Project On Employee Engagement

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CHAPTER 1
Executive Summary
Introduction
Literature Review
Purpose of the Study
Scope of the study
Objectives of the study
Belgaum Institute of Management Studies 1

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EXECUTIVE SUMMERY
Business process outsourcing or BPO in India has evolved from its early 'sweat-shop'
image to the status of a strategic differentiator in the global marketplace. Business
process outsourcing has changed the way the world does business.
If you create a company where employees enjoy coming to work as much as going home,
and where there's a high level of engagement, mutual trust and respect, no one can beat
you. The driving philosophy behind Winning Workplaces has always been that investing
wisely to build a healthy, collaborative work culture not only benefits individual
employees, it just makes good business sense. .
This year, over a two-month span, TIME magazine has run a couple of articles about
how executives are making the connection that employee engagement is key to business
success. Even in these lean times, employers are investing significant resources in order
to create the kind of work cultures where employees are routinely inspired to "go the
extra mile." People used to think HR was just a cost center and not a source of value
creation." In fact, in direct contrast to this mindset, but hr is the critical tool for
business success and it bridges a gap between management and employees and ensures
achievement of organizational objectives.
G5 solutions is a Bo situated in Belgaum G5 Solution is an IT enabled service

company focusing on Customer Service, E-based services and Business Process
Outsourcing, an offshoot of Shri Krantiveer Sangoli Rayanna Co-operative Society
Belgaum Karnataka.
The study contains the profile of the company, organization structure. The information
was collected through company website primary data and secondary data source.
This project speaks about employee involvement and their commitment towards the
organization to achieve the organizational goals. The extent that an employee believes in

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the mission, purpose of the organization and demonstrates that commitment through
their actions as an employee and their attitude towards the employer and customers.
Employee engagement is high when the statements and conversations held reflect a
natural enthusiasm for the company, its employees and the services provided.
The Objective of Employee engagement is to Engage and involve all employees to find
out how they feel about working for organization effectiveness and make improvements
together for the overall success of our people and company.
Method of collecting the data was through questionnaire & personal

interaction & secondary data through company websites. For the purpose of the study,
50 people have been chosen as a sample size. Data collected was tabulated & SPSS
software will be used to derive conclusion.
Through this it is found that most of the employees are satisfied with their job and are
interested to be continued in a same company and management it providing suitable
facilities but employees have some expectations like clear career goals and paths and the
clear expectations of the company by employees and need better understanding and
team work and they feel proud of being a part of G5 Solutions.
So management can conduct weekly open sessions meetings and suggestion box so that
employees can share their ideas and views and management after implementation
management has to communicate to employees and even can provide yoga and
meditation facilities to d-stress the employees. And implement the reward and
recognition tools to appreciate and motivate employees like certificate, greetings putting
the employees name on notice board or party are small tool but makes a big difference
to motivate the employees.

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INTRODUCTION
When asked which measurements give the best sense of a company's health in a
recent Business Week advice column, former GE Chairman and CEO Jack Welch
replied:
Employee engagement first. It goes without saying that no company, small or large, can
win over the long run without energized employees who believe in the mission and
understand how to achieve it. That's why organizations need to take the measure of
employee engagement at least once a year through anonymous surveys in which people
feel completely safe to speak their minds.
Through this study organization get to know that the state of employee engagement in
their organization and identify ways to improve human capital performance.
For several years now, 'employee engagement' has been a hot topic in corporate circles.
It's a buzz phrase that has captured the attention of workplace observers and HR
managers, as well as the executive suite. And it's a topic that employers and employees
alike think they understand, yet can't articulate very easily.
Different surveys and research undertaken over the past few years have defined the term
differently, and as a result, come up with different key drivers and implications.

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EMPLOYEE ENGAGEMENT:
Different definitions by different people:
Engagement at work was conceptualized by Kahn, (1990) as the harnessing of
organizational members selves to their work roles. In engagement, people employ and
express themselves physically, cognitively, and emotionally during role performances.
Put simply, Employee Engagement exists when the employee feels:
Physically
Intellectually
Emotionally
attached to their work (Kahn, 1990)
Employee engagement is the involvement with and enthusiasm for work (The Gallup
Organization)
Employee engagement is "a heightened emotional connection that an employee feels for
his or her organization, that influences him or her to exert greater discretionary effort to
his or her work". (The Conference Board).In 2006 the business membership and
research organization The Conference Board provided a valuable service by publishing
its seminal report Employee Engagement: A Review of Current research and Its
Implications. Today it remains an important contribution worth revisiting.
From 2003 to 2005, 12 major studies on employee engagement had been published by
top research firms such as Gallup, Towers Perrin, Blessing White, the Corporate
Leadership Council and others.The definition of employee engagement varied slightly in
each study. Some definitions emphasized employees' cognitive connection to their job or
their company looking at, for example, satisfaction and commitment and their impact on
how hard an employee is willing to work. Other studies focused on how "emotionally
attached" employees feel toward their work, company, co-workers, etc. Still others
accentuated behavioral outcomes regardless of causes, such as how committed the
employees is to staying with his/her company.

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The Conference Board came up with its own composite definition based on all this data.
Employee engagement, they argue, is "a heightened emotional connection that an
employee feels for his or her organization, that influences him or her to exert greater
discretionary effort to his or her work."
These various studies also identified up to 26 separate factors thought to drive employee
engagement. At least a third (four) of the studies agreed on eight key drivers:
Trust and integrity
Nature of the job
Line of sight between employee performance and company performance
Career growth opportunities
Pride about the company
Camaraderie with coworkers/team members
Employee development
Relationship with one's manager
Across all the studies, there was general agreement that one of the strongest drivers of
employee engagement involved the direct relationship with one's manager. One study
stated that "outstanding loyalty (engagement) is the direct result of words and deeds
the decisions and practices of committed managers."
So the evidence is out there and mounting that employee engagement is strongly
correlated to performance outcomes from retention, productivity, customer service and
customer loyalty and even increased profit margins and revenue growth rates.
While differences varied from study to study, highly engaged employees were shown to
outperform their disengaged counterparts by between 20 and close to 30 percent.

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Benefits to the Organization

Employee engagement builds passion, commitment and alignment with the
organizations strategies and goals
Attracts more people like existing employees Increases employees trust in the
organization.
Creates a sense of loyalty in a competitive environment .
Lowers attrition rate .
Increases productivity and improves morale .
Provides a high-energy working environment .
Improves overall organizational effectiveness .
Boosts business growth
Makes the employees effective brand ambassadors for the company

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LITERATURE REVIEW
Employee engagement is the level of commitment and involvement an employee has

towards their organization and its values. An engaged employee is aware of business
context, and works with colleagues to improve performance within the job for the benefit
of the organization. It is a positive attitude held by the employees towards the
organization and its values. The paper focuses on how employee engagement is an
antecedent of job involvement and what should company do to make the employees
engaged.
Introduction:
Engagement at work was conceptualized by Kahn, (1990) as the harnessing of
organizational members selves to their work roles. In engagement, people employ and
express themselves physically, cognitively, and emotionally during role performances.
The second related construct to engagement in organizational behavior is the notion of
flow advanced by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as
the holistic sensation that, people feel when they act with total involvement. Flow is
the state in which there is little distinction between the self and environment. When
individuals are in Flow State little conscious control is necessary for their actions.
Employee engagement is the thus the level of commitment and involvement an employee
has towards their organization and its values. An engaged employee is aware of business
context, and works with colleagues to improve performance within the job for the benefit
of the organization. The organization must work to develop and nurture engagement,
which requires a two-way relationship between employer and employee. Thus Employee
engagement is a barometer that determines the association of a person with the
organization
Engagement is most closely associated with the existing construction of job involvement
(Brown 1996) and flow (Csikszentmihalyi, 1990). Job involvement is defined as the

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degree to which the job situation is central to the person and his or her identity (Lawler
& Hall, 1970). Kanungo (1982) maintained that job involvement is a Cognitive or belief
state of Psychological identification. Job involvement is thought to depend on both need
saliency and the potential of a job to satisfy these needs. Thus job involvement results
form a cognitive judgment about the needs satisfying abilities of the job. Jobs in this
view are tied to ones self image. Engagement differs from job in as it is concerned more
with how the individual employees his/her self during the performance of his / her job.
Furthermore engagement entails the active use of emotions. Finally engagement may be
thought of as an antecedent to job involvement in that individuals who experience deep
engagement in their roles should come to identify with their jobs.
Aspects of Employee Engagement
Three basic aspects of employee engagement according to the global studies are:-
The employees and their own unique psychological make up and experience
The employers and their ability to create the conditions that promote employee
Engagement
Interaction between employees at all levels.
Thus it is largely the organizations responsibility to create an environment and
culture conducive to this partnership, and a win-win equation.
Categories of Employee Engagement
According to the Gallup the Consulting organization there are there are different types of
people:-
Engaged--"Engaged" employees are builders. They want to know the desired
expectations for their role so they can meet and exceed them. They're naturally curious
about their company and their place in it. They perform at consistently high levels. They
want to use their talents and strengths at work every day. They work with passion and
they drive innovation and move their organization forward
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the

goals and outcomes they are expected to accomplish. They want to be told what to do
just so they can do it and say they have finished. They focus on accomplishing tasks vs.

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achieving an outcome. Employees who are not-engaged tend to feel their contributions
are being overlooked, and their potential is not being tapped. They often feel this way
because they don't have productive relationships with their managers or with their
coworkers.
Actively Disengaged--The "actively disengaged" employees are the "cave dwellers."
They're "Consistently against Virtually Everything." They're not just unhappy at work;
they're busy acting out their unhappiness. They sow seeds of negativity at every
opportunity. Every day, actively disengaged workers undermine what their engaged
coworkers accomplish. As workers increasingly rely on each other to generate products
and services, the problems and tensions that are fostered by actively disengaged workers
can cause great damage to an organization's functioning.
Importance of Engagement
Engagement is important for managers to cultivate given that disengagement or
alienation is central to the problem of workers lack of commitment and motivation
(Aktouf). Meaningless work is often associated with apathy and detachment from ones
works (Thomas and Velthouse). In such conditions, individuals are thought to be
estranged from their selves (Seeman, 1972) .Other Research using a different resource of
engagement (involvement and enthusiasm) has linked it to such variables as employee
turnover, customer satisfaction loyalty, safety and to a lesser degree, productivity and
profitability criteria (Harter, Schnidt & Hayes, 2002).
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the

goalsand outcomes they are expected to accomplish. They want to be told what to do just
so they can do it and say they have finished. They focus on accomplishing tasks vs.
achieving an outcome. Employees who are not-engaged tend to feel their contributions
are being overlooked, and their potential is not being tapped. They often feel this way
because they don't have productive relationships with their managers or with their
coworkers.
Actively Disengaged--The "actively disengaged" employees are the "cave dwellers."

