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Sr. No Title Page No

1 Acknowledgement 03

2 Introduction 04

3 Company Profile 05

4 Exclusive Summary 07

5 Objectives Of Survey 08

6 Research Methodology 09

7 Graphical Analysis of The 11


8 Areas To Improving 37

9 Questionnaire 38

10 Bibliography 41

11 Spreadsheet 42


1. It is with a deep sense of gratitude that I acknowledge

the cooperation and
which gave me the unique privilege of completing my research
project by visiting its premises for about two months and provided
me with an opportunity to interact with the various personnel.
2. I am particularly grateful to Mr Amit Shirolkar, VP(IT
Solutions). It was indeed very gracious of him to spare his valuable
time and to give an elaborate insight into the functioning of the
company as also to answer all my queries patiently. I sincerely
express my gratitude to him.
3. I am indebted to all the employees, and all the other officers of
the company for their cooperation. I am thankful to each and every
employee of Avi Electronics for co-operating in their best possible
4. I also express my sincere gratitude to Dr S.R. Dastane ,The
Director and Dr. A. B. Dadas, The Project Guide and
Coordinator for their guidance and support in enabling me
undertake and complete my Research project Report.

(Colonel Sanat Kumar



1.1 ‘People are our greatest asset’ is a mantra that companies have
been chanting for years. But only a few companies have started putting
Human Resources Management (HRM) systems in place that support this
philosophy. There are a number of challenges in the Indian industry which
require the serious attention of HR managers to ‘find the right candidate’
and build a ‘conducive work environment’ which will be beneficial for the
employees, as well as the organization. The industry is already under
stress on account of persistent problems such as attrition, confidentiality,
and loyalty. Other problems are managing people, motivation to adopt
new technology changes, recruitment and training, performance
management, development, and compensation management. With these
challenges, it is timely for organizations to rethink the ways they manage
their people. Managing HR in the knowledge based industry is a
significant challenge for HR managers as it involves a multi task
responsibility. In the present scenario, HR managers perform a variety of
responsibilities. Earlier their role was confined to administrative functions
like managing manpower requirements and maintaining rolls for the
organization. Now it is more strategic as per the demands of the industry.

1.2 Managing People

In view of the industry dynamics, in the current times, there is a greater
demand for knowledge workers. Resumes abound, yet companies still
fervently search for the people who can make a difference to the
business. Often talented professionals enjoy high bargaining power due to
their knowledge and skills in hand. The attitude is different for those who
are taking up responsibilities at a lesser age and experience. These
factors have resulted in the clear shift in approach to individualized career
management from organization career commitment.

1.3 Motivating the Workforce

As the competition is growing rapidly in the global market, a technological
edge supported by a talent pool has become a crucial factor for survival in
the market. Naturally, as a result every organization gives top priority to
technology advancement programs. HR managers are now performing the
role of motivators for their knowledge workers to adopt new changes.

1.4 Competency Development

Human capital is the real asset for any organization, and this makes the
HR role important in recruiting, managing, and retaining the best. The HR
department has a clear role in this process and determines the success

tempo of any organization. An urgent priority for most of the
organizations is to have an innovative and competent HR pool; sound in
HR management practices with strong business knowledge.

1.5 Recruitment and Training
Recruitment has become a major function from an imperative sub system
in HR, particularly in the industry. HR managers play a vital role in
creating assets for the organization in the form of quality manpower.
Attracting new talent also is a top priority for software companies, but less
so for smaller companies. Another challenge for HR managers is to put
systems in place to make the people a perfect fit for the job. Skill
redundancy is fast in the industry. To overcome this problem,
organizations give the utmost priority to training and skill enhancement
programs on a continuous basis. Many companies are providing technical
training to the employees on a quarterly basis. These trainings are quite
useful also in terms of providing security to the employees.

1.6 The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based
industry. It is essential that Our Company takes more initiatives to
improve the security levels of the employees.

1.7 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 of a
smoother assimilation and the cultural binding of the new comers into the
organization fold. The pressure of delivering the best of quality services in
a reduced time frame calls for ensuring that employees maintain a work
life balance.

