Employee Satisfaction Documents

8/13/2019 Employee Satisfaction Documents

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1 INTRODUCTION

The Project Titled A Study of Employee Satisfaction in Samsoft Solutions,

Coimbatore is to identifyEmployee Training provides several components to help the

employee resource group streamline daily processes and to automate the manual

processes. This project provides the needed tools to make any employee resource

department more efficient and organized.

Whether, employees are a small business or a large enterprise corporation, this

project softare can provide a user friendly environment for the employee resource

group.

Employee Training is utilized to help manage a employee resource department

needs and functions. !any of those types of function are dealing ith corporate benefits,

vacation days, salary compensation, employee information, and performance. This

project can reduce the many unnecessary processes that are implemented, therefore

decreasing overhead costs.

"ome of the benefits may include are#

$utomation of employee Training processes

Tracking and monitoring of employee resource data

%reation of templates, forms and customary reports

&nclusion of the many components such as employment benefits, salary

compensation, performance analysis

'educe costs of employee resource management

(


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1!1 O"#ECTI$ES O% T&E STUD'

The project entitled (A Study of Employee Satisfaction in Samsoft Solutions

to SA)SO%T SO*UTIONS %oimbatore. The main objective of the study is to find out

the employee satisfactory level in "amsoft "olutions.

)y conducting employee satisfaction surveys, you are taking a proactive stance to

better the company.

"oliciting employee feedback allos you to evaluate ho your company is

thriving internally.

&t also lets the employees kno that you care.

When employees are not satisfied, it can lead to high attrition rates and lo

productivity.

$ satisfied employee often e*uates to a productive employee. $ productive

employee e*uates to a productive and happy company

+


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1!+ SCOE AND NEED %OR T&E STUD'

The need of the system of developing softare for the searching the right

candidate for the suitable re*uirement removes the drabacks of the earlier system.

$s already mentioned, the ' needs a good softare to maintain the list of

%andidates available according to -ualifiication and Eperience ise and also the %all

the intervie activities. These details can be achieved through the development of the

softare.

The need for conducting this study is

To find out the satisfaction level of employees in the organization.

To study the employee attitude toards their nature / job contents.

To understand the effectiveness of elfare activities provided by the

management.

To identify the reasons of dissatisfaction, hich the employees eperience in the

organization.

To evaluate the employee participation ith department activities.

To suggest measures to improve the level of satisfaction among the various level

of employees in the organization.

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+ CO)AN' RO%I*E

"amsoft is a multinational outsourcing company committed to operational

ecellence for its clients and a premier provider of 3utsourcing solutions / &T "ervices.

"amsoft is proud to deliver these eb solutions using the latest cutting edge

technologies available today. We also handle business process outsourcing / delivers a

range of 3utsourcing services like custom softare development, design outsource, &T

outsource and many more.

We take on many of company4s everyday functions ith a higher level of skilled

ork force that is more fleible than the traditional employee hile reducing the

overhead costs.

"amsoft group of companies employ over 56 of the best and finest talented people

available orldide7 ready to take on the non1core business processes ith their

advanced and up1to1date tools.

%ustomer relationship ith "amsoft ill become one of the greatest assets for thebusiness in the years to come.

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-! RE$IE. O% *ITERATURE

$ study on the ?ob training in a softare company is created on the trainees of the

company. The formulating of the problem for their study, the researchers tend to refer the

studies of already undertaken.

!s. "uriya Praba in her study, E!P@3=EE "$T&"A$%T&39"$T&"A$%T&39B has concluded

that the process of the job training brings more satisfaction among trainees.

!r. '.C.'amesh in his study, TE E!P@3=EE P'EAE'E9%E &9TE E!P@3=EE P'EAE'E9%E &9

T'$&9&9: "E""&39 &9 T&'DPD' %&T=T'$&9&9: "E""&39 &9 T&'DPD' %&T=B has concluded that brand loyalty for 'oyal

Enfield )ullet is very high.

