS OF EMPLOYEE SATISFACTION:Employee Satisfaction refers to a general attitude, which an employee retains on account of many specific attitudes in the following areas.0. Employee Satisfaction0. Individual characteristics and0. Relationships outside the job.There are different factors on which Employee Satisfaction depends. Important among them are discussed hereunder: PERSONAL FACTORS: They include workers sex, education, age, maritial status and their personal characteristics, family backgrond, socioeconomic background and the like.FACTOR INHERENT IN THE JOB: The factors have recently been studied and found to be important in the selection of employees. Instead of being guided by their coworkers and supervisors, the skilled workers would rather like to be guided by their own inclination to choose jobs consideration of what they have to do.FACTORS CONTROLLED BY THE MANAGEMENT: They include the nature of supervision, job security, king of work group, wage rate, Promotional opportunities, transfer policy, duration of work and since of responsibilities. all these factors greatly influence the workers .Their presence in the organization motivates the workers and provides a sense of Employee Satisfaction.

Chapter-IIIReview Of Literature

INTRODUCTION HUMAN RESOURCE MANAGEMENT Modern organizational setting is characterized by constant changes relating to environmental factors and human resources. As regards environmental factors, we find changes in the operating organizational structure, the networking procedures, customs or norms and the economic, political and social patterns in which organizations exist. Moreover, there is constant change in human resources. New individuals are being employed with their new ideas and expectations while the existing workforce is constantly changing vis--vis ideas, attitudes and values. Although the change may provide solution to some problems, it may create several new ones. There is an urgent need to understand these problems, anticipate them and to find solutions to them. The responsibility to find out solutions to these problems lies with every manager who has to be prepared to deal with different changes effectively through educational and developmental programmes. Obviously, every manager is responsible for management of human resources of course with the advice and help of personnel department. Management of human resources is the essence of being a manager who has to get things done through others. Specifically, his task relates to leading, mobilizing and directing the efforts of people without which he can be a technician but not a manager.

DEFINITION OF HRMHuman resource management is management functions that helps manager's recruit, select, train and develop members for an organization. It focuses on the people in organization.

SCOPE OF HRMThe scope of HRM is indeed vast. All major activities in the working life of a worker from the time of his or her entry into an organization until he or she leaves come under the purview of HRM. Specifically, the activities included are- HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee remuneration, motivation communication, welfare, safety and health, industrial relations and the like.

H. R .M. FUNCTIONS

SUPPORTING FUNCTIONS HR Planning Assessment Selection Placement Training and Development Appraisal Compensation Employee relation Benefits Union management

OBJECTIVES OF HRM:Societal objectives: - To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization.Organizational objectives: - To recognize the role of HRM in bringing about organizational effectiveness. HRM is only a mean to assist the organization with its objectives.Personal objectives: - To assist employees in achieving their personal goals enhance the individuals contribution to the organization. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline and employees may leave the organization.

Chapter-IVRESEARCH METHODOLOGY

RESEARCH METHODOLOGYData source: Primary and secondary dataResearch approach: Survey methodSampling scheme: Convenience samplingContact method: Direct contactPopulation of employees: 1000Sample size: 120

Methodology deals with the research design used, data collection methods used, sampling methods used, analysis and interpretation done and limitations inherent in the project.Methodology is one of the main aspects of every research. This explains how the research was conducted following methodology has been in this project work.

Research Design:

The research design for this research descriptive in nature. Descriptive research studies attempt to obtain a clear, complete and accurate description of a situation. Descriptive study is necessary when the research is interested in knowing the characteristic of a certain group.Data Sources:Data for this research was collected both from primary and secondary sources.There are two types of data sources:1. Primary sources2. Secondary sources.

1. Primary sources:This consists of original information gathered for specific purpose. The normal procedure is to interview people individually and /or on groups, to get the required data Here the data being sought is various methods and techniques of recruitment followed in this organization.2. Secondary sources:The profile of the company and text books on HRM and PERSONNEL MANAGEMENT and various magazines.

