thejo project

8/7/2019 Thejo project

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A PROJECT REPORT ON THE SATISFACTION LEVEL OF

NURSES AT FRONTIER LIFELINE HOSPITAL, CHENNAI

Submitted to

RAJAGIRI SCHOOL OF MANAGEMENT

In Partial Fulfillment of Requirements for the award of the

MASTERS IN HUMAN RESOURCE MANAGEMENT

(2007-2009)

By

Mary Elizabeth James

Roll No: H 386

Rajagiri School of Management

Rajagiri Valley,

Kochi-39, Kerala

www.rajagiri.edu
http://www.rajagiri.edu/http://www.rajagiri.edu/


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ACKNOWLEDGEMENT

The gratification and elation of this project will be incomplete without mentioning

all the people who helped me to make it possible, whose guidance and

encouragement were valuable to me.

First of all I thank the God Almighty for his immense grace and blessings at each

and every stage of the project. I am thankful to my Faculty Guide, Prof. Simon

Jacob, faculty, MHRM, Rajagiri School Of Management, Kochi, Kerala for giving

me his valuable guidance to execute the project as per organization requirements

and for trusting me and bringing out in me, qualities that I didnt know existed.

My deep gratitude is due to Mr. Thomas K Abraham, Head HR & Admn., Thejo

Engineering Pvt. Ltd. , who guided me at each and every step of this project as the

guide, and helped me with his valuable insights.

A huge thanks to all the members of the Thejo family especially Mr. Shine James,

who extended their whole hearted cooperation and gave valuable guidance in

conducting the study and making me feel a part of the family for the duration of my

project.

Last but not least, I would like to record my deepest sense of gratitude to my

dearest parents and my dear friends who encouraged me for making this project a

success.

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DECLARATION

I, Mary Elizabeth James, Student of Rajagiri School of Management,

Kochi, hereby declare that the organizational internship report on Thejo

Engineering Pvt. Ltd., is a bonafide report of the internship done by me at Thejo

Engineering Pvt. Ltd. Aysha Building, 41, Whites Road, Chennai 14, during April

2008.

This study was undertaken in the partial fulfillment of the requirement of

the degree in Master in Human Resource Management at Rajagiri School of

Management, Kakkanad, Cochin, affiliated to Mahatma Gandhi University,

Kottyam, Kerala.

I also declare that this report has not been submitted to any other

university/ board for the award of any degree/diploma.

PLACE: Rajagiri valley Mary Elizabeth James

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DATE: (Roll No: H386)

CONTENTSPage no.

A. Introduction

A.1 Industry Profile 7

A.2 Company Profile 8

B. Case

B1. Previous structure 12

B2. Need for restructuring 13

B3 New structure 14

B4 Departments 15

B5 Change management 17

C. The Project Profile

C.1 Title 19

C.2 Objectives of the study

C.3 Scope of the study

C.4 Project Process 20

D.1 Questionnaire tabulation & analysis 21

E. Findings 40

F. Recommendations 41

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G. Bibliography 42

Appendix

Report on Organizational Internship

Frontier Lifeline & Dr. K. M. Cherian

Heart Foundation

....redefining the lifeline of healthcare

..

Signature

Submitted to

Prof. Simon Jacob

Faculty, MHRM

Mary Elizabeth James

Roll No: H-386

MHRM

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http://www.frontierlifeline.com/index.asp


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Rajagiri School of Management

A INTRODUCTION

Frontier Lifeline has several unique features that set it apart from its peers. With unparalleled excellence in

cardiac care, an unmatched combination of dedicated human skills, advanced technology, world-class

infrastructure and compassionate care, Frontier Lifeline and K. M. Cherian Heart Foundation has

accomplished its mission as a center for cardiac care.

Skill

The highly skilled and experienced team of surgeons at Frontier Lifeline have performed several break-

through surgeries for the first time in India being unmatched in their ability and skill.

Technology

Introduction of pioneering technology in Healthcare to India; Porcelain Operation Suites, Flat panel Cardiac

Catheterization lab with spin, EECP (Enhanced External Counter Pulsation), Carto Imaging Technology,

Tissue engineered valves & cardiac substitutes etc.

Focus

There are separate intensive care units at Frontier Lifeline for adults and children, including specialized

doctors, Intensivist care (a physician who specializes in the care and treatment of patients in intensive care)

and equipments designed to serve different needs of the patients in each category.

Research

Frontier Lifeline is one of the few hospitals involved in cutting edge research on angiogenesis, gene therapy

and genetically engineered valves an area that is normally the territory of highly specialized research

centers.

New Areas

Frontier Lifeline offers rare capabilities for the assessment of cardiac arrhythmias and electrophysiological

studies. Clinical Application of Stem cells for Failing Hearts in Infants & Adults is another new area in which we

have had much success.

