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EXECUTIVE SUMMARY
The other objective is to find out the areas of low satisfaction level where corrective
actions can be taken to improve employee satisfaction.
For this purpose a sample of 50 employees was selected & survey was done with the
help of questionnaire and the results are analyzed for all the employees using
percentage method.
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INTRODUCTION
Of all the factors of production - Capital, land, labour; labour or man is undoubtly the
Employees are now a days seen as business partners of the organization. They
competencies multiplied.
High employee satisfaction levels can reduce turnover and attrition rate in the
industries.
People are the key to success in the new economy. Companies are attaching greater
importance to human performance today than ever before. And while corporations
economy, people have gained even greater stature and are now seen as possibly the
Companies are giving due importance to recognize and the extraordinary efforts
related to retain the people in industry, some are making efforts to attract and retain
nowhere has this been truer than in the high-tech sector, with its insatiable
But the focus on human performance now stretches across all industries and all levels,
from the front lines of customer service to the highest executive ranks. Almost
industries are putting their best efforts to the keep employees happy and engaged.
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One reason CEOs have begun investing in human performance improvement is that
they now have quantifiable proof of a sizable return. HR is fast changing from an
are not happy then the organization will be out of competitive market.
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LITERATURE REVIEW
how well their job provides those things which are viewed as important. It is generally
A person who works for another, in return, for financial or other compensation.
one who is directly employed by the principal employee or whose services are
temporarily lent to by another with whom the employee has a contract of service. The
act also says that employee also includes any person employed for the wages or any
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department or branch there of or with the purchase of raw materials for or the
distribution of scales of the products of the factory or establishment. The act also
covers any person engaged as in apprentice, not being an apprentice under the
Apprefltice Act, 1961 or under The Standing Orders of the establishment, but does
met".
Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon
Welfare means fairing or doing well. It is a comprehensive term, and refers to the
The ILO at its Asian Regional Conference defined “Labours welfare as a term which
established or in the vicinity in them with amenities conducive to good health & high
morale.
The Oxford dictionary defines labours welfare as “efforts to make life worth living for
workmen”.
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The need for labours welfare was strongly felt by the committee of the royal
commitment to industrial work among the factory work and also the harsh treatment
receives from the employees since the developing country like India. This need was
1. Tracking the attitudes and opinions of employees can identify problems areas and
3. The first step is to understand exactly which issues have the greatest impact on
employee satisfaction.
4. The findings of the employee satisfaction survey will tell you exactly bow much
more important one issue is over another so that you can focus your performance
5. In analyzing the data, we can define and refine issues that need addressed, such as
commitment, likelihood to stay with the organization, pay level, corporate goals and
Objectives.
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1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Personal growth
8. Supervision
11. Salary
15. Status
16. Security
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David McClelland is most noted for describing three types of motivational need,
These needs are found to varying degrees in all workers and managers, and this mix
attainment of realistic but challenging goals, and advancement in the job. There is a
strong need for feedback as to achievement and progress, and a need for a sense of
accomplishment.
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influential, effective and to make an impact. There is a strong need to lead and for
their ideas to prevail. There is also motivation and need towards increasing personal
The n-affil person is 'affiliation motivated', and has a need for friendly relationships
and is motivated towards interaction with other people. The affiliation driver produces
motivation and need to be liked and held in popular regard. These people are team
players.
McClelland said that most people possess and exhibit a combination of these
and this motivational or needs 'mix' consequently affects their behavior and working/
undermines a manager's objectivity, because of their need to be liked, and that this
will produce a determined work ethic and commitment to the organization, and while
n-pow people are attracted to the leadership role; they may not possess the required
flexibility and people-centered skills. McClelland argues that n-ach people with
strong 'achievement motivation' make the best leaders, although there can be a
tendency to demand too much of their staff in the belief that they are all similarly and
highly achievement-focused and results driven, which of course most people are not.
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laboratory experiment illustrates one aspect of his theory about the affect of
while most people do not possess a strong achievement-based motivation, those who
Volunteers were asked to throw rings over pegs rather like the Fair ground game; no
distance was stipulated, and most people seemed to throw from arbitrary, random
Some care to measure and test distances to produce an ideal challenge- not too easy,
and not impossible. Interestingly a parallel exists in biology, known as the 'overload
McClelland identified the same need for a 'balanced challenge' the approach of
achievement-motivated people.
common pre-conception that n-ach 'achievement motivated' people are big risk takers.
On the contrary - typically, achievement-motivate din individuals set goals which they
can influence with their effort and ability, and as such the goal is considered to be
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attitudes of
• Achieving the aim or task gives greater personal satisfaction than receiving
praise or recognition.
that naturally satisfy their needs, i.e. offer flexibility and opportunity to set and
achieve goals, e.g., sales and business management, and entrepreneurial roles.
ones who make things happen and get results, and that This extends to getting results
through the organization of other People and resources, although as stated earlier, they
often demand Too much of their staff because they priorities achieving the goal
motivation types, and the characteristics defined in Other behavioral models, e.g.