RESEARCH APPROACHES:The research availed the 'survey research' type of research where in the researcher goes to the respondent with the questionnaire, clarifies and doubts rose by the respondent and notes the responses. This is of the form of personal interviewing of the respondent, who may fill in the questionnaire.RESEARCH INSTRUMENTS:The researcher has used questionnaire as the research instruments.Types of questions used in the questionnaire:1. Open-ended questions1. Close-ended questionsOpen-Ended questions:Open ended questions are used to get the suggestions from the respondent in orderto give feedback to the company.Closed-Ended questions:In closed ended questions, there are two types of questions:1. Multi choice questions2. Double -ended questions.Multi choice questions:In this multi choice question, the respondents are given four to five choice in which he has to select one. For this questions are we can apply statistical tolls like chi-square and ANOVA in order to relate the results to the universe.Double-ended questions:In these questions the respondent will be given two choices for answer in which they have to choose one.Sampling procedure:A sampling of 120 is taken, for administering questionnaire. While analyzing qualitative data relating to the opinion of workers, scaling sampling techniques and ranking methods have been used.The sampling procedure determines how the respondents be chosen.TOOLS OF ANALYSISSimple percentage method :

No of Respondents1. Simple percentage method = ---------------------------- * 100 Total responders

Chi-Squire test:It is used to check accuracy of the statements given by respondents with the help of hypothesis. All hypothesis used in research are null hypothesis. (Oi Ei)21. Chi-squire = ------------- Ei

Observed values ( Oi ),Expected values ( Ei )No of rows (r)No of columns (n)Chi-squire calculated value chi-squire table value then accept the null hypothesis Ho.

Chapter-5Data analysis &Interpretation

TABLE-5.1How long have you worked for the companyVariableNo of respondentsPercentage (%)

3months-1year--

1-3 years108

4-6 years2017

7-10 years2017

Above 10 years7058

Total120100

Graph: 5.1work experience

INTERPRETATION:

From the above table it is observed that 58% of the respondents says above 10years work experience and 17% respondents says 4-6years and 7-10 years work experience in the company and 8% respondents 3months-1year work experience in the company.

TABLE-5.2 Welfare facilitiesVariableNo of respondentsPercentage (%)

Excellent7663

Good2420

Average2016

Below Average--

Poor--

Total120100

Graph :5.2 Welfare facilities

INTERPRETATION:

From the above table it is observed that 63% of the respondents rated welfare facilities as excellent and 20% as good and 16% of respondents rated as average in the company.

TABLE 5.3Employee policiesVariableNo of respondentsPercentage (%)

Highly satisfied6554

Satisfied2520

Neither satisfied nor dissatisfied2016

Dissatisfied108

Highly dissatisfied--

Total120100

Graph : 5.3 Employee policies

INTERPRETATION:

From the above table observed that 54% of the respondents are highly satisfied and 20% of the respondents are satisfied with the employee policies in the company. 16% of the respondents are neither satisfied nor dissatisfied and, 8% of the respondents dissatisfied with employee policies in the company.

TABLE-5.4Overall communicationVariableNo of respondentsPercentage (%)


Satisfied2823


Dissatisfied74


Total120100

Graph :5.4 Overall communications

INTERPRETATION:

From the above table it is observed that 58% of the respondents are highly satisfied and 23% of the respondents are satisfied with the overall communication in the company 13% of the respondents neither satisfied nor dissatisfied and 4% of the respondents are dissatisfied with the overall communication in the company.

TABLE-5.5Working conditionsVariableNo of respondentsPercentage (%)


Satisfied2218


Dissatisfied1613


Total120100

Graph :5.5Working Conditions

INTERPRETATION:

From the above table it is observed that the 52%of the respondents are highly satisfied 18% of the respondents are satisfied with the working conditions in the company 16% of the respondents neither satisfied nor dissatisfied and 13% of the respondents are dissatisfied with the working conditions in the company.

TABLE-5.6Working HoursVariableNo of respondentsPercentage (%)


Satisfied2823


Dissatisfied54


Total120100

Graph : 5.6Working Hours

INTERPRETATION:

From the above table it is observed that 60% of the respondents are highly satisfied with the working hours and 23% of the respondents are satisfied with the working hours in the company. 13% of the respondents are neither satisfied nor dissatisfied and 4% of the respondents are dissatisfied with the working hours in the company.TABLE-5.7Satisfied with the SalariesVariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied--


Total120100

Graph : 5.7Satisfied with the Salaries

INTERPRETATION:

From the above table describes that 67% of the respondents are highly satisfied with the salaries and 25% of the respondents are satisfied with the salaries in the company. 8% of the respondents neither satisfied nor dissatisfied with the salaries in the company.

