MBA Project report at "Employee Satisfaction"

A

SUMMER TRAINING PROJECT REPOPRT

ON

“EMPLOYEE SATISFACTION”

Submitted in fulfilment of the requirement of

Master of Business Administration (MBA)

(SESSION 2014-2015)

SUBMITTED TO: SUBMITTED BY:

Kurukshtra University ALOK KUMAR SINGH

Kurukshtra MBA 3rd (Sem)

Roll No. 3011062

JK INSTITUTE OF MANAGEMENT & TECHNOLOGY, KARNAL

(An ISO Certified Institution) (Approved by AICTE)

(Affiliated to Kurukshetra University, Kurukshetra)

www.jkinstitutes.com

1

http://www.jkinstitutes.com/

COLLEGE CERTIFICATE

2

COMPANY CERTIFICATE

3

DECLARATION

I hereby declare that this project report title “EMPLOYEE SATISFACTION” in ZEE

LABORATOIRES, KARNAL is prepared and submitted by me to the department of Human resource

management and it is a result of my own work & my indebtedness to other work / publications, if any,

have been duly acknowledge.

ALOK KUMAR SINGH

4

ACKNOWLEDGEMENT

I am a student of MBA J. K. GROUP OF INTUITION RAMBHA KARNAL -132001 HARYANA.

In this endeavor, I would like to express my deep sense of gratitude to all those who helped me in

carrying out this study and resenting this report successfully.

First of all I would like to thank to Mr Neeraj Sharma (Head, HR) for allowing me to do training in

ZEE LABORATOIRES KARNAL. I would also like to thank Mr Deepak (Executive, HR) &

Bhavesh (Officer, HR) & Mr Puneet Sharma (Executive, HR) spending their precious time during the

HR session.

I also would like to thank to Mr. Angrej (Store executive) & Kritika (Executive, QA). I would like

to thank to My College Director and My Faculty guide Ms Monika Ahluwalia for giving me such

opportunity to complete my training in such organization

.

And finally, I would like to thank to each and every member of ZEE LABORATOIRES KARNAL

for their kind support.

5

CONTENTS

S. NO. TITLE OF THE CHAPTER PAGE NO.

1 INTRODUCTION TO THE INDUSTRY PROFILE 7-11

2 INTRODUCTION TO THE COMPANY PROFILE 12-24

3 HR POLICES 25-36

4 INTRODUCTION TO THE TOPIC (EMPLOYEE

SATISFACTION)

37-44

5 RESEARCH METHODOLOGY 45-46

6 LITERATURE REVIEW 47-68

7 FINDING 69-74

8 LIMITATION 75-76

9 RECOMMENDATION 77-78

10 CONCLUSION 79-80

11 QUESTIONNAIRE ON EMPLOYEE SATISFACTION 81-83

BIBLIOGRAPHY 84-85

6

CHAPTER-1

INDUSTRY PROFILE

7

INDUSTRY PROFILE

Industry Definition:

“The Indian pharmaceutical industry is a success story providing employment for millions and

ensuring that essential drugs at affordable prices are available to the vast population of this sub-

continent.”

Richard Gerster

The Indian Pharmaceutical Industry today is in the front rank of India’s science-based industries

with wide ranging capabilities in the complex field of drug manufacture and technology.

Facts about the Role of Pharmaceutical Industry in Indian Gross Domestic Product (GDP):

• Indian Pharmaceutical Industry ranks fourth in the world, pertaining to the volume of sales.

• The estimated worth of the Indian Pharmaceutical Industry is US$ 6 billion.

• The growth rate of the industry is about 13% per year.

• Almost most 70% of the domestic demand for bulk drugs is catered by the Indian Pharma

Industry.

• The Pharma Industry in India produces around 20% to 24% of the global Generic drugs.

• The Indian Pharmaceutical Industry is one of the biggest producers of the Active

Pharmaceutical Ingredients (API) in the international arena.

• The Indian Pharma sector leads the science-based industries in the country.

• Around 40% of the total pharmaceutical produce is exported.

• 55% of the total exports constitute of formulations and the other 45% comprises of bulk

drugs.

• The Indian Pharma Industry includes small scaled, medium scaled, large scaled players, which

totals nearly 300 different companies.

• As per the present growth rate, the Indian Pharma Industry is expected to be a US$ 20 billion

industry by the year 2015.

• The Indian Pharmaceutical sector is also expected to be among the Top Ten Pharma based

markets in the world in the next ten years

• The sales of the Indian Pharma Industry would worth US$ 43 billion within the next decade.

• The multinational companies, investing in research and development in India may save up to

30% to 50% of the expenses incurred

8

• The cost of hiring a research chemist in the US is five times higher than its Indian

counterpart.

• The manufacturing cost of pharmaceutical products in India is nearly half of the cost incurred

in US.

• The cost of performing clinical trials in India is one tenth of the cost incurred in US.

• The cost of performing research in India is one eighth of the cost incurred in US.

Following the de-licensing of the pharmaceutical industry, industrial licensing for most of the drugs

and pharmaceutical products has been done away with. Manufacturers are free to produce any drug

duly approved by the Drug Control Authority. Technologically strong and totally self-reliant, the

pharmaceutical industry in India has low costs of production, low R&D costs, innovative scientific

manpower, strength of national laboratories and an increasing balance of trade. The Pharmaceutical

Industry, with its rich scientific talents and research capabilities, supported by Intellectual Property

Protection regime is well set to take on the international market.

9

ADVANTAGE IN INDIA

Competent workforce: India has a pool of personnel with high managerial and technical competence

as also skilled workforce. It has an educated work force and English is commonly used. Professional

services are easily available.

Cost-effective chemical synthesis: Its track record of development, particularly in the area of

improved cost-beneficial chemical synthesis for various drug molecules is excellent. It provides a

wide variety of bulk drugs and exports sophisticated bulk drugs.

Legal & Financial Framework: India has a 53 year old democracy and hence has a solid legal

framework and strong financial markets. There is already an established international industry and

business community.

Information & Technology: It has a good network of world-class educational institutions and

established strengths in Information Technology.

Globalization: The country is committed to a free market economy and globalization. Above all, it

has a 70 million middle class market, which is continuously growing.

Consolidation: For the first time in many years, the international pharmaceutical industry is finding

great opportunities in India. The process of consolidation, which has become a generalized

phenomenon in the world pharmaceutical industry, has started taking place in India.

10

THE GROWTH SCENARIO

India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14 percent per year. It is one

of the largest and most advanced among the developing countries.

Over 20,000 registered pharmaceutical manufacturers exist in the country. The domestic

pharmaceuticals industry output is expected to exceed Rs260 billion in the financial year 2002, which

accounts for merely 1.3% of the global pharmaceutical sector. Of this, bulk drugs will account for Rs

54 bn (21%) and formulations, the remaining Rs 210 bn (79%). In financial year 2001, imports were

Rs 20 bn while exports were Rs87 bn.

The above graph shows the percentage of pharmaceutical products export by various countries.

(SOURCE Competitiveness of the Indian pharmaceutical industry in the new product patent regime a

report by FICC

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CHAPTER-2

COMPANY PROFILE

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INTRODUCTION TO COMPANY PROFILE

“A company empowered by one mission –to place itself on the world map. An enterprise

propelled by one force-that synergizes its energies to charter unexplored markets.

Organizations fuelled by one dream-to transform competition into opportunity.”