1.8 Attrition/Retention of the Talent Pool

One of the toughest challenges for the HR managers in the industry is to
deal with the prevalent high attrition levels. Though there is an adequate
supply of qualified 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 employee is not well defined. This situation has resulted in
increased levels of poaching and attrition between organizations. The
industry average attrition rate is 30–35 per cent and could range up to 60
per cent.

1.9 Bridging the Demand Supply Gap

HR 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. Inconsistent performance 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 a
new 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.

1.10 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.


2.1 AVI Electronics & Networks Pvt Ltd Pune was established with a
vision and perseverance of offering the best technologies and innovations
in deploying customer’s interactive solutions. It has now become a name
to reckon with. And today it is a leading Indian IT Infrastructure Solutions

2.2 The Company is a leader in the field of IT & telecommunications for

the last 19 years. Started with the Supply, Installation and Commissioning
of PBX, it has further grown to high-end equipment like Bandwidth
Managers, PDH & SDH Multiplexers, ADSL, Data Servers, Desktops, Layer
3/4 Switches, Routers, Wireless LANs, Modems, Very Small Aperture
Terminal (VSAT), Optical Fiber Cable and terminal equipment, Structured
Cabling of Telecom and Computer networks, and 2 Way Radios Test &
Measurement Equipments etc. Besides this we execute turnkey projects in
the field of Optical Fiber Cable, VSAT and in other communication related

2.3 AVI Electronics & Networks Pvt Ltd also designs and offers solutions
for System Integration, LAN Solutions (Local), CAN Solutions (Campus),
MAN (Metropolitan), WAN Solutions (Wide), Video Conferencing and
Telephony as per various customer requirements using UTP, OFC,
Wireless, ISDN and Leased Line Connectivity. A strong technical team
enables us to provide end-to-end, cost-effective Enterprise solutions
including advance technologies like VLAN, VPN and VoIP also we keep our
self equipped with ultra modern technologies.

2.4 The Company keeps itself equipped with ultra modern technologies,
so customers can access the benefits of today’s technology and in turn
help to keep their business a step ahead. Our partnership with strong
brands and leading equipment manufacturers from across the world gives
the best available choices for product selection for highest performing and
end-to-end enterprise solutions.

2.5 In addition the company also provides consultancy services in

designing and developing customer specific RF products and Data, Voice
and Video connectivity solutions.

2.6 A company with a strong technical expertise as they keep on

undergoing technical & sales training from our OEM's and are Cisco
Premier Partner, HP Premium Business Partners, Microsoft Partner, RSA
Partner, Beyond Security Distributor, etc.


2.7 The success of any company is directly proportional to the success

of it’s team. At Avi the Quest to discover inspires all its endeavors.

2.8 AVI strives to create an environment where curiosity and

collaboration turn into fountains of opportunity. While AVI is a technology
company, it realizes that good people are critical to make any great
technology work. That is why they have put in place policies and
programs to identify, hire, train, and retain a diverse and talented
workforce that works safely and understands and internalizes the ethics
and values that define the company. When you receive customer service
from Avi - whether it's via e-mail or on the phone - they assure you that
you would be in contact with the best and brightest in the industry.

2.9. Dedicated technical staff that is on duty 24x7 handles the Network
Operations Centre. Their Professional System Administrators are
constantly monitoring server and network status to ensure the site is
always up and functioning.

2.10 AVI’s top-notch Internet and Media development team is

continuously upgrading systems with new technologies on the horizon,
creating tools and features to make customer’s web presence well
maintained and reliable.

2.11 AVI has a healthy concoction of managerial experience, technical

knowledge and customer service.