International Visiting Consultants

Frontier Lifeline has forged academic and professional links with world-renowned specialists in cardiology and

cardio-thoracic surgery. Regular visits from the following international consultants keep us abreast of the latest

from their respective centres and lend the benefit of their experiences to our patients.

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Thejo Engineering Pvt. Ltd. had been planning an organizational restructuring

which was officially implemented on 1st April 2008. In light of this restructuring, the

company will face certain problems. Since HR is a major player in enforcing this

change, a study has been done on the effectiveness of the HR Department in

implementing the change and how this transition can be made a smoother process.

A.1 Industry Profile

.

A.1.1 World Leaders

A.1.2 Indian Scenario

A.2 Company Profile

A.2.1 Major tie-ups outside India

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A.2.2 Vision and Mission

Vision:

Mission:

A.2. 3 MAJOR ACTIVITIES OF THEJO

Other Details:

Constitution : Private Limited Company

No. of employees : 490 (permanent employees)

: 400 (casual workers)

Head Office : Aysha Building, 41, Whites Road, Chennai 14

No. of branches : 7

No. of Sites : 33

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B.3

THE NEW STRUCTURE

B.4 The various departments

JOB SATISFACTION THEORY

B.5 CHANGE MANAGEMENT

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C.1 Title:

Study on the level of Job Satisfaction of Nurses at Fronteir Lifeline

hospital, Chennai.

C.2 Objectives of the study

Primary Objective

To study the effectiveness of HR department in change management

Secondary Objective

To know how the employees view this change

C.3 Scope of the study

The scope of the study is:

It finds out if the HR Department has been effective in implementation

of the change.

It gives reasons as to why such a change took place.

To give suggestions on how the HRD can make this transition into thenew structure in a smoother manner.

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C.4 PROJECT PROCESS

Data collection:

Primary data: Primary data has been collected through observation and

meetings with both top management and employees of Thejo and through thequestionnaire distributed. The questionnaire was distributed to 40 employees of

Thejo HO.

Secondary data: Secondary data has been collected from the HR manual,

Induction manual and the internet.

DATA ANALYSIS

It involves the task of drawing conclusions or inferences, and explaining the significance

of each finding, after the careful analysis of collected data.

The following method is used:

Percentage analysis: - Percentage analysis is a simple and easy method of analysis withlot of clarity. It refers to special kind of ratio used in making comparison between two or

more series of data. The percentage analysis method describes the relationship and

reduces everything to a common base and there by allows meaningful comparison to be

made.

Pie Chart - The data collected has been pictorially represented by a pie chart. These

enable a one glance understanding of the data.

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D.1 DATA TABULATION AND ANALYSIS

A) General Working Conditions

TABLE 1

Q.1 Hours worked each week

Figure 1

Highly Satisfied 6

Satisfied 28

Neutral 12

Dissatisfied 8Highly Dissatisfied 6

TOTAL 60

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47% of the respondents are satisfied with the hours worked

each week. 10 % are highly satisfied and another 10% are highly

dissatisfied.

Q.2 Flexibility in scheduling

TABLE 2

Highly Satisfied 0

Satisfied 28

Neutral 28

Dissatisfied 4

Highly Dissatisfied 0

TOTAL 60

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54% of the respondents are satisfied while 23% are neutral and

13% are dissatisfied regarding the location of work.

Q.4 Amount of paid vacation time/sick leave offered

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TABLE 4

Highly Satisfied 0

Satisfied 16

Neutral 12

Dissatisfied 20


TOTAL 60

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33% of the respondents are dissatisfied about the amount of

paid vacation time / sick leave offered. 20% are highly

dissatisfied whereas 27% are satisfied.

B. PAY AND PROMOTION POTENTIAL

Q.5 Salary

TABLE 5

Highly Satisfied 2

Satisfied 30

Neutral 18

Dissatisfied 8


TOTAL 60

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50% of the respondents are satisfied with regards to the salary

however 30% are neutral on the topic. 14% of the respondents

record their dissatisfaction.

Q.6 Opportunities for Promotion

TABLE 6

Highly Satisfied 0

Satisfied 26

Neutral 30

Dissatisfied 2


TOTAL 6018


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50% of the respondents are neutral on the question regarding the

opportunities available for promotion. 44% are satisfied, less than 10% are

dissatisfied.

Q 7. Benefits (Health insurance, life insurance, etc.)

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TABLE 7

Highly Satisfied 0

Satisfied 14

Neutral 14

Dissatisfied 22


TOTAL 60

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37% of the respondents are dissatisfied while 23% are neutral and 23% are

satisfied regarding the Benefits (Health insurance, life insurance, etc.) that is offered by the

hospital.

Q 8. Job Security

TABLE 8

Highly Satisfied 0

Satisfied 38

Neutral 16

Dissatisfied 6


TOTAL 60

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63% of the respondents feel neutral about the recognition they

get for their work done, however, 30% are satisfied and 7% are

dissatisfied.