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They're "Consistently against Virtually Everything." They're not just unhappy at work;
they're busy acting out their unhappiness. They sow seeds of negativity at every
opportunity. Every day, actively disengaged workers undermine what their engaged
coworkers accomplish. As workers increasingly rely on each other to generate products
and services, the problems and tensions that are fostered by actively disengaged workers
can cause great damage to an organization's functioning.
An organizations capacity to manage employee engagement is closely related to its
ability to achieve high performance levels and superior business results.
Some of the
Advantages of Engaged employees are
Engaged employees will stay with the company, be an advocate of the company
and its products and services, and contribute to bottom line business success.
They will normally perform better and are more motivated.
There is a significant link between employee engagement and profitability.
They form an emotional connection with the company. This impacts their attitude
towards the companys clients, and thereby improves customer satisfaction and
service levels
It builds passion, commitment and alignment with the organizations strategies
and goals
Increases employees trust in the organization
Creates a sense of loyalty in a competitive environment
Provides a high-energy working environment
Boosts business growth
Makes the employees effective brand ambassadors for the company
A highly engaged employee will consistently deliver beyond expectations. In the
workplace research on employee engagement (Harter, Schmidt & Hayes, 2002) have
repeatedly asked employees whether they have the opportunity to do what they do best
everyday. While one in five employees strongly agree with this statement. Those work
units scoring higher on this perception have substantially higher performance.

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Thus employee engagement is critical to any organization that seeks to retain valued
employees. The Watson Wyatt consulting companies has been proved that there is an
intrinsic link between employee engagement, customer loyalty, and profitability. As
organizations globalize and become more dependent on technology in a virtual working
environment, there is a greater need to connect and engage with employees to provide
them with an organizational identity.
Factors Leading to Employee Engagement-

Studies have shown that there are some critical factors which lead to Employee
engagement. Some of them identified are
Career Development- Opportunities for Personal Development
Organizations with high levels of engagement provide employees with opportunities to
develop their abilities, learn new skills, acquire new knowledge and realise their
potential. When companies plan for the career paths of their employees and invest in
them in this way their people invest in them.
Career Development Effective Management of Talent
Career development influences engagement for employees and retaining the most
talented employees and providing opportunities for personal development.
How to measure Employee Engagement?

Gallup research consistently confirms that engaged work places compared with least
engaged are much more likely to have lower employee turnover, higher than average
customer loyalty, above average productivity and earnings. These are all good things that
prove that engaging and involving employees make good business sense and building
shareholder value. Negative workplace relationships may be a big part of why so many
employees are not engaged with their jobs.

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Step I: Listen
The employer must listen to his employees and remember that this is a continuous
process. The information employees supply will provide direction . This is the only way
to identify their specific concerns. When leaders listen, employees respond by becoming
more engaged. This results in increased productivity and employee retention. Engaged
employees are much more likely to be satisfied in their positions, remain with the
company, be promoted, and strive for higher levels of performance.
Step II: Measure current level of employee engagement
Employee engagement needs to be measured at regular intervals in order to track its
contribution to the success of the organisation. But measuring the engagement
(feedback through surveys) without planning how to handle the result can lead
employees to disengage. It is therefore not enough to feel the pulsethe action plan is
just as essential.
A well-administered satisfaction survey will let us know at what level of engagement the
employees are operating. Customizable employee surveys will provide with a starting
point towards the efforts to optimize employee engagement. The key to successful
employee satisfaction surveys is to pay close attention to the feedback from the staff.

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PURPOSE OF THE STUDY
The BPO is gaining the importance in today because of its contribution

toward the GDP and economic progress and G5 is the one of the service industry and
aimed to provide IT Enabled Services (ITES). It has firmed up its expansion
plan to provide Call Center Solutions to various overseas clients.
To provide quality service and to run the business on the profit side a
combined effort is at most important. In the similar way the interpersonal relationships
between the employees & employer is very important to render good service to clients. In
other words the employees engagement plays a very important role in the success of
any organization because employees are vital for implementing the strategies and to
achieve the goals and employee engagement is a tool to evaluate the commitment and
contribution of employee to achieve organizational goal.
Hence this study helps the organization to achieve their goal, and also to
undertake the improvement activities towards their employees. So that the employees
are satisfied with the job provided, work environment ,inter relationships and perform
efficiently help to maximize profits to the organization.
SCOPE OF THE STUDY

.
The present study has concentrated to find out the Employee engagement, study targets
the employees of G5 Solution, Belgaum. And the study is restricted to 5 departments of
G5 solution & the number of respondents covers 50 employees

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AIM OF THE STUDY:

The main aim of the present study is to assess the Employee Engagement and factors of
Employee Engagement.
OBJECTIVES OF THE STUDY:

1) To study the socio demographic characteristics of the respondents.
2) To know employee perception toward various facets of employee engagement
3) to know the causes leading to dis engagement
4) To suggest measures to improve employee engagement in the organization
LIMITATION OF THE STUDY

The study will be restricted only to 5departments of G5 Solution, therefore the
results of the study cannot be generalized.
The study will be restricted only to the employees of the G5 Solution.
Analysis of the data collected from the questions will be made on the assumption
that data provided by the respondents are accurate.
Time period for the study will be restricted only for 120 days.

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NEED FOR Employee Engagement ANALYSIS:

To assess the Employee Engagement involves answering the following
basic questions:
Involvement of employees in organization and their commitment?
Factors affecting the Employee Engagement
The aim of these questions is to identify work practices or circumstances and concept
of Employee engagement.
Once it will be identified and assessed, steps may be taken to improve the Employee
Engagement.
Utility of the study:

The study conducted is helpful to the organization in terms of findings of the
research related to Employee Engagement. It will facilitate the management to
understand employee involvement and their commitment and adopt further measures
with the help of counseling, survey to enhance Employee engagement. The work could
also be an academic reference for the students studying in the same area.
The conclusions have been arrived at after carefully analyzing the responses obtained
from the respondents of the sample.
Extent:
This study is conducted on all the employees of G5 Solution, Belgaum. This study
spans for a period of 3months

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CHAPTER 2
Company Profile
Organization chart
Research design
Data collection methods
Sampling

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INDUSTRY PROFILE
What is BPO?
BPO is the contracting of a business task to a third party service provider. Back-office
outsourcing refers to internal business functions like billing or purchasing, while front-
office outsourcing includes customer-related services such as technical support,
marketing and customer service. The focus in BPO is on reducing transaction costs,
optimizing process efficiency and providing size and scale to handle a large volume of
transaction processing engagements.
At Outsource2india we offer a range of BPO Services such as, call center services,
data entry services, engineering services, financial services, creative services, web
analytics services, healthcare services, digital image editing services, software services,
Research and Analysis services and a host of other additional services.

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BPO: so what's new?

BPO is as old as business itself. Businesses have outsourced their distribution or
marketing to third parties for centuries. It is the opening up of the global economy that
has catalyzed the growth of BPO to its present stature as a key driver of business
competitiveness.
The roadmap for outsourcing success has been laid with:
Quality processes
Scalability
Integration of global markets
Seamless global delivery of work across borders through the internet
India - the world's preferred BPO destination

India has won its spurs as the world's outsourcing destination of choice. Currently the
country has a commanding share of the global outsourcing market.
The Union Communications and Information Technology Ministry in India states that
the Indian IT-BPO sector is likely to achieve a target of USD 60 billion in export
revenues by 2010.
Services outsourced to India include the functions within administrative support,

customer relationship management, technical support, document processing, financial
and accounting Services, intellectual property research and documentation, supply
chain management, legal services, regulatory compliance documentation, medical
transcription, payroll processing services, sales and marketing, publishing, research and
analysis, security, infrastructure and facilities management, human resource
management and training. the list goes on.
Outsource your business processes to India. Contact Outsource2india now.

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Evolution of the BPO industry in India

India's BPO industry has evolved and matured to present higher-end services that
require judgment-based analysis and domain expertise, rather than function-specific,
rules-based performance parameters alone. As service providers strive to offer end-to-
end services, we see BPO falling into different segments. At one end of the spectrum is
the traditional rules-based transactional outsourcing; while at the other end is
judgment-based transaction processing and full-service business process
outsourcing.
India has competencies in all the segments. Some BPO service providers have developed
vendor-centric business models where they offer specialized services under one roof by
representing the services of multiple specializing in different verticals. Others are niche
players that have adopted vertical-specific models to address the needs of a specific
industry, such as healthcare or insurance.
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BPO horizontals and verticals

BPO horizontals are function-specific and could spread across different industry
domains. Payroll processing services, data processing services and tax solutions are
examples of horizontal BPO.
Vertical BPO concentrates on functional services in specific industry domains such as

manufacturing, retail, financial services and healthcare.
Captive and third-party players

Captive Offshore Delivery Centers or CODCs in India have been pioneered by large
multinational companies (MNCs) like GE Capital and British Airways, Dell and American
Express among others to maintain control and ownership over core or mission-critical
outsourced business process as well as over proprietary or competitive knowledge.

