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INDUSTRIAL TRAINING REPORT ON

A STUDY ON JOB SATISFACTON

AT

HCL INFOSYSTEMS LTD, Shimla

Submitted in partial fulfilment of the requirements of the Award of degree of

Bachelor Of Business Administration

In

HUMAN RESOURCES MANAGEMENT Under the Guidance of: Submitted by:

Asst. Prof. Manveer Bains SPARSH SOOD

Roll No. 20846

BBA 4thSemester

SHAHEED UDHAM SINGH COLLEGE OF

RESEARCH AND TECHNOLOGY

TANGORI (MOHALI), PUNJAB (INDIA)-140306

(Affiliated with Punjabi University, Patiala)

(2014-2015)

NEED AND SCOPE OF THE STUDY

The main purpose of the study is to know the employee’s job satisfaction at HCL INFOSYSTEMS LTD. LTD and also to know

the overall opinion of employees about company. And to know the career and growth opportunity of employees and the

communication exists between workers and supervisors.

Objectives

The research deals with the “Job Satisfaction of employees”.

To study the level of job satisfaction of employees.

To identify the various factors affecting job satisfaction

To suggest various measures to improve job satisfaction

What is JOB SATISFACTION ?

• Job satisfaction is how content an individual is with his or her job. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs.At its most general level of conceptualization, job satisfaction is simply how content an individual is with his or her job. At the more specific levels of conceptualization used by academic researchers and human resources professionals, job satisfaction has varying definitions. Affective job satisfaction is usually defined as an unidimensional subjective construct representing an overall emotional feeling individuals have about their job as a whole. Hence, affective job satisfaction for individuals reflects the degree of pleasure or happiness their job in general induces. Cognitive job satisfaction is usually defined as being a more objective and logical evaluation of various facets of a job. As such, cognitive job satisfaction can be unidimensional if it comprises evaluation of just one aspect of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job are simultaneously evaluated. Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises from specific job facets, but rather gauges the extent to which those job facets are judged by the job holder to be satisfactory in comparison with objectives they themselves set or with other jobs. While cognitive job satisfaction might help to bring about affective job satisfaction, the two constructs are distinct, not necessarily directly related, and have different antecedents and consequences.

• Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. There are often two different levels of job satisfaction: affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is a person's emotional feeling toward the job as a whole. Cognitive job satisfaction is how satisfied a person feels concerning an aspect of his or her job, such as pay, hours, or benefits.

‘Lower (1970)’ described job satisfaction is an indication of an employee’s motivation to come to work.

Factors Influencing Job Satisfaction• The major factors influencing job satisfaction are presented below:

• SUPERVISION

• To a worker, Supervision is equally a strong contributor to the jobsatisfaction as well as to the job dissatisfaction. The feelings of workerstowards his supervisors are usually similar to his feeling towards thecompany. The role of supervisor is a focal point for attitude formation.Bad supervision results in absenteeism and labor turnover. Goodsupervision results in higher production and good industrial relations.

• CO-WORKERS

• Various studies had traced this factor as a factor of intermediateimportance. One’s associates with others had frequently been motivatedas a factor in job satisfaction. Certainly, this seems reasonable becausepeople like to be near their friends. The workers derive satisfaction whenthe co-workers are helpful, friendly and co-operative.

• PAY

• Studies also show that most of the workers felt satisfied when they arepaid more adequately to the work performed by them. The relativeimportant of pay would probably changing factor in job satisfaction ordissatisfaction.

• AGE

• Age has also been found to have a direct relationship to level job of satisfaction of employees. In some groups job satisfaction is higher withincreasing age, in other groups job satisfaction is lower and in otherthere is no difference at all.

• MARITAL STATUS

• Marital status has an important role in deciding the job satisfaction.Most of the studies have revealed that the married person findsdissatisfaction in his job than his unmarried counterpart. The reasonsstated to be are that wages were insufficient due to increased cost of living, educations to children etc.

• EDUCATION

• Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfactionlevel. However, educated workers felt less satisfied in their job.

• WORKING CONDITION

• The result of various studies shows that working condition is animportant factor. Good working atmosphere and pleasant surroundingshelp increasing the production of industry. Working conditions are more important to women workers than men workers.

NEED AND SCOPE OF THE STUDY

The main purpose of the study is to know the employee’s job satisfaction at HCL INFOSYSTEMS LTD.

and also to know the overall opinion of employees about the company. And to know the career and growth

opportunity of employees and the communication exists between workers and supervisors.