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tend to favor the styles of the first and second modes('telling' an 'selling'); affiliation-
motivated people tend to favors the third mode ('participating'); and the authority-
style, due to their high task focus; there is plenty of Exception however, and training
definitely helps the n-ach manager to seethe value of employing Theory Y style.
n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not can
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Hertzberg motivators and hygiene factors: n-ach people are more Responsive to
people.
John Stacey Adams, workplace and behavioral psychologist, put Forward his Equity
Theory on job motivation in 1963. There are Similarities with Charles Handy's
other pioneers of Work place psychology, in that the theory acknowledges that subtle
and variable factors affect each individual's assessment and perception of their
relationship with their work, and thereby their employer. Awareness and cognizance
feature more strongly than in earlier models, as does the influence of colleagues and
friends, etc, in forming cognizance, and in this particular model, 'a sense of what
We each seek a fair balance between what we put into our job and what we get out of
it. Adams calls these inputs and outputs. We form perceptions of what constitutes a
fair balance or trade of inputs and outputs by comparing our own situation with other
If we feel are that inputs are fairly and adequately rewarded by outputs (the fairness
benchmark being subjectively perceived from market norms and other comparables
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references) then we are happy in our work and motivated to continue inputting at the
same level.
and soul, enthusiasm, trust in fair reputation, praise and thanks, interest,
If we feel that our inputs out-weigh the outputs then we become demotivated in
relation to our job and employer. People respond to this feeling in different ways:
inputs and expected outputs. Some people reduce effort and application and become
people seek to improve the outputs by making claims or demands for more reward, or
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ABRAHAM MASLOW'SHIERARCHY OF
NEEDS MOTIYATIONAL.MODEL
Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA, and
the Hierarchy of Needs theory remains valid today for understanding human
their own unique potential (self-actualization) are today more relevant than ever.
edition 1970) introduced the Hierarchy of Needs, and Maslow extended his ideas in
other work, notably his later book Toward A Psychology Of Being, a significant
and relevant commentary, which has been revised in recent times by Richard Lowry,
who is in his own right a leading academic in the field of motivational psychology.
Abraham Maslow was born in New York in 1908 and died in 1970,although various
1934 at the University of Wisconsin formed the basis of his motivational research,
initially studying rhesus monkeys. Maslow later moved to New York's Brooklyn
College.
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attributable to Maslow; later versions with added motivational stages are not so
interpretation of Maslow's work by other people, and these augmented models and
diagrams are shown as the adapted seven and eight-stage Hierarchy of Needs models
below. There is some uncertainty as to how and when these additional three stages
added, and by whom, to The Hierarchy of Needs model, and many people consider
Each of us is motivated by needs. Our most basic needs are inborn,Having evolved
explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we
must satisfy each need In turn ,starting with the first, which deals with the most
Only when the lower order needs of physical and emotional well being are satisfied
are we concerned with the higher order needs of Influence and personal development.
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Conversely, the things that satisfy our lower order needs are swept away, we are no
longer concerned about the maintenance of our higher order needs. Maslow's original
FREDERICKHERZBERG MOTIVATIONALTHEORY
colleagues B Mausner and B Snyderman in 1959, first established his theories about
and accountants, has become one of the most replicated studies in the field of
workplace psychology.
Herzberg was the first to show that satisfaction and dissatisfaction at Work nearly
always arose from different factors, and were not simply Opposing reactions to the
same factors, as had always previously been(and still now by the unenlightened)
believed.
He showed that certain factors truly motivate ('motivators'), whereas others tendedto
Accordintog Herzberg, Man has two sets of needs; one as an animal To avoid pain,
He illustrated this also through Biblical example: Adam after his Expulsion from
Eden having the need for food, warmth, shelter,safety, etc., - the 'hygiene' needs; and
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'motivational' needs.
Herzberg's research proved that people will strive to achieve hygiene Needs because
they they are unhappy without them, but once Satisfied the effect soon wears off -
satisfaction is temporary.
This particular topic is selected because job satisfaction is a very important element
channel for employee to communicate their views on a wide range of issues in total
The study has been conducted for gaining practical knowledge about HR practices
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The survey was conducted on Operative Level of HLL. The questionnaire for this
survey was framed considering those factors where corrective action can be taken at
HLL. From the result of the survey the HR department can take the corrective action
SURVEY OBJECTIVES:
causing dissatisfaction.
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business performance.
COMPANY PROFILE
Corporate Profile
HLL was incorporated on March 1, 1966 with the objective of producing and
providing good quality condoms for the National Family Planning Program. The
foundation stone for the plant to be set up with Japanese Technology, in the natural
rubber rich state of Kerala was laid by the then Union Minister for Health and Family
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1967. Commercial production at the plant commenced on April 5, 1969. HLL today is
Today over three decades and five years hence, HLL has developed an impressive
Manufacturing facilities of HLL have the prestigious ISO 9002 and the ISO 14001
Certifications, the CE Mark for HLL’s Blood Bags and Condoms, and the 510(k)
Certification for its Condoms from the US FDA. HLL brands are being exported to
HLL has set up a trust - Hindustan Latex Family Planning Promotion Trust
bringing about planned behavioral change in some of the most backward areas in
India. HLFPPT has developed the expertise and has rich experience in successfully
carrying out various social projects in the field of Reproductive Health, Safe Sex and
AIDS Prevention.