ZEE LABORATORIES was incepted in 1994 and maintaining its benign presence ever since. ZEE

started its first manufacturing unit at Karnal city in Haryana state of INDIA situated at just 150 Km.

away from Delhi International Airport, broadly connected with National Highway No. 1. The factory

is spread over a large area of around 6000 Square meter out of which 50% is covered area with two

floors. Company started its second unit in the year 2005 in the tax free industrial zone of Himachal

Pradesh at 'Paonta' Sahib with the latest and well equipped 'technology' which is further 125 kms.

away from its Karnal unit. The factory is spread cover a large area of around 7500 square meter out of

which 60% is covered area with two floors. Company started its third unit in the year 2009 in the tax

free industrial zone of Himachal Pradesh at 'Paonta' Sahib with the latest and well equipped

technology as per USFDA & European GMP Standards. The factory is spread over a large area of

around 10,000 square meter out of which 60% is covered area with three floors in which company

has added separate manufacturing facilities for Oncology Drugs (Anti-Cancer drugs) . The Company 13

also started it's Fourth unit in the year 2009 in the tax free industrial zone of Himachal Pradesh at

'Paonta' Sahib with the latest and well equipped technology. The factory is spread over a large area of

around 5,000 square meter out of which 60% is covered area with two floors and dedicated to

exclusive manufacturing of Cosmetics and Nutraceuticals preparations.

ZEE LABORATORIES is manufacturing, marketing and exporting pharmaceutical formulations

of a wide range of TABLETS : Beta Lactum, Non Beta Lactum, Hormonal, Sustained Released,

Delayed Released, Uncoated, Film Coated & Enteric Coated. CAPSULES : Beta Lactum, Non Beta

Lactum, Control Released pellets capsules, iron & Multi vitamin pellet capsules. LIQUID ORALS :

Tonics Syrups, Suspension, Elixirs, Cough Syrups. DRY POWDER : Dry Syrups, ORS Powder,

Protein Powders, Dusting Powder. OINTMENTS : Ointments, Creams & Gel EXTERNAL

PREPARATIONS : Lotions, Emulsions, Shampoo, Face Wash. LIQUID INJECTABLES : Vials,

Ampoules, Hormonal injectables. DRY POWDER INJECTABLES : Beta Lactum, Non Beta Lactum

Dry Injections. EYE, EAR AND NASAL DROPS Company is also involved in the manufacture of

COSMETICS and HERBAL Preparations. COSMETICS: Creams, Soaps, Lotions, Emulsions,

Dusting Powder, Shampoos, Pastes. HERBAL PREPARATIONS: Tablets, Capsules, Liquids,

Ointments, creams, Tooth Paste, Oils, Malt. ZEE LABORATORIES is marketing throughout India

through their franchisee network which is spread all over the country Company has its own marketing

network for their OTC Products which is spread all over the country with more than 100 marketing

personnels. Company is exporting to more than 25 countries directly and company is having its own

marketing network in 5 countries. Company is also engaged with various Institutions and Govt.

Business throughout the country and abroad. In pursuit of excellence, the group is forging ahead with

its expertise and experience, constantly laying emphasis on customer satisfaction and confidence

through Quality control and quality assurance. A competent, dedicated and dynamic team of

professionals are responsible for its aggressive growth and company will cross the turnover of USD

25 million in the current financial year. The company is accredited with ISO 9001:2000 and WHO-

GMP & cGMP certifications. Our mission is to be the leading company in our field of activity,

service, excellence and global expansion through quality measure. ZEE LABORATORIES has it's

own Marketing, Multi Speciality Divisions namely Lanark Laboratories, Klokter Lifesciences,

Axyzen Lifesciences, Bionext, Wel'n'drugs, de'venture, Medibruck and Grentek. Apart from these,

company is also having its speciality divisions namely Oreva, Biorome Dermacare (Dermacare

Division), Concord Psychocare (Psychiatric Division) Zee Herbals, Vetlife (Veterinary Division) and

Altrex (Ophthalmic Division), Nuways (Anti Cancer Division).

14

OUR MISSION IN GLOBAL PHARMACEUTICALS MARKETS

“We have a challenging and inspiring mission to improve the quality of human life by enabling

people to do more, feel better and live longer”

“Dual strategic priorities: Since 1994, we have focused our business around the delivery of dual

strategic priorities, which aim to increase growth, reduce risk and improve our long-term financial

performance”

“Grow a diversified global business: We expect to generate future sales growth by strengthening

our core pharmaceuticals business and supplementing it with increased presence in growth areas in

emerging markets”

“Deliver more products of value: We expect to increase our presence in different therapeutic

segments delivering more products of value for the healthcare of ailing humanity in the global

pharmaceuticals market”

“Our Plan: Drive growth in the pharmaceutical business in emerging markets Fulfill the potential of

Emerging Markets”

15

OBJECTIVES OF ZEE LABORATORIES LTD.

1. To be a leader in the Pharmaceutical industry.

2. To be a profitable company with a steady growth in earnings.

3. To set an example as a socially responsible company.

4. To diversify in health care related areas.

5. To strive for excellence and continuous improvement in all spheres.

6. To improve the quality of life of people by providing better services and quality products.

16

NATIONAL PRESENCE ZEE LABORATORIES LIMITED

ZEE LABORATORIES is having their own marketing network throughout the country from Leh

Laddakh to Andeman & Nicobar islands. Company is having their marketing network in all of the

states and all Union territories of India. Company has formed its marketing network by appointing

marketing distributors/franchisees with monopoly rights (state wise or region wise). The company is

providing all types of promotional inputs and marketing support to their franchisees.

INTERNATIONAL PRESENCE ZEE LABORATORIES LIMITED

ZEE LABORATORIES has rapidly expanded in different countries with-in a decade. The ZEE

LABORATORIES Products are extensively marketed and promoted internationally in different

countries of CIS, BALTIC STATES, CENTRAL ASIA, SOUTH EAST ASIA, ASIA PACIFIC,

AFRICAN CONTINENT, and CENTRAL AMERICA.

17

OUR INTERNATIONAL ASSOCIATE COMPANIES:

ZEE LAB INC.,

MANILA, PHILIPPINES

ZEE HEALTH CARE CAMBODIA LTD.,

PHNOM PENH, CAMBODIA

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WEL 'N' BERG GmbH,

FRIEBERG, GERMANY

ZEE LABORATORIES (MAURITIUS) LTD.

BIOBEAUTY LIMITED

LONDON, UNITED KINGDOM (UK).

BIOROME MEDICARE LIMITED

COVENTRY, UNITED KINGDOM (UK).

19

INSTITUTIONAL BUSINESS:-

ZEE has presence in the various institutions and government departments in INDIA, SRI LANKA &

MAURITIUS and is approved and registered with INDIAN RAILWAYS IN VARIOUS SECTORS.

The main government and institutional sector to which ZEE is supplying are -

• State Pharmaceutical Corporation of Sri Lanka

• Ministry of Health, Mauritius

• ESI Corporation of India

• Indian Army

• Government Medical Stores Depot.

• Indian Railways.

• Sir Ganga Ram Hospital, New Delhi

• Municipal Corporation of Delhi.

• United Nations Operations Procurement Services.

• JIPMER, Puducherry

• NIMHNS, Bangalore

• Bombay Municipal Corporation

• Govt. of Haryana

• Govt. of Himachal Pradesh

• Govt. of Jammu & Kashmir

• Govt. of Assam

• Govt. of Uttar Pradesh

• Govt. of Maharashtra

• Govt. of Andaman & Nicobar Islands

• RMSCL, Rajasthan

• KMSCL, Kerala

• DHS, Orissa

• DHS, Delhi

• Safdarjung Hospital, New Delhi

• Ram Manohar Lohiya Hospital, New Delhi

• TNMSC, Tamil Nadu

• State Health Society, Bihar

• Govt. of West Bengal

• Govt. of Madhya Pradesh

• Govt. of Jharkhand

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ZEE participates regulary in various government and semi government tenders in India and abroad.

ACHIEVEMENT ZEE LABORATORIES LTD

2013 - Zee Laboratories is awarded by “Quality Products” by His Excellency The President

of India Mr. Pranab Mukharjee

.

•

2013 - Zee Laboratories is awarded "Buisness Wizard of India" by Chief Minister of

Punjab.

