Slide 1

SUMMER TRAINING REPORT ON

A STUDY ON EMPLOYEE SATISFACTION AND QUALITY OF WORKLIFE OF EMPLOYEES (WITH SPECIAL REFERENCE TO TATA MOTORS)

SUBMITTED IN PARTIAL FULFILLMENT TO

THE IIS UNIVERSITY For the Degree of MBA-Human Resource Management (Department of HRM & IB )

SUBMITTED TO: - SUBMITTED BY:

Dr. SEEMA SINGH RATHORE Nikita ADDITIONAL HEAD MBA(HRM) SEM- IIIDEPT. OF HRM & IB ICG/2013/15705 (The IIS University) 2014-15

Employee Satisfaction &Quality Of Worklife The most significant resources of an organization are human resources, without it the organization cannot function. In fact, challenges, opportunity and also the frustration of creating and managing organization very often originate from the people relate problems that arise within them. Employee satisfaction is the terminology used to describe whether employees are happy & contented and fulfilling their desires & needs at work.

Factors contributing to Employee SatisfactionTreating employees with respect.Providing regular employee recognition.Empowering employees.Offering above industry benefits & compensation.Providing employee perks and company activities.Providing employees healthy working conditions.Provide training facilities.Research MethodologyObjectives Of StudyTo know the overall quality of work life in the organization and its impact on employees work culture.To measure the level of satisfaction of employees towards the quality of work life.To suggest suitable measures to improve the quality of work life.To identify the major areas of dissatisfaction if any, and provide valuable suggestions improving the employees satisfaction in those areas.To analyze the findings and suggestion for the study

Scope Of StudyCompensation the reward for the work should be fair and reasonable.The organization should take care of health and safety of the employees.Job security should be given to the employees.Job specification should match the individuals.An organization responds to employee needs for developing mechanisms to allow them to share fully in making the decisions that design their lives at work.

Data Collection Method Both the Primary and Secondary data collection method were used in the project. First time collected data are referred to as primary data. In this research the primary data was collected by means of a Structured Questionnaire. The questionnaire consisted of a number of questions in printed form. It had both open-end closed end questions in it. Data which has already gone through the process of analysis or were used by someone else earlier is referred to secondary data. This type of data was collected from the books, journals, company records etc.SamplingSample size-46 respondentsSample unit-Employees in Tata Motors Ltd., SriganganagarSampling area-SriganganagarSampling technique-Convience sampling technique

Review Of LiteratureHackman and Oldham (2014) drew attention to what they described as psychological growth needs as relevant to the consideration of Quality of working life. Several such needs were identified; Skill variety, Task Identity, Task significance, Autonomy and Feedback. They suggested that such needs have to be addressed if employees are to experience high quality of working life.

Warr and colleagues (2013), in an investigation of Quality of working life, considered a range of apparently relevant factors, including work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety. They discussed a range of correlations derived from their work, such as those between work involvement and job satisfaction, intrinsic job motivation and job satisfaction, and perceived intrinsic job characteristics and job satisfaction, with a less strong, but significant association with self-rated anxiety.

Limitations Of StudyThe study is confined to Sri Ganganagar area only.

There is possibility of sampling errors in the study.

The responses of the employees may not be genuine.

The questions included in the questionnaire may not be comprehensive.

Continuous and reliable information was not available.

Some of the information was confidential so much information was not revealed.The time span of the survey was short and hence only major aspects were considered.

Profile Of Tata Motors Ltd. Tata Motors Limited (formerly TELCO, short for Tata Engineering and Locomotive Company) is an Indian multinational automative manufacturing company headquartered in Mumbai, Maharashtra, India and a subsidiary of the Tata Group. Its products include passenger cars, trucks, vans, coaches, buses, construction equipment and military vehicles. It is the world's seventeenth-largest motor vehicle manufacturing company, fourth-largest truck manufacturer and second-largest bus manufacturer by volume.

Data Analysis & InterpretationQ1. Are you satisfied with your salary package?

Interpretation:: It is seen from the table that 8.7% people are highly satisfied, 50% people are satisfied, 22% people are neutral, 13% people are dissatisfied and 6.3% people are highly dissatisfied. Are you satisfied with the promotion policies in your organization?

Interpretation: It is seen from the table that 7% of employees are highly satisfied with promotion policy and 43.5% of employees are satisfied, 36.5% of employees are neutral, 4% of employees are dissatisfied, and 9% of employees are highly dissatisfied with promotion policy..

Are you satisfied with the training given by the employer?

Interpretation: It is seen from the table that 11% of employees are highly satisfied with training and 45% of employees are satisfied, 35% of employees are neutral, 7% of employees are dissatisfied, and 2% of employees are highly dissatisfied with training.

Findings The motive of this research was to highlight the Quality of Worklife of employees in Automobile industry.QWL is important for job performance, job satisfaction and labour turnover. The research findings revealed the fact that motivational insight viz. promotion, insurance, protection, training, awards has been influencing factors of QWL QWL includes job security, working conditions, adequate and fair compensation and monetary rewards. In the study, respondents have given favourable response on the job satisfaction, safety and healthy working conditions. Oppurtinities to develop human capacity and oppurtunities for continued growth and security of their organization. Employee respondents have expected higher compensation from their employers. QWL had an influence on employee productivity.

SuggestionsImproving more policies and some good entertainment and relaxation programs for employees.Improving good relationship with employees and providing friendly environment in the organization.Making the employees to enjoy the work.Establish career development systemsHelp to satisfy the employees esteem needs.

ConclusionQuality of worklife is an environment that promotes and maintains employee satisfaction with an aim to improve working conditions for labours and organizational effectiveness for employers, In QWL organizations, work is meaningful and done in a team arrangement. It plays a radical role on employee work performance and productivity in automobile industry allowing employees who have knowledge, skill and experience to participate in decision making make them to work enthusiastically and give recognition to them in their work which also promotes cooperation and conflict management, employee commitment, self efficacy and organizational effectiveness.

BibliographyBooks:1. C.B. Gupta (2011) Human resource Management of Sultan Chand & Sons, Jaipur

2. C.R. Kothari (2001) Research Methodology of Wishwa Prakashan publishing, Chennai -17.3. S. Jain (1991) Quality of worklife of Deep and Deep publications, New Delhi-110 0014. L.M. Prasad (2012) Organisation Behavior of Sultan Chand & Sons, New Delhi-110 0015. Anil Mehta (2014) Human Resource Development of RBD Publications, Jaipur6. G.S. Sudha (2011) Human Resource Management of RBD Publications, New Delhi-100 001

Websites:www.tatamotors.comwww.automobile.comwww.employeesatisfaction.com

References1. Lawler III E and Porter L, (2011). Managers pay and their satisfaction with their pay. Personnel Psychology. XIX 363-732. Mullarkey S, Wall T, Warr P, Clegg C & Stride C (2013) Eds.. Measures of Job Satisfaction, mental Health and Job-related Well-being. Inst Work psychol..3. Elizur D & Shye S 2012 Quality of work life and its relation to quality of life. Applied psychology: An international review. 39 3 275-2914. Taillefer,-Marie-Christine; Dupuis,-Gilles; Roberge,-Marie-Anne; Le-May,-Sylvie (2012) Health-related quality of life models: Systematic review of the literature. Social-Indicators-Research. Nov; Vol 64 (2): 293-3235. Hackman J & Oldham G (2014) The Job Diagnostic Survey. New Haven: Yale University.

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