Uniqueness of HLL - Our wide range of products for Contraceptive and Health Care
segments, which possibly no organization the world ever could offer. Today HLL
Contraceptive Aids:
• Condoms
• Copper Ts
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• Oral Contraceptive Pills - ‘Saheli’ the Once-a-Week Pill, Mala D, and the
• Hydrocephalus Shunts
• Surgical Sutures
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History
To trace briefly, HLL’s landmarks in the 37th year since its commencement of
operations:
1976 - Production capacity doubled with the addition of two more lines in the
1985 - The addition of the plants at Belgaum and Thiruvananthapuram with the latest
HLL granted the 510(k) Certification by Food and Drug Administration (FDA) of the
1993 - Plant for formulation and tabletting of Mala-D Oral pills, commissioned at
Belgaum.
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1996 - HLL granted ISO 9002 - for its efficient Quality Management Systems - for its
1997 - HLL, the only Company from India selected by WHO for obtaining their
1998 - HLL Peroorkada plant granted the prestigious CE mark- the prime requisite for
HLL’s Aakkulam plant also receives the CE mark from SGS Yarsley International
1999-2000 - Receives MOU award and Certificate of merit from the Vice President of
India, for excellence in the achievement of MOU targets. HLL’s Aakkulam plant
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2002 - HLL’s Peroorkada plant and Belgaum plant awarded the ISO 14001
certifications. HLL’s Kanagala (Belgaum) plant awarded the CE mark for its
Condoms. Awarded the Certificate of Merit by CAPEXIL for export achievements for
2003 - HLL received on April 5, 2003, the MOU award of the Government of India,
from His Excellency the President of India Dr. A. P. J. Abdul Kalamji, for excellence
in the achievement of MOU targets for 2001-2002. Achieves highest turnover of Rs.
150 Crores. Records highest profits (PBDIT) of Rs. 20.30 Crores. Paid dividend of
Contraceptive Pills. Introduces for Blood Bank automation, two specially designed
products - HiCare Blood Collection Monitor and HiCare Tube Sealer for sealing
Blood Bags. HLL commences trial production of Surgical Sutures and Tissue
During 2002-2003 - HLL exported Rs.13 Crores worth of its Condoms, Blood Bags,
Hydrocephalus Shunts, and Latex Gloves to over 60 countries around the world. HLL
attains top position in the area of social marketing, with added thrust from the
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2004- Launched Moods condoms in the Middle East on January 22. HLL’s Female
Condom launched on February 13, 2004, by the Secretary, Dept. of Family Welfare
Sri P.K. Hota, IAS at New Delhi. HLL Sanitary Napkins Sakhia launched at a special
function in Indore on February 29. HLL new Unit at Cochin Special Economic Zone
Records the highest turnover yet of Rs. 162.54 crores and profits (after tax) of
June 2004. Received from the Prime Minister of India on September 4, 2004, the
Government of India MOU Award on being adjudged amongst the top ten Of the
Central Public Sector Unitsm, on the basis of MOU targets achieved. Paid a Dividend
2004. Launched in collaboration with M/s Becton and Dickinson, Autoloka Auto
National Quality Award by the Institute of Directors, on the occasion of the 15th
World Congress on Total Quality organised at Mumbai on January 14, 2005. Paid
Interim Dividend of 20% amounting to Rs. 242.5 lakhs for the period April -
November 2004, to the Union Minister for Health and Family Welfare
Sri Anbumani Ramdoss at New Delhi on January 19, 2004. Also contributed Rs 20
2005-HLL have received best safety award from national safety council from state
labour minister. HLL also announced the launched of auto lock syringes & made
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HLL has started marketing through it Any Time Condom(ATC) vending machine at
Kanagala plant
Executive Director(Operations)
Karnataka , India
E Mail: hllnfk@sancharnet.in
Kanagala Plant of HLL has been set up in such a place where Severe unemployment
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District. It is on the National Highway No.4 and it is about 55 km form Belgaum and
The population of Kanagala village is about 15000 and majority of the villagers are
backward. In order to provide the employment to the native people and to improve the
standard of living of the village people, Shri. B. Shnakarananda, the Former Minister
of Health and Family Welfare, Govt. of India, who has from the village, took the
HLL unit of Kanagala plant is having an area of about 28 Acres of land, about 3/4th
building, main factory building. HLL was incorporated as a company under the
ministry of Health and Family welfare of Government of India on March, 1969. HLL
today the largest manufacturer of condoms in the country with its two plants at
HLL has moved on from the status of single product manufacturer to a multi product
one, stepping into the reaction of health aids. The product range of HLL includes
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condoms in 1985 using Japanese technology. It was expanded with the tabulating
facility for Birth control pills, Mala-D/N and Saheli commenced in 1992. The
Electrical and maintenance department, boiler room, effluent plant, building, stores,
ammonia storage locker room, office,canteen, assistance aid room, and within that
area, there is a hostel for unmarried employees. The factory premises also include two
constructed for the Production of Mala -DIN. Coral contraceptive pills as the
HLL is to manufacture the Thinnest condoms and hence it is called condom factory
and also it provides contraceptive pills MALA D/N. the main object of this is to
provide employment opportunity to those people, who are coming form rural areas.