Objectives

The research deals with the “Job Satisfaction of employees”.

To study the level of job satisfaction of employees.

To identify the various factors affecting job satisfaction

To suggest various measures to improve job satisfaction

REVIEW OF LITERATURE

In this chapter an attempt has been made to present in brief a review of the selected, which have direct or indirect relevance to the subject. It gives

an overview of the findings of the academic researchers who have followed the path which study intends to trends. So it is necessary and important

to review the literature of the particulars field related topic.

Wegge, Schmidt, parks & dick,(2007) in their study “job satisfaction can be an important indicator of how employees feel about their jobs predictor

of work behavior such as organizational relationship and turnover”

Taylor’s approach to job satisfaction was based on a most pragmatic & essentially pessimistic philosophy that man is motivation by money alone.

That the workers are essentially 'stupid & phlegmatic' & that they would be satisfied with work if they get higher economic benefit from it. But

with the passage of time Taylor's solely monetary approach has been changed to a more humanistic approach. It has come a long way from a simple

explanation based on money to a more realistic but complex approach to job satisfaction. New dimensions of knowledge are added every day &

with increasing understanding of new variables & their inter play, the field of job satisfaction has become difficult to comprehend.

Locke defined it as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”. Implicit in Locke’s

definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think.

Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psychology and even in

our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved

RESEARCH METHODOLOGY

Research methodology is defined as, “the systematic gathering, recording and analyzing the data about problems related to that

topic. Methodology is the scientific way of conducting any research. The present study can be formulated on the following basis:-

Research design

The study undertaken was descriptive in nature as employee satisfaction was to be determined. The study was also statistical in

character because all the attributes all factors studied have been quantitatively analyzed and numerically expressed.

Sources of data collection

Major sources of data collection were primary source that is through DEPARTTMENT research with the help of semi-structured

questionnaire by personal interviews. The interview schedule was formulated, keeping in mind the aim and objectives of study.

There were a large proportion of structured questions with few unstructured questions i:e open ended questions as necessary

adjuncts. Secondary data was collected with the help of books and internet and journals.

Sampling technique

Convenience sampling technique was used to select respondents through at the sampling and all departments of HCL

INFOSYSTEMS LTD.

Quantification of the respondents

A likert scale was used to quantify each response of all the questions. Responses on the likert scale were disagree very much,

disagree moderately, disagree slightly, agree slightly, agree moderately, agree very much.

Sample size

A sample of 50 respondents was studied and information was collected from them by using random sampling technique

1. selection of method- for the present study, survey method was adopted to gather information, as it could not be subjected to

experiment. The data was collected by interview schedule. This particular method was used because of its advantage of flexibility

over other methods of data collection which gives the respondent an opportunity for clarification in case of doubt and allows the

interviewer to ask follow up questions.

2. Formulation of schedule- the interview was formulated keeping In mind the aim and objectives of study. There was large proportion of structured questions that is close ended questions with few unstructured questions that is open ended questions as necessary adjuncts. In order to facilitate accurate communication and to avoid ambiguity, schedule was formulated with the following considerations in mind:-

a) size of interview was restricted to 50 respondents in order to obtain a higher response.

3. selection of sample- the sample was randomly selected for this purpose from all the employees.

4. sampling area- area of sampling was HCL INFOSYSTEMS LTD.,SHIMLA

5. collection of data- the data was collected by administrating the questionnaire to the selected sample. The questions were asked

by investigator himself for more clarification and were noted down in the space provided in the questionnaire. The purpose of

study was explained to all respondents in order to satisfy their curiosity and in result good response was obtained.

6. Analysis of data- in order to express the complex scattered and haphazard data into concise, logical and tangible form, the raw

data was subjected at analysis this includes:

a) tabulation- the results of data collected were transformed in the form of tables for easily accessing the results.

b) diagram- pie diagram were made to access the results more frequently and easily.

STATISTICAL TOOL

Data collection through survey was analyzed with the help of simple % Tabular & graphic method that includes both graphs &

Pie Charts.

DATA ANALYSIS AND INTERPRETATION

Table No. 1

I feel I am being paid a fair amount for the work I do.