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Third-party outsourcing service providers give captives a run for their money as they
offer the advantages of lower costs, flexibility and competitive pricing while maintaining
quality standards.
BPO business models

The BPO industry features five business models:
1. The global delivery model - also called blended outsourcing, combines onsite,
offsite, onshore, and offshore resources. Large multinational outsourcing service
providers offer this model where work can be "bestshored" or "multishored" to the
location where optimal cost and labor efficiencies are met to predetermined
performance standards. In case of a disaster in a particular region, work can be
immediately transferred to another region to ensure on-going, interruption-free
business processes.
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2. The hybrid model or dual-shore model leverages onsite-offshore efficiencies to

delivers results to clients at reduced costs. Clients are involved in the process as
the Global team of the offshore vendor works onsite alongside the client's team to
perform around 20% of the work while the Local team executes 80% of the work
offshore to leverage the cost, labor and time-zone advantages of outsourcing.
3. The offshore multi-sourcing model or hub-and-spoke model uses multiple
offshore suppliers to offset the risk of a single monopoly supplier. Users of this
model typically have their own offshore operations, plus three or more partner
outsourcing vendors with whom they collaborate. The partners get first-hand
training on how the outsourcing company operates its hub center, and then apply
their learning at the spoke centers.
4. The build-operate-transfer or BOT model
The client partners with an offshore company to set up and operate a foreign
outsourcing subsidiary with the option to transfer ownership back to the client

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company after a specified time period. The risks of setting up an outsourcing

subsidiary in a foreign country are completely borne by the partner company
which takes care of the costs and ownership of the new venture until such time as
the client chooses to take it over.
5. The global shared services model
Global shared services centers, also called offshore insourcing or captive centers
create huge service enters from the company's internal service operations
resources. They also have assured markets for their services. These centers can be
run as independent businesses and have the advantages of a similar corporate
culture, with less of the control issues that third-party BPOs face.
The differentiator: adding value

Indian BPOs are moving up the value chain to offer higher-end services, end-to-end
business process outsourcing and domain-specific expertise. This has given rise to
segments like Research and Analysis outsourcing, LPO (legal process outsourcing) ESO
(Engineering Services Outsourcing), HRO (Human Resource Outsourcing), RPO
(Research Process Outsourcing), MBPO (Medical Business Process Outsourcing), FAO
(Finance and Accounts Outsourcing) and more. The list will only get longer as
outsourcing service providers get more specialized in their offerings.
Objectives of Business Process Outsourcing

Companies that offshore their business processes to India are no longer looking at cost
reduction alone. They typically want to achieve:
1. Process improvement and efficiency - faster turnaround and greater productivity

2. Cost savings
3. Reduced head count
4. Improved quality - less errors/rework
5. Building/strengthening presence in a new market/foreign country
6. Increased focus on core competencies - e.g. developing new products or services
7. Building business value and strategic differentiation

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All of the above add up to help these companies achieve increased competitiveness
through BPO.
Outsource to Outsource2india and give your organization a competitive advantage

with our fast turnaround time, cost-effective services and increased productivity.
BPO buyer-supplier trends: working towards 'win-win'

Buyers and providers of outsourcing services are using sophisticated financial
mechanisms and business intelligence among other methods to achieve their
outsourcing business objectives. Both parties want to minimize risks, increase
operational efficiencies and boost revenues. An integrated approach helps achieve win-
win solutions.
Outsourcing BPO Services to Outsource2india
At O2I, we provide high-quality BPO services that can tremendously increase your ROI,
while reducing your operating costs. You can also benefit from the skills, knowledge and
experience of our professional teams. Outsourcing can help your organization
concentrate more on your core business functions and you can save on time, effort,
manpower and infrastructure. Outsource to O2I and increase your business value.

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COMPANY PROFILE
Name of the company : Name of the unit: G5 Solution Pvt.Ltd

Registered office : 2nd floor, Mujawar Arcade,
P.B. Road, Nehru Nagar,
Belgaum- 590 010,
Karnataka,
India.
Phone no : +91 831 4217300, +91 831 2476367
Fax no : +91 831 4217304
Email : info@g5solution.org,
URL : www.g5solution.org
Bankers : Shri Bhimambaka Mahila Sourd Sahakari
Niyamit, Belgaum.
Gajraj Multipurpose Souhard
Sahakari Niyamit, Belgaum.
Sangoli Rayanna Education Society,

Belgaum.
The company was set up with a view to bring revolution in the world of
communications by integrating and delivering the best of the breed
solutions aimed at customer-centric organization
VISION
1. Create a niche position in the global BPO industry.

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2. Our vision is to be the most inspiring business group admired globally

for creating sustained prosperity.
MISSION
1. To be recognized as the best by our clients, Employees and Communities.

2. To be a 1000 Seats BPO centre by the end of 2010, the first of its kind in
the North Karnataka region.
3. To delight customers by being highly responsive and offering best-in-
class products and services.
4. To provide a vibrant environment that empowers people and enables
continuous growth.
FUNCTIONS OF THE COMPANY:

Company activities splits under 5 headings such as
1. HUMAN RESOURCE DEPARTMENT
2. BUSINESS & DEVELOPMENT DEPARTMENT
3. FACILITY & SERVICE DEPARTMENT
4. INFORMATION & TECNOLOGY DEPARTMENT

5. TRAINING & DEVELOPMENT DEPARTMENT
HUMAN RESOURSE DEPARTMENT:

HR department is core part of the company because is concerned with
people who are responsible for the attainment of organizational goals and
organization growth and making this to happen is the responsibility of HR
department.

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FUNCTIONS OF THE DEPARTMENT
RECRUITMENT & SELECTION
PLACEMENT & INDUCTION
RULES & REGULATIONS OF WAGES TO THE NEW EMPLOYEES
PROVIDING EFFICIENT EMPLOYEES TO DIFFERENT DEPARTMENTS IN THE

ORGANISATION WHEN THEY ARE IN NEED OF
MOTIVATION.
RECRUITMENT & SELECTION
RECRUITMENT:
Company is recruiting the workforce through advertisement in the newspapers,

television, with the help of consultancies, portals, employee reference and websites etc.
SELECTION:
Through organizing aptitude test for the candidates, then the process of pre screening is
performed by the head of particular department, then finally HR discussion to select the
candidate for a concerned department will be done.
PLACEMENT & INDUCTION
PLACEMENT:

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The job is offered to the finally selected candidates with agreed designation roles
and responsibilities in the company.
INDUCTION:
Induction is the program where in employee will be made aware to the work culture,
rules regulations ,peers and staff and to the concerned officers.
Whenever the different departments are in need of employees, the HR Department

helps them out by providing efficient employees to their required work this will be done
through job rotation . multi tasking employees to ensure a team work to achieve the
objectives and smooth flow of work.
MOTIVATION
G5 Solution Private Limited HR Model functions by accepting the HR as a
strategic partner in the formulation of the company's strategies as well as
in the implementation of those strategies through HR activities such as
recruiting, selecting, training and rewarding personnel. Our model focuses
on identifying and analyzing external opportunities and threats that may be
crucial to the company's success. The model is in a unique position to
supply competitive intelligence that will be useful in our strategic planning
process. G5 Solution aims to translate strategies into HR practices to
attain:
Rapid adoption to change
Employee commitments
Exceeding the customer demands and
High Performance Financial achievements
Our HR policy strives in:
Identifying the best talent and use it in the best practices.

Setting and aligning individual work goals with company objectives.

G5 SOLUTIONS
Building trust and instilling loyalty.

Coaching for results.
Using influence, not power.
EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunity to all

individuals, employment decisions at G5 SOLUTION PVT. LTD will be based
on merit, qualification, and abilities. G5 SOLUTION PVT. LTD does not
discriminate in employment opportunities and practices based on race,
colour, sex, state origin, age other characteristics protected by law.
This policy governs all aspects of employment including, selection, job

assignment, compensation, discipline, termination, and access to benefits
and training.
Any employees with question or concerns about any type of discrimination

in the work place are encouraged to bring these issues to the attention of
their head of the department or HUMAN RESOURCE DEPARTMENT.
Employees can raise concerns and make reports without fear of reprisal.
Anyone found to be engaging in any type of unlawful discrimination will be
subject to disciplinary action, up to and including termination of
employment.
BUSINESS ETHICS AND CONDUCT
The successful business operation and reputation of G5 Solution PVT LTD

is built upon the principles of fair dealing and ethical conduct of our
employees. Our reputation for the integrity and excellence requires careful
observance of the spirit and letter of all applicable laws and regulations, as
well as a scrupulous regards for the highest standards of conducts and
personal integrity.

G5 SOLUTIONS
The continued success of G5 Solution PVT LTD is dependent upon our

customers trust and we are dedicated to preserving that trust. Employees
owe a duty to G5 Solution PVT LTD, its customers to act in a way that will
merit the continued trust and confidence of the Public.
G5 Solution PVT LTD will comply with all applicable laws and regulations
and expects its Directors, Managers, Executives, Technology Staff, and
associated staff members to conduct business in accordance with the letter,
sprit, and intent of all relevant laws and to refrain from any illegal,
dishonest, or unethical conduct.
In general, the use of good judgment, based on high ethical principles, will
guide you with respect to lines of acceptable conduct. If a situation arises
where it is difficult to determine the proper course of action, the matter
should be discussed openly with your immediate head of the department
and, if necessary, with the [CEO/DIRECTORS], for advice and consultation.
Compliance with this policy of business ethics and conduct is the

responsibility of every G5 Solution PVT LTD employees & associated
members.
Disregarding or failing to company with this standard of business ethics

and conduct could lead to disciplinary action, up to and including possible
termination of employment.
EMPLOYMENT CATEGORIES :
It is the intent of G5 Solution Private Limited to clarify the definition of

employment classification so the employee understand their employment
status and benefit eligibility.

G5 SOLUTIONS
REGULAR FULL TIME employees are those who are not in a temporarily or
problem status and who are regularly scheduled to work G5 Solution Private
Limited full time scheduled. Generally they are eligible for G5 Solution
Private Limited benefits package subject to term, condition, and limitations
of each benefits program.
PROBATION is those whose performance is being evaluated to determine

whether further employment in a specific position or with G5 Solution
Private Limited is appropriate. Employees who satisfactorily completed the
probation period will be notified of their new employment classification.
CONTRACTUAL employees are those who are hired as interim replacements,

to temporarily supplement the work force, or to assist in the completion of a
specific project. Employment assignments in this category are of a limited
duration. Contractual employees retain that status until and unless they
are notified of a change. Contractual employees are intelligible for all of G5
Solution Private Limited other benefits programs.
CONSULTANTS are those who facilitate organizational change and / or

provide subject matter expertise on technical, functional, and business
topics during development or implementation
EMPLOYEE BENEFITS
Eligible employees at G5 SOLUTION PVT. LTD. are provided a wide range of

benefits. A number of programs cover all employees in the manner
prescribed by law.Benefits eligibility is dependant upon a variety of factors,
including employee classification. Your (Human Resources Department) can
identify the programs for which you are eligible.
Details of many of these programs can be found else where in the employee
handbook.