The Kanagala unit of its industrial background object is to develop the area and
The manufacturing unit has ISO 9002 certification. The production facility for Birth
control pills has been set up in line with WHO good manufacturing practice.
• ISO9001-2000 Certificate
• GMP Certificate
• CE Mark Certificate
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MANAGEMENTSTRUCTURE
The Chief Executive of the Kanagala Unit is the Deputy Genera Manager (Parma ) is
Shri Padmanabhan.
HLL VISION
on the 5 identified drivers to achieve this vision, viz., customer, employees, business,
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• Over thirty years experience in the manufacture of latex based products and
• Providing Consultancy Services for the setting up of a Blood Bag Unit in West
Bengal.
MANUFACTURING PROCESS
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1) Compounding of latex.
4)Inspection Process
5)Packing
1.Nirodh-Free supply
2.Nirodh-New Lubricated
3.Deluxe
4.Super Deluxe
5.Moods
6.Rakshak
7.Share
8.Masti
9.Nymph
10.Ustad
11.Sparsh
12.Pick me
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13.Zaroor Rangeela
01.Mala-D
02.Mala-N
03.Saheli
04.Apsara
05.Preventol
06.Arpan
07.Choice
08.Mukti
09.Julie
10.Khushi
02.Surgical Suteires
04.Hand Gloves
Human Resources
Vision
Fostering employee excellence in support of building the National’s best Health Care
Company.
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Mission
Objectives
Create an organizational ambience where talents can bloom and support the
Support local efforts to recruit, develop and retain a highly qualified work force by
building market practices and effective employer practices into human resource
methodologies.
Encourage, support, reward and recognize creativity, innovation, individual and team
performance.
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Provide competitive terms and conditions of employment to the work force through
building up a reward and recognition mechanism that provides value for people.
HR Philosophy
We,
* Exhibit the values of honesty, integrity and respect among our employees and the
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ORGANIZATION
CHART
2. Boiler house
3. Machine shop
4. HR
5. Accounts
6. Purchase
7. Stores
8. Dispatch
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9. Systems
10. Safety
11. Electrical
When the filed of enquiry is large, a small representation of The larger whole is taken.
The selected respondents are ethnically called the sample and the selection process is
Called "Sampling Technique". In this study the investigator Has selected fifty
RESEARCH METHODOLGY:
b)Data Collection Method: The information necessary for this survey is collected
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Primary Sources.
• Questionnaire
• Personal Interaction
Secondary sources
A tool is an aid with which necessary and relevant Information can be fetched
The interview method was the tool of data collection, which Was used by
the problems under analysis. Open and closed - ended questions were used for the
interview.
RESEARCH DESIGN
The research design is the conceptual structure within which research is conducted.
The present study is exploratory in nature, in the sense that An attempt has been made
to explore the minds of the Workers with respect to various parameters that affect the
Level of satisfaction.
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It is more personal in nature. This facilitates better response and thus effective
information can be gathered from the respondents It makes easier for the respondents
2. Only 50 respondents were taken out of 348, so it may not resemble the total.
3. Some of the questions in the interview schedule were not responded since the
Data analysis:
Data analysis was made based on questionnaire. Graphs have been used to know the
Analysis of data means studying the tabulated material in order to Determine inherent
parts and putting the parts Together in new arrangements for the purposes of
interpretation. Thus The global of analysis is to submit summarize the collected data
in Such a way that they provide answers to the questions that triggered
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the research.
Interpretation is the search for the broader meaning of research findings. Through
interpretation, the meaning s and implications of the study become clear. An analysis
analysis.
This chapter aims at presenting the resulted of the study in a logical and convenient
form through simple tables, graphs and charts and explaining simple descriptive
measures. It also aims at picking out the crucial results of the study. The entire
chapter has been broken down into several .sub-chapters so as to facilitate easy
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Sr Respondent
N0 Option s Percentage
1 Disagree very much 5 10
2 Disagree moderately 3 6
3 Disagree slightly 1 2
4 Agree slightly 2 4
5 Agree moderately 33 66
6 Agree very much 6 12
Total 50 100
Respondents
35
30
Percentage
25
20
Respondents
15
10
5
0
y
h
h
y
t ly
ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
ve
ve
re
m
re
e
e
ag
Ag
ee
e
re
re
re
s
Ag
ag
gr
Di
Ag
sa
s
Di
Di
"Money” as they say, "Is the Life and Blood of Every Business". Large part of money
of the profile or be it loss makes the part of the salaries to the employees and this is
In below mentioned table, the investigator has tried to gauge the employee's
satisfaction towards the salary and reasons in it. More 82% of employee say that they
agree that being paid a fair amount for the work they do in HLL
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Sr Respondent
N0 Option s Percentage
1 Disagree very much 1 2
2 Disagree moderately 4 8
3 Disagree slightly 1 2
4 Agree slightly 5 10
5 Agree moderately 5 10
6 Agree very much 34 68
Total 50 100
Respondents
40
35
30
Percentage
25
20 Respondents
15
10
5
0
y
h
h
y
t ly
ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
ve
ve
re
m
re
e
e
ag
Ag
ee
e
re
re
re
s
Ag
ag
gr
Di
Ag
sa
s
Di
Di
As they say “Growth is Life” employee are also will to grow ahead what they are
today in order to meet future challenges. From the above graph and table we can see
that 78 %employee of HLL see that there is too little Chance of growth and small
amount of employee say that 8% say they have moderate chance of promotion.