2.12 AVI has the following Certified Staff :

➢ Cisco Certified : CCNA, CCVP, CCSP, CCIE, CCNP

➢ Microsoft Certified : MCP, MCSA, MCSE, MCAS

➢ VMware Certified : VSP, VTSP, VCP

➢ Dell Certified : Solutions Speciality, Server Speciality, Storage

➢ RSA Certified : Access Manager, Digital Certificate, DLP,

➢ Cyberoam Certified, TrendMicro Certified, Sophos
Certified, EMC Certified, HP Certified Partner

2.13 AVI Electronics & Networks Pvt. Ltd. is committed to Endeavour

to fulfil the customer needs by offering the best in terms of product,
services, execution and prices. And all this is accomplished with utmost
professionalism, skills, knowledge and using the ethical business

2.14 Providing customers with solutions that enable the convergence of

data and voice networks, the transition from circuit to packet networks,
next-generation wireless networks and the expansion of optical networks
beyond the network core.

2.15 The mission is to enable people and companies to increase their

business value through the use of IT technologies.

2.16 AVI aims at delivering services which will open new possibilities for
our customers and allow them to work effectively and creatively.

2.17 Company’s values are: people, customers and quality. Besides, its
other core values are:

➢ Simplicity: - Doing a job in a simple and straightforward way.

➢ Frugality: -Being careful, thrifty and economical with money,
time and resources.
➢ Integrity: - Meeting all commitments being honest and
morally upright.
➢ Respect: - Consideration and regard for human beings,
environment and
➢ infrastructure.
➢ Harmony: - Looking towards reaching a broad agreement
on consensus on interests, opinions and action plans whilst
ensuring that it is inline with organizations objectives.

2.17 Business Values.

(a) Customer Focus. All activities /actions will have

intense focus to enhance internal/External customer’s

(b) Mutual Trust. To have a faith in colleague / co-worker
being a bonafide person and in his working according to
predefined process/systems.
(c) Commitment. Committing to honour a promise, to
achieve a goal/ target or being responsible for given/ accepted
assignment with ultimate aim of achieving desired results.
(d) Continuous Improvement. Improving each and
every system, method, procedure and process to reduce time,
cost and complexity in business activities and to create overall
(e) Professionalism. Handling the job/responsibilities with
skills to achieve the desired results within given time, without
having a feeling of obligation.
(f) Institutionalization. Making a system, method and
procedure to make it a regularly adhered way of working.
(g) Assertiveness. Expressing in good spirit, without fear,
ones own views without intention to offend or insult the other

Services and Solutions.

2.18 AVI offers its clients the full array of IT lifecycle solutions. They
provide solutions and support from basic routing and switching, to
advanced technologies like Unified Communications (including Internet
Protocol (IP) Telephony), Wireless Local Area Networks (WLAN), and
Virtual Private Networks (VPN), Data Centre, Storage and Security, Avi
Electronics offers best-in-class networking solutions.

2.19 Avi can assist customers in every step, from initial planning, through
implementation, to maintenance and support of your total IT
infrastructure. The company has assisted many corporates in their
successful deployment of network solutions and support, network
infrastructure services, network security solutions, storage solutions,
managed services and given professional technical consulting and

2.20 AVI Electronics & Networks Pvt. Ltd. Provides solutions in the
following domains:-

➢ Networking.

➢ Security.
➢ Voice.
➢ Servers.
➢ Storage.
➢ Virtualization.
➢ Telecom.

2.21 The Company provides services in the following areas:-

➢ Consultancy.
➢ Integration.
➢ Technical Training.
➢ Managed Services.

2.22 AVI Electronics & Networks Pvt Ltd is partnered by the following
global giant)(list not exhaustive):

➢ Cisco.
➢ Microsoft.
➢ Hewlett Packard.
➢ Dell
➢ Beyond Security.
➢ Avaya.
➢ D-Link.
➢ Krone.
➢ EMC.
➢ Trend Micro.
➢ Symantec.
➢ McAfee.
➢ Radvision.
➢ Emerson

Location of the Company.

2.23 The company is located on Market Yard Road. The postal address of
the company is:-

Poonam Plaza
Market Yard Road
Pune – 411037.

Principal Customers.

➢ Defence.
➢ BPO.
➢ KPO.
➢ Education.
➢ Banking.
➢ Finance.
➢ Insurance.