G5 SOLUTIONS
The following benefit programs are available to eligible employees:
ESIC
Provident Fund
Gratuity
The benefit programs require contribution from the employee beside

employers contribution.
WORK SCHEDULE
The normal work schedule for all the employees and associated members
are 8hours a day, Monday to Saturday. Head of the department will advise
the employees and associated members of the time, their schedule will
normally begin & end. Staffing needs and operational demands may
necessitate variations in starting & ending times, as well as variations in
the total hours that may be scheduled each day & week.
An employee is considered absent if he or she is not present for work as

scheduled in time. Reporting for work regularly & on time is essential, since
lateness or absences interfere with the daily running of company & place an
extra work load on fellow employees. Failure to report to work on time &
tardiness will result in disciplinary action up to & including termination.
2.BUSINESS & DEVELOPMENT DEPARTMENT:

This dept is concerned with marketing, profit, clients, and organization. So it
conducts activities like marketing and advertising the services provided at G5, and
search for new opportunities and business to gain more profit. They interact with clients
and discussion with clients Regarding option for internal business ventures.
3. FACILITY & SERVICE DEPARTMENT

This department is the key position of the organization, It looks over the

G5 SOLUTIONS
Maintenance of the entire organization.
1. They maintain the entire infrastructure of the organization
2. During the night shift the employees are given security
3. Providing traveling facility to the employees
4. Providing stationery articles to the employees
5. Providing medical care to the employees
6. Providing snacks to the employees working in the night shift
7. Providing midday meal to the employees whose 50% charge will be

Paid by the company & 50% by the employee
SERVICES OFFERDE BY G5 SOLUTION ARE AS FOLLOWS:
VOICE BASED SERVICES;
They extend their services enabling the clients to increase market share
more quickly and at a lower cost, than they could by employing in-house
sales people.
Outbound: clients call company and duration will be max 1 week.

Outbound is more depends on voice accent, They focus on sales and
opportunities.
Pilot Marketing
Lead Generation / Appointment Setting
Market Survey / Research

G5 SOLUTIONS
NON VOICE BASED SERVICES
These are the Non Voice based application driven process through which the
client's back office process can be supported by their CSR group:
Data Processing
Data Conversion
Data Maintenance
Chat Support
Email Support
Proof Reading
Transcription Services
Payroll and Billing Collections
Legal Transcription
4. INFORMATION & TECNOLOGY DEPARTMENT

This dept is concerned with internet and technology and services.
This department is concerned about collecting information and storing and
providing it to the needy as ad when needed, ad is also responsible for the technology
and sorting technology related problems. gathering clients information and stores it
and protecting from hacking through proper security systems . Developing IT
technology standards and protocols inline with federal requirements and industry
best practice.
Responsibility for IT security.Collaborate with Technical staff to trial, test, implement
and tune various security systems, including but not limited to: intrusion detection
systems, security patch deployment, desktop lockdown, encryption technologies,
multi-factor authentication, remote access, firewalls, encryption, vulnerability
management and more. Maintaining records for hardware and software for the IT
dept. Administrating, maintaining and allocating of work for the technical staff.

G5 SOLUTIONS
5. TRAINING & DEVELOPMENT DEPARTMENT
This dept take care of voice and access, internal training process about product .
this dept takes care of G5 Solution Private Limited firmly believes that advanced &
continuous training provides a strategic advantage in this competitive Marketplace. This
department trains the new employees to enable them to do their jobs better. It increases the knowledge &
skills of new employees in performing their jobs effectively The training methodology is designed
with core focus on:
High quality of Work.

Increase in Customer Satisfaction.
Improve Employee relations.
Creating a healthy WORK CULTURE.
Increase in profits.
Improving the image of the Industry and our business
BRIEF HISTORY OF THE COMPANY
G5 Solution Private Limited is currently in the process of setting up a 100

seater, 24/7 BPO facility in the midst of ongoing developments in the field
of BPO at Belgaum
G5 Solution is a very young and enterprising company in the realm of IT
Enabled Services (ITES). It has firmed up its expansion plan to provide Call

G5 SOLUTIONS
Center Solutions to various overseas clients. The company was set up with a
view to bring revolution in the world of communications by integrating and
delivering the best of the breed solutions aimed at customer-centric
organization
G5 Solution Private Limited has a team of dedicated and Professional

staff capable of handling efficient processes critical to the clients
businesses. G5 Solution Private Limited also holds the competency in
handling business process outsourcing with business optimization skills
to reduce cost, improve system process efficiencies, increase revenues and
profitability for you. They say that they understand the strategic nature of
the off-shoring initiatives and are focused on providing you with risk
mitigation and process excellence in their chosen areas.
Over the years a team has been formed consisting of experienced

personalities representing every facade of business. The G5 Solution facility
is a high performance center offering world-class infrastructure and
exceptional quality of service.
All company processes and practices are consistent with international

industry standards. At G5 Solution they are committed to deliver innovative
solutions to their clients so that they become high performers with high
profitability.
With global resources and mobilizing the right people, skills and
technological expertise they make their clients improve their performance.
With an in-depth knowledge of international markets and possession of a
strong, on the ground presence in India, they promise their clients
significant cost savings, and improvement and maintenance of the quality of
service delivery. Combining extensive capabilities in technology with

G5 SOLUTIONS
extensive domain expertise, they deliver seamless solutions that bring

tangible business value to organizations around the world profits in other's
gain.
They believe if their clients derive some benefit from their activities, then
and only they will we prosper. Always open to their clients needs, always
willing to change their ways to suit their clients, is their philosophy. They
believe all the statements are true in their own perspective. Because of their
inability to know substance as a whole, they cannot have complete
knowledge of a substance and therefore theres always an opportunity to
accept others view point.
Their partners are their biggest strength. They have various partnering
and contract arrangements with a number of technical companies to
supplement their workforce to be able to deliver what they promise on time
and within budget. Their track record of successful management of their
resources speaks for itself.
G5 Solution, Belgaum
--: ORGANISATIONL CHART :-

CMD
ANAND B APPUGOL

G5 SOLUTIONS
COO
(CHIEF OPERATING
OFFICER)
SHEETAL DHANWAR
MR
SHIVAYOGI
HR LEAD B&D F&S IT LEAD T&D LEAD QA

SHILPA LEAD (FACILITY (TRNG&DV BHARATI
BADIGER SANTOSH &SERVICE) MADHUJAYA LPMNT) TEKE
KUMAR PRAMOD HAZARIKA JULIANA
APPUGOL
SR. HR JR.BUS SR.SYSTEM T&D

NITIN CONSULTANT ASST. FES& ADMIN MANAGER CSE
PATIL SHIVAYOGI SERVICES GEORGE JUNIPER
JAGADISH
HR.EXECU SYSTEM SUPPORT

TIVE ADMIN FUCTION CSR
MAHESH EXE
SAGAR RASHANT
FRONT JR. CLC

OFFICE SYSTEM MUNIRA
EXECUTIVE ADMIN
VARSHA SANJAY

G5 SOLUTION S
RESEARCH DESIGN
The effort of the investigation is to provide descriptive profile of the respondents on
the dimensions namely sex, type of family, education etc., and Employee
Engagement. This design help to portrait the factors affecting, physical stress of
employees and factors to contribute Employee Engagement in G5 Solution,
Belgaum. Hence for the study a descriptive cum diagnostic research design will be
used.
SAMPLING
The population for this study are the employees of G5 Solution, Belgaum., having
total of 50 employees as the sampling population.
TYPE OF SAMPLING
Research Approach: Survey method

Research Instrument: Questionnaire, Personal Interaction.
Sample unit: Respondents of G5 Solution.
Sample method: Census Sampling
Sample size: 50employees
38
Belgaum Institute of Management Studies

G5 SOLUTION S
Software will be used for analysis:

SPSS software.
Tools will be applied for analysis:

Personal interaction, questionnaire.
STATEMENT OF PROBLEM
management problem:
The management of G5 solution want to study the employees engagement, and
causes of disengagement and employee expectations from a company and make
necessary improvements to achieve employee engagement successfully.
RESEARCH PROBLEM
So based on management problem the research problem is as follows
A CRITICAL STUDY ON EMPLOYEE ENGAGEMENT At G5 Solution, Belgaum.
39

G5 SOLUTION S
CHAPTER 3
Analysis and Interpretation

Findings
Recommendations
Conclusion
40

G5 SOLUTION S
1) I have the materials and equipment I need to do my job efficiently
I have the materials & eqiupment i need to do my job efficiently
Cumulative
Frequency Percent Valid Percent Percent
Valid Strongly disagree 3 6.0 6.0 6.0
disagree 3 6.0 6.0 12.0
neither agree nor
6 12.0 12.0 24.0
disagree
agree 29 58.0 58.0 82.0
strongly agree 9 18.0 18.0 100.0
Total 50 100.0 100.0
70
60
58
50
40
30
20
P e rce n t
18
10 12
6 6
0
Strongly disagree neither agree nor di strongly agree
disagree agree
I have the materials & eqiupment i need to do my job efficiently
Interpretation: From the above study it is found that graph 76% of the
employees agree that company provides all the necessaries to do their job
41

G5 SOLUTION S
efficiently so they are able to d o their job smoothly, but 12% each of
employees say they are not satisfied and neither satisfied nor dis satisfied
2) I know what is expected of me in my job
I know what is expected of me in my job
Cumulative
Valid agree 38 76.0 76.0 76.0
strongly agree 12 24.0 24.0 100.0
Total 50 100.0 100.0
80
76
60
40
20 24
P e rce n t
0
agree strongly agree
I know what is expected of me in my job
42