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Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 0 0
3 Disagree slightly 4 8
4 Agree slightly 12 24
5 Agree moderately 21 42
6 Agree very much 13 26
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
t ly
ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
ve
ve
re
m
re
e
e
ag
Ag
e
e
re
re
re
re
s
Ag
ag
Di
ag
Ag
s
s
Di
Di
More than 68 % of employee say that there supervisor is quite competent in doing
his/her job were as only 24% employee say that they are slightly agree with the
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Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 27 54
3 Disagree slightly 4 8
4 Agree slightly 1 2
5 Agree moderately 14 28
6 Agree very much 0 0
Total 50 100
Respondents
30
25
Percentage
20
15 Respondents
10
5
0
y
h
h
t ly
ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
ag
Ag
e
e
re
re
re
re
s
ag
Ag
Di
Ag
ag
s
s
Di
Di
More the 54% of employee say that they are satisfied with the benefits I receive in
HLL only 28% of the employee say that they are not satisfied with the benefits I receive
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5. When I do a good job, I receive the recognition for it that I should receive.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 5 10
2 Disagree moderately 0 0
3 Disagree slightly 5 10
4 Agree slightly 19 38
5 Agree moderately 6 12
6 Agree very much 15 30
Total 50 100
Respondents
20
18
16
Percentage
14
12
10 Respondents
8
6
4
2
0
y
y
h
h
ly
t ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
The above graph show the relation with supervisor with the worker 42% of employee
say that the receive the recognition for it that they should receive when they do good
job. Only 20 % employee say that they not receive the recognition for their job.
BABASABPATIL
46
Project of welfare facilities and employee satisfaction surveyH L L
6. Many of our rules and procedures in HLL make doing a good job difficult.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 13 26
2 Disagree moderately 1 2
3 Disagree slightly 12 24
4 Agree slightly 10 20
5 Agree moderately 2 4
6 Agree very much 12 24
Total 50 100
Respondents
14
12
Percentage
10
8
Respondents
6
4
2
0
y
y
h
h
ly
t ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Rules and procedures in HLL make good job difficult for some employee about 44%
of employee think that it make the effect were as 28% say it do not effect the job
BABASABPATIL
47
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 2 4
3 Disagree slightly 0 0
4 Agree slightly 5 10
5 Agree moderately 18 36
6 Agree very much 25 50
Total 50 100
Respondents
30
25
Percentage
20
15 Respondents
10
5
0
y
y
h
h
t ly
ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
ag
Ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
the above graph and table show that the employee like the people who work with them
in HLL about 86% of the employee say they like the people in HLL.
BABASABPATIL
48
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 23 46
2 Disagree moderately 18 36
3 Disagree slightly 7 14
4 Agree slightly 1 2
5 Agree moderately 1 2
6 Agree very much 0 0
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
y
h
h
ly
t ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
the employee say that the work they do in the HLL is Meaningful and about 82% of the
employee support the statement. In the other hand 14% say that they have some less
meaning.
BABASABPATIL
49
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 3 6
2 Disagree moderately 0 0
3 Disagree slightly 2 4
4 Agree slightly 13 26
5 Agree moderately 11 22
6 Agree very much 21 42
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
y
h
h
ly
t ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
origination 64% and above say that communication is good in HLL were as 26% say it
is at satisfaction level.
BABASABPATIL
50
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 4 8
3 Disagree slightly 21 42
4 Agree slightly 11 22
5 Agree moderately 14 28
6 Agree very much 0 0
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
t ly
ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
ag
Ag
e
e
re
re
re
re
s
ag
Ag
Di
Ag
ag
s
s
Di
Di
Raises in the HLL are at a periodical period of time so some employee think it is too far
or take more time were as other say that it is will take the corrects time.About 42% say
BABASABPATIL
51
Project of welfare facilities and employee satisfaction surveyH L L
11. Those who do well on the job stand a fair chance of being promoted.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 3 6
3 Disagree slightly 5 10
4 Agree slightly 22 44
5 Agree moderately 16 32
6 Agree very much 4 8
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
t ly
ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
ve
ve
re
m
re
e
e
ag
Ag
ee
e
re
re
re
s
Ag
ag
gr
Di
Ag
sa
s
Di
Di
Those who do good job they will get fair chance for promotion in HLL about 50% of
BABASABPATIL
52
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 26 52
2 Disagree moderately 6 12
3 Disagree slightly 1 2
4 Agree slightly 5 10
5 Agree moderately 2 4
6 Agree very much 10 20
Total 50 100
Respondents
30
25
Percentage
20
15 Respondents
10
5
0
y
h
h
y
t ly
ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
ve
ve
re
m
re
e
e
ag
Ag
ee
e
re
re
re
s
Ag
ag
gr
Di
Ag
sa
s
Di
Di
The above mentioned table reveals that, the extent to which the employees are
satisfied with their supervisors, at HLL. About 52% employees says that supervisors
BABASABPATIL
53
Project of welfare facilities and employee satisfaction surveyH L L
13. The benefits we receive in HLL are as good as most other organizations offer.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 0 0
3 Disagree slightly 5 10
4 Agree slightly 6 12
5 Agree moderately 16 32
6 Agree very much 23 46
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
The benefits we receive in HLL are as good as most other organizations offer this is
BABASABPATIL
54
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 13 26
3 Disagree slightly 6 12
4 Agree slightly 0 0
5 Agree moderately 20 40
6 Agree very much 7 14
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
The large number of employees feel that they are not appreciate by the good work
which they have done more then 40% is are not happy with the appreciated done by
supervisor.