!r. :.'engarajan in his study $ "TD


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/! RESEARC& )ET&ODO*O0'

The chapter presents the design of the study and approaches adopted for field

study. The ay of approaching to the project is different based on the topic. The

methodology as chosen by the researcher because it is the major path to do the project.

a Researc2 )et2ods and Tec2ni3ues

&n this research, the *uestionnaire as designed to collect primary data from

respondents. The *uestionnaire as given to the respondents and they ere asked to fill

them up. 9ecessary help as rendered henever they found it difficult to anser.

b Researc2 rocess

i Researc2 roblem

The problems is to identify the level of job satisfaction at

3perators @evel of the "amsoft "olutions Private @imited,

%oimbatore.

ii Researc2 Desi4n

&n the problem description, research design as used to describe the

characteristics of the employees employed in the organization. The research problem

having been formulated in clear1cut terms, the researcher as re*uired to prepare a

research design, i.e., he had to state the conceptual structure ithin hich research ould

be conducted. The preparation of the research design appropriate for the collection of

relevant evidence ith minimal ependiture of effort, time and money.


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c Sample Desi4n

$ll the items under consideration in any field of in*uiry constitute a DniverseB

or PopulationB. $ complete enumeration of all the items in the population is knon as a

census in*uiry. The searcher must decide the ay of selecting a sample or hat is

popularly knon as the sample design. $ sample design is a definite plan determined

before any data are actually collected for obtaining a sample from a given population.

i Si5e of t2e Sample

$ "ample of 86 employees as chosen for this study. The total strength of "amsoft

"olutions Private @imited is 56.

ii Sample rocedure

&n this study, simple random sampling method as adopted for selecting the respondents.

d Collection of Data

The primary data collection as done through the *uestionnaire method. &n some

case personal intervies needed at the times of filling up the *uestionnaire. $ sample

*uestionnaire is in the $ppendi.

e Analysis of t2e Data

The analysis of data re*uires a number of closely related operations such as

establishment of categories, the application of these categories to ra data through

editing, coding, classification and tabulation then draing statistical inferences.

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The per*uisites ere divided into five groups.

"trongly $gree

$gree

9either $gree 9or


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6uestionnaire Desi4n

-uestionnaires are an inepensive ay to gather data from a potentially large

number of respondents. 3ften they are the only feasible ay to reach a number of

revieers large enough to allo statistically analysis of the results. $ ell1designed

*uestionnaire that is used effectively can gather information on both the overall

performance of the test system as ell as information on specific components of the

system. &f the *uestionnaire includes demographic *uestions on the participants, they can

be used to correlate performance and satisfaction ith the test system among different

groups of users.

&t is important to remember that a *uestionnaire should be vieed as a multi1stage

process beginning ith definition of the aspects to be eamined and ending ith

interpretation of the results. Every step needs to be designed carefully because the final

results are only as good as the eakest link in the *uestionnaire process. $lthough

*uestionnaires may be cheap to administer compared to other data collection methods,

they are every bit as epensive in terms of design time and interpretation.

The steps re*uired to design and administer a *uestionnaire include#

(.


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Random samplin4

This method is the purest form of probability sampling. Each member of the

population has an e*ual and knon chance of being selected. When there are very large

populations, it is often difficult or impossible to identify every member of the population,so the pool of available subjects becomes biased.

Systematic samplin4

This method is often used instead of random sampling. &t is also called an 9th

name selection techni*ue. $fter the re*uired sample size has been calculated, every 9th

record is selected from a list of population members. $s long as the list does not contain

any hidden order, this sampling method is as good as the random sampling method. &tsonly advantage over the random sampling techni*ue is simplicity. "ystematic sampling is

fre*uently used to select a specified number of records from a computer file.

Stratified samplin4

This method is commonly used probability method that is superior to random

sampling because it reduces sampling error. $ stratum is a subset of the population that

share at least one common characteristic. Eamples of stratums might be males andfemales, or managers and non1managers. The researcher first identifies the relevant

stratums and their actual representation in the population. 'andom sampling is then used

to select a sufficient number of subjects from each stratum.

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8! T&EORETICA* %RA)E.OR9 O% T&E STUD'

E)*O'EE SATIS%ACTION:

$n individual general attitude toards his or her jobB The difference beteen the

amount of reard orkers receive and the amount they believe should receive.

?ob Training is favourableness or unfavourableness ith hich employees vie

their ork job satisfaction may refer to either person or a group. &n addition, job training

can apply to parts of an individual job. ?ob training influences oneIs general life

satisfaction. igh job satisfaction, on the other hand, gladdens the hears of

administration, because it tends to be connected ill positive conditions that

administrators ant. $lthough high job training is the hall mark of ell managed

organization, it cannot be urged into eistence or even bough. &t is fundamentally the

result of effective behavioral management. &t is a measure of progress being made a

better human climate is an organization.