G5 SOLUTION S
Interpretation: The above graph represents that most of the employees are
have a clear job description and they know their role and responsibilities and
company expectations from employees.
3) Workload is distributed equally throughout our department or unit
Work load is disturbed equall throughout our department or unit
Cumulative
Valid neither agree
12 24.0 24.0 24.0
nor disagree
agree 29 58.0 58.0 82.0
Total 50 100.0 100.0
70
60
58
50
40
30
24
20
18
P e rce n t
10
0
neither agree nor di agree strongly agree
Work load is disturbed equall throughout our department or unit
43

G5 SOLUTION S
Interpretation: From the above graph we can say from the above study we can
say that more than 75% of employee believe that their work load is equally
distributed among the employees due to clear job description and clear role
and responsibilities throughout the departments or unit.
4) I feel competent and fully able to handle my job
I feel competent & fully able to handle my job
Cumulative
Valid disagree 3 6.0 6.0 6.0
agree 32 64.0 64.0 70.0
strongly agree 15 30.0 30.0 100.0
Total 50 100.0 100.0
70
64
60
50
40
30
30
20
P e rce n t
10
6
0
disagree agree strongly agree
I feel competent & fully able to handle my job
44

G5 SOLUTION S
Interpretation: From the above graph reveals that more than 94% of
employees feel that they are competent and ability to handle and manage
their job but 6% employees feel they are not competent and their is a gap
between actual and expected capability to do job.
5) I am proud to say that I work at this company
I am proud to say that i work at this company
Cumulative
neither agree
6 12.0 12.0 18.0
nor disagree
agree 20 40.0 40.0 58.0
strongly agree 21 42.0 42.0 100.0
Total 50 100.0 100.0
50
40 42
40
30
20
P e rce n t
10 12
6
0
disagree neither agree nor di agree strongly agree
I am proud to say that i work at this company
45

G5 SOLUTION S
Interpretation: From the above graph we can say that majority of the employee
feel proud being a part of the company, because they feel company care
employees and their have recognition and friendly environment of the
company makes them to feel proud to be a part of the G5 solutions
6) If I do good work I can count on making more money
if i do good work i can count on making more money
Cumulative
neither agree nor
14 28.0 28.0 40.0
disagree
agree 12 24.0 24.0 64.0
strongly agree 18 36.0 36.0 100.0
Total 50 100.0 100.0
46

G5 SOLUTION S
40
36
30
28
24
20
10 12
P e rce n t
0
Strongly disagree agree
neither agree nor di strongly agree
if i do good work i can count on making more money
Interpretation: From the above graph shows that 60% of the employees believe that if
they do good work they can count on making more money but 12% of the employees
disagree for the same and 28%are neither agree nor disagree.
7) Company recognizes or praises me whenever I do a good job.
Company recognizes me whenever i do a good job
Cumulative
neither agree
12 24.0 24.0 30.0
nor disagree
agree 23 46.0 46.0 76.0
strongly agree 12 24.0 24.0 100.0
Total 50 100.0 100.0
47

G5 SOLUTION S
50
46
40
30
24 24
20
P e rce n t
10
6
0
Company recognizes me whenever i do a good job
Interpretation: The above graph represents that 70% of the employees are agreeing
that the company recognizes them whenever they do a good job and 30% of the
employees disagree for the same.
8) I am happy with the benefits package offered at Co,
I am happy with the benefits package offered at company
Cumulative
neither agree nor
12 24.0 24.0 30.0
disagree
agree 32 64.0 64.0 94.0
Total 50 100.0 100.0
48

G5 SOLUTION S
70
64
60
50
40
30
24
20
P e rce n t
10
6 6
0
I am happy with the benefits package offered at company
Interpretation: The above graph reveals that majority of the employees are
satisfied and have a positive response toward the benefits and facilities
provided by the company and they believe company care employees well fare
and benefits .
9) I am aware of the promotion opportunities in my company
I am aware of the promotion opportunities in my company
Cumulative
neither agree nor
9 18.0 18.0 24.0
disagree
agree 32 64.0 64.0 88.0
Total 50 100.0 100.0
49

G5 SOLUTION S
70
64
60
50
40
30
20
18
P e rce n t
10 12
6
0
I am aware of the promotion opportunities in my company
Interpretation: The above graph represents that majority of the employees are
aware of the promotion opportunities available in the organization and only
6% are not aware about the career opportunities in the organization
10) I have a clearly established career path at Co
I have a clearly established career path at company
Cumulative
disagree 3 6.0 6.0 12.0
neither agree nor
18 36.0 36.0 48.0
disagree
agree 23 46.0 46.0 94.0
Total 50 100.0 100.0
50

G5 SOLUTION S
50
46
40
36
30
20
P e rce n t
10
6 6 6
0
disagree agree
I have a clearly established career path at company
Interpretation: The above graph reveals that 56% of the employees say that they
have clearly established career path and they know opportunity available and
expected performance to get that opportunity, and 12% of the employees are not
clear about career opportunities available this is may be due to they are unaware
about the information source or the source it self is inefficient and the rest are
neither agree nor disagree.
11) In general, promotions are handled fairly at my company
In ganeral, promotions are handled fairly at my company
Cumulative
neither agree nor
12 24.0 24.0 30.0
disagree
agree 26 52.0 52.0 82.0
Total 50 100.0 100.0
51

G5 SOLUTION S
60
50 52
40
30
24
20
18
P e rce n t
10
6
0
In ganeral, promotions are handled fairly at my company
Interpretation: The above graph shows that 70% of employees agree that the
company is providing a right career opportunities to employees and are handled
fairly in company ,24% employees feel neither agree nor dis agree, rest feel disagree
12) Co encourages pursuing educational courses
Company encourages pursuing educational courses
Cumulative
disagree 6 12.0 12.0 24.0
neither agree nor
12 24.0 24.0 48.0
disagree
agree 20 40.0 40.0 88.0
Total 50 100.0 100.0
52

G5 SOLUTION S
50
40
40
30
24
20
P e rce n t
10 12 12 12
0
disagree agree
Company encourages pursuing educational courses
Interpretation: The above graph represents that The above study represents
that 52% of the employees gained education facility through company
support this is due to right policy and company care toward the employee
growth and rest employees are not in need of company support to avail
further education.
13) In the last year, I have had opportunities to learn and grow
In the last year, i have had opportunities to learn and grow
Cumulative
neither agree
12 24.0 24.0 30.0
nor disagree
agree 29 58.0 58.0 88.0
Total 50 100.0 100.0
53

G5 SOLUTION S
70
60
58
50
40
30
24
20
P e rce n t
10 12
6
0
In the last year, i have had opportunities to learn and grow
Interpretation: The above graph represents that 70% of employee feel that
company is providing them an opportunity to learn and grow through right career
opportunity and have learning experience in the company and 6% employees are
not satisfied by his/her past experience they feel their experience was not the worth
24% employee feel neutral.
14) The people I work with help each other when needed.
The people i work with help each other when needed
Cumulative
Valid neither agree
6 12.0 12.0 12.0
nor disagree
agree 32 64.0 64.0 76.0
strongly agree 12 24.0 24.0 100.0
Total 50 100.0 100.0
54

G5 SOLUTION S
70
64
60
50
40
30
24
20
P e rce n t
10 12
0
The people i work with help each other when needed
Interpretation: The above graph shows that majority of the employees feel that
the team they work with is supportive and co-ordination, co-operation are
comfortable with their teams and getting proper support from the team
members to do the job more efficiently.
15) My co-workers and I share information and new ideas
My co-workers & i share information & new ideas
Cumulative
neither agree nor
6 12.0 12.0 18.0
disagree
agree 26 52.0 52.0 70.0
strongly agree 15 30.0 30.0 100.0
Total 50 100.0 100.0
55

G5 SOLUTION S
60
50 52
40
30
30
20
P e rce n t
10 12
6
0
My co-workers & i share information & new ideas
Interpretation: The above graph represents that more than 82% of employees
agree that they get a proper information from their peers, colleagues to do
their job efficiently and helps to take decision at a right time n and colleague
will help each other to generate a new idea to improve their efficiency.
16) My co-workers do their best
My co-workers do their best
Cumulative
Valid neither agree
3 6.0 6.0 6.0
nor disagree
agree 29 58.0 58.0 64.0
strongly agree 18 36.0 36.0 100.0
Total 50 100.0 100.0
56

G5 SOLUTION S
70
60
58
50
40
36
30
20
P e rce n t
10
6
0
My co-workers do their best
Interpretation : The above graph reveals that majority of the employees think
that people they are working with are performing well in their place. They feel
their peers are efficient and able to handle their job effectively and performing
well.
17) My Manager treats me fairly
My manager treats me fairly
Cumulative
neither agree
3 6.0 6.0 12.0
nor disagree
agree 26 52.0 52.0 64.0
strongly agree 18 36.0 36.0 100.0
Total 50 100.0 100.0
57

G5 SOLUTION S
60
50 52
40
36
30
20
P e rce n t
10
6 6
0
My manager treats me fairly
Interpretation : From the above graph we can say that majority of employees believe that
their superior is performing well and they are supportive , friendly , they maintain
a equal treatment among the employees and are satisfied with their role in the work
place .
18) I can freely approach my Manager with problems
I can freely approach my manager with problems
Cumulative
Valid neither agree
3 6.0 6.0 6.0
nor disagree
agree 29 58.0 58.0 64.0
strongly agree 18 36.0 36.0 100.0
Total 50 100.0 100.0
58

G5 SOLUTION S
70
60
58
50
40
36
30
20
P e rce n t
10
6
0
I can freely approach my manager with problems
Interpretation : The above graph represents that majority employees feels free to
approach their manager while problem and discuss with them to sort out this is due
to friendly environment and support of superior to the employees.
19) My Manager handles my work-related issues satisfactorily
59

G5 SOLUTION S
My manager handles my work related issues satisfactorily
Cumulative
Valid neither agree
6 12.0 12.0 12.0
nor disagree
agree 32 64.0 64.0 76.0
strongly agree 12 24.0 24.0 100.0
Total 50 100.0 100.0
70
64
60
50
40
30
24
20
P e rce n t
10 12
0
My manager handles my work related issues satisfactorily
Interpretation : The above graph reveals that majority of the employee feel that their
superior is able and efficient , competent to handle and manage the work related
grievances and 12% employees feel he is not competent enough to handle
grievances fairly
20) There is good communication between me and my superior
60