BABASABPATIL
55
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 3 6
3 Disagree slightly 0 0
4 Agree slightly 7 14
5 Agree moderately 12 24
6 Agree very much 24 48
Total 50 100
Respondents
30
25
Percentage
20
15 Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Almost all the employees are satisfied with the welfare facility provided by the
BABASABPATIL
56
Project of welfare facilities and employee satisfaction surveyH L L
16. I find I have to work harder at my job because of the incompetence of people I
work with.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 11 22
2 Disagree moderately 9 18
3 Disagree slightly 0 0
4 Agree slightly 14 28
5 Agree moderately 11 22
6 Agree very much 5 10
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
y
h
h
ly
t ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
people I work with more then 40% says that it does not have any effect
BABASABPATIL
57
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 5 10
2 Disagree moderately 9 18
3 Disagree slightly 0 0
4 Agree slightly 14 28
5 Agree moderately 9 18
6 Agree very much 13 26
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
t ly
ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
ag
Ag
e
e
re
re
re
re
s
ag
Ag
Di
Ag
ag
s
s
Di
Di
Employees like doing the things they do at work more then 60% like the place where
they work.
BABASABPATIL
58
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 30 60
2 Disagree moderately 10 20
3 Disagree slightly 0 0
4 Agree slightly 4 8
5 Agree moderately 1 2
6 Agree very much 5 10
Total 50 100
Respondents
35
30
Percentage
25
20
Respondents
15
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Many employees of HLL have not communicated goals of company more then 60%
BABASABPATIL
59
Project of welfare facilities and employee satisfaction surveyH L L
19. I feel unappreciated by the HLL when I think about what they pay me.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 4 8
3 Disagree slightly 11 22
4 Agree slightly 15 30
5 Agree moderately 15 30
6 Agree very much 5 10
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
All the employees are agree that they have been paid right amount of salary with
reference to their scale 70% of employees are satisfied with their pay.
BABASABPATIL
60
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 6 12
3 Disagree slightly 5 10
4 Agree slightly 15 30
5 Agree moderately 15 30
6 Agree very much 5 10
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
People get ahead as fast here as they do in other places more then 70% of employees
BABASABPATIL
61
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 5 10
2 Disagree moderately 11 22
3 Disagree slightly 6 12
4 Agree slightly 4 8
5 Agree moderately 9 18
6 Agree very much 15 30
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Emplyees of HLL says that supervisor shows interest in the feelings of subordinates
more 48% says that supervisor do not shows interest in the feelings of subordinates
BABASABPATIL
62
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 4 8
3 Disagree slightly 5 10
4 Agree slightly 6 12
5 Agree moderately 21 42
6 Agree very much 14 28
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Almost all the employees think that the benefits are sufficient which are given by the
BABASABPATIL
63
Project of welfare facilities and employee satisfaction surveyH L L
23. There are few rewards for those who work here.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 14 28
3 Disagree slightly 11 22
4 Agree slightly 0 0
5 Agree moderately 10 20
6 Agree very much 15 30
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
There are few rewards for those who work here more then 50% that this statement is
BABASABPATIL
64
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 0 0
3 Disagree slightly 0 0
4 Agree slightly 9 18
5 Agree moderately 21 42
6 Agree very much 16 32
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
More then 70% employees think that the work load is not too much
BABASABPATIL
65
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 0 0
3 Disagree slightly 0 0
4 Agree slightly 6 12
5 Agree moderately 19 38
6 Agree very much 25 50
Total 54 108
30
25
20
15 Respondents
10
5
0
y
h
h
t ly
ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
m
re
m
e
e
ag
Ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
This is one of the factors which the investigator thinks would affect the satisfaction
level of employees at work. A person might be happy or might not be happy relating
with people a this work place, such as relations with- his Supervisors,& his co-
workers
BABASABPATIL
66
Project of welfare facilities and employee satisfaction surveyH L L
26. I often feel that I do not know what is going on with the organization.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 9 18
3 Disagree slightly 8 16
4 Agree slightly 5 10
5 Agree moderately 15 30
6 Agree very much 9 18
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Employees often feel that they know what is going on with the organization about 40%
BABASABPATIL
67
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 2 4
2 Disagree moderately 6 12
3 Disagree slightly 3 6
4 Agree slightly 4 8
5 Agree moderately 15 30
6 Agree very much 20 40
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Employees feel a sense of pride in doing my job more then 70% feel pride working in
HLL.