3.1 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.

3.2 Employee Satisfaction is a prerequisite for the customer


3.3 Enhanced employee satisfaction leads to higher level of employee


3.4 A stable and committed workforce ensures successful knowledge

transfer, sharing, and creation --- a key to continuous improvement,
innovation, and knowledge-based total customer satisfaction.

3.5 When companies are committed with providing high quality

products 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
make mistakes without punishment, and trusted; they will experience an
increase in their level of satisfaction at work.

3.6 This level of satisfaction can be enhanced further if teamwork and

visionary leadership are introduced.

3.7 Continuous improvement comes from the efforts of the empowered

employees motivated by visionary leadership. This is supported 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 employee’s intention to leave.

3.8 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 with company

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
employee’s 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 a prerequisite for customer satisfaction.

Employee satisfaction is closely relatred to Job satisfaction. In the next

few paragraphs, I am going to discuss Job satisfaction at length.

3.9 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 person’s parent. There are a variety of factors that can
influence a person’s 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).

3.10 The 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
workgroups. Job satisfaction is a very important attribute which is
frequently measured by organizations. The most common way of
measurement is the use of rating 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 “extremely satisfied”).


3.11 Job satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of one’s job; an affective reaction to one’s
job; and an attitude towards one’s job. Weiss (2007) has argued that job
satisfaction is an attitude but points out that researchers should clearly
distinguish the objects of cognitive evaluation which are affect (emotion),
beliefs and behaviours. This definition suggests that we from attitudes
towards our jobs by taking into account our feelings, our beliefs, and our

Affect Theory

3.12 Edwin A. Lockes Range of Affect Theory (1976) is arguably the most
famous job satisfaction model. The main premises of this theory is that
satisfaction 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 values a given facet of work (e.e. the degree of autonomy in a
position) moderates how satisfied/dissatisfied one becomes when
expectations are/are not met. When a person values a particular facet of a
job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectations are not met),
compared to one who does not value that facet. To illustrate, if Employee
A values autonomy in the workplace and Employee B is indifferent about
autonomy, then Employee A would be more satisfied in a position that
offers a high degree of autonomy compared to Employee B. this theory
also states that too much of a particular facet will produces stronger
feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory

3.13 Another well known job satisfaction theory is the Dispositional

Theory. It is a very general theory that suggests that people have innate
dispositions that cause them to have tendencies toward a certain level of
satisfaction, regardless of one’s job. This approach became a notable
explanation of job satisfaction in light evidence that job satisfaction tends
to be stable over time and across careers and jobs. Research also
indicates that identical twins have similar levels of job satisfaction. A
significant model that narrowed the scope of the Dispositional Theory was
the core Self-evaluations Model, proposed by Timorthy A. Judge in 1998.
Judge argued that there are four Core Self-evaluations that determine
one’s 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 one places on his self) and general self-
efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control
over her/his own life, as opposed to outside forces having control) leads to
higher job satisfaction. Finally, lower levels of neuroticism lead to higher
job satisfaction.

Two – Factor Theory (Motivation – Hygiene Theory)

3.14 Fredrick Herzberg’s Two factor theory (also known as Motivator

Hygiene Theory) attempts to explain satisfaction and motivation in the
workplace. This theory states that satisfaction and dissatisfaction are
driven by different factors motivation and hygiene factors, respectively.
Motivating factors are those aspects of the job that make people want o
perform, and provide people with satisfaction. These motivating factors
are considered to be intrinsic to the job, or the work carried out.
Motivating factors include aspects of the working environment such as
pay, company policies, supervisory practices, and other working
conditions. While Herzberg’s model has stimulated much research,
researchers have been unable to reliably empirically prove the model,
with Hackman & Oldham suggesting that Herzberg’s original formulation
of the model may have been a methodological artifact. Furthermore, the
theory does not consider individual differences, conversely predicting all
employees will react in an identical manner to changes in
motivating/hygiene factors. Finally, the model has been criticised in that it
does not specify how motivating/hygiene factors are to be measured.