G5 SOLUTION S
There is good communication between me & my supervisor
Cumulative
Valid neither agree
6 12.0 12.0 12.0
nor disagree
agree 26 52.0 52.0 64.0
strongly agree 18 36.0 36.0 100.0
Total 50 100.0 100.0
60
50 52
40
36
30
20
P e rce n t
10 12
0
There is good communication between me & my supervisor
Interpretation : The above graph represents that majority of the employees

have a positive response toward the relationship between superior and
subordinate this is due to friendly and confort work environment in the work
place.
21) My supervisor cares about me as a person
61

G5 SOLUTION S
My surevisor cares about me as a person
Cumulative
neither agree
6 12.0 12.0 18.0
nor disagree
agree 26 52.0 52.0 70.0
strongly agree 15 30.0 30.0 100.0
Total 50 100.0 100.0
60
50 52
40
30
30
20
P e rce n t
10 12
6
0
My surevisor cares about me as a person
Interpretation : The above graph represents that majority of the employees feel that
the immediate superior takes care about employees as a individual and 6%
employees dis agree , where as 12% employees feel neither agree nor dis agreeree
that they have a good communication with their superior .
22) I can trust what management tells me
62

G5 SOLUTION S
I will trust what management tells me
Cumulative
disagree 6 12.0 12.0 18.0
neither agree nor
15 30.0 30.0 48.0
disagree
agree 23 46.0 46.0 94.0
Total 50 100.0 100.0
50
46
40
30
30
20
P e rce n t
10 12
6 6
0
disagree agree
I will trust what management tells me
Interpretation : The above graph represents that 52% of employees agree that
they have a trust on management, they feel management is fair in its
proceedings and 30% neither agree nor dis agree where as 18% employees
dis agree that they wont believe regarding what ever management tell.
63

G5 SOLUTION S
23) I feel free to offer comments and suggestions
I feel free to offer comments and suggestions
Cumulative
disagree 9 18.0 18.0 24.0
neither agree nor
18 36.0 36.0 60.0
disagree
agree 20 40.0 40.0 100.0
Total 50 100.0 100.0
50
40
40
36
30
20
18
10
P e rce n t
6
0
Strongly disagree disagree neither agree nor di agree
I feel free to offer comments and suggestions
Interpretation : The above graph describes that 76% of employees are agree to that
they can freely give suggestions and recommendations in company where as
6% employees are dis agree and 18% employees neither agree nor dis agree
.it shows that employees are motivated to think and participate for generating
new ideas and their ideas are counted .
24) I feel that actions are taken on suggestions given by me
64

G5 SOLUTION S
I feel that actions are taken on suugestions given by me
Cumulative
disagree 9 18.0 18.0 24.0
neither agree nor
24 48.0 48.0 72.0
disagree
agree 8 16.0 16.0 88.0
Total 50 100.0 100.0
60
50
48
40
30
20
18
16
P e rce n t
10 12
6
0
disagree agree
I feel that actions are taken on suugestions given by me
Interpretation : The above mentioned graph represents that 28% of employee

feel their suggestion are given importance and implemented but 24%% of
employee feel that their suggestions are not implemented and 48% feel
neutral. Most of employees feel their ideas either some time implemented
some time are ignored by management.
25) I enjoy working with my co-workers
65

G5 SOLUTION S
I enjoy working with my co-workers
Cumulative
Valid neither agree
3 6.0 6.0 6.0
nor disagree
agree 17 34.0 34.0 40.0
strongly agree 30 60.0 60.0 100.0
Total 50 100.0 100.0
70
60
60
50
40
34
30
20
P e rce n t
10
6
0
I enjoy working with my co-workers
Interpretation : The above graph reveals that majority of the employees are
comfortable working with co workers where as 6% employees are neither
agree nor dis agree and think they are not enjoying working in the team. This
represents the employees enjoy working in a team,team coordination co
operation is satisfactory and comfort with their team members
26) Management care for all its employees at all levels
66

G5 SOLUTION S
Management care for all its employees at all levels
Cumulative
neither agree
15 30.0 30.0 36.0
nor disagree
agree 23 46.0 46.0 82.0
Total 50 100.0 100.0
50
46
40
30
30
20
18
P e rce n t
10
6
0
Management care for all its employees at all levels
Interpretation : The above graph reveals that 64% of the employees believe
that management treat all employees equally at all levels of the organization
where as 6% employees are disagree to this and 30% employees neither agree
nor disagree. It represents that management is able to maintain a equality
among the employees at all level of the organization.
67

G5 SOLUTION S
27) The newsletters/ HR Board/ notices / E-mail Communication are

sufficient to keep the employee informed
The news letters/HR board/notices/email communiaction are sufficient to keep

employee informed
Cumulative
neither agree
9 18.0 18.0 24.0
nor disagree
agree 30 60.0 60.0 84.0
Total 50 100.0 100.0
70
60
60
50
40
30
20
18
P e rce n t
16
10
6
0
The news letters/HR board/notices/email communiaction are sufficient to
Interpretation : The above graph mentions that 76% employees feel the tools of
information are efficient to provide proper information to employee , 6% employees
are dis agree they think the tolls are not efficient and 18% employees feel neither
agree nor dis agree. This shows most of the employees are getting information at a
right time and sources are efficient in their performance
68

G5 SOLUTION S
28) I am comfortable in my place of work
I am comfortable in my place of work
Cumulative
neither agree
6 12.0 12.0 24.0
nor disagree
agree 24 48.0 48.0 72.0
strongly agree 14 28.0 28.0 100.0
Total 50 100.0 100.0
60
50
48
40
30
28
20
P e rce n t
10 12 12
0
I am comfortable in my place of work
Interpretation : The above graph reveals that 76% employees feel comfortable
work environment is provided them to do their job where as 12% each
employees feel disagree and neither agree nor dis agree that they have a good
and comfortable work place to do their job. This shows that company is
providing a good work environment which is supporting employees to work
better.
69

G5 SOLUTION S
29) Co, provides me good transportation facilities
Company provides me good transportation facilities
Cumulative
disagree 20 40.0 40.0 58.0
neither agree nor
9 18.0 18.0 76.0
disagree
agree 12 24.0 24.0 100.0
Total 50 100.0 100.0
50
40
40
30
24
20
18 18
P e rce n t
10
0
Strongly disagree disagree neither agree nor di agree
Company provides me good transportation facilities
Interpretation : The above graph shows that 24% employees feel the
transportation facility provided is good and 58% employee dis agree, 18%
employees neither agree nor dis agree they feel the transportation facility is
not properly provided. This shows most of the employee are not satisfied with
the transportation facility provided by company.
70

G5 SOLUTION S
30) Co, cares for my security and health
Comapny cares for my security & health
Cumulative
neither agree nor
9 18.0 18.0 24.0
disagree
agree 18 36.0 36.0 60.0
strongly agree 20 40.0 40.0 100.0
Total 50 100.0 100.0
50
40
40
36
30
20
18
P e rce n t
10
6
0
Comapny cares for my security & health
Interpretation : The above graph represents that 76% of the employees feel
company is concerned about employees health and safety where as 6%
disagree to this and 18% employees feel neither agree nor disagree. This
shows company is providing a good health measures to prevent accidents
and health problems of employees.
71

G5 SOLUTION S
31) The recreational activities( Theme days, picnics, contests, etc) make
me look forward to work
The recreational activities make me look forward to work
Cumulative
disagree 5 10.0 10.0 16.0
neither agree nor
21 42.0 42.0 58.0
disagree
agree 9 18.0 18.0 76.0
strongly agree 12 24.0 24.0 100.0
Total 50 100.0 100.0
50
40 42
30
24
20
18
P e rce n t
10
10
6
0
disagree agree
The recreational activities make me look forward to work
Interpretation : The above graph reveals that 42% of employees agree that
recreational facilities acts as a motivational tool and makes them to
concentrate in work where as 42% employees feel neither agree nor disagree,
16% employees feel disagree. This shows that recreational facilities also play
a major role in getting a quality work from employees
72

G5 SOLUTION S
32) Recreational activities play a major role in my choosing to stay at Co,
Recreational activities play a major role in choosing to stay at company
Cumulative
disagree 3 6.0 6.0 12.0
neither agree nor
15 30.0 30.0 42.0
disagree
agree 15 30.0 30.0 72.0
strongly agree 14 28.0 28.0 100.0
Total 50 100.0 100.0
40
30
30 30
28
20
10
P e rce n t
6 6
0
disagree agree
Recreational activities play a major role in choosing to stay at compan
Interpretation : The above graph shows that 12% employees feel that
recreational facility is not the major concern to choose and stay in the
company where as 30% feel neither agree nor disagree and 58% employee feel
recreational facilities are more concerned for them to choose to stay in the
company. So this shows most of the employees give preference to recreational
facilities to choose and it is also a major concern to retain the employees in
the company.
73

G5 SOLUTION S
33) Recreational facilities provided by Co, are as good/better than the

peer companies
Recreational facilities provided by company are as good/ better than the peer
companies
Cumulative
disagree 3 6.0 6.0 18.0
neither agree nor
21 42.0 42.0 60.0
disagree
agree 14 28.0 28.0 88.0
Total 50 100.0 100.0
50
40 42
30
28
20
P e rce n t
10 12 12
6
0
disagree agree
Recreational facilities provided by company are as good/ better than the
Interpretation: The above graph represents that the 40% of the employees agree that
the company is providing the recreational facilities to the standards of peer
companies but 42% of employees feel neutral and rest of the employees feel
company is not maintaining the standards either due to not aware bout the facilities
or not clear about the facilities in the company.
74

