Employeesss Edited

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Competency Development

Human capital is the real asset for any organization, and this makes the HRrole important in recruiting, managing, and retaining the best. The HR

department has a clear role in this process and determines thesuccess tempo of any organization. An urgent priority for most of theorganizations is to have an innovative and competent HR pool; sound in HRmanagement practices with strong business knowledge.

Recruitment and Training

Recruitment has become a major function from an imperative sub system inHR, particularly in the industry. HR managers play a vital role in creating

assets for the organization in the form of quality manpower. Attractingnew talent also is a top priority for software companies, but lesser for smallercompanies. Another challenge for HR managers is to put systems in placeto make the people a perfect fit for the job. Skill redundancy is fast in theindustry. To overcome this problem, organizations give the utmost priorityto training and skill enhancement programs on a continuous basis. Manycompanies are providing technical training to the employees on a quarterlybasis. These trainings are quite useful also in terms of providing security to theemployees.

The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge basedindustry. It is essential that Our Company takes more initiatives toimprove the security levels of the employees.

Work Life Balance Factor

Another dimension to the challenges faced by our company is the growing

pace of talent acquisition. This aspect creates with it the challenge ofa smoother assimilation and the cultural binding of the new comers into theorganization fold. The pressure of delivering the best of quality services in areduced time frame calls for ensuring that employees maintain a work lifebalance.


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Attrition/Retention Of The Talent PoolOne of the toughest challenges for the HR managers in the industry is to dealwith the prevalent high attrition levels. Though there is an adequate supply ofqualified staff at entry level, there are huge gaps in the middle and senior level

management in the industry. Further, the salary growth plan for each employeeis not well defined. This situation has resulted in increased levels of poachingand attrition between organizations. The industry average attrition rate is3035 per cent and could range up to 60per cent.

Bridging The Demand Supply GapHR managers have to bridge the gap between the demand and supply

of professionals. They have to maintain consistency in performance and have

to keep the motivation levels of employees high, despite the monotonous

nature of work. The same also leads to recurring training costs. Inconsistentperformance directly affects revenues. Dwindling motivation levels lead

to a loss of interest in the job and a higher number of errors. The most common

purpose for surveying employees is satisfaction .Employee satisfaction surveys

deal with workplace issues, such as benefits, commitment to diversity, and

effective communications. The data from these surveys helps paint a portrait of

employee attitudes and opinions. These kinds of surveys are particularly

useful after a company has undergone some sort of change, such as a

layoff, an acquisition, or anew department head. They also help employers

isolate the root causes of persistent problems, such as low productivity or high

expenses. Employee satisfaction surveys help employers measure and

understand their employees' attitude, opinions, motivation, and general

satisfaction with their work environment. Use employee satisfaction surveys to

inform employee decision making, benefits, work needs and more.

Employee satisfaction surveys provide valuable data that can ultimately save

company money. Our employee satisfaction surveys can:

Measure employee satisfaction levels.

Track changes in employee satisfaction over time.

Improve overall satisfaction and retention.


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EMPLOYEE SATISFACTION

I. What does the term Satisfaction imply to an employee? It implies

nothing else than the feeling of either being contended or non-

contended on using a product.

II. Employee Satisfaction is a prerequisite for the customer

satisfaction.

III. Enhanced employee satisfaction leads to higher level of

employee retention.

IV. A stabl e and commit t ed workfor ce ensures

successfu l knowledge transfer, sharing, and creation --- a

key to continuous improvement, innovation, and knowledge-based total

customer satisfaction.

V. When companies are committed with providing high quality product and

services; when companies set high work standards for their

employees; and when employees are empowered through training and

development, provided with knowledge and information, permitted to makemistakes without punishment, and trusted; they will experience an

increase in their level of satisfaction at work.

VI. This level of satisfaction can be enhanced further if teamwork and

visionary leadership are introduced.

VII. Cont in uous improvement comes f rom the ef for t s of

the empowered employees motivated by visionary leadership. This issupported by the findings that empowerment and visionary leadership both

have significant correlation with employee satisfaction. Teamwork is also

supported by the findings. In addition, the study found significant correlation

between employee satisfaction and employees intention to leave.