Measuring Job Satisfaction

3.15 There are many methods for measuring job satisfaction. By far, the
most common method for collecting data regarding job satisfacting is the
Likert scale (named after Rensis Likert). Other less common methods of
for gauging jobsatisfaction include: Yes/No questions, True/False
questions, point systems, checklist, forced choice answers. The Job
Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job
satisfaction that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and opportunities, coworkers, supervision,
and the work itself. The scale is simple, participants answer either yes, no,
or decide in response to whether given statements accurately describe
one job. The Job in General Index is an overall measurement of job
satisfaction. It was an improvement to the job Descriptive Index because

the JDI focused too much on individual facets and not enough on work
satisfaction in general.



4.1 Introduction . Research is a careful inquiry or examination to

discover new information and to expand and verify existing knowledge.
According to Clifford Woddy, Research is defined as “the process which
includes defining and redefining problems, formulating hypothesis or
suggested solutions, collecting, organizing and evaluating data, making
deductions and reaching conclusions and at last carefully testing the
conclusions to determine whether they fit the formulating hypothesis.”

Employee Satisfaction Measurement.

4.2 Employee satisfaction has been defined as a function of perceived

performance and expectations. It is a persons’ feeling of pleasure or
disappointment resulting from comparing a products’ outcome to his/her

4.3 If the performance (Company Services) falls short of expectations,

the employee is dissatisfied and if it matches the expectations, the
employee is satisfied. A high satisfaction implies more purchase/use of
the product or service. The process is however, more complicated then it
appears. It is more important for any organization to offer high
satisfaction, as it reflects high loyalty and it will not lead to switching over
once a better offer comes in.

4.4 Tools for tracking and measuring customer satisfaction:

(a) Complaint and Suggestion System: Employee can freely deliver

complaints and suggestions through facilities like suggestion box,
personal meetings with seniors etc.
(b) Lost Employee Analysis: The exit interviews are conducted or
employee loss rate is computed.

(c) Employee Satisfaction Survey: Periodic surveys by use of

questionnaire or telephone calls to random sample of recent buyer
help to find out customer satisfaction and relate to repurchase
intention and word of mouth score.

4.5 Statement of the Problem. Human behaviour is unpredictable.

One can act according to one’s own decision. No one can expect the
same type of behaviour from anyone at all circumstances. Human

behaviour is highly influenced by the environment. Because of this factor,
we cannot expect that one can act in the same way on a particular
problem in all situations.

4.6 Most times human behaviour is influenced by the nature of work

group. Friendly cooperative co-workers will definitely have a positive
approach towards their work. The work group serve as a source of
support, comfort, advice and assistance to the individual workers. A good
work group makes the job more enjoyable, and the performance of the
group will be very high. This will automatically lead to the attainment of
the individual as well as die organizational goals. As a result every one of
the organization will have a high job satisfaction and will have a peaceful

4.7 If there is dissatisfaction with the job it will make the workers
become restless which may be reflected in the form of low production,
high wastage of materials, accidents, conflicts among workers,
absenteeism, high employee turnover, strike and lockouts etc. Therefore,
it is more important to study the job satisfaction of workers as it one of
deciding factors which will determine the whole operation of an

4.8 Scope of the Study. The scope of the study is as under:

(a) Conduct the study in the premises of Avi Electronics &

Networks Pvt Ltd, Pune.

(b) Include 30 employees at random.

(c) Seek individual responses to questionnaires.

(d) Collect data from participants.

(e) No comparisons will be made with other organizations.

(f) Include open and close ended questions while seeking data.

(g) Protect the privacy of individuals responding to questionnaires.

4.9 Objectives of the Study. The objectives of the study are as


(a) Measure job satisfaction of the employees of Avi Electronics &
Networks Pvt Ltd, Pune.

(b) To assess the general attitude of the employees towards Avi

Electronics & Networks Pvt Ltd, Pune.