G5 SOLUTION S
Findings
1. From the above study it is found that 76% of the employees agree that
company provides all the necessaries to do their job efficiently where as 12%
of the employees dis agree and 12% neither agree nor dis agree.
2. From the above study it is found that most of the employees of the
organization feel that they are clear about their role, responsibilities and
companies expectations.
3. From the above study it is found that 76% of employees believe that the
work load is equally distributed throughout the departments or unit.
4. From the above study it is found that 94% of employees feel that they are
competent and ability to handle and manage their job but 6% employees
feel they are not competent and their is a gap between actual and expected
capability to do job.
5. From the above study it is found that From majority of the employee feel
proud being a part of the company, where as 3% of employees disagree for
the same.
6. From the above study it is found that 60% of the employees believe that if
they do good work they can count on making more money but 12% of the
employees disagree for the same and 24% are neither agree nor disagree
7. From the above study it is found that 70% of the employees are agreeing
that the company recognizes them whenever they do a good job and 3% of the
employees disagree for the same.
8. From the above study it is found that 70% of the employees are satisfied with
the benefits package offered by the company where as 6% of the employees
are not satisfied and 24% of employees are neither agree nor disagree
75

G5 SOLUTION S
9. From the above study it is found that majority of the employees are aware of
the promotion opportunities available in the organization and only 6% are not
aware about the career opportunities in the organization
10. From the above study it is found that 56% of the employees say that
they have clearly established career path, 12% of the employees have no clear
career path and the rest are neither agree nor disagree.
11. From the above study it is found that 70% of employees agree that the
career opportunities are provided and handle fairly in company where as 6%
employees dis agree and 24% employees feel neither agree nor dis agree .
12. From the above study it is found that 52% of the employees gained a
support from company to get further education are satisfies with the support
where as 24% employees are dis satisfied so they feel company is not
providing proper support to avail further education
13. From the above study it is found that 70% of employee feel they had a
good learning experience and opportunity to grow in the company and 6%
employees are not satisfied with his past experience they feel their experience
was not the worth
14. From the above study it is found that 88% of the employees feel that
the team they work with is supportive and co-ordination, co-operation where
as 12% of employees are not comfortable with their teams and not getting
proper support from the team members to do the job more efficiently
15. From the above study it is found that 82% of employees agree that
they get a proper information from their peers where as 6% employees are dis
agree and 12% employees neither agree nor dis agree that tey get a required
information and new ideas from their co workers.
16. From the above study it is found that 94% of the employees think that
people they are working with are performing well in their place and 6%
employees peers are not performing well
76

G5 SOLUTION S
17. From the above study it is found that 88% of employees believe that
their superior is performing well and treats equally where as 6% each
employees feel dis agree and nor dis agree regarding their superior role in the
work place
18. From the above study it is found that 94% employees feels free to
approach their manager while problem and discuss with them to sort out
where as 6% employees neither agree nor dis agree
19. From the above study it is found that 88% employees their manager is
competent to handle work related grievances and 12% employees feel neither
agree nor dis agree that manager can handle work related problems of
employees
20. From the above study it is found that 88% employees say they have a
good rapport between them and their superior where as 12% employees feel
neither agree nor dis agree that they have a good communication with their
superior.
21. From the above study it is found that 82% of employees feel that the
immediate superior takes care about employees as a individual and 6%
employees dis agree , where as 12% employees feel neither agree nor dis agree
they have a trust on management and 30% neither agree nor dis agree where
as 18% employees dis agree that they wont believe regarding what ever
management tell.
23. From the above study it is found that 76% of employees are agree to
that they can freely give suggestions and recommendations in company where
as 6% employees are dis agree and 18% employees neither agree nor dis agree
77

G5 SOLUTION S
24. From the above study it is found that 28% of employee feel their
suggestion are given importance and implemented but 24%% of employee feel
that their suggestions are not implemented and 48% feel neutral
25. From the above study it is found that 94% of employees are
comfortable working with co workers where as 6% employees are neither
agree nor dis agree and think they are not enjoying working in the team.
26. From the above study it is found that 64% of employees believe that
management treat all employees equally at all levels of the organization where
as 6% employees are dis agree to this and 30% employees neither agree nor
disagree.
27. From the above study it is found that 76% employees feel the tools of
information are efficient to provide proper information to employee , 6%
employees are dis agree they think the tolls are not efficient and 18%
employees feel neither agree nor dis agree.
28. From the above study it is found that 76% employees feel comfortable
work environment is provided them to do their job where as 12% each
employees feel disagree and neither agree nor dis agree that they have a good
and comsfortable work place to do their job
29. From the above study it is found that 24% employees feel the
transportation facility provided is good and 58% employee dis agree, 18%
employees neither agree nor dis agree they feel the transportation facility is
not properly provided
30. From the above study it is found that 76% of the employees feel
company is concerned about employees health and safety where as 6% dis
agree to this and 18% employees feel neither agree nor dis agree
78

G5 SOLUTION S
recreational facilities acts as a motivational tool and makes them to
concentrate in work where as 42% employees feel neither agree nor dis agree,
16% employees feel dis agree.
32. From the above study it is found that 12% employees feel that
recreational facility is not the major concern to choose and stay in the
company where as 30% feel neither agree nor dis agree and 58% employee
feel recreational facilities are more concerned for them to choose to stay in the
company.
33. From the above study it is found that 40% of the employees agree that
the company is providing the recreational facilities which similar companies
are providing where as 18% of employees dis agree to this and 42% employees
are neither agree nor dis agree to this.
79

G5 SOLUTION S
RECOMMENDATIONS
1. Cab facility( transportation facility) should be provided to employees

so that employees can come with their team on time to company .
2. Company has to concentrate on employees who are performing well
in their respective places and appreciate them for their work
through greeting, putting their name on notice board or appreciation
or small gifts, certificates all these things will count a lot for an
employee who perform well and motivates to do better and stay in
company
3. Manager need to provide a clear picture about the career of the
employees and opportunities available and how they are assessed
and criterias for promotions so that employees will come to know
that how they are assessed and where they are lacking and suggest
steps to be taken to improve.
4. Management can conduct open session, discussions , suggestion
box so that employees can share their ideas and if their idea is
implemented by management then they to appreciate like a best ides
of the month and can give gift so it will motivate employees think
and generate new ideas to improve their workings.
5. More than 60% of the employees are not satisfies with the
recreational facilities so company can provide stress tv, rest rooms
and other d-stress activities like yoga and meditations this will help
80

G5 SOLUTION S
them concentrate on work lower the stress and makes employees

physically and mentally fit for the job.
6. More challenging work has to be given to employees so that they can

implement their skill and enjoy their work. So for that company can
give a competitive targets or can take new opportunity to provide
challenging work to employees..
7. Part of the employees are not much clear about the expected
performance and the way to do required performance so manager
has to brief out the job profile role and responsibilities and the what
they need to do to get such a performance and conduct a regular
feed back regular either weekly or quarterly and assessment to
check how employees are doing and suggest necessary adjustments
will help the management to take corrective actions to get required
output from employees.
8. A team leader can conduct a weekly meeting so that the team

members can sit and discuss their ideas and problems and leader
has facilitate a open discussion and support employees to get involve
in the meeting and sort out their problems which will help to get
better coordination and support from members to achieve the team
goal. Meetings to discuss shared objectives, celebrations of
successes, and group meals are all simple ways to create a sense of
belongingness
81

G5 SOLUTION S
CONCLUSION
"Engaged" employees are builders. They want to know the desired

expectations for their role so they can meet and exceed them. They're
naturally curious about their company and their place in it. They
perform at consistently high levels. They want to use their talents and
strengths at work every day. They work with passion and they drive
innovation and move their organization forward
From the above survey we came to know that there are many factors
affecting employee engagement so for this reason the company should
concentrate on providing clear career goal and opportunities, better
team coordination, other sources of recreational facilities so that they
can get better coordination and commitment from employees to achieve
organizational goals and retain skilled employees.
Thus employee engagement play a critical role in any organization that seeks to
retain valued employees
82

G5 SOLUTION S
QUESTIONNAIR
Dear Sir / Madam
I am pleased to introduce myself as an MBA 4th semester student of BIMS, Belgaum. As a part
of our curriculum, I have undertaken a project titled A critical stud on employee Engagement at
NH4 Toll collecting agency, at Hattargi. I assure that the valuable information provided by you will
be of great help to me and will be kept confidential and used for academic purpose only.
Personal Particulars
Name: ____________________ ____________ Employee ID: ________________
Age: ______ Gender : Male / Female Shift working in : _______________
Process working in : _______________________ Date of Joining: ________________
Designation : ____________________________ Date of Promotion: ______________

Work
Strongly Disagree Neither agree nor Agree Strongly
Statement disagree disagree Agree

(1) (2) (4) (5)
1 I have the materials and equipment I

need to do my job efficiently
2. I know what is expected of me in
my job
3. Workload is distributed equally
throughout our department or
unit
4 I feel competent and fully able to
handle my job
5 I am proud to say that I work at
83

G5 SOLUTION S
this company
Rewards and Recognition

Strongly Disagree Neither agree Agree Strongly
Statement disagree nor disagree Agree
(1) (2) (4) (5)
1 If I do good work I can count
on making more money
2. Company recognizes or
praises me whenever I do a
good job.
3. I am happy with the benefits
package offered at Co,
Opportunities
Strongly Disagree Neither Agree Strongly
Statement disagree agree nor Agree
(1) (2) disagree (4) (5)
1 I am aware of the promotion
opportunities in my company
2. I have a clearly established
career path at Co
3. In general, promotions are

handled fairly at my
company
4 Co encourages pursuing
educational courses.
5 In the last year, I have had
opportunities to learn and
grow.
84

G5 SOLUTION S
Team Work
disagree
1 The people I work with help
each other when needed.
2. My co-workers and I share

information and new ideas.
3. My co-workers do their best.
4 I enjoy working with my co-

workers.
Immediate Supervisor
(1) (2) disagree( (4) (5)
3)
1 My Manager treats me fairly
2. I can freely approach my

Manager with problems
3. My Manager handles my work-
related issues satisfactorily
4 There is good communication
between me and my superior.
5 My supervisor cares about me
as a person
85