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VIII. The success of a corporation depends very much on

customer satisfaction. A high level of customer service leads to customer

retention, thus offering growth and profit opportunities to the

organization. There is a strong relationship between customer satisfaction

and employee satisfaction. Satisfied employees are more likely to stay withcompany and become committed and have more likely to be motivated to

provide high level of customer service, by doing so will also further enhance

the employees satisfaction through feeling of achievement. Enhanced

employee satisfaction leads to improved employee retention; and employee

stability ensures the successful implementation of continuous improvement

and customer satisfaction. Customer satisfaction will no doubt lead to

corporate success and greater job security. These will further

enhance employee satisfaction. Therefore, employee satisfaction is aprerequisite for customer satisfaction. Employee satisfaction is closely

related to Job satisfaction. In the next few paragraphs, I am going to discuss

Job satisfaction at length

IX. Job satisfaction describes how content an individual is with his or

her job .It is a relatively recent term since in previous centuries the

jobs available to a particular person were often predetermined by the

occupation of that persons parent. There are a variety of factors

that can influence a persons level of job satisfaction. Some of these

factors include the level of pay and benefits, the perceived fairness o the

promotion system within a company, the quality of the working conditions,

leadership and social relationships, the job itself (the variety of tasks

involved, the interest and challenge the job generates, and the clarity of the

job description/requirements).3.10The happier people are within

their job, the more satisfied they are said to be. Job satisfaction is not

the same as motivation, although it is clearly linked. Job design aims to

enhance job satisfaction and performance methods include job rotation,

job enlargement and job enrichment. Other influences on satisfaction

include the management style and culture, employee involvement,

empowerment and autonomous work groups. Job satisfaction is

a very important attribute which is frequently measured by

organizations. The most common way of measurement is the use of rating


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scales where employees report their reactions to their jobs. Questions relate

to relate of pay, work responsibilities, variety of tasks, promotional

opportunities the work itself and co-workers. Some questioners ask yes or

no questions while others ask to rate satisfaction on 1 5 scale

9where 1represents not all satisfied and 5 represents extremelysatisfied).

Definitions

Job satisfaction has been defined as a pleasurable emotional stateresulting from the appraisal of ones job; an affective reaction to ones job; andan attitude towards ones job. Weiss (2007) has argued that jobsatisfaction is an attitude but points out that researchers should clearlydistinguish the objects of cognitive evaluation which are affect(emotion), beliefs and behaviors. This definition suggests that we fromattitudes towards our jobs by taking into account our feelings, our beliefs, andour behaviors

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the mostfamous job satisfaction model. The main premises of this theory are thatsatisfaction is determined by a discrepancy between what one wants in a job

and what one has in a job. Further, the theory states that how much one valuesa given facet of work (i. e. the degree of autonomy in a position) moderateshow satisfied/dissatisfied one becomes when expectations are/are not met.When a person values a particular facet of a job, his satisfaction is moregreatly impacted both positively (when expectations are met) andnegatively (when expectations are not met) ,compared to one whodoes not value that facet. To illustrate, if Employee A valuesautonomy in the workplace and Employee B is indifferent aboutautonomy, then Employee A would be more satisfied in a position that offers ahigh degree of autonomy compared to Employee B. this the oryaso statesthat too much of a particular facet will produces stronger feelings ofdissatisfaction the more a worker values that facet.


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Dispositional Theory

Another well known job satisfaction theory is the Dispositional Theory.

It is a very general theory that suggests that people have innate dispositionsthat cause them to have tendencies toward a certain level of satisfaction,regardless of ones job. This approach became a notable explanation of

job satisfaction in light evidence that job satisfaction tends to bestable over time and across careers and jobs. Research also indicatesthat identical twins have similar levels of job satisfaction. A significant modelthat narrowed the scope of the Dispositional Theory was the core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued thatthere are four Core Self-evaluations that determine ones disposition towards

job satisfaction: self-esteem, general self-efficacy, locus of control, and

neuroticism. This model states that higher levels of self-esteem (the value oneplaces on his self) and general self-efficacy (the belief in onesown competence) lead to higher work satisfaction. Having an internallocus of control (believing one has control over her/his own life, as opposed tooutside forces having control) leads to higher job satisfaction. Finally, lowerlevels of neuroticism lead to higher job satisfaction.