TABLE-5.8Satisfaction with training and developmentVariableNo of respondentsPercentage (%)


Satisfied4538


Dissatisfied--


Total120100

Graph : 5.8Satisfaction with training and development

INTERPRETATION:

From the above table it is observed that 42% of the respondents are highly satisfied with the training and development and 38% of the respondents are satisfied with the training and development programs in the company. 21% of the respondents neither satisfied nor dissatisfied with the training and development programs in the company.

TABLE- 5.9Satisfaction with supervisionVariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied--


Total120100

Graph :5.9Satisfaction with supervision

INTERPRETATION:

From the above table it is observed that 71%of the respondents are highly satisfied with the supervision of superiors and 25% of the respondents are satisfied with the supervision of superiors in the company. 4% of the respondents neither satisfied nor dissatisfied with supervision of superiors in the company.

TABLE- 5.10The cooperation from other departmentsVariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied--


Total120100

Graph : 5.10 The cooperation from other departments

INTERPRETATION:

From the above table it is observed that 63% of the respondents are highly satisfied with the cooperation from other departments and 25% of the respondents satisfied with cooperation from other departments in the company. 13% of the respondents are neither satisfied nor dissatisfied with the cooperation from other departments in the company. TABLE-5.11Satisfied with treating employee problemsVariableNo of respondentsPercentage (%)

Excellent6050

Good3529

Average1512.5

Below Average108

Poor--

Total120100

Graph : 5.11Satisfied with treating employee problems

INTERPRETATION:

From the above table it is observed that 42%of the respondents rated excellent in treating employee problems. And 29% of the respondents rated well in treating employee problems in the company. 12.5% respondents rated average and 8% respondents rated as below average in treating employees. .

TABLE-5 .12Satisfaction with the BenefitsVariableNo of respondentsPercentage (%)


Satisfied4033


Dissatisfied--


Total120100

Graph : 5.12Satisfaction with the Benefits

INTERPRETATION:

From the above table it is observed that 42%of the respondents are highly satisfied with the benefits provided by the company and 33% of the respondents satisfied with the benefits provided by the company. 25% respondents said neither satisfied nor dissatisfied with the benefits provided by the company.

TABLE-5.13 Satisfied with compensation matches responsibilitiesVariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied108


Total120100

Graph :5.13Satisfied with compensation matches responsibilities

INTERPRETATION:From the above table it is observed that 50% of the respondents highly satisfied and 25% of the respondents satisfied with the employee compensation match responsibilities in the company. 17% of the respondents neither satisfied nor dissatisfied and 8% respondents dissatisfied with the compensation match responsibilities in the company.

TABLE: 5.14Recognizes the accomplishment of employeesVariableNo of respondentsPercentage (%)


Satisfied4033


Dissatisfied108


Total120100

Graph: 5.14 Recognizes the accomplishment of employees

INTERPRETATION:From the above table it is observed that 42% of the respondents highly satisfied with recognizes the accomplishment of the employees and 33% of the respondents satisfied and 17% of the respondents neither satisfied nor dissatisfied and 8% respondents said with the recognizes accomplishment of the employees in the hetero drugs company.

Table: 5.15Satisfied with job securityVariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied108


Total120100

Graph: 5.15Satisfied with job security

INTERPRETATION:

From the above table it is observed that 58% of the employees, they have highly satisfied with job security and 25%of the respondents say they have satisfied with job security. 8% of the respondents dissatisfied and 8% respondents neither satisfied nor dissatisfied with job security in the company.

Table: 5.16Satisfied with opportunitiesVariableNo of respondentsPercentage (%)


Satisfied4033

Neither satisfied nor dissatisfied--

Dissatisfied--


Total120100

Graph: 5.16Satisfied with opportunities

INTERPRETATION: From the above table it is observed that 67% of the respondents are highly satisfied with the opportunities provided by the company. And 33% of the respondents are satisfied with the opportunities provided by the company.

Table: 5.17 Appropriate recognition for your contributionVariableNo of respondentsPercentage (%)


Satisfied4033


Dissatisfied--


Total120100

Graph: 5.17Appropriate Recognition for your contribution

INTERPRETATION:

From the above table it is observed that 42% of the employees highly satisfied in recognition for their contribution and 33% of the employees satisfied in recognition for their contribution in the company. 25% of the employees neither satisfied nor dissatisfied in recognition for their contribution in the company.