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http://www.zeelab.co.in/photos/large_awrd1.jpg

http://www.zeelab.co.in/photos/large_awrd1.jpg

http://www.zeelab.co.in/photos/punjab_large_awrd1.jpg

THE VARIOUS DEPARTMENTS

Human Resource Department

The basic function of the human resource department in the modern corporate world is knowledge

management. The HR department strives to maintain cohesiveness among employees. It also ensures

interdepartmental cooperation in achieving targets. The appraisal system is also taken care by this

department. The HR department delves deep into the employee’s psyche to analyze the positives and

negatives of each employee, so that a proper system of delegation and / or empowerment can be

evolved.

Finance Department

The finance department takes care of the regular financial needs of the company it ensures proper

allocation of funds and takes care of the working capital requirements. It verifies capital raised by

different departments and sends them for approval to the higher authorities.

Stores Department

The function of this department is to provide adequate and proper storage and preservation of various

items to meet the demand of various other departments by proper issues and maintaining accounts of

consumption. It also keeps a track of stock accumulation and abnormal consumption.

Erection and Fabrication Department

As the name suggests, this department identifies new projects and helps in erecting them. This

department also undertakes major modifications of equipment.

SAP Department

SAP department helps to integrate the entire enterprise starting from the supplier to the customer,

covering financial and human resources. This will enable the enterprise to increase productivity by

reducing costs. It also ensures a single solution to the information needs of the whole organization.

Production Department

As a part of their on going commitment to produce hi-tech quality drugs and pharmaceuticals that

take care of the specific needs of markets around the world, Zee Laboratories Limited has increased

22

the investment in the production department. It is the most important department of the company and

has the following objectives:

1. Improving volume of production.

2. Reducing rejection rate.

3. Maintaining rework rate.

Engineering Department

This department undertakes building, construction and maintenance. Maintaining service facilities

such as water, gas, heating, ventilation, air conditioning, painting and plumbing are some of the other

areas dealt by this department. This department also helps in maintaining electrical equipments such

as generators, transformers, telephone system and electrical installation.

Purchase Department

The purchase department provides material to the factory without which the wheels of machines

cannot move. The various functions performed by this department include: Securing good vendor

performance, including prompt deliveries of supplies of acceptable qualities.

1. To develop satisfactory sources of supply and maintaining good relationships with the

suppliers.

2. To pay reasonably low prices.

Quality Control/Quality Assurance Department

The purpose of QC & QA departments is to ensure that the desired quality standard is achieved. It

also ensures that the processing or fabrication of material conforms to the specific characteristics

selected, to assure that the resulting product will in fact perform its intended function.

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PRODUCT REVIEW

ZEE’s therapeutic width covers five of the top six categories including Anti-infective,

Gastrointestinal, Nutritionals, Cardiovascular, Central Nervous System, Respiratory, Dermatological

and others.

24

http://www.tradeindia.com/fp731542/Globex-Body-Grow.html

http://www.zeelab.in/comex-716092.html

http://www.zeelab.in/bron-khosol-716087.html

http://www.zeelab.in/hemze-716050.html

http://www.zeelab.in/arzec-gold-716027.html

http://www.zeelab.in/grobe-716058.html

http://www.zeelab.in/force-10-716024.html

http://www.zeelab.in/shewel-716070.html

http://www.zeelab.in/proliv-716007.html

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http://www.zeelab.in/himrose-thanda-tel-716064.html

http://www.zeelab.in/utric-716023.html

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http://www.zeelab.in/magic-plus-716020.html

http://www.zeelab.in/zevital-716009.html

http://www.zeelab.in/depresol-716056.html

http://www.zeelab.in/vitaprash-716067.html

http://www.zeelab.in/sefxim-tz-714745.html

http://www.zeelab.in/amine-500-714753.html

http://www.zeelab.in/livox-500-714566.html

http://www.zeelab.in/azith-250-714736.html

http://www.zeelab.in/zequin-300-714200.html

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http://www.zeelab.in/zecon-150-714202.html

http://www.zeelab.in/livox-05-714206.html

CHAPTER-3

HR POLICES

DEPARTMENTAL STRUCTURE:-

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President HR President HR

Vice President HR Vice President HR

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Sr. Manager Sr. Manager

Manager HR Manager HR

Sr.Executive HR Sr.Executive HR

Officer HR Officer HR

Jr.Officer Jr.Officer

HR POLICY

1 Medical Policy-:

1.1 All employees are covered by the mediclaim policy subject to the terms and limits

prescribed under the scheme.

1.2 This policy covers self, spouse and two children up to the age 21.

2 Group Accident Insurance Policy-:

2.1 This insurance covers all the employees against accident resulting in death or

permanent disablement

2.2 This policy does not cover death, injury or disablement resulting from intentional

self-injury, suicide or attempted suicide insanity or the influence of drugs or drink.

3 Uniform Policy-:

3.1 All the categories of employees are given 3 set of uniforms ones in a year.

3.2 None wearing of uniform is indiscipline, employees at workers level have deduction

in their salary.

Welfare Items Category Time

Safety shoes Workmen Every year

Staff & manager Every two year

Civil shoes Admin./Q.C dept. Every two year

Rainy Wear

Welfare Items Category Time

Rain coat All employees Once in two years

Rainy shoes Workmen & tech. personnel Every year

Admin. Personnel/ Q.C Once in two year.

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Activities:-

Manpower Planning

Recruitment of Manpower

Joining and Induction

Compensation & Benefits

Performance Appraisals

Welfare Facilities

Employee Relation

Reward System

Self-Development Scheme

Exist Interview

Learning & Development Programme

Industrial Relation

Conflict Resolving

Function of Time Office:-

Attendance Marking:-

Individual employees are issued punch cards through which he/she should record his/her attendance

on all the occasions of entering the premises or going out of premise in case forgot to personal

department through the HOD otherwise employee will be marked absent.

Shift change:-

An employee will be eligible for shift change on two occasions for his colleague in a month through

prescribed form. This is strictly at the discretion of the management and depending on work

exigencies29

Shift Time1st Shift 7 am to 3 pm2nd Shift 3 pm to 11pm3rd Shift 11 pm to 7 amGeneral Shift 9:15 am to 5:45 pm

Late coming:-

Workmen are allowed to late for duty each shift up to 10 minutes.

After 11 to 15 minutes late coming is consider.

Late coming is allowed on 3 occasions per month.

After 3 occasions half day leave will be deducted.

If leave is not in balance, washing allowance will be deducted.

After 15 minutes workman are not allowed for duty.

Transport facility;- In case vehicle does not reach the point then workman who come to duty

in such occasion 30 minutes late coming is allowed.

Salary Procedure:-

As a policy salary payments are made through bank transfer for whom an employee has to open an

account in HDFC Bank/Axis Bank / ICICI Bank/Kotak Bank.

ZEE LABORATOIRES mostly prefers ICICI Bank a/c of employees.

Paid Holidays:-

Company gives weekly off on Sunday & additional weekly off is on 2nd Saturday of every month.

Every year 10 Paid holidays are being enjoyed by the employees.

Leave Policy—

Annual Leave:-

Holidays- All permanent employees can enjoy annual leave of 30 days per annum. Leave will be

credited @ of 2.5 days per month.

Sick Leave (SL):-

Application for sick leave should be submitted as soon as possible & within 2 days submitted a

medical certificate from a registered medical practitioner. The certificate should be submitted

immediately on resuming duty along with fitness certificate.

Maternity Leave (ML):-

30

All permanent female employees who are not covered under ESI (Employee State Insurance) scheme

shall be entitled to maternity leave of 84 days (12 week) twice in their service.

Only those female employees who have put in 80 working days in a period of 12 months

immediately preceding the commencement of leave prior to delivery shall be entitled to

maternity leave.

Paternity Leave (PL):-

ZEE LABORATOIRES gives Paternity leave to permanent employees to support his wife & family

after the birth of child. Paternity leave would be allowed for maximum 5 working days. Such leaves

can be availed maximum twice in service tenure.

