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JOB
SATISFACTION OFEMPLOYEES IN
HCL
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The HCL Enterprise is one of India's largest electronics, computingand information technology company. HCL headquartered at Noida,near Delhi, the company comprises two publicly listed Indiancompanies, HCL Technologies and HCL Info systems.
HCL was founded in 1976 by Shiv Nadar, Arjun Malhotra, SubhashArora, Ajai Chowdhry, DS Puri, & Yogesh Vaidya. HCL was focusedon addressing the IT hardware market in India.
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SHIV NADAR
Founder - HCLChairman & Chief Strategy Officer - HCL Technologies
At a time when India had a total of 250 computers, Shiv Nadar led
a young team which believed in and bet on the growth of the ITindustry. Shiv Nadar firmly believes that, "If you want to empower
people, give them the tools. There is enough entrepreneurship in
the country to take care of the rest." He is quick to grasp new
opportunities, select a team to transform his ideas into reality and
delegate the project to competent professionals.
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. HCL has stayed a true Pioneer of Modern Computing. HCL now
employs over 71,000 professionals, with a global presence in 20 countries
and a pan India presence across over 500 locations. HCL's business spansIT Hardware manufacturing & distribution, System Integration,
Technology & Software services, Business Process Outsourcing, and
Infrastructure Management.
AWARDS
In January 2005 Shiv Nadar received the CNBC Business Excellence
award from the Prime Minister of India. In February 2005 he was listed by
"India Today" in the Power List of India's leaders from all walks of life, for
building a global IT Enterprise.
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.More recently, Shiv Nadar received the Ernst & Young Entrepreneur of the
Year Award 2007 in the Services' category for being "a doyen of the Indian
IT industry and perhaps its chief architect". The University of Madrasawarded him an Honorary Doctorate Degree in Science .
Shiv Nadar received the Padma Bhushan Award - the third highest civilian
honor given by the President of India - in January 2008, in recognition of not
just his contribution to trade & industry in India but also his deep
commitment to public good.
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. Ajai Chowdhry
Co-Founder ,Chairman & CEO - HCL Infosystems
An engineer by training, Ajai Chowdhry is one of the six founder members of
HCL, Indias leading Technology and IT Enterprise. HCL, Indias original
IT garage start-up founded in 1976, is today a US$ 5.0 billion Global
Enterprise.
Ajai Chowdhry has recently been conferred the DATAQUEST IT Man of
the Year 2007Award.
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HCL CDC (INFOSYSTEM)
HCL CDC is also the part ofHCL infosystem Ltd.
As the fountainhead of the most significant pursuit of human mind
(IT), HCL strongly believes, "Only a Leader can transform you into a
Leader". HCL CDC is a formalization of this experience
VISION & MISSION:
"Together we create the enterprises of tomorrow".
"To provide world-class information technology solutions and services in
order to enable our customers to serve their customers better".
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JOB SATISFACTIONJob satisfaction is an individuals emotional reaction to the job itself.
It is his attitude towards his job.
Definitions:
Job satisfaction is a general attitude towards ones job: the
difference between the amount of reward workers receive and the
amount they believe they should receive. -P. RobbinsJob satisfaction is the amount of pleasure or contentment associated
with a job. If you like your job intensely, you will experience high
job satisfaction. If you dislike your job intensely, you will
experience job dissatisfaction. -By Andrew J Du Brins
Job satisfaction defines as The amount of over all positive affect (orfeeling) that individuals have toward their jobs. J. Arnoldand
DanielC. Feldman
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Pay
The work itself
Promotion
The work group
Working condition
Supervision
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THEORIES OF JOB SATISFACTION
Herzberg's Motivation - Hygiene theory
Need fulfillment theory
Social reference - group theory
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HERZBERG'S MOTIVATION - HYGIENE
THEORYThis theory was proposed by Herzberg & his assistants in 1969. On the basis of his
study of 200 engineers and accountants in the USA, he established that there are
two separate sets of conditions or factors which are responsible for the
motivation & dissatisfaction of workers.