?ob Training is determined by the discrepancy beteen hat management epects

to get out of their training and hat the trainees actually offer. !anagerIs interest in job

satisfaction tends to center on its effect on employee performance. The researchers

assessed that the impact of job training on Employee Productivity, $bsenteeism and

Turnover.

Determinants of #ob Trainin4:

While analyzing the various determinants of employee satisfaction, e have to

keep in mind that# all individuals do not derive the same job in the same environment and

at the same time. Therefore, it it appears the besides the nature of job and job

environment, there are individual variables hich affect employee training.

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&R Acti7ities

Trainin4 and de7elopment:

Training is a process of learning a se*uence of programmed behaviour. &t is a

application of knoledge. &t gives an aareness of rules and procedure to guide their

behaviour. &t attempts to improve their performance on the current job or prepare them

for an intended job.

Training is a short1term process utilizing a systematic and organized procedure by

hich non1managerial personnel learn technical knoledge and skills for a definitepurpose. &t refers and skills for a definite purpose. &t refers to instruction in technical and

mechanical operations7 it is designed for non1managers.


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2 Personal Training record

8 Training need and revie

5 'evie of training for &"3 $areness

> Training "chedule

Training %ircular

F !onthly Training 'eport

(6 Training Evaluation Aorm

11111111111111111111111111111111111111111111111111111111111111111

0roup dynamics:

:roup dynamics is concerned ith the interactions and forces beteen group

members in a social situation. When the concept is applied to the study of organizational

behaviour, the focus is on the dynamics of members of formal or informal groups in the

organizations i.e., it is concerned ith the gaining knoledge of groups, ho they

develop, and their effect on individual members and the organizations in hich they

function.

:roup dynamics describes ho a group should be organized and conducted.


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RESONSI"I*IT' AND AUT&ORIT'

DEART)ENT: ERSONNE* DEART)ENT

Responsibility of Inc2ar4e &RD:

(. 'esponsible for Preparing, Dpdating and achieving


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(8.!onthly submission of reports about E"& contribution, :ratuity, P.A

%ontribution details to %!


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=! ANA*'SIS AND INTERRETATION

=!1 A0E 0ROU O% T&E RESONDENTS

Sl! No A4e 0roup No! of Respondentsercenta4e of

Respondents

( )elo +8 years > (2.68

+ +8 L 08 years 00 8.5

0 $bove 08 years (6 +>.+>

Total 8> 1>>!>>

INTERRETATION

Arom the above table, it is clear that (2.68M of the respondents belongs to the age

group of belo +8 years, 8.5M of the respondents belongs to the age group beteen

+8108 years and +>.+>M of the respondents belongs to the age group beteen above 08

years.

+6


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C&ART =!1

+(

AGE GROUP OF THE RESPONDENTS

14.05

58.68

27.27

0.00

10.00

20.00

30.00

40.00

50.00

60.00

70.00

Below 25 25 - 35 Above 35

AGE GROUP

PERCENTAGE


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23/70


24/70


25/70

C&ART =!-

+8

EXPERIENCE OF THE RESPONDENTS

20.66

17.36

42.15

19.83

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

Below 3 Years 3 - 7 Years 7 - 10 Years Above 10 Years

EXPERIENCE

PERCENTAGE


26/70

TA"*E NO! =!/

OINION A"OUT .OR9 EN$IRON)ENT

Sl!

No%actors

NO! O% RESONDENTS

SA A N D SD

12ysical B tec2nical

6 6.66 6 6.66

+ )aterial &andlin4 0 +6.66 F 56.66 0 +6.66 6 6.66 6 6.66

-Space Allotted bet 25.5> 0 +6.66 6 6.66 6 6.66

/ Ade3uately illuminated 5 26.66 > 25.5> + (0.00 6 6.66 6 6.66

8 Ade3uately 7entilated 5 26.66 80.00 ( 5.5> 6 6.66 6 6.66

=Satisfied 25.5> 0 +6.66 6 6.66 6 6.66

Comfortable F 56.66 + (0.00 6 6.66 6 6.66

"ource# Primary


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+>

WOR EN!IRONMENT

32.38

53.33

14.29

0.00 0.000.00

10.00

20.00

30.00

40.00

50.00

60.00

SA A N S

OPINION

PERCENTAGE


28/70

TA"*E NO! =!8

OINION A"OUT RE*ATIONS&I .IT& SUERIORS AND SU"ORDINATES

Sl!