Interpretation- 10% employees were slightly disagree, 40% were slightly agree , 30% were

moderately agree , 20% were very much agree by the salary given to them. So most of the

employees were happy by the salary package given to them by the company.No employee was

extremely disagree by the salary package

OPTIONS TOTAL %

Disagree very much -- --

Disagree moderately -- --

Disagree slightly 5 10

Agree slightly 20 40

Agree moderately 15 30

Agree very much 10 20

Table No. 2

There is really too little chance for promotion on my job

Interpretation- 32% were slightly disagree, 20% were disagree moderately,8% were slightly

disagree , 20% were slightly agree whereas 20% were moderately agree by the promotion and

opportunities in the company. So most of the employees were highly agree that they have better

future and growth opportunities in the company.

OPTIONS TOTAL %

Disagree very much 16 32

Disagree moderately 10 20




Agree very much -- --

Table No. 3

My supervisor is quite competent in doing his/her job

OPTIONS TOTAL %

Disagree very much -- --

Disagree moderately -- --




Agree very much 3 6

Interpretation- 6% were slightly disagree and said that their superior is not competent in doing

his/her job, 38% were slightly agree, 50% were moderatelyagree and 6% were agree very much

by the competency of their superiors. And no employee was disagree by the competency of his

/her superior. It means organization have skilled and good staff which is a very big thing to

today’s market.

Table No. 4

I am satisfied with the benefits I receive.

OPTIONS TOTAL %

Disagree very much 2 4

Disagree moderately 9 18


Agree slightly 6 12


Agree very much 12 24

Interpretation-4% were disagree very much by the benefits received by the company, 18% were

moderately disagree, 14% were slightly disagree, 12% were slightly agree, 28 percent were

moderately agree and24% agree very much by the benefits received by the HCL

FINDINGS

The present research was undertaken “to study the job satisfaction level at “HCL INFOSYSTEMS LTD.” with special reference to working conditions, pay and

promotion potential, work relationships, use of skills and abilities and work activities. The survey was conducted taking 50 respondents as the sample includes all the

departments of the organization. An interview schedule was personally administered to the respondents who are working in this organization. Data collected was then

analyzed to reach at conclusions. The results of the study are discussed as follows:

It is found that 72% respondents were unmarried.

About 80% of the respondents are between the age group of 22-30 years.

It reveals that the importance of salary for which they work and it is found that many employees are satisfied because there are employees who are well settled

and hence feel that they are satisfied.

It reveals that the importance of co-operation among workers and superior, it is found that employees maintain healthy relation with each other, which shows the

sign of prosperity, growth and no industrial dispute.

Most of the employees are satisfied with the promotional opportunities.

Most of the employees of other department like administration are dissatisfied with the work activities.

There exists cordial relationship between the respondents and their subordinates.

Highly satisfied employees are more among the unmarried persons than the married persons.

It is found that only 4% respondents have more than 10years experience in this organization which is a red signal of employee loyalty.

It is found that all the respondents are satisfied in respect of relationships with their senior. There is not even a single respondent who don’t agree with it.

The organizations has provided proper lightening, ventilation and good working environment to the workers, which creates more interest in work and full

utilization of the workers capacity.

RECOMMENDATIONS

The organization should provide social activities to their workers such as house facility on reasonable loan basis.

In cases of employees unsatisfied with the salary, we can say that if the individual employee achieves set targets then organization should give some

monetary benefits as a part of motivation to other employees to work hard to achieve individually set target.

The organization should arrange cultural programs on some special festival occasion or at the end of the year which will create good relationship between

both organization and employees and consumers.

As most of the employees are not satisfied with the training and education efforts organized by the company. Company have to start professional training

programs to train and satisfy its employees.

The organization should give a special reward to those employees who do work well and remain in discipline. This thing will motivate to rest of the

employees in future.

More workshops should be organized to increase job satisfaction among employees.

Employee participation in decision making should be increased

Workers have work load on their shoulders. They are doing more extra work according to their salary. It should be minimized because this is major reason of

high turnover in HCL INFOSYSTEMS LTD.

CONCLUSION

From the study, I came to know that most of the respondents have job satisfaction: the management has taken the best efforts to

maintain cordial relationship with the employees. Due to the working conditions prevailing in this organization, job satisfaction of

each respondent seems to be maximum.

I came to know that most of the employees were satisfied with the welfare measures provided by organization. The employees of

this organization get more benefits compare to other companies.

The only thing where organization needs to be focus is employee training and development for the benefits of both the parties.

Professional training programs should be helpful to retain the best resources in the organization.

BIBLIOGRAPHY

Books:

1. Khan N.V. personal management,2006

2. Gupta K. Shashi & Joshi Rosy, human resource management, 2008

3. Rao Subba P, Essential of HRM & Industrial Relationships, 2005

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