(c) To assess the level of commitment across process and


(d) To analyze the strengths and weakness of Avi Electronics &

Networks Pvt Ltd, Pune as an organization

(e) To help the management of the company to know about the

actions to be taken to increase the level of satisfaction of the

4.10 Data Collection

Following are the sources for the collection of data:

(a) Primary source

(b) Secondary source

4.11 Data Collection Methods

There are three main methods of data collection

(a) Observation

(b) Experimentation

(c) Survey

(d) Direct interview method

I have selected survey method of data collection which is one of the

very common and widely used methods for collection of primary data. We
can gather wide range of valuable information about the behavior of the
employee’s viz. attitude, motive and options etc.

4.12 Primary Data. The Primary Data required for this project work was
collected through Questionnaires. This method consisted of preparing
detailed questions covering the Employee satisfaction standards in the
Company. Thereafter it was distributed amongst a total of 30 personnel of
the Company(respondents) who were randomly selected. Further, no

names were sought from those filling in this Questionnaire so as to obtain
their free and frank opinion as also to protect their privacy. The format of
the Questionnaire is attached as Annexure I to this report.

4.13 Secondary Data. As Secondary Data is data which has been

collected earlier for other purposes, the requirement of this type of data
with respect to this report was obtained from the company website.

4.14 Sample Size and Method of Sampling. The details are as


(a) Universe. The Universe for the purpose of this report was
finite i.e., Avi Electronics & Networks Pvt Ltd, Pune.

(b) The Sampling Unit was an individual employed by Avi

Electronics & Networks Pvt Ltd, Pune and the Sample Size was
limited to a total of 30 personnel of the Company.

(c) Method of Sampling adopted was Simple Random Sampling

Method because all employees have relatively different levels of
satisfaction, thus a sample size of 30 was considered to be

(d) Tools Used.

(i) Percentage Analysis.

(ii) Bar Diagram.

(iii) Pie Chart.

4.15 Limitations of the Project

The limitations of the project are enumerated as follows:

(a) The student had no prior exposure to the Corporate

environment, its work culture, work ethics etc. To that extent,
understanding its dynamics in a limited period, was difficult. This
reflected on obtaining data/information from the Organization for the
purpose of this study.

(b) Employees by and large are reluctant in expressing their

feelings/thoughts in the Questionnaire and tend to be biased.

(c) The Organization is reluctant to openly share data/information
and tend to keep sensitive data/information confidential which is

(d) Some personnel in the Organization, irrespective of their

seniority, cannot pay adequate attention to the requests of such
studies given the constraints of time and the work pressures
prevalent in the Industry today.



5.1 The analysis and interpretation of the Questionnaire to the

Participants (format is as per Annexure I to this report) is enumerated in
succeeding paragraphs.

Q-1 Are you clear about the results expected of you in your job?

The responses showed that majority of the employees were clear about
their job. The response was as under:-

Response Nos Percentag

Yes 28 93.3

No 2 6.7

Can’t say 0 0

Total 30 100


Employees of the company are aware of the management’s expectations

from them.

Q-2 Are you clear about the overall goals of the company?

The response was as under:-

Response Nos Percentag

Yes 27 90

No 3 10

Can’t say 0 0

Total 30 100


Employees of the company are quite clear of the goals of the organization

Q-3 Are you satisfied with your job assignment?

The response was as under:-

Response Nos Percentag

Yes 19 63.33

No 5 16.67

Can’t say 6 20

Total 30 100


While a large proportion of the employees are happy and satisfied with
their work assignment, a fairly large proportion do not appear to be happy
and satisfied.

Q-4 Does your job make use of your skills and abilities?

The response was as under:-

Response Nos Percentage

Yes 21 70

No 3 10

Can’t say 6 20

Total 30 100


Skills and abilities of employees are being utilised by the company.

However these skills and abilities are not being optimally utilised.

Q-5 Do you get a sense of accomplishment from your work?

The response was as under:-

Response Nos Percentag

Yes 17 56.67

No 5 16.67

Can’t say 8 26.67

Total 30 100


Higher order needs of a large number of employees needs more attention.