No%actors

NO! O% RESONDENTS

SA A N D SD

10ood rapport 25.5> + (0.00 6 6.66 6 6.66

+)aintain t2e cordial

relations2ipF 56.66 5 26.66 6 6.66 6 6.66 6 6.66

- )aintain control 5 26.66 F 56.66 6 6.66 6 6.66 6 6.66

/ Decision ma;in4 2 +5.5> > 25.5> 0 +6.66 ( 5.5> 6 6.66

8Comfortable 6 6.66 6 6.66

"ource# Primary


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+F

RELATIONSHIP WITH SUPERIORS AND SU"ORDINATES

40.00

45.56

13.33

1.11

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

50.00

SA A N

OPINION

PERCENTAGE


30/70

TA"*E NO! =!=

OINION A"OUT )OTI$ATION

Sl!

No%actors

NO! O% RESONDENTS

SA A N D SD

1Efforts and &ard

6 6.66

+Re 6 6.66

-Satisfied + (0.00 6 6.66

/&appy 80.00 0 +6.66 6 6.66 6 6.66

"ource# Primary M of the respondents are


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C&ART =!=

0(

MOTI!ATION

20.00

53.33

20.00

6.67

0.00

0.00

10.00

20.00

30.00

40.00

50.00

60.00

SA A N S

OPINION

PERCENTAGE


32/70


33/70

C&ART =!

00

REMUNERATION

53.33

16.67

6.67

3.33

20.00

SA

A

N

D

SD


34/70

TA"*E NO! =!F

OINION A"OUT SATIS%IED .IT& ER9S

Sl!

No

%ACTORSNO! O% RESONDENTS

SA A N D SD

1

Satisfied


35/70

C&ART =!F

08

SATISFIED WITH PERS

20.00

33.33 33.33

13.33

0.00

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

SA A N S

OPINION

P

ERCENTAGE


36/70


37/70

C&ART =!G

0>

46.67

40.00

13.33

0.00 0.00

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

50.00

PERCENTAGE

SA A N S

OPINION

#O" SECURIT$


38/70

TA"*E NO! =!1>

OINION A"OUT 0RIE$ANCE &AND*IN0

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

10rie7ance 2andlin4

procedure0 +6.66 80.00 0 +6.66 ( 5.5> 6 6.66

+ %reely communicate 2 +5.5> 80.00 0 +6.66 6 6.66 6 6.66

"ource# Primary


39/70

C&ART =!1>

0F

23.33

53.33

20.00

3.330.00

0.00

10.00

20.00

30.00

40.00

50.00

60.00

PE

RCENTAGE

SA A N S

OPINION

GRIE!ANCE HANDLING


40/70

TA"*E NO! =!11

OINION A"OUT ER%OR)ANCE ARAISA*

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1Satisfied 5 26.66 2 +5.5> ( 5.5> 6 6.66

+olicies to %a7our

De7elopment2 +5.5> 5 26.66 2 +5.5> ( 5.5> 6 6.66

"ource# Primary M of respondents strongly agree,

folloed by 26M of the respondents agree, +5.5>M of the respondents neither agree nor

disagree and 5.5>M of the respondents are disagree.

26


41/70

C&ART =!11

2(

PERFORMANCE APPRAISAL

26.67

40.00

26.67

6.67

0.00

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

SA A N S

OPINION

P

ERCENTAGE


42/70

TA"*E NO! =!1+

OINION A"OUT TRAININ0 AND DE$E*O)ENT

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1Satisfied > 25.5> + (0.00 ( 5.5> ( 5.5>


folloed by 25.5>M of the respondents agree, (0.00M of the respondents neither agree

nor disagree, 5.5>M of the respondents are disagree and another 5.5>M of the respondents

are "trongly


43/70

C&ART =!1+

20

TRAINING AND DE!ELOPMENT

26.67

46.67

13.33

6.67 6.67

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

50.00

SA A N S

OPINION

PER

CENTAGE


44/70

TA"*E NO! =!1-

OINION A"OUT )ANA0E)ENT ST'*E

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1Satisfied 6 6.66

+Satisfied ( 5.5> 6 6.66

-

Opinion in Decision

ma;in4 8 00.00 2 +5.5> 5 26.66 6 6.66 6 6.66

"ource# Primary M of the respondents agree, +6M of the respondents neither agree nordisagree and 2.22M of the respondents are disagree.