BABASABPATIL
68
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 9 18
3 Disagree slightly 0 0
4 Agree slightly 11 22
5 Agree moderately 10 20
6 Agree very much 16 32
Total 50 100
Respondents
18
16
14
Percentage
12
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
More then 74% employees feel satisfied with my chances for salary increases in future
BABASABPATIL
69
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 9 18
3 Disagree slightly 6 12
4 Agree slightly 6 12
5 Agree moderately 25 50
6 Agree very much 4 8
Total 50 100
Respondents
30
25
Percentage
20
15 Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
More then 50% feel that there are benefits we do not have which we should have.
BABASABPATIL
70
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 0 0
3 Disagree slightly 9 18
4 Agree slightly 11 22
5 Agree moderately 15 30
6 Agree very much 15 30
Total 50 100
Respondents
16
14
12
Percentage
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
All the employees of HLL like their supervisor more then 60% supervisor
BABASABPATIL
71
Project of welfare facilities and employee satisfaction surveyH L L
30. I don't feel my efforts are rewarded the way they should be.
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 19 38
3 Disagree slightly 0 0
4 Agree slightly 16 32
5 Agree moderately 10 20
6 Agree very much 5 10
Total 50 100
Respondents
20
18
16
Percentage
14
12
10 Respondents
8
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
More then 62% of HLL employees don't feel my efforts are rewarded the way they
should be.
BABASABPATIL
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Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 21 42
2 Disagree moderately 0 0
3 Disagree slightly 9 18
4 Agree slightly 6 12
5 Agree moderately 4 8
6 Agree very much 10 20
Total 50 100
Respondents
25
20
Percentage
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
42% of employees are not satisfied with my chances for promotion in HLL.
BABASABPATIL
73
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 16 32
2 Disagree moderately 14 28
3 Disagree slightly 6 12
4 Agree slightly 11 22
5 Agree moderately 3 6
6 Agree very much 0 0
Total 50 100
Respondents
18
16
14
Percentage
12
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
Majority of the employees say there is too much bickering and fighting at work.60%
BABASABPATIL
74
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 4 8
2 Disagree moderately 6 12
3 Disagree slightly 0 0
4 Agree slightly 9 18
5 Agree moderately 26 52
6 Agree very much 5 10
Total 50 100
Respondents
30
25
Percentage
20
15 Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
BABASABPATIL
75
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 16 32
3 Disagree slightly 0 0
4 Agree slightly 11 22
5 Agree moderately 13 26
6 Agree very much 10 20
Total 50 100
Respondents
18
16
14
Percentage
12
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
48% of employees says that Work assignments are not fully explained
BABASABPATIL
76
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 9 18
2 Disagree moderately 0 0
3 Disagree slightly 0 0
4 Agree slightly 10 20
5 Agree moderately 15 30
6 Agree very much 16 32
Total 50 100
Respondents
18
16
14
Percentage
12
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
uc
el
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
82% of employees are satisfied with Rest room & Sitting Facilities provided.
BABASABPATIL
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Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 9 18
2 Disagree moderately 0 0
3 Disagree slightly 0 0
4 Agree slightly 0 0
5 Agree moderately 29 58
6 Agree very much 12 24
Total 50 100
Respondents
35
30
25
20
Respondents
15
10
5
0
y
h
h
y
ly
t ly
el
el
uc
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
e
e
Ag
ag
e
e
re
re
re
re
s
Ag
ag
Di
ag
Ag
s
s
Di
Di
BABASABPATIL
78
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 5 10
3 Disagree slightly 0 0
4 Agree slightly 0 0
5 Agree moderately 41 82
6 Agree very much 4 8
Total 50 100
Respondents
45
40
35
30
25
20 Respondents
15
10
5
0
y
h
h
y
ly
t ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
90% of employees are satisfied with Uniform Protector & Safety Equipment
BABASABPATIL
79
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 14 28
3 Disagree slightly 5 10
4 Agree slightly 0 0
5 Agree moderately 21 42
6 Agree very much 10 20
Total 50 100
Respondents
25
20
15
Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
BABASABPATIL
80
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 4 8
3 Disagree slightly 6 12
4 Agree slightly 10 20
5 Agree moderately 16 32
6 Agree very much 14 28
Total 50 100
Respondents
18
16
14
12
10
8 Respondents
6
4
2
0
y
h
h
y
ly
t ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
80% of employees are satisfied with Educational Loan & Allowance for Education
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81
Project of welfare facilities and employee satisfaction surveyH L L
Sr Respondent
N0 Option s Percentage
1 Disagree very much 0 0
2 Disagree moderately 5 10
3 Disagree slightly 0 0
4 Agree slightly 0 0
5 Agree moderately 26 52
6 Agree very much 19 38
Total 50 100
Respondents
30
25
20
15 Respondents
10
5
0
y
h
h
y
ly
t ly
el
uc
el
uc
ht
gh
at
at
m
m
ig
er
er
sli
sl
ry
ry
od
od
e
e
ve
ve
re
re
m
m
e
e
Ag
ag
e
e
re
re
re
re
s
ag
Ag
Di
ag
Ag
s
s
Di
Di
90% of employees are satisfied with Accommodation Facilities & Transport Facilities
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Project of welfare facilities and employee satisfaction surveyH L L
FINDINGS
• 82% of the employees say that they satisfied with the salary
• 68% of the employees say that their supervisor does his work competently.