G5 SOLUTION S
Communication
(1) (2) disagree (3) (4)
1 I can trust what management
tells me
2. I feel free to offer comments and
suggestions
3. I feel that actions are taken on
suggestions given by me.
4 Management care for all its
employees at all levels
5. The newsletters/ HR Board/
notices / E-mail
Communication are sufficient to
keep the employee informed.
Quality of Life
(1) (2) disagree (3) (4)
1 I am comfortable in my place
of work
2. Co, provides me good
transportation facilities.
3 I have a best friend at work.
4. Co, cares for my security and

health.
86

G5 SOLUTION S
Recreational Activities
(1) (2) disagree (3) (4)
1 The recreational
activities( Theme days, picnics,
contests, etc) make me look
forward to work
2 Recreational activities play a
major role in my choosing to
stay at Co,
3. Recreational facilities provided
by Co, are as good/better
than the peer companies.
Any other Comments/ Suggestions:

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
____________________
DATACODE SHEET
4 4 4 4 4 3 4 4 3 4 5 2 5 4 4 4 4 4 4 4 4 4 4 4 3 4 5 4 2 5 2 4 5
2 4 3 2 2 1 3 3 3 2 1 1 2 3 5 4 5 4 4 4 4 3 2 2 2 3 4 2 2 5 3 3 2
87

G5 SOLUTION S
4 4 4 5 5 3 5 3 4 3 5 4 4 3 3 4 4 5 5 4 3 4 5 3 3 5 4 5 3 3 5 4 4
4 4 3 4 5 5 5 4 5 3 3 3 5 4 4 4 5 5 5 5 5 5 3 4 5 4 3 5 3 5 3 5 3
4 4 4 4 3 3 4 3 3 4 3 4 4 4 4 4 4 4 4 3 4 4 3 3 3 3 4 3 2 3 3 3 3
4 5 5 4 5 5 4 4 4 4 5 5 3 5 4 5 5 4 5 5 5 5 4 4 3 3 4 4 2 4 3 2 3
3 4 3 4 4 4 3 4 4 3 3 2 3 5 5 4 5 4 4 3 4 3 2 3 2 2 3 4 2 5 3 3 3
4 5 4 4 4 5 4 4 4 4 4 4 4 4 4 4 5 4 4 4 4 5 3 3 3 4 4 4 3 4 3 3 3
4 4 3 4 3 1 2 1 1 1 4 1 4 4 1 5 5 3 3 4 3 2 1 1 1 3 3 2 1 1 3 1 1
5 5 5 5 5 5 5 4 5 5 4 3 3 5 5 5 5 5 5 4 5 5 4 4 5 5 4 4 4 5 5 5 5
5 5 5 4 5 3 3 4 4 4 4 3 4 4 5 5 5 5 5 5 5 4 3 3 3 3 2 5 1 5 5 4 4
5 4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4
4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 4 4 2 4 4 4 4 4 2 2 4 4 4 4 4 4 4 4
4 4 4 4 5 5 4 4 4 3 4 3 4 4 4 5 5 5 4 4 5 4 4 4 4 4 4 4 4 4 5 5 3
1 4 4 5 4 5 5 5 4 3 3 5 3 5 5 5 5 5 5 5 5 5 3 2 3 5 5 5 1 4 4 5 1
3 4 4 5 4 4 3 3 4 3 4 4 4 4 3 3 3 4 4 4 4 4 4 3 3 4 4 3 2 3 1 3 3
4 4 4 4 4 3 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 5 5 2 5 2 5 4
4 4 4 4 4 3 4 4 3 4 5 2 5 4 4 4 4 4 4 4 4 4 4 4 3 4 5 4 2 5 2 4 5
2 4 3 2 2 1 3 3 3 2 1 1 2 3 5 4 5 4 4 4 4 3 2 2 2 3 4 2 2 5 3 3 2
4 4 4 5 5 3 5 3 4 3 5 4 4 3 3 4 4 5 5 4 3 4 5 3 3 5 4 5 3 3 5 4 4
4 4 3 4 5 5 5 4 5 3 3 3 5 4 4 4 5 5 5 5 5 5 3 4 5 4 3 5 3 5 3 5 3
4 4 4 4 3 3 4 3 3 4 3 4 4 4 4 4 4 4 4 3 4 4 3 3 3 3 4 3 2 3 3 3 3
4 5 5 4 5 5 4 4 4 4 5 5 3 5 4 5 5 4 5 5 5 5 4 4 3 3 4 4 2 4 3 2 3
3 4 3 4 4 4 3 4 4 3 3 2 3 5 5 4 5 4 4 3 4 3 2 3 2 2 3 4 2 5 3 3 3
4 5 4 4 4 5 4 4 4 4 4 4 4 4 4 4 5 4 4 4 4 5 3 3 3 4 4 4 3 4 3 3 3
4 4 4 4 4 4 4 4 4 4 4 4 4 4 1 5 5 3 3 4 3 2 1 1 1 3 3 2 1 1 3 1 1
5 5 5 5 5 5 5 4 5 5 4 3 3 5 5 5 5 5 5 4 5 5 4 4 5 5 4 4 4 5 5 5 5
5 5 5 4 5 3 3 4 4 4 4 3 4 4 5 5 5 5 5 5 5 4 3 3 3 3 2 5 1 5 5 4 4
5 4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4
4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 4 4 2 4 4 4 4 4 2 2 4 4 4 4 4 4 4 4
4 4 4 4 5 5 4 4 4 3 4 3 4 4 4 5 5 5 4 4 5 4 4 4 4 4 4 4 4 4 5 5 3
1 4 4 5 4 5 5 5 4 3 3 5 3 5 5 5 5 5 5 5 5 5 3 2 3 5 5 5 1 4 4 5 1
3 4 4 5 4 4 3 3 4 3 4 4 4 4 3 3 3 4 4 4 4 4 4 3 3 4 4 3 2 3 1 3 3
4 4 4 4 3 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 5 5 2 5 2 5 4
4 4 4 4 4 3 4 4 3 4 5 2 5 4 4 4 4 4 4 4 4 4 4 4 3 4 5 4 2 5 2 4 5
2 4 3 2 2 1 3 3 3 2 1 1 2 3 5 4 5 4 4 4 4 3 2 2 2 3 4 2 2 5 3 3 2
4 4 4 5 5 3 5 3 4 3 5 4 4 3 3 4 4 5 5 4 3 4 5 3 3 5 4 5 3 3 5 4 4
4 4 3 4 5 5 5 4 5 3 3 3 5 4 4 4 5 5 5 5 5 5 3 4 5 4 3 5 3 5 3 5 3
4 4 4 4 3 3 4 3 3 4 3 4 4 4 4 4 4 4 4 3 4 4 3 3 3 3 4 3 2 3 3 3 3
4 5 5 4 5 5 4 4 4 4 5 5 3 5 4 5 5 4 5 5 5 5 4 4 3 3 4 4 2 4 3 2 3
3 4 3 4 4 4 3 4 4 3 3 2 3 5 5 4 5 4 4 3 4 3 2 3 2 2 3 4 2 5 3 3 3
4 5 4 4 4 5 4 4 4 4 4 4 4 4 4 4 5 4 4 4 4 5 3 3 3 4 4 4 3 4 3 3 3
4 4 3 4 3 1 2 1 1 1 4 1 4 4 1 5 5 3 3 4 3 2 1 1 1 3 3 2 1 1 3 1 1
5 5 5 5 5 5 5 4 5 5 4 3 3 5 5 5 5 5 5 4 5 5 4 4 5 5 4 4 4 5 5 5 5
5 5 5 4 5 3 3 4 4 4 4 3 4 4 5 5 5 5 5 5 5 4 3 3 3 3 2 5 1 5 5 4 4
5 4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4
4 4 4 5 4 4 4 4 4 4 4 4 4 4 4 4 4 2 4 4 4 4 4 2 2 4 4 4 4 4 4 4 4
4 4 4 4 5 5 4 4 4 3 4 3 4 4 4 5 5 5 4 4 5 4 4 4 4 4 4 4 4 4 5 5 3
1 4 4 5 4 5 5 5 4 3 3 5 3 5 5 5 5 5 5 5 5 5 3 2 3 5 5 5 1 4 4 5 1
3 4 4 5 4 4 3 3 4 3 4 4 4 4 3 3 3 4 4 4 4 4 4 3 3 4 4 3 2 3 1 3 3
88

G5 SOLUTION S
BIBLIOGRAPHY
Improve your employability

Human Resource management by Khan and Jain
Personnel and Human Resource management by Subba Rao
WEB SITE:
www.google.com
www.hrsite.com
www.wikipedia.com
www.g5solutios.org.com
89

G5 SOLUTION S
*****************Thank you for your time and ************************

co-operation
90

Project On Employee Engagement

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G5 SOLUTIONS

Purpose of the Study

Scope of the study

Objectives of the study

Belgaum Institute of Management Studies 1

G5 solutions is a Bo situated in Belgaum G5 Solution is an IT enabled service

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Method of collecting the data was through questionnaire & personal

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Implications. Today it remains an important contribution worth revisiting.

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Benefits to the Organization

Makes the employees effective brand ambassadors for the company

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Employee engagement is the level of commitment and involvement an employee has

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Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the

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Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the

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Factors Leading to Employee Engagement-

How to measure Employee Engagement?

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PURPOSE OF THE STUDY

The BPO is gaining the importance in today because of its contribution

SCOPE OF THE STUDY

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AIM OF THE STUDY:

OBJECTIVES OF THE STUDY:

LIMITATION OF THE STUDY

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NEED FOR Employee Engagement ANALYSIS:

Utility of the study:

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Data collection methods

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BPO: so what's new?

The roadmap for outsourcing success has been laid with:

India - the world's preferred BPO destination

Services outsourced to India include the functions within administrative support,

Outsource your business processes to India. Contact Outsource2india now.

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Evolution of the BPO industry in India

Outsource BPO services to Outsource2india and get access to specialized services

BPO horizontals and verticals

Vertical BPO concentrates on functional services in specific industry domains such as

Captive and third-party players

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BPO business models

2. The hybrid model or dual-shore model leverages onsite-offshore efficiencies to

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company after a specified time period. The risks of setting up an outsourcing

The differentiator: adding value

Objectives of Business Process Outsourcing

1. Process improvement and efficiency - faster turnaround and greater productivity

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Outsource to Outsource2india and give your organization a competitive advantage

BPO buyer-supplier trends: working towards 'win-win'