C&ART =!1-

22


45/70

28

MANAGEMENT ST$LE

28.89

46.67

20.00

4.44

0.00

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

50.00

SA A N S

OPINION

PERCENTAGE


46/70

TA"*E NO! =!1/

OINION A"OUT 6UA*IT' O*IC'

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1 A 6 6.66 6 6.66

+Satisfied 25.5> 8 00.00 0 +6.66 6 6.66 6 6.66

-C2an4es due to ISO B

6S 80.00 8 00.00 + (0.00 6 6.66 6 6.66

/ rospects due toISOB6S

> 25.5> 5 26.66 + (0.00 6 6.66 6 6.66

8 olicy of t2e company F 56.66 8 00.00 ( 5.5> 6 6.66 6 6.66

"ource# Primary M of the respondents agree and (+M of the respondents neither agree nor disagree.

C&ART =!1/

25


47/70


48/70

TA"*E NO! =!18

OINION A"OUT CAREER COUNSE*IN0

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1A ( 5.5> ( 5.5>

+career counsel 2elp

career plannin40 +6.66 > 25.5> 0 +6.66 ( 5.5> ( 5.5>

"ource# Primary M of

the respondents are disagree and 5.5>M of the respondents are "trongly


49/70

C&ART =!18

2F

CAREER COUNSELING

20.00

43.33

23.33

6.67 6.67

0.00

5.00

10.00

15.00

20.00

25.00

30.00

35.00

40.00

45.00

50.00

SA A N S

OPINION

P

ERCENTAGE


50/70

TA"*E NO! =!1=

OINION A"OUT INDI$IDUA*HS 0RO.T& OORTUNITIES

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1 Opportunities to 4ro< furt2er 8 00.00 > 25.5> + (0.00 ( 5.5> 6 6.66

+ Opportunities for de7elopment 8 00.00 > 25.5> ( 5.5> + (0.00 6 6.66

- #ob interestin4 rospecti7e 5 26.66 80.00 ( 5.5> 6 6.66 6 6.66

/ En2ancin4 s;ill > 25.5> 8 00.00 + (0.00 6 6.66 ( 5.5>

8 Internal promotion encoura4ed 0 +6.66 (6 55.5> ( 5.5> 6 6.66 ( 5.5>


2F.00M of the respondents agree, F.00M of the respondents neither agree nor disagree,

2M of the respondents are disagree and +.5>M of the respondents are "trongly


51/70

C&ART =!1=

8(

INDI!IDUAL&S GROWTH OPPORTUNITIES

34.67

49.33

9.33

4.002.67

0.00

10.00

20.00

30.00

40.00

50.00

60.00

SA A N S

OPINION

PERCENTAGE


52/70

TA"*E NO! =!1

OINION A"OUT 0OA*S AND RESONSI"I*ITIES

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1 #ob Description 2 +5.5> F 56.66 ( 5.5> 6 6.66 ( 5.5>

+ Indi7idual 0oals 8 00.00 80.00 + (0.00 6 6.66 6 6.66

-Or4ani5ational

4oals> 25.5> > 25.5> ( 5.5> 6 6.66 6 6.66

/Contribution for

ac2ie7ement

5 26.66 80.00 6 6.66 6 6.66 ( 5.5>


80.00M of the respondents agree, 5.5>M of the respondents neither agree nor disagree

and 0.00M of the respondents are "trongly


53/70

80

GOALS AND RESPONSI"ILITIES

36.67

53.33

6.67

0.00

3.33

0.00

10.00

20.00

30.00

40.00

50.00

60.00

SA A N S

OPINION

PERCENTAGE


54/70

TA"*E NO! =!1F

OINION A"OUT I)A0E O% T&E OR0ANIJATION

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1 aut2ority to fulfill 2 +5.5> 80.00 + (0.00 6 6.66 ( 5.5>

+ "etter status in society > 25.5> 80.00 6 6.66 6 6.66 6 6.66

-roud to 0.00 2 +5.5> 6 6.66 6 6.66 6 6.66

/0ood Name amount t2e

publicF 56.66 5 26.66 6 6.66 6 6.66 6 6.66

8 &appy about t2e 4ro0.00 2 +5.5> 6 6.66 6 6.66 6 6.66

=0ood0.00 2 +5.5> 6 6.66 6 6.66 6 6.66

"ource# Primary .>M of the respondents agree, +.++M of the respondents neither agree nor disagree

and (.((M of the respondents are "trongly


55/70

88

IMAGE OF THE ORGANI'ATION

58.89

0.00

37.78

1.11

2.22

SA

A

N

S


56/70

TA"*E NO! =!1G

OINION A"OUT TOTA* )AINTENANCE KT)

Sl!