Leave for Adoption: - Employees will be entitled to leave for adoption of child aged below 12

years. This leave will of 6 weeks for female employee and for male employee it will as per the

paternity leave.

Sabbatical Leave: - All employees who have put in minimum 3 years of services in organisation

can take ‘Break in service’, normally allowed once in a career in order to manage any personal

situation. Such break in service not exceed 1 year.

31

Details in employees personal file.

o Original application of candidate

o Interview call letter

o Joining formats like,

Induction form, all academic credentials, experience certificates of previous

employment, Age proof, Training Certificate, Joining letter etc.

o Appointment letter

o Training attendance sheet

o Performance appraisal form

o Promotion letter

When the employee leaves the service, the resignation letter & company’s acceptance letter is filled at

the end of which his service file is closed. Employee’s file remains with the company for a period of

at least 5 years.

Human Resource Planning

• Human Resource Planning is the process of details about manpower’s requirement and means

of meeting the requirement in order to carry out the integrated plan of the organisation.

• Human Resource Planning is very important task for HR department.

• HR department decided right number of people and right kind of people at right place at right

time.

• The aim of Human Resource Planning in ZEE LABORATOIRES KARNAL is:-

√ To meet future human resource needs.

√ To utilize the existing manpower.

√ To integrate and monitor human resource policy.

Recruitment & Selection Procedure:-

It is conducted at the plant to fill up the vacancies in both management & non-management level. The

first step is to analyse the need of the manpower. The various sources are adopted for the

management as well as non-management staff.

i. Recruitment

ii. Induction

iii. Training & Development

iv. Payroll

v. Employee engagement

32

vi. Welfare

vii. Separation

a. Recruitment

a) Gap Identification (Budget-Actual)

b) Personal Requisition

c) Sources

d) Scrutinization

e) Shortlisting

f) Interview call

g) Interview day

h) Medical check-up

i) Document + offer

j) Joining

b. Payroll

a) Bank a/c

b) Attendance

c) Salary process

d) Bonus Mediclaim

c. Induction

a) Udbhav- Induction at Lonawala

b) One week inplant induction

c) Department allotment

d. Training & Development

a) Behavioural

b) Language

c) Technical training

d) Utkarsh

e) Leader plus

f) First time manager

g) Apni to Pathsala

h) SETU

e. Employee engagement

a) Buddy Programme

f. Welfare

a) Unifrom

b) Canteen

33

c) Transportation

d) Marriage Gift

e) Employee Credit Policy

f) Surbhi Kala Kendra

g. Separation

Performance Appraisals System:-

In ZEE LABORATOIRES Bell curve method is used to do performance appraisal.

Bell curve performance appraisal method is normally based on the process of Target setting & to

achieve it.

1. PSBP – Performance significant Below plan

2. PBP – Performance Below plan

3. PMP – Performance Meets Plan

4. PAP – Performance Above Plan

5. PSAP – Performance significant Above Plan

Every year targets are evaluated in month of April. And on the base of the result employee gets

transfer, promotion, increment, new targets, allowances, awards etc.

34

1 2 3 4 5

Training and Development activities:-

After completion of training, trainer take written test from the employee and

get the feedback .

Types of training programmes for employees:-

Types of training

1. On the job training

2. Safety training

3. Induction training “UTKARSH”

Procedure of Training:-

As per the performance appraisals training includes, the name of the employees who required

the training & the subject of training.

After this, the arrangement for training is done. The training can takes place at both the inside

& outside the factory premises. For internal training the external faculties called or otherwise

the internal identified trainers may conduct the training.

An Individual intimation form is send to the concern employee regarding the type of training

which he needs to undergo with date & venue after intimation to the HODS.

After the completion the trainee the employee fill the training feedback form submit the same

to the HR department.

Company also takes the written test of the trainee after the completion of training.

The feedback form is then analysed & checked to know the effectiveness of training. Then the

comparison of his earlier performance& the current performance takes places.

Promotion and Transfer Policy:-

Promotion:-

The company gives more than 100 promotion in year & this promotion is purely on the basis of

performance of employee. The promotional need is identified after the performance appraisal of

employee takes place and also on bases of organizations requirement & while giving promotion the

following points are taking in to consideration.

Employee’s performance

Attitude of employee

Quality of work

Attendance of employee

Employee capabilities

35

Awareness of work

Transfer:-

Transfer is not viewed as a punishment in ZEE LABORATOIRES KARNAL. Transfer takes places

for the betterment of organisation as well as for employee or due to the employee’s requests. Transfer

can take place within department at same location or within the group company. But here whenever

transfer is given to an employee as per policy. The salary also revised with transfer company also

provide paid holidays, joining time, transportation costs, transport allowance etc.

Administrative activities:-

Transportation

Safety and Security

Gardening

Cleaning and Housekeeping Activity

Welfare activities:-

Canteen

Uniform & Safety shoes

Rainy wear & gumboot & winter wear

Mediclaim

Washing allowance

Leave travel allowance

Sport competition

Education allowance

Loans

Birthday wishes & anniversary wishes card

Long term service award:

• Gold Coin

• Silver Award

• Marriage Gift

36

Industrial Relations environment:-

The overall industrial environment is conductive. Till the date strikes of any type are not occurred in

ZEE LABORATOIRES, KARNAL, so we can say that employees are happy with the organization. If

in case there is any problem related to the employee, the employee has discussed with the worker

committee and there are at some conclusion. The worker welfare committee has seven members in

total.

Activities carried out towards organization development:-

The following activities are carried out towards organisation development.

To maintain good relation with workmen representation committee.

To make settlement with workmen representative committee.

The company gives that type of facilities which aim to take employee feel ease with following

facilities,

General clearness

Lighting & ventilation

Safety measures

Parking area

High Security

37

CHAPTER-4

INTRODUCTION TO THE TOPIC

EMPLOYEE SATISFACTION

38

Employee Satisfaction

Introduction

Employee satisfaction is essential to the success of any business. A high rate of employee

contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied with

their careers should be a major priority for every employer. While this is a well known fact in

management practices, economic downturns like the current one seem to cause employers to ignore it.

There are numerous reasons why employees can become discouraged with their jobs and resign,

including high stress, lack of communication within the company, lack of recognition, or limited

opportunity for growth. Management should actively seek to improve these factors if they hope to

lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided

Objectives of the Study:

To identify the values that support creativity and innovation in the organization.

To focus on knowing trust relationship among the employees.

To give feasible suggestion regarding improvement of the employee satisfaction Levels at

LEPRA Society.

To know the welfare measures and living environment provided for the Employees.

To identify the conditions in which the individuals are most likely to use intuition in decision-

making

The importance of Employee satisfaction:

An employee who has no interest in his or her field, or the position in which he or she begins in a job,

may initially put forth his or her best effort. However, this employee will often become bored with

the work because there is no intrinsic motivation to succeed. Finding the daily job mundane reduces

the individual’s desire to show up to work and to do the job well. In this case, the employee may

continue to come to work, but his or her efforts will be minimal. In contrast, an employee may be

entirely too overwhelmed to handle the position; the responsibilities may prove to be too demanding.

In an instance like this, the employee will search for another position that offers the financial security

he or she needs with job characteristics that challenge them appropriately; thus increasing the initial

company’s turnover rate (Koslowsky & Krausz, 2002).