C. WORK RELATIONSHIPS

Q 10. Relationships with your co-workers

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TABLE 10

Highly Satisfied 16

Satisfied 36

Neutral 6

Dissatisfied 2


TOTAL 60

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60% of the respondents are satisfied & 27% is highly satisfied

regarding their relationships with their co-workers. Hardly 3 % are dissatisfiedregarding the same.

Q 11. Relationship(s) with the supervisor(s)

TABLE 11

Highly Satisfied 4

Satisfied 36

Neutral 10

Dissatisfied 10


TOTAL 60

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60% of the respondents are satisfied & 6% is highly satisfied regarding

their relationships with their supervisors. 17% are dissatisfied with the same.

Q12. Relationships with your subordinates (if applicable)

TABLE 12

Highly Satisfied 18

Satisfied 28

Neutral 14

Dissatisfied 0


TOTAL 60

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47% of the respondents are satisfied and 30% are highly satisfied, no

one has responded as being dissatisfied with regards to theirrelationship with their subordinates.

D. USE OF SKILLS AND ABILITIES

Q.13 Opportunity to utilize your skills and talents:

TABLE 13

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50% of the respondents are satisfied and 34% are highly dissatisfied

with the Opportunity they get at the hospital to utilize your skills and talents, whereas

13% have a neutral opinion and 3 % are dissatisfied.

Q.14 Opportunity to learn new skills

Table 14

Highly Satisfied 20

Satisfied 30

Neutral 8

Dissatisfied 2


TOTAL 60

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57% of the respondents are highly satisfied and 27% are satisfied with

the Opportunity they get at the hospital to learn new skills, whereas 13% have a

neutral opinion and 3 % are dissatisfied.

Table 15

Q.15 Support for additional training and education

Highly Satisfied 34

Satisfied 16

Neutral 8

Dissatisfied 2


TOTAL 60

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33% of the respondents are highly satisfied and 33% are satisfied with

the support they get at the hospital, for additional training and education, whereas

27% have a neutral opinion and 7 % are dissatisfied.

E. WORK ACTIVITIES

Q. Variety of job responsibilities

Highly Satisfied 20

Satisfied 20

Neutral 16

Dissatisfied 4


TOTAL 60

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Table 16

57% of the respondents are satisfied and 3% are highly dissatisfiedwith the variety of job responsibilities the hospital provides. 40% have a

neutral opinion.

Table 17

Q.17 Degree of independence associated with work roles

Highly Satisfied 20

Satisfied 34

Neutral 24

Dissatisfied 0


TOTAL 60

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43% of the respondents are satisfied and 40% have a neutral opinion

regarding the degree of independence associated with work roles.

17% are dissatisfied on this matter.

Table18Q.18 Adequate opportunities for periodic changes in duties

Highly Satisfied 0

Satisfied 26

Neutral 24

Dissatisfied 10


TOTAL 60

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When asked if there are adequate opportunities for periodic changes induties, 40% said they are satisfied, 44% are neutral and 13% recorddissatisfaction on this matter.

E.1 FINDINGS

Highly Satisfied 2

Satisfied 24

Neutral 26

Dissatisfied 8


TOTAL 60

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The new structure has not been properly communicated to all

the employees; hence there still exists confusions and discord.

70% of the respondents believe that this change was absolutely

necessary.

71% of the respondents feel that the HR has been inefficient in

communicating the new changes.

Only about 15% of the respondents believe that the compensation

plans provided for those affected by the changes is good.

10% of the respondents believe that sufficient support and advises were given

by the HR

After implementation of the new structure only 22% of

respondents are perfectly sure of what their job is.

Only 47% of the respondents are aware of what their designation

is.

Only 32% of the respondents know whom they are supposed to

report to.

40 % of the respondentsare not sure as to whom all report to them.

90% respondents expect a positive change in the work

environment

About 80% expect a rise in the job responsibilities and work

pressure

90% expect a rise in the overall efficiency of the company. 75% of the respondents believe that this new change will be a

success.

E.2 Recommendations

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Proper communication in writing should be sent to all

employees.

The communication should not be restricted to only the new

department heads. It should go to all the staff members under

them.

Some sort of an orientation session should be held, wherein

the HR can personally present the new changes to the employees

and brief them on what is expected of them.

Such a step will also give ample opportunity for the employees

to directly clarify their doubts.

A comprehensive job description, including the various duties,

rights, responsibilities and authority should be fixed and written

down.

The HR manual and the Thejo website should be updated with

all the new changes.

The specific duty of each department should be clarified, so

that the company doesnt reach a situation where one department

blames another.

BIBLIOGRAPHY

Thejo HR Manual

www.thejo-engg.com

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http://www.thejo-engg.com/http://www.thejo-engg.com/


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