No%ACTORS

NO! O% RESONDENTS

SA A N D SD

1 A 6 6.66 6 6.66

+ Obecti7es of T) 2 +5.5> (6 55.5> ( 5.5> 6 6.66 6 6.66

-T) is essential for o7erall

4ro 6 6.66 6 6.66

/ Trainin4 pro4rammers on T) 5 26.66 > 25.5> ( 5.5> 6 6.66 ( 5.5>

8 Strate4ies adopted in T) 2 +5.5> > 25.5> 2 +5.5> 6 6.66 6 6.66= T) concept is 2elpful > 25.5> 5 26.66 + (0.00 6 6.66 6 6.66

T) result in increase profit > 25.5> 5 26.66 + (0.00 6 6.66 6 6.66

"ource# Primary .5+M

of the respondents agree, ((.20M of the respondents neither agree nor disagree and

6.F8M of the respondents are "trongly


57/70


58/70

(. 8.5M of the respondents belongs to the age group beteen +8108

years

+. >(.6>M of the respondents are !arried

0. 2+.(8M of the respondents are eperienced belo >1(6 =ears

2. F(.>(M of the respondents feel satisfied ith the ork environment.

8. F.FM of the respondents HEecutiveG do the relationship ith

"uperiors / "ubordinates

5. F.(M of the respondents H"taff and 3peratorsG do the relationship

ith "uperiors.

>. (66M of the respondents H"taff and 3peratorsG do the relationship

ith %olleagues.

. F5.>8M of the respondents do the !otivation and 'ecognition.

F. F6.++M of the respondents satisfied ith the elfare facilities.

(6.5.5>M of the respondents HEecutiveG satisfied ith the Perks

((.FF.6(M of the respondents satisfied ith the ?ob "ecurity.

(+.F>.85M of the respondents HEecutive / "taffG satisfied ith the

:rievance handling

(0.F8.(5M of the respondents satisfied ith the Performance $ppraisal

(2.F(.82M of the respondents satisfied ith the Training and

.06M of the respondents satisfied ith the !anagement "tyle

(5.(66M of the respondents satisfied ith the -uality Policy.

(>.F.8FM of the respondents HEecutive / "taffG satisfied ith the

%areer %ounseling

(.F8.F0M of the respondents satisfied ith the &ndividual :roth

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(F.F.5M of the respondents satisfied ith the :oals and

'esponsibilities

+6.FF.06M of the respondents satisfied ith the &mage of the

organization

+(.FF.2+M of the respondents satisfied ith the Total Productivity

!aintenance.

8F


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SU00ESTIONS

$fter analyzing the findings the researcher offers the folloing suggestion for

improvement in order to achieve still better job satisfaction.

!onetary reards can be set for outstanding performance and hence the

employees can be motivated in their ork.

Training programs can be made even more innovative.

3n the job training to be given more to the employees.

Programs can be conducted to improve the aareness level of *uality policy

objectives. )y doing that they can be motivated toards achieve the goals.

!ore attractive incentive scheme has to be introduced to motivated the

employees.

The perks and 'emuneration provided by the organization to its eecutives fall

short of employee epectations and so something need to be done urgently.

!ore aareness about the career counseling should be created.

The canteen facilities can be setup for providing nutritious meals at lunch at

concessional price.

The transport facilities in the organization can be improved by increasing the fleet

of buses and scheduling them to cover various areas.

The orking environment has to be kept clean to avoid the ealth problems.

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CONC*USION

$ study on employee job satisfaction among employees in "amsoft "olutions

Private @imited, %oimbatore helped researcher to learn enormous information about

employee satisfaction.

"amsoft "olutions Private @imited have been established strongly on the

principles of *uality being the major pre1occupation its business. Therefore, activities and

efforts are focused toards complete satisfaction of employer and customers. The

companyIs ecellent orking environment makes job satisfaction for the employer that is

every ready to change leads its ay to the land of success.


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"I"*IO0RA&'

"OO9S

(. "tephen P. 'obbins, 3rganizational )ehaviorB, Prentice1all of &ndia Private

@imited, +660, (6thEdition.