39

The Sources and Effect of Stress:

Stress is one of the leading causes of employees’ discontentment with their job. Branham (2005)

asserts that, “it seems clear that one quarter to one half of all workers are feeling some level of

dysfunction due to stress, which is undoubtedly having a negative impact on their productivity and

the probability that they will stay with their employers.” Stress can have many causes, including

when companies cannot, or will not, supply the tools necessary to produce or work efficiently while

on the job. This produces higher stress levels because these workers are expected to perform at

certain rates, yet they are unable to do so. This results in lower productivity and higher turnover

because quotas cannot be met by the employees on staff. Knowing that management is able to

provide the tools essential for the position is crucial to the employee trusting the intentions of their

employer. Another source of stress is the now common practice of employers which attempts to cut

costs by eliminating positions and disbursing the workload to other employees. The issue that arises

is that tasks will not be performed effectively or efficiently because the employees become more

concerned with having an overbearing workload. Consequently, the efforts of these employees fail to

reach their own, or their employers’, standards. These actions, and employee responses to them, result

in employees who attempt to finish incomplete work assignments during personal time, such as lunch

breaks, in an effort to keep their jobs (Branham, 2005). When a company expects their employees to

perform

Outside normal working hours, it detracts from those employees relaxation time. Personal time is

essential in maintaining relationships, personal wellbeing, and sanity. The extra strain of needing to

finish an unreasonable amount of work to keep the job dramatically increases employee anxiety.

Employees that struggle to finish their tasks become less likely to attempt advancement and more

likely to begin the search for a new job elsewhere. Those who do not attempt to complete all of the

assignments are eventually terminated. The termination of some employees also causes stress to the

remaining employees. Those remaining begin to wonder whether they are going to be the next people

“on the chopping block.” The excessive strain can have a very detrimental effect. Employers that are

untrustworthy are a burden to their employees and may cause stress. Distrust can result from a variety

of situations (Branham, 2005). Harassment, in any form, may cause a new level of stress for the

employee. It becomes increasingly difficult to do a

respectable job at work when one is consistently faced with an uncomfortable working environment.

This anxiety is caused by trying to avoid troublesome confrontations and situations. Workers may

agonize about the consequences they would face if the harassment were to be reported, as well as the

repercussions of not reporting it.

40

Other Sources of Employee Dissatisfaction:

Dissatisfaction with the job may come from sources other than stress or poor fit between employee

and job. Employers that are deemed unethical by their workers may be viewed as such because they

appear to care exclusively about company revenues, rather than the employees that are working for

them. This perception of an employer may lead to job dissatisfaction, and raise the company’s

turnover rate. Dissatisfaction may also arise, with the same result in turnover, when the work

environment fails to have any flexibility or any source of amusement for the employees; the tone of

the business will become stressful or tedious (Kaye & Jordan-Evans, 1999). Lack of communication

in the workforce is a major contributor to dissatisfaction. This is usually the result of managerial staff

that is isolated and does not know how to relate to their employees on a personal or professional level

(Branham, 2005). Bad communication leaves employees feeling disconnected from the organization.

This is detrimental to the wellbeing of the company because when an employee feels neglected, he or

she will tend to perform at a lower level. This employee becomes unsure of his or her position within

the company, and wonders what his or her purpose is within the workplace. Employees may be

unaware of how their performance measures up to that of their co-workers and have no sense of how

they can improve.

Without communication, it becomes difficult for employees to make any progress in their efficiency.

Employees want to know that their employers recognize their achievements in the workplace. They

need to feel appreciated, as workers and as people (Branham, 2005). Often companies become more

focused on production and revenues, rather than with their own employees, or even their customers.

In the case of employees, the employees may rarely be praised for the quality of their performance. If

a company does performance appraisals, the results may be given in such a harsh tone that, rather

than motivating an employee, it intimidates and an employee may feel uncomfortable in the

workplace, rather than encouraged to achieve more. It may be common for upper management in

some workplaces, to take the ideas of lower level employees lightly, which leaves these employees

feeling neglected and worthless. It becomes difficult for workers to see a bright future while working

for the company. If an employee fails to see a future with the company, why would they work to

produce results? Those employees who do work well to support the company may not be

compensated for their efforts. Employers that choose to under-compensate know that these employees

will work hard for minimal pay, and these employers will compensate accordingly (Timpe, 1986). At

the same time, the same employers will pay more to other employees who are not willing to work for

minimal compensation. This compensation disparity leads to dissatisfaction because eventually the

hard worker will notice that he or she is not being compensated fairly for the amount of work they are

doing, and will begin searching for another company that will appreciate his or her labor.33 Finally,

failure to provide employees with opportunities to grow within the company results in employee

41

frustration. Barriers within the company may prevent some employees from reaching their full

potential (Branham, 2005). Such barriers may include favoritism of certain employees or company

policies requiring hiring from outside the company. Glass ceilings for minority employees may also

cause difficulty in advancement. Organizations that do not provide sufficient training opportunities

for employees are also doing themselves a disservice. These organizations are missing out on

employees that are dedicated to their companies and knowledgeable in their fields, and with sufficient

training, have the potential to do well in higher positions.

Why Should an Employer Care?

It is important that employers care about the happiness of their employees. Recent statistics show that

throughout their careers, American workers hold an average of eight jobs (Rudman, 2003). The rate

of turnover because employees are unhappy is alarming. Even is an economic downturn, employers

must spend an enormous amount of money recruiting new employees, going through the hiring

process, and finally training new employees. Dissatisfaction has many negative side effects for the

company, while satisfaction results in a much better retention rate. The effects of dissatisfaction that

results in an employee’s withdrawal from job and company can range from mild to severe. Tardiness,

in showing up for work and coming back from breaks, shows a lack of interest by the employee for

his or her responsibilities. This may escalate to the employee not showing up to work entirely. Some

less obvious signs of withdrawal from the job include: taking care of personal matters while at work,

playing games, engaging in non-work related talk, spending time on social networks, and diminishing

job performance. These withdrawal behaviors, when evidence of dissatisfaction, may end with an

employee leaving the workplace; “the heuristic model posits that thinking of quitting is the most

probable outcome of job dissatisfaction” (Kieslowski & Krausz, 2002). Therefore, withdrawal will

lead either to the employee voluntarily leaving the organization or being terminated for

unprofessional behavior.

Happiness in the workplace leads to much higher levels of productivity. It increases employee

morale; therefore employees are more willing to work harder to improve the company and its goals.

According to Branham (2005),

“Gallup studies show that businesses with higher employee satisfaction also have:

• 86% higher customer ratings

• 76% more success in lowering turnover

• 70% higher profitability

• 44% higher profitability

42

• 78% better safety records.”

Companies need good, knowledgeable employees. If these employees are not treated fairly, they are

going to take advantage of other job offers that will provide more stability, more benefits, and more

compensation.

What Should the Employer Do?

The employer has a responsibility to ensure the satisfaction of all of its employees. There are many

precautions that managers can take to make certain that they are meeting the working needs of their

employees. Employers also should be more cautious during the hiring process. Having multiple

people interviewing final candidates will help ensure that the employee will work well with the

company. During interviews, employers should ask questions relating to the type of work that the

potential employee enjoys doing. It is imperative to match the personal characteristics and values of

the employee with the organization. Employers should prepare for the interview by doing a job

assessment to see what skills are necessary for the position, then testing applicants to see if they have

the ability to be trained to the position and have the skills and knowledge that correspond with the job

description (Kaye & Jordan-Evans, 1999). It is critical that during this phase, the employer give an

accurate description of the job to candidates so they can prepare for the challenges ahead. Managers

must learn to communicate better with lower level employees. Connection to the company gives staff

a better feeling of belonging and worth. Supervisors should set an example by promoting friendly

relationships with the staff so the work environment is healthier (Kaye & Jordan-Evans, 1999). They

need to learn to listen to

the employees when they have a concern or a question about the work that they are doing or the

direction that the company is taking. It is imperative that managers show respect for all employees,

their opinions, and their work. Managers need to convey a good understanding of the mission and

goals that the company is trying to attain so that the staff recognizes what the organization is working

toward. Clarification, of the expectations associated with different positions, assists employees in

comprehending their direct relationship with the company and how their work affects that of others.