Table: 5.18Satisfied with safety appliances VariableNo of respondentsPercentage (%)

Excellent9075

Good108

Average108

Below Average108

Poor--

Total120100

Graph: 5.18Satisfied with safety appliances

INTERPRETATION:

From the above table it is observed that The above table 75% of the respondents rated excellent with safety appliances provided by company. 8% of the respondents rated as good and 8% of the respondents rated as average and below average with safety appliances provided by the company.

Table :5.19Satisfied with career growth opportunites VariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied2017

Highly dissatisfied108

Total120100

Graph: 5.19Satisfied with career growth opportunites

INTERPRETATION:

From the above table it is observed that 33% 0f the respondents highly satisfied and 25% of the employees satisfied with career growth opportunities provided by the company. 17% of the respondents neither satisfied nor dissatisfied and 8% of the respondents highly dissatisfied with the career growth opportunities provided by the company.

Table: 5. 20Program activities to cope with stress or pressure with work VariableNo of respondentsPercentage (%)


Satisfied3025


Dissatisfied108

Highly dissatisfied108

Total120100

Graph: 5.20 Program activities to cope with stress or pressure with work

INTERPRETATION:

From the above table it is observed that 42% of the respondents highly satisfied and 25% of the respondents satisfied for conduct program activities for their relaxation and 17% of the respondents neither satisfied nor dissatisfied and 8% of the respondents dissatisfied for conducting the program activities in the company.

Table: 5.21 Welfare facilitiesdepartment levels * hr Cross tabulation

Count

hrTotal

excellentgoodaverage

department levelshrdepartment161320

marketing299240

production1091130

distribution215430

Total762420120

Chi-Square Tests

ValuedfAsymp. Sig. (2-sided)

Pearson Chi-Square20.623a6.002

Likelihood Ratio21.6186.001

Linear-by-Linear Association2.1161.146

N of Valid Cases120

a. 2 cells (16.7%) have expected count less than 5. The minimum expected count is 3.33.

Interpretation H1: Employees are satisfied with the welfare facilities provided by the company. H0: Employees are not satisfied with the welfare facilities provided by the company.H1>H0H1 is accepted.That means there is a significance relationship between the opinions of departments regarding employees are satisfied with their welfare facilities.

Table: 5.22

Career growth opportunities

marketingTotal

Highly satisfiedsatisfiedNeither satisfied nor dis satisfiedDis satisfiedHighly Dis satisfied

department levelsHr department10343020

marketing151526240

production82115430

distribution71036430

Total4030202010120

Chi-Square Tests

ValuedfAsymp. Sig. (2-sided)

Pearson Chi-Square27.042a12.008

Likelihood Ratio29.33712.004

Linear-by-Linear Association5.6561.017

N of Valid Cases120

a. 6 cells (30.0%) have expected count less than 5. The minimum expected count is 1.67.

Interpretation H1: Employees are satisfied with the career growth opportunities provided by the company. H0: Employees are not satisfied with the career growth opportunities provided by the company.H1>H0H1 is accepted.That means there is a significance relationship between the opinions of departments regarding employees are satisfied with their career growth opportunities.

Chapter-6

FINDINGS&SUGGESTIONS

FINDINGS

1) In hetero drugs all most of all the respondents (58%) are above 10 years working experience in the company.2) Most of the (63%) of the respondents benefited with the welfare facilities provided by the hetero drugs company.3) The most (58%) employees are satisfied by using employee policies in the hetero drugs company.4) The most of the respondents (58%) of the respondent stated that they are satisfied overall communication among the employees in the hetero drugs company.5) The employees (52%) are satisfied with the working conditions provided by the hetero drugs Company.6) Most of the respondents 60% of the respondents are satisfied with the working hours in the company.7) 67% of the respondents are highly satisfied with the salaries provided by the company.8) 42% of respondents stated that they are highly satisfied with the training and development programs provided by the company.9) 71% of respondents are highly satisfied with superior supervision in the hetero drugs Company.10) Most of the (63%) employees are stated they have cooperation from other departments in the hetero drugs Company.11) Few (42%) members of the respondents says excellent in treating employee problems provided by hetero drugs company.12) The few of the respondents (42%) are highly satisfied with the benefits provided by the company.13) The employees (50%) are stated they are highly satisfied compensation matches responsibilities in the company.14) The employees (42%) are highly satisfied recognition accomplishments of the employees in the company.