Majority of employees appear to be getting a sense of accomplishment in
their respective jobs.

Q-6 Would you like to continue in your current area of work?

Response Nos Percentage

Yes 26 86.67

No 2 6.67

Can’t say 2 6.67

Total 30 100


Attitude of Employees towards their current job is reasonably satisfactory.

Q-7 Does your job, through variety and challenge, provide opportunities
for learning and growth?

The response was as under:-

Response Nos Percentage

Yes 18 60

No 4 13.33

Can’t say 8 26.67

Total 30 100


More attention needs to be given to individual growth of employees of the

company. A fair proportion of the respondents seemed to be unsure of
learning and growth prospects in the company.

Q-8 Is the environment of your workplace safe clean, healthy and


The response was as under:-

Response Nos Percentage

Yes 28 93.33

No 0 0

Can’t say 2 6.67

Total 30 100


The environment at the work place is neat, clean, tidy and hygienic.

Q-9 Does your job leave you with sufficient time for your personal/family
and social life?

The response was as under:-

Response No Percentag
Yes 29 97

No 1 0

Can’t say 0 3

Total 30 100


Majority of employees are satisfied with availability of personal time,

however, a fair proportion is not satisfied with the same.

Q-10 Are your superiors fair and equitable in their dealings with people?

Response was as under:-

Response No Percentag
Yes 27 90

No 2 6.66

Can’t say 1 3.33

Total 30 100


Reveals, healthy inter personal relations between management and

employees of the company.

Q-11 Have your performance appraisals been fair?

The response was as under:-

Response Nos Percentage

Yes 20 66.67

No 5 16.67

Can’t say 5 16.67

Total 30 100


Reveals, a fair proportion of employees are not satisfied with their


Q-12 Are there clear criteria for giving rewards?

The response was as under:-

Response No Percentag
Yes 26 86.67

No 3 10

Can’t say 1 3.33

Total 30 100


Reflects a healthy system of rewards in the company.

Q-13 Is credit for work well done given timely?

The response was as under:-

Response No Percentage

Yes 19 63.33

No 9 30

Can’t say 2 6.67

Total 30 100


Reveals the fact that while most of the time, good work is being
appreciated, however more emphasis is required to ensure that good
work does not go unrecognised.

Q-14 How satisfied are you with your total remuneration package
considering your duties and responsibilities?

The response was as under:-

Response No Percentage

Extremely 13 43.33
Satisfied 7 23.33

Neutral 4 13.33

Dissatisfied 4 13.33

Extremely 2 6.67
Total 30 100


While compensation package of the company is by and large fair, there is

room for improvement.

Q-15 Roles and responsibilities of people in the workplace are clearly

The response was as under:-

Response Nos Percentag

Strongly 17 56.67
Agree 5 16.67

Neutral 1 3.33

Disagree 4 13.33

Strongly 3 10


Roles and responsibilities in the company are well defined in most of the
cases. However more needs to be done towards better division and
definition of the same.

Q-16 Superiors in the company welcome free and frank communication
from employees?

The response was as under:-

Response No Percentag
Strongly 14 46.67
Agree 6 20

Neutral 2 6.67

Disagree 4 13.33

Strongly 4 13.33


Free and frank opinions from employees are welcome in the company.



6.1 The findings consequent to the study are as enumerated in

succeeding paragraphs.

(a) Majority(90%) of the employees were clear about their

own role and the company goals.

(b) Only 63 percent of the employees were satisfied with their job

(c) Only 70 percent of the employees feel that the company is

utilising their skills and abilities.

(d) 87 percent of the employees want to continue in their current

area of work.

(e) 60 percent of respondents felt that their job provided

opportunities for learning and growth.

(f) 93 percent of respondents felt that environment of your

workplace safe clean, healthy and hygienic.

(g) 97 percent of respondents felt adequate private time for self

and family was available.

(h) 90 percent of employees were of the opinion that their

employees were fair and equitable in their dealings with people.

(i) Only 63 percent of employees thought that credit for work well
done was given timely.