Performance reviews are a good managerial tool because they give administrators an idea of those

employees that are contributing to the organization’s success and those who need to work harder

(Branham, 2005). It also offers employees the ability to gauge their performance. Often, employees

will think that they are performing better or worse than their managers perceive their work to be. The

performance review presents the perfect time to bring together these different perspectives, to correct

negative behavior, and to reward productivity. Providing employees with the opportunity for growth

is also a major contributor to satisfaction. Because performing the same job becomes uninteresting, it

is important to challenge employees with work that they can accomplish but stretches their abilities 43

(Timpe, 1986). It is a good opportunity to see the abilities of lower level employees. Giving

employees new projects or goals allows them to become creative and skilled in new areas. This

broadens their knowledge while they become a more valuable asset to the company. Lateral

movement does not change the status of the employee, but helps them learn more about different

aspects of the company. Doing another job entirely gives the employee a change of pace and

direction. The employee may find that they enjoy a different branch of the workforce better than the

one previously held. Recognition of an employee’s hard work is essential to his or her satisfaction in

the workplace (Kaye & Jordan-Evans, 1999). Letting employees in on the decision making processes

gives those employees a feeling that their opinions are respected and that they hold a place of

importance within the company. Pay is a huge motivator for many employees. Making the

Connection between money and performance motivates employees to be more productive and to go

the extra mile (Timpe, 1986). Caring about employees on a personal level is important as well. Let

them know that the work that they do, the lives that they lead, also are of benefit to the

Company. The employer can make sure that employees are aware of their achievements. These

employers can show appreciation for those achievements. Conversely, employers should take notice

when employees become overwhelmed and attempt to alleviate the daily burden by adding more help

when it is obviously needed.

Sources of Employee satisfaction:

1. Job

2. Salary & benefits

3. Career development

4. Supervision

5. Working conditions

6. Team work

Conclusion

Management should have a positive effect on, and seek to support the happiness of, the firm’s

employees. Reasons for this are not solely to benefit the employees as companies also stand to gain

from employee satisfaction. In an economic environment like the current one, employers often

disregard the costs associated with unhappy employees, seemingly believing that these employees are

stuck in their current positions and will tolerate unpleasant working environments. This, however, is

not the case. Many reasons for employee dissatisfaction are well within the control of the firm and

good management practices will enable a company to diminish, or remove, those reasons. Satisfied

44

employees will work harder for the company and plan to stay at the company, ultimately reducing

that company’s labour costs

45

CHAPTER-5

RESEARCH METHODOLOGY

46

RESEARCH METHODOLOGY

The research is the pursuit of truth with the help of study, observation, comparison and experiment.

Research methodology is a way to systematically solve the research problem. In it we study the

various steps that are generally adopted by a researcher in studying his research problem along with

logic behind them.

TITLE

“EMPLOYEE SATISFACTION IN PRIVATE AND PUBLIC SECTOR AMONG 50

EMPLOYEES AT ZEE LABORATOIRES KARNAL.”

– Source of data: - Collected through questionnaires.

– Data collection Method:-

1. Prepared questionnaires by me so that I can easily get the information from the

respondents.

2. The questionnaires was designed in 5 levels

a. Poor Satisfaction

b. Need to improve

c. Seldom satisfaction

d. Great Satisfaction

e. Extremely Delighted

– Field work & Experience:- The field of work in survey are not in any particular

department but, I complete my survey by contacting the different employees from different

departments.

– Sample Size- 50

47

CHAPTER-6

LITERATURE REVIEW

48

LITERATURE REVIEW

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfilment of one s‟

needs, wants and desire. Satisfaction depends basically upon what an individual wants from

the world, and what he gets.” Employee satisfaction is a measure of how happy workers are

with their job and working environment.

It is sure that there may be many factors affecting the organizational effectiveness and one of

them is the employee satisfaction. Effective organizations should have a culture that

encourages the employee satisfaction, Bhatti & Qureshi, (2007)

Employees are more loyal and productive when they are satisfied Hunter & Tietyen, (1997),

and these satisfied employees affect the customer satisfaction and organizational productivity,

Potter field, (1999).There is no limit for the employees to reach the full satisfaction and it may

vary from employee to employee. Sometimes they need to change their behaviours in order to

execute their duties more effectively to gain greater job satisfaction, Miller, (2006). Having

good relationships with the colleagues, high salary, good working conditions, training and

education opportunities, career developments or any other benefits may be related with the

increasing of employee satisfaction

Employee satisfaction is the terminology used to describe whether employees are happy,

contended and fulfilling their desires and needs at work. Many measures support that

employee satisfaction is a factor in

employee motivation, employee goal achievement and positive employee morale in the work

place. Susan M.Heath field (About.Com). Cranny, Smith & stone (1992) defined ES as the‟

combination of affective reactions to

the differential perceptions of what he/she wants to receive compared with he/she actually

receives. According to Moyes, Shao & Newsome (2008) the employee satisfaction may be

described as how pleased an employee is

with his or her position of employment. As Spector (1997) defined job satisfaction as all the

feelings that a given individual has about his/her job and its various aspects. Employee

satisfaction is a comprehensive term that comprises job satisfaction of employees and their

satisfaction overall with companies policies, company environment etc.‟

49

INTERPRETATION

1) Satisfaction level regarding working life’s in an organization

Scale Frequency of Response Frequency of Per.Poor Satisfaction 5 10.00Need to Improve 7 14.00Seldom Satisfaction 10 20.00Great Satisfaction 19 38.00Extremely Delighted 9 18.00Total 50 100.00

Figure 1

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding working life in the

organization. 10% of employees are poor satisfied,14% of employees believe that it needs to

improve,20% of the employees are seldom satisfied, while 38% of the employees are Greatly

satisfied and 18% of the employees are extremely satisfied.

50

2) Ability to balance work with their personal life

Scale Frequency of Response Frequency of Per.Poor Satisfaction 3 6.00Need to Improve 7 14.00Seldom Satisfaction 16 32.00Great Satisfaction 15 30.00Extremely Delighted 9 18.00Total 50 100

Figure 2

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the balance in

their personal & professional life. 6% of employees are poor satisfied, 14% of employees believe

that it needs to improve, 32% of the employees are seldom satisfied, while 30% of the employees

are Greatly satisfied and 18 % of the employees are extremely satisfied.

51

3) Level of understanding of rules, responsibility & authority in

organisation.


Figure 3

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the understanding

of role, responsibility & authority in the organisation. 18% of employees are poor satisfied, 6%of

employees believe that it needs to improve,22 % of the employees are seldom satisfied, while 36%

of the employees are Greatly satisfied and 18% of the employees are extremely satisfied.

52

4) Level of understanding of HR and welfare policy


Figure 4

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding understanding of

HR & Welfare policy. 12% of employees are poor satisfied, 20% of employees believe that it

needs to improve, 20% of the employees are seldom satisfied, while 30% of the employees are

Greatly satisfied and 18% of the employees are extremely satisfied.

53

5) Level of understanding of vision statement


Figure 5

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the level of

understanding of Vision statement of the company. 14% of employees are poor satisfied, 16% of

employees believe that it needs to improve, 24% of the employees are seldom satisfied, while

34% of the employees are Greatly satisfied and 12% of the employees are extremely satisfied.

54

6) Level of satisfaction regarding the physical condition of

workplace & space.


Figure 6

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the Physical

condition of workplace. 9% of employees are poor satisfied, 18% of employees believe that it



55

7) Satisfaction level regarding co-operation between different

departments


Figure 7

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the co-operation

between departments. 6% of employees are poor satisfied,12% of employees believe that it needs

to improve,20% of the employees are seldom satisfied, while 46% of the employees are Greatly


56

8) Satisfaction level regarding interpersonal relationship with

peers, superiors & subordinate

Scale Frequency of Response Frequency of Per.Poor Satisfaction 0 0.00Need to Improve 11 22.00Seldom 11 22.00Great Satisfaction 17 34.00Extremely 11 22.00Total 50 100.00

Figure 8

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the inter-personal

relationship with peers & subordinates. 22% of employees believe that it needs to improve, 22% of

the employees are seldom satisfied, while 34% of the employees are greatly satisfied and 22% of

the employees are extremely satisfied.