15) The employees (58%) have job security and remaining (8%) employees dont have job security in the hetero drugs company.16) Most of the employees (67%) are satisfied with the opportunities provided by the company.17) Half of the employees (42%) are stated that they have appropriate recognition for their contribution in the hetero drugs company.18) Most of the employees (75%) are getting safety appliances provided by the hetero drugs company.19) Few of the employees (33%)can get career opportunities and reamaing are not get opportunities in the hetero drugs company.20) Few of the of the employees (42%) are using program activities for their relaxation.other employees not using relaxation activities.

SUGGESTIONS

Still the company has to furnish the employees with appropriate training facilities. The company needs to improve the employee strengths by improving their self recognition in the company. The company has to improve the benefits to that the employees completely satisfies in the organization. Relaxation programme enhance the workers to worth effectively since the company need to give more scope on it. Career growth opportunities can be increased to employees for their improvement.

CONCLUSION The study of employee satisfaction is very important for the company like HETERO DRUGS pvt ltd, Hyderabad with deals producing the pharmaceuticals. So the study should have important.It can be conclude that HETERO DRUGS Company follows most of the satisfaction measures given by the law.The company should be more concentration on the areas of housing facilities and career growth opportunities, cooperation and other factors.

Appindex

QUESTIONNAIRE

1. How long have you worked for the Hetero drugs company?(a) 3 months-1 year (b) 1-3 years (c) 4-6 years (d) 7-10 years (e) Above 10 years. 2. How do you feel with the welfare facilities in the company? (A)Excellent (B) Good (C) average (D) Below Average (e) Poor

3. How satisfied are you with the companys employ policies? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

4. How satisfied are you with overall communication at your company? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

5. How satisfied are you with the working conditions in your company? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied 6. How satisfied are you with the working hours in the company? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

7. How satisfied are you with your salary in the company? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

8. How satisfied are you with the training and development provided by the company?(A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied 9. How satisfied are you with the supervision you receive?(A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

10. How satisfied are you with the cooperation from other departments?(A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

11. How do you rate on treating employee problems fairly? (A)Excellent (B) Very good (C) typical (D) Fair (E) Poor

12. How satisfied are you with the benefits provided by the company? (A)Excellent (B) Good (C) average (D) Below Average (E) Poor

13. How satisfied are your compensation matches your responsibilities in the company?(A) Highly satisfied (B)satisfied (C) neither satisfied nor dis satisfied (D) Dissatisfied (E) highly dissatisfied

14. Are you satisfied, the company recognizes the accomplishment of employees?(A) Highly satisfied (B)satisfied (C) neither satisfied nor dis satisfied (D) Dissatisfied (E) highly dissatisfied

15. How satisfied are you with your job security at your company? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

16. How satisfied are you with the opportunities to advance in your company? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied 17. Are you satisfied, you receive appropriate recognition for your contribution? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

18. According to you how are the safety appliances in the company?(A) Excellent (B) Good (C) Average(D) Below average (E) Poor

19. Are you satisfied, The company provide carrer growth opportunities? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied 20. Are you satisfied, the company provides any program to cope up with the stress/pressure with the work? (A) Highly satisfied (B) satisfied (C) neither satisfied nor dissatisfied (D) Dissatisfied (E) highly dissatisfied

BIBLIOGRAPHY

NAME OF THE BOOK AUTHOR 1. Dynamic of Industrial Relations Momoria ,C.B

2. Personnel and Human Resource Management P. Subba Rao 3. Personal management &Industrial reactions P.C.Tripathi 4. Labour welfare trade union & industrial relations Samarians Punekare, S.D Deadhar, S.B WEBSITES

www.heterodrugs.com

www.google.com

www.hrabout.com

SRI VASAVI INSTITUTE OF MANAGEMENT, S.D.G.S COLLEGEPage 40

DiagramHuman Resource

Prospects of HRM

Industrial Relations

Employee Maintenance

Nature of HRM

Employee Hiring

Employee and ExecutiveRemuneration

Employee Motivation

a study on employee job satisfaction

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