Two Factor Theory (Motivation Hygiene Theory)

Fredrick Herzbergs two factor theory (also known as MotivatorHygiene Theory) attempts to explain satisfaction and motivation in theworkplace. This theory states that satisfaction and dissatisfaction aredriven by different factors motivation and hygiene factors,respectively .Motivating factors are those aspects of the job thatmake people want perform, and provide people with satisfaction.These motivating factors are considered to be intrinsic to the job, orthe work carried out. Motivating factors include aspects of theworking environment such as pay, company policies, supervisorypractices, and other working conditions. While Herzbergs model has

stimulated much research, researchers have been unable to reliablyempirically prove the model, with Hackman & Oldham suggesting thatHerzbergs original formulation of the model may have been a methodologicalartifact. Furthermore, the theory does not consider individualdifferences, conversely predicting all employees will react in an identicalmanner to changes in motivating/hygiene factors. Finally, the model has been


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criticized in that it does not specify how motivating/hygiene factors are to bemeasured.

Measuring Job Satisfaction

There are many methods for measuring job satisfaction. By far, themost common method for collecting data regarding job satisfaction is the Likertscale (named after Rensis Likert). Other less common methods of for gauging

job satisfaction include: Yes/No questions, True/False questions, pointsystems, checklist, forced choice answers. The Job Descriptive Index(JDI), created by smith, Kendall, & Hulin (1969), job satisfaction that hasbeen widely used. It measures ones satisfaction in five facets: pay, promotionsand opportunities, coworkers, supervision, and the work itself. The scale issimple; participants answer either yes, no, or decide in response to whether

given statements accurately describe one job. The Job in General Index is anoverall measurement of job satisfaction. It was an improvement to the

job Descriptive Index because the JDI focused too much on individualfacets and not enough on work satisfaction in general.

RESEARCH METHODOLGY

Introduction

Research is a careful inquiry or examination to discover new informationand to expand and verify existing knowledge. According toClifford Woody, Research is defined as a process whichincludes defining and redefining problems, formulatinghypothesis or suggested solutions, organizing and evaluatingdata, making deductions and reaching conclusions and at lastcarefully testing the conclusions to determine whether they fitthe formulating hypothesis.


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Employee Satisfaction Measurement.

Employees satisfaction has been defined as a function of perceivedperformance and expectations. It is a persons feeling of pleasure or

disappointment resulting from comparing a product outcome to his/herexpectations.If the performance (company services) falls short of expectations, theemployee is dissatisfied and if it matches the expectations, the employee issatisfied. A high satisfaction implies more purchase/use of the product orservices. The process is however, more complicated then it appears. It is moreimportant for any organization to offer high satisfaction, as it reflects high loyaltyand it will not lead to switching over once a better offer comes in.

Tools for tracking and measuring customer satisfaction

Complaints and suggestions:Employees can freely deliver complaints and suggestions throughfacilities like suggestion box, personal meetings with seniors etc.

Lost employees analysis: The exit interviews are conducted oremployee loss rate is computed.

Employees satisfaction survey: Periodic surveys by use ofquestionnaire or telephone call to random sample of recent buyerhelp to find out customer satisfaction and relate to re purchaseintention and word of mouth score

Statement of the ProblemHuman behaviour is unpredictable One can act according to onesown decision. No one can expect the same type of behaviour fromanyone at all circumstances. Human behaviour is highly influenced by theenvironment. Because of this factor, we cannot expect that one can

act in the same way on a particular problem in all situations. Mosttimes human behaviour is influenced by the nature of work group.Friendly cooperative co-workers will definitely work. The work groupserves as a source of support, comfort, advice and assistance to theindividual workers. A good work group makes the job more enjoyableand the performance of the group will be very high. This willautomatically lead to the attainment of the individual as well as die


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ACKNOWLEDGEMENT

1. It is with a deep sense of gratitude that I acknowledge thecooperation and support ofUltimate Flexi Pack ltd. Jammu whichgave me the unique privilege of competing my summer project reportby visiting its premises for about one month and provides me with anopportunity to interact with various personnel.

2. I am particularly grate full to Mr. Kuldeep Kumar,(HR manager).It wasindeed very gracious of him to spare his value able time and to anelaborate insight into the functioning of the company as also toanswer all my queries patiently. I sincerely express my gratitude tohim.

3. I am indebted to all the employees, and all the other officers of thecompany for their cooperation. I am thankful to each and everyemployee and Ultimate Flexi Pack ltd.

4. I also express my sincere gratitude to prof.The Project Guide and Coordinator for their guidance and support inenabling me undertake and complete my project report.

Navdeep Singh

BBA PART 3RD

ROLL. NO. 17

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Employeesss Edited