57

9) The career path that respondent are able to see in the orgnisation


Figure 9

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the career path

that they’re able to see at ZEE LABORATOIRES. 20% of employees believe that it needs to

improve,22% of the employees are seldom satisfied, while 28% of the employees are Greatly


58

10) Plan to work with ZEE LABORATOIRES in future.

Scale Frequency of Response Frequency of Per.<1 Year 1 2.001-3 Year 9 18.004-6 Year 7 14.007-10 Year 3 6.00>=11 Year 5 10.00Till Retirement 9 18.00Depend upon Personnel Growth 16 32.00Total 50 100.00

Figure 10

Interpretation:

Above table & chart is showing the percentage of employees who wants to work with ZEE

LABORATOIRES for different time period. 2% of employees wants to work with ZEE

LABORATOIRES for less than 1 year, 18% of employees wants to work for 1-3 years with ZEE

LABORATOIRES, other 14% employees wants to work for 4-6 years with ZEE

LABORATOIRES while only 4% of the employees wants to work for 7-10 years, 10% of the

employees wants to work for more than 11 years with ZEE LABORATOIRES, 18% employees

liked to work with ZEE LABORATOIRES till their retirement while 32% employees’ decision is

depends upon their growth.

59

11) Level of which company makes good use of employee’s skills.


Figure 11

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the use of

employees’ skill & ability by the ZEE LABORATOIRES. 2% of employees are poor satisfied ,

8% of employees believe that it needs to improve, 22% of the employees are seldom satisfied,

while 44% of the employees are Greatly satisfied and 24% of the employees are extremely

satisfied.

60

12) The freedom to try employee’s own method to do a job in better

way.

Scale Frequency of Response Frequency of Per.

Poor Satisfaction 2 4.00Need to Improve 9 18.00Seldom Satisfaction 11 22.00Great Satisfaction 18 36.00Extremely Delighted 10 20.00Total 50 100

Figure 12

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding giving the

freedom to the employees to do work in their own method. 4% of employees are poor satisfied,

18% of employees believe that it needs to improve, 22% of the employees are seldom satisfied,

while 36% of the employees are Greatly satisfied and 20% of the employees are extremely

satisfied.

61

13) Quality of Training given by the ZEE LABORATOIRES.


Poor Satisfaction 1 2.00Need to Improve 8 16.00Seldom Satisfaction 8 16.00Great Satisfaction 17 34.00Extremely Delighted 16 32.00Total 50 100

Figure 13

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the Quality of

training. 2% of employees are poor satisfied, the percentage of the employees who feel it need to

improve & feel seldom satisfaction are same i.e 16%, while 34% of the employees are Greatly


62

14) The chances to learning something new.


Poor Satisfaction 1 2.00Need to Improve 4 8.00Seldom Satisfaction 8 16.00Great Satisfaction 19 38.00Extremely Delighted 18 36.00Total 50 100.00

Figure 14

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the chances of

learn something new.2% of employees are poor satisfied, 8% of employees believe that it needs to

improve, 16% of the employees are seldom satisfied, while 38% of the employees are Greatly


63

15) The way superior gets respondent’s view & take it when

making the key decision.


Figure 15

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the way superior

use the employees’ suggestion in the decision making. 8% of employees are poor satisfied, 18% of



64

16) The level of stress laid by the superior or the management.


Figure 16

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the level of stress

laid by the superior. 4% of employees are poor satisfied, 12% of employees believe that it needs to

improve, 28% of the employees are seldom satisfied, while 36% of the employees are Greatly


65

17) The way by which management solve the problem of

employees.


Figure 17

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the way by which

management solve the employee’s problem. 4% of employees are poor satisfied, 12% of



66

18) Satisfaction regarding safety provided by the company.

Scale Frequency of Response Frequency of Per.Poor Satisfaction 2 4.00Need to Improve 6 12.00Seldom 9 18.00Great Satisfaction 17 34.00Extremely 16 32.00Total 50 100

Figure 18

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the safety

provided by the company. 4% of employees are poor satisfied, 12% of employees believe that it



67

19) The way employee’s skills match with job.

Scale Frequency of Response Frequency of Per.Poor Satisfaction 0.00

Need to Improve 3 6.00Seldom Satisfaction 3 6.00

Great Satisfaction 26 52.00Extremely Delighted 18 36.00

Total 50 100

Figure 19

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding employees’ skills

match with the Job. 6% of employees believe that it needs to improve, 6% of the employees are

seldom satisfied, while 52% of the employees are greatly satisfied and 36% of the employees are

extremely satisfied.

68

20) Facility by which you (employees) feel more satisfied.

Scale Frequency of Response Frequency of Per.Vehicle for interior movement 9 18.00Food 24 48.00Picnic 9 18.00Mobile 8 16.00Total 50 100

Figure 20

Interpretation:

Above table & chart is showing the facilities that can satisfy the employees more if they provide

by the ZEE LABORATOIRES, KARNAL. 18% of the employees feel that if company provide

them vehicle for movement within the plant, 48% of the employees wants the Good Quality of the

food, 18% wants that company should arranged a yearly picnic for the employees while other 16%

employees will feel more satisfaction if management allow the mobile inside the company to the

employees.

69

CHAPTER-7

FINDINGS

70

FINDINGS

From the Survey of the 50 employees of the ZEE LABORATOIRES I found that,

1. Out of the 50 employees , 9 employees are extremely delighted with their working life in

ZEE LABORATOIRES, 19 employees are grate satisfied, 10 employees feel seldom

satisfaction while 7 employees are think that it need to improve and 5 employees are poor

satisfied with their working life in the organization.

2. Out of the 50 employees , 9 employees are extremely delighted that they are able to balance

their personnel life with working life, 15 employees are grate satisfied, 16 employees feel

seldom satisfaction while 7 employees are think that it need to improve and 3 employees are

poor satisfied.

3. Out of the 50 employees , 9 employees are extremely delighted with understanding of rules,

responsibility & authority at ZEE LABORATOIRES , 18 employees are grate satisfied, 11

employees feel seldom satisfaction while 3 employees are think that it need to improve and 9

employees are poor satisfied.

4. Out of the 50 employees , 9 employees are extremely delighted that they are able to

understand the HR & welfare policy , 15 employees are grate satisfied,10employees feel

seldom satisfaction while 10 employees are think that it need to improve and 6 employees

are poor satisfied. I found that many employees are not able to understand the HR & welfare

policy.

5. Out of the 50 employees , 6 employees are extremely delighted with understanding of the

Vision statement of the company , 17 employees are grate satisfied, 12 employees feel


poor satisfied.

6. Out of the 50 employees , 18 employees are extremely delighted, 11 employees are grate

satisfied, 9 employees feel seldom satisfaction while 9 employees are think that it need to

improve and 3 employees are poor satisfied with the physical condition of workplace.

71

7. Out of the 50 employees , 8 employees are extremely delighted with co-operation between

the departments, 23 employees are grate satisfied, 10 employees feel seldom satisfaction

while 6 employees are think that it need to improve and 3 employees are poor satisfied.

Here, I found that most of the employees are satisfied with the co-ordination between

departments.

8. Out of the 50 employees , 11 employees are extremely delighted with their interpersonal

relationship with their peers & superior, 17 employees are grate satisfied, 11 employees feel

seld-om satisfaction while 11 employees are think that it need to improve and none of the

employees are poor satisfied. I found that interpersonal relationship between employees are

very piece full

9. Out of the 50 employees , 15employees are extremely delighted that they are able to see

their career path in ZEE LABORATOIRES, 14 employees are grate satisfied, 11 employees

feel seldom satisfaction while 10 employees are think that it need to improve and none of the

employee are poor satisfied. I found that most of the employees are able to see their career

path at ZEE LABORATOIRES.