MOTIVATORS HYGIENE FACTORS
Achievement Company Policy & Administration
Recognition Interpersonal relations with supervisors,
peers & subordinates
Advancement Salary
Work itself Job Security
Possibility of growth Personal Life
Responsibility Working Conditions
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NEED FULFILLMENT THEORY
Under the need-fulfillment theory it is believed that aperson is satisfied if he gets what he wants & the more he
wants something or the more important it is to him, the
more satisfied he is when he gets it & the more dissatisfied
he is when he does not get it. Needs may be:
Need for personal achievement
Need for social achievement
Need for influence
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SOCIAL REFERENCES - GROUP
THEORY It takes into account the point of view & opinions of the group to whom the
individual looks for the guidance. Such groups are defined as the 'reference-
group' for the individual in that they define the way in which he should look at
the world and evaluate various phenomena in the environment (including
himself). It would be predicted, according to this theory that if a job meets the
interest, desires and requirements of a person's reference group, he will like it &
if it does not, he will not like it. A good example of this theory has been given by C.L. Hulin. He measures the
effects of community characteristics on job satisfaction of female clerical
workers employed in 300 different catalogue order offices. He found that with
job conditions held constant job satisfaction was less among persons living in a
well-to-do neighborhood than among those whose neighborhood was poor.Hulin, thus provides strong evidence that such frames of reference for
evaluation may be provided by one's social groups and general social
environment.
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OBJECTIVES OF STUDY
To study the factors which effect satisfaction levelamong employees of HCL.
To study how much job security effect satisfaction level.
To find out whether employees are satisfied by theirsalary.
To study the perception of employees toward their
organization.
To study and identify the factors which improves thesatisfaction level of employees.
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RESEARCH METHODOLOGY
Research Design Descriptive
Sources of data Secondary data studies
Surveys(Questionnaire)
Sampling Procedure Convenient Sampling
Sample Size 100 Employees
Sampling rea Chandigarh, udhiana
Jalandhar
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DATA ANALYSIS
AND
INTERPETATION
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HOURS WORKED EACH WEEK.
8%
12%
12%
24%
44%
Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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LOCATION OF WORK IS GOOD.
5% 8%
18%
39%
30%
Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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YOU HAVE PAID AS PER YOUR
EXPECTATION LEVEL.
6%11%
24%
31%
28%
Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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PROMOTION POLICY APPLIED IN
ORGANIZATION IS VERY GOOD.
7% 6%
16%
41%
30%
Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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GOOD COORDINATION WITH YOUR
CO-WORKERS.
8%
20%
22%
34%
16%Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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GOOD RELATIONS WITH YOUR
SUPERVISORS.
9% 4%
24%
31%
32%
Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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SPECIALIZED TRAINING PROVIDED TO
EMPLOYEES.
6% 9%
10%
40%
35%
Not Satisfied
Some What Dissatisfied
Neutral
Some What Satisfied
Extremely Satisfied
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HOW LONG YOU WISH TO STAY ON JOB?
13%3%
18%
34%
32%
Less than one year
One year to two years
Two years to five years
Five years to ten years
Ten years or more
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The respondents are satisfied with hours worked each week
and location of work .
Mostly employees are satisfied with promotion policy of
HCL.
The respondents relationship with the superiors and
colleagues are quite good .
The Respondents are provided with proper welfare facilities.
The communication and motivation of employees by their
superiors in this organization is reasonable.
The Pay and promotion activities in this organization is also
good.
35% employees are satisfied with the training which is
provided by HCL to them.
Most of employees want to stay on job up to ten years.
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SUGGESTIONS
In the organization most of employees are satisfied with all
the facilities provided by company. But there are some
employees also who are not satisfied with the company. So
organization should try to convert unsatisfied employees into satisfied employees. Because if employee is not satisfied
than he is not able to give his 100% to his work and the
productivity of employee decrease. So HCL should try to
satisfied his employees because employees are the assets ofthe company not liabilities.
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LIMITATIONS OF THE STUDY
Data collected is based on questionnaire.
The sample size is limited by 100.
The information collected by the observation method is very limited.
The result would be varying according to the individuals as well as time.
Some respondents hesitated to give the actual situation; they feared that
management would take any action against them.
The findings and conclusions are based on knowledge and experience of
the respondents sometime may subject to bias.
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CONCLUSIONFrom the survey which I have done , I can conclude that most of
employees are satisfied with their job at HCL. They are satisfied withthe hours worked each week and location of the work . 41%
employees are somewhat and 30% employees are extremely satisfied
with promotion policy . Their relationship with the superiors and
colleagues are quite good .HCL provide proper welfare facilities tothem . The communication and motivation of employees by their
superiors in this organization is reasonable. The Pay and promotion
activities in this organization is also good . 35% employees are
satisfied with the training which is provided by HCL . So most of
employees want to stay on job up to ten years . In this way we can say
that satisfaction level among employees of HCL is high.
Among
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