+. %.'.Cothari, 'esearch !ethodology !ethods / Techni*uesB, Wisha

Prakashan, "econd Edition.

.E"SITE

0. .google.com

"earch %ontents # .OR9 EN$IRON)ENT

RE*ATIONS&I .IT& SUERIORS

)OTI$ATION AND RECO0NITION

.E*%ARE %ACI*ITIES

ER%OR)ANCE ARAISA*

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I .OR9 EN$IRON)ENT HaG Hb

G

HcG HdG HeG

( & am satisfied ith the physical J technical

environment+ & am comfortable ith the machinery and materials

handling e*uipments

0 & am comfortable ith the space allotted beteen the

furniture and e*uipment

2 !y department is ade*uately illuminated

8 !y department is ade*uately ventilated

5 & am satisfied ith the infrastructure provided by the

organization

> & find my orking hours comfortable

II RE*ATIONS&I .IT& SUERIORS HaG HbG HcG HdG HeG

& have good rapport ith my superiors

F & am able to maintain cordial relationship ith my

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subordinates and colleges

(6 & am able to maintain control over my subordinates

(( & am consulted and respected in major decision

makingHby both subordinates and supervisorsG

(0 & do not find overlapping of authority among

departments

III )OTI$ATION HaG Hb

G

HcG HdG HeG

(2 & am duly recognized for my efforts and hard ork

(8 & am rearded for innovative ideasJ suggestions by

the organization

(5 & am satisfied ith the promotion policies of my

organization

(> & am happy ith my present jobJ it holds good future

prospects

I$ RE)UNARATION HaG HbG HcG HdG HeG

( & find the present pay scale commensurate ith my

efforts

(F & am satisfied ith the fringe benefits theorganization provides

$ ER9S HaG HbG HcG HdG HeG

+6 & am satisfied ith the perks the organization

provides

$I #O" SECURIT' HaG HbG HcG HdG HeG

+( !y organization provides me job security

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++ !y job security based on my performance

$II 0RIE$ANCE &AND*IN0 HaG HbG HcG HdG HeG

+0 The grievance handling procedure in my

organization is effective

+2 & am able to freely communicate my grievance

$III ER%OR)ANCE ARAISA* HaG HbG HcG HdG HeG

+8 & am satisfied ith the organizationIs techni*ues for

evaluating my performance

+5 & find the policies to favour individuals and

organizations development

I? TRAININ0 AND DE$E*OE)ENT HaG HbG HcG HdG HeG

+> & am highly satisfied ith the training and

development program the organization provides

? )ANA0E)ENT ST'*E HaG HbG HcG HdG HeG

+ & am satisfied ith the line of management in my

concern

+F & am satisfied ith the decision making standards and

plan of the organization

06 3pinion given is given due importance in decision

making and for any change in respective department

5>


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?I 6UA*IT' O*IC' HaG Hb

G

HcG Hd

G

HeG

0( & am aare of the *uality standards of the organization0+ & am satisfied ith the &"3J -" certificate of the

company

00 & am adaptable to the changes due to &"3J -"

certification

02 & have ide prospects due to &"3J -" certification

08 The *uality policy of the company is challenging yet

?II CAREER COUNSI*IN0 HaG HbG HcG HdG HeG

05 & am aare of the career counseling programme the

organization offers

0> %areer counseling helps in career planning

?III INDI$IDUA*SS 0RO.T& OURTUNIT' HaG HbG HcG HdG HeG

0 & feel that there is ade*uate opportunity for me to

gro further

0F & am provided ith ample opportunities by the

management for my development

26 & find my job interesting and prospective

2( &f enhance my skills, & ill be given additional

responsibility

2+ &nternal promotions are encouraged based on the

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individual performance

?I$ 0OA*S AND RESONSI"I*ITIES HaG Hb

G

HcG Hd

G

HeG

20 The job descriptions are clearly given to me by the

management

22 !y individual goals are clear

28 3rganization goals are clearly defined

25 !y contribution for the achievement of the

organizational goal is clear to me

2> & have been given ade*uate authority to fulfill my

responsibility

?$ I)A0E O% T&E OR0ANISATION HaG HbG HcG HdG HeG

2 The job in this organization gives me a better status

in the society

2F & feel to ork in my organization

86 !y organizationIs products have good name among

the public

5F


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