(j) 67 percent of employees were satisfied with their remuneration

package considering their job and responsibilities.

(k) 67 percent of employees were satisfied with freedom for free
and frank communication with superiors.


6.2 In general, level of employee satisfaction in the company is quite

high. However as far as satisfaction goes, sky is the limit and there is no
end to expectations. Following suggestions are made with the intention of
further improvement:-

(a) System of reward and recognition may be improved.

Though there is no bias in rewards, employees have a feeling that
their good work is not given credit in time.

(b) Remuneration to employees may be improved, if feasible.

(c) Communication (free and frank exchange between

employees and employers) may be given more attention.

(d) Opportunities for personal learning, growth and personal

development of the employees deserves due attention. Investment
in employees is indirectly investment in the company.

(e) Job assignment needs to be reviewed periodically in order

to avoid monotony and boredom.



7.1 The project has given me an opportunity to interact with the

Corporate Sector and to actually see how academic teaching of the
classrooms in Management is translated to reality and practice. In fact it
was very heartening to experience that all concepts and theories
mentioned in various books are actually implemented by the Company
albeit under a different name to suit its needs/style/culture.

7.2 Also, undertaking this project has helped me in learning to think of a

topic/subject/issue in a logical manner and examining the issue in its
totality. This has also promoted interaction with people from different
walks of life, experiences and outlooks thus giving me a broader
perspective to the issue of training in particular and the business
environment in general.

7.3 Finally to conclude, I would like to submit that while pursuing this
research, I learnt that it is very important to learn the background/genesis
of the topic/subject/issues first, so as to understand the
requirement/problem at hand and then consider its present status and
future prospects so as to arrive at a suggested set of
solutions/recommendations/suggestions so vital to the purpose of such




Reference websites.

1. http://www.avielectronic.com/

2. www.wikipedia.com

Reference Books.

1. Research Methodology by C R Kothari.



Copy No ……
Date ….


1. Introduction. This questionnaire seeks data from

respondents(employees of the company) chosen at random. This data is
for the purpose of this study alone and will not be used for any other
purpose and is purely academic in nature.

2. The questions are as follows:

Q-1 Are you clear about the results expected of you in your job?

a. Yes.

b. No.

c. Can’t say.

Q-2 Are you clear about the overall goals of the company?

a. Yes.

b. No.

c. Can’t say.

Q-3 Are you satisfied with your job assignment?

a. Yes.

b. No.

c. Can’t say.

Q-4 Does your job make use of your skills and abilities?

a. Yes.

b. No.

c. Can’t say.

Q-5 Do you get a sense of accomplishment from your work?

a. Yes.

b. No.

c. Can’t say.

Q-6 Would you like to continue in your current area of work?

a. Yes.

b. No.

c. Can’t say.

Q-7 Does your job, through variety and challenge, provide opportunities
for learning and growth?

a. Yes.

b. No.

c. Can’t say.

Q-8 Is the environment of your workplace safe clean, healthy and


a. Yes.

b. No.

c. Can’t say.

Q-9 Does your job leave you with sufficient time for your personal/family
and social life?

a. Yes.

b. No.

c. Can’t say.

Q-10 Are your superiors fair and equitable in their dealings with people?

a. Yes.

b. No.

c. Can’t say.

Q-11 Have your performance appraisals been fair?

a. Yes.

b. No.

c. Can’t say.

Q-12 Are there clear criteria for giving rewards?

a. Yes.

b. No.

c. Can’t say.

Q-13 Is credit for work well done given timely?

a. Yes.

b. No.

c. Can’t say.

Q-14 How satisfied are you with your total remuneration package
considering your duties and responsibilities?

a. Extremely satisfied.

b. Satisfied.

c. Neutral.

d. Satisfied.

e. Extremely dissatisfied.

Q-15 Roles and responsibilities of people in the workplace are clearly


a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-16 Superiors in the company welcome free and frank communication

from employees?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-17 Do your superiors encourage you to think innovatively and

challenge outmoded traditions and practices?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.