10. Out of the 50 employees , 16 employees think that their plan to work with ZEE

LABORATOIRES is depends upon their personal growth, 9 employees wants to work with

ZEE LABORATOIRES till their retirement, 5 employees wants to work for 11 years or

more than it, out of 50, 3 employees like to work for 7-10 years with ZEE

LABORATOIRES, 7 employees for 4-6 years, 9 employees for 1-3 years while only 1

employee wants to work with ZEE LABORATOIRES for less than a year.

11. Out of the 50 employees , 12 employees are extremely delighted that company makes good

use of employees skill, 22 employees are grate satisfied, 11 employees feel seldom

satisfaction while 4 employees are think that it need to improve and only one employee feel

poor satisfaction.

12. Out of the 50 employees , 10 employees are extremely delighted with freedom to do job in

their own method, 18 employees are grate satisfied, 11 employees feel seldom satisfaction

while 9 employees are think that it need to improve and 2 employees are poor satisfied. I

found that most of the employees are satisfied with the freedom to do job in their own way to

do job in better way.

72

13. Out of the 50 employees , 16 employees are extremely delighted with the quality of Training

given by the ZEE LABORATOIRES, 17 employees are grate satisfied, 8 employees feel


poor satisfied.

14. Out of the 50 employees , 18 employees are extremely delighted with the chance to learn

something new, 19 employees are grate satisfied, 8 employees feel seldom satisfaction while

4 employees are think that it need to improve and 1 employees are poor satisfied.

15. Out of the 50 employees , 13 employees are extremely delighted with the way superior gets

their view and use in key decision, 17 employees are grate satisfied, 7 employees feel


poor satisfied.

16. Out of the 50 employees , 10 employees are extremely delighted with the level of stress laid

by the superior or management, 18 employees are grate satisfied, 14 employees feel seldom

satisfaction while 6 employees are think that it need to improve and 2 employees are poor

satisfied.

17. Out of the 50 employees , 13 nemployees are extremely delighted with the way by which

management solve the problem of employees, 23 employees are grate satisfied, 6 employees

feel seldom satisfaction while 6 employees are think that it need to improve and 2 employees

are poor satisfied. I found that most of the employees are satisfied with the way by which

management solve the employees problem.

18. Out of the 50 employees , 16 employees are extremely delighted with the safety provided by

the company, 17 employees are grate satisfied, 9 employees feel seldom satisfaction while 6

employees are think that it need to improve and 2 employees are poor satisfied with the

safety provided by the company.

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19. Out of the 50 employees ,18 employees are extremely delighted with the way employees’

skills match with job, 26 employees are grate satisfied, 3 employees feel seldom satisfaction

while 3 employees are think that it need to improve and no one employees are poor satisfied.

20. Out of the 50 employees, 8 employees think that they feel more satisfaction if company allow

mobile phone inside the plant, other 9 employees said that company should arrange yearly

picnic, 24 employees said that company should provide the variety & high quality of food

while 9 employees feel more satisfaction if company provide vehicle for interior movement.

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Major Factors Which Lead To Satisfaction among the Employees

of Zee Laboratories Ltd

A. Major factors which lead to dissatisfaction among the employees of ZEE LABORATOIRES

LTD.

• Poor canteen facility & low quality of food

• Merit base promotion

• Higher work load

• Poor understanding of HR policy

B. Major factors which lead to satisfaction among the employees of ZEE LABORATOIRES

LTD

• Good relation between superior & subordinate

• Co-operation between different departments.

• The way of solving the problems of employees by HR

• Welfare activity

• Safety measures

• Safety measures provided by the company

• Physical condition of workplace

• Able to see their career path

• Infrastructure

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CHAPTER-8

LIMITATION

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LIMITATION

• At the ZEE LABORATOIRES KARNAL plant there are so many restriction & protocols due

to security & privacy reason. I did not get the permission to visit every area of the company,

so I was not able to take the opinion of some department’s employee.

• Many employees did not respond for the survey due to fear of HR department.

• Some employees refuse to give answers by giving the reason that they have not the authority.

• Due to work load of employees they take so much time to feel the survey form.

• We find that employees have the fear of HR so I could not mentioned their age & name in the

survey form.

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CHAPTER-9

RECOMMENDATIONS

78

RECOMMENDATIONS

• Company should give the guidance regarding employees role, responsibility & authority.

• Company should modify their HR & welfare policy that all employee can understand

easily.

• Organization should implement the Job rotation after giving proper guidance &

arrangement regarding job.

• The freedom for taking the decisions should be increased in the case of management level

of employees because some time quick decisions are necessary for handling the situation.

• The quality of the food of the ZEE LABORATOIRES KARNAL is not so good so

company should modify their canteen facility because during the survey I found that most

of the employees are dissatisfy with the canteen food quality.

• The level of security checking is so high at ZEE LABORATOIRES so it should be

decreased at some requires level because outsiders & company employees also very

highly dissatisfied with it.

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CHAPTER-10

CONCLUSIONS

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CONCLUSIONS

This report is prepared during the summer training undertaken at ZEE LABORATOIRES Ltd. at

KARNAL on partial fulfilment of MBA Course. It has been a very great experience to get training

under such a reputed pharmaceutical company.

After preparing report on Employee satisfaction among the employees, I learn lots of things about it

and how it is important to the organization. It helps me to increase my knowledge and level of

understanding the people. In ZEE LABORATOIRES Ltd. there are easy & systematic system for

all activities related to work & their human relations are very good in nature & organization culture is

very much inspirational. All employees are very supportive & enthusiastic about the organization

growth.

So lastly all my best wishes for a better future.

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CHAPTER-11

QUESTIONNAIRE ON EMPLOYEE

SATISFACTION

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QUESTIONNAIRE ON EMPLOYEE SATISFACTION

*Poor satisfaction, **Need to improve, ***Seldom satisfaction, **** Great

satisfaction, *****Extremely Delighted Rate your Answer with star as above denoted1 Satisfaction level of working life’s in an organization. 2 Ability to balance work with their personal life. 3 Level of understanding of role, responsibility & authority in an organization. 4 Level of understanding the HR & welfare policy. 5 Level of understanding of vision statement.6 Level of Satisfaction regarding the Physical condition of workplace like space, storage & hygiene.7 Satisfaction level regarding co-operation between different departments.8 Satisfaction regarding the inter-personal relationship with peers, superior & subordinate.9 The career path that respondent are able to see in the organization.1

0 Plan to work with ZEE LABORATOIRES in future. (Make a tick mark in front of your answer) a. <1 year b. 1-3 year. c. 4-6 year d. 7-10 year e. >=11 year f. Till Retirement g. Depend upon personnel growth1

1 Level of which company makes good use of employee’s skill & talent.1

2 The freedom to try employee’s own method to do a job in better way.1

3 Quality of training given by the ZEE LABORATOIRES to trainee.1

4 The chances to learning something new.1

5 The way superior gets respondent’s view & take it when making key decision.1

6 The level of stress laid by the superior or the management.1

7 The way by which management solve the employees’ problem.1

8 Satisfaction regarding the Safety provided by the company.1

9 The way employee’s skill match with the job.2

0 List of facility which you (employee) feel that it will help you to increase the satisfaction level.

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(Make a tick mark in front of your answer) a. Man movement vehicle within the plant b. Allowing Mobile phone in co. c. Variety & high quality food should be provided by company. d. Yearly Picnic for employees. b. Allowing Mobile phone in co. c. Variety & high quality food should be provided by company. d. Yearly Picnic for employees.

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BIBLIOGRAPHY

85

BIBLIOGRAPHY

• BOOKS:

P.Subba Rao: Essentials of Human Resources Management and

Industrial Relation, Himalaya Publishing house Edition – 2006.

Ashwathappa: Human Resources and Personal Management

Himalaya Publishing house Edition– 2005.

L.M.Prasad : Human Resources Management

Sultan Chand & Sons Edition – 2006.

V.S.P.Rao : Human Resources Management

Himalaya Publishing house Edition – 2006.

• Web Sites

www.Zee Laboratoires.com

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