• 54% of the employees say that they are satisfied with the benefits received
from HLL.
• 42% of the employees say that they receive recognition for doing a good job.
• 52% of the employees say that the policies of the company do not affect their
job performance.
• 86% of the employees say that they like their subordinates in HLL.
• 66% of the employees say that their supervisor behaves fairly with them.
• 90% of the employees say that they receive very good benefits from HLL.
• 82% of the employees are satisfied with the rest room and sitting facilities.
• 90% of the employees are satisfied with uniform, protector and safety
equipments.
• 80% of the employees are satisfied with education loan and allowances for
education.
• 90% of the employees are satisfied with the accommodation facilities and
transport facilities.
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Project of welfare facilities and employee satisfaction surveyH L L
SUGGESTIONS
The investigator has discussed with the sample respondents covered regarding their
satisfaction level focusing on five major aspects namely: Place of work and work
itself, Relation of people you work with, amenities provided, Rewards received and
Since The Company has not started in late 1980's, the management has taken proper
care to create a conducive atmosphere for the employees working in all sections of the
building, where all the amenities are made available to the employees. Similarly the
management issues, such as reward system, suggestion scheme, promotion policy and
facilities etc. Yet certain amount of discontent has been noticed in the employees
regarding certain aspects of their work life, which in-turn influence on their job
satisfaction. ..
1.CANTEEN: Canteen is a statutory requirement as per Factories Act of, 1948. HLL,
Kanagala has put up a nice canteen to cater the requirements of the workforce.
Employees have a say about the style of management of the canteen, lot of
dissatisfaction is being expressed on the quality of food served by the canteen on the
price fixed. Though there is a canteen committee consisting of both the management
and employees, which monitor and supervise the general administration of the
canteen, the food stuff prepared and served seems to lack in quality.
The canteen committee may be directed to look into these aspects as to see that the
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Project of welfare facilities and employee satisfaction surveyH L L
There are other issues pertaining to facility of drinking water on which, some of the
3.On relationship between the sub-ordinates & top management, the employees seem
to have positive opinion. Such relationship need to fostered and maintained for the
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Project of welfare facilities and employee satisfaction surveyH L L
1. Name
3. Age ___
4. Educational Status:_____________
5. Marital status:
(1) Married (2) Unmarried
6. Religion:
(1)Hindu (2) Muslim (3)Christian (4)Other______________
7. Present Designation:__________
8. Year of experience:
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Project of welfare facilities and employee satisfaction surveyH L L
Agree very much Agree moderately Agree slightly Disagree slightly Disagree moderately Disagree very much
QUESTION THAT COMES CLOSEST TO
REFLECTING YOUR OPINION
ABOUT IT.
9 1 2 3 4 5 6
I feel I am being paid a fair amount for the work I do in
HLL.
10 1 2 3 4 5 6
There is really too little chance for promotion on my job.
11 1 2 3 4 5 6
My supervisor is quite competent in doing his/her job.
12 1 2 3 4 5 6
I am not satisfied with the benefits I receive in HLL.
13 1 2 3 4 5 6
When I do a good job, I receive the recognition for it that I
should receive.
14 1 2 3 4 5 6
Many of our rules and procedures in HLL make doing a
good job difficult.
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Project of welfare facilities and employee satisfaction surveyH L L
16 1 2 3 4 5 6
I sometimes feel my job is meaningless.
17 1 2 3 4 5 6
Communications seem good within HLL.
18 1 2 3 4 5 6
Raises are too few and far between.
19 1 2 3 4 5 6
Those who do well on the job stand a fair chance of being
promoted.
20 1 2 3 4 5 6
My supervisor is unfair to me.
21 1 2 3 4 5 6
The benefits we receive in HLL are as good as most other
organizations offer.
22 1 2 3 4 5 6
I do not feel that the work I do is appreciated.
23 1 2 3 4 5 6
I am satisfied by the welfare Facilities provided to you by
HLL
24 1 2 3 4 5 6
I find I have to work harder at my job because of the
incompetence of people I work with.
25 I like doing the things I do at work. 1 2 3 4 5 6
26 1 2 3 4 5 6
The goals of this HLL are not clear to me.
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Project of welfare facilities and employee satisfaction surveyH L L
Agree very much Agree moderately Agree slightly Disagree slightly Disagree moderately Disagree very much
QUESTION THAT COMES CLOSEST TO
REFLECTING YOUR OPINION
ABOUT IT.
27 1 2 3 4 5 6
I feel unappreciated by the HLL when I think about what
they pay me.
28 1 2 3 4 5 6
People get ahead as fast here as they do in other places.
29 1 2 3 4 5 6
My supervisor shows too little interest in the feelings of
subordinates.
30 The benefit package we have is equitable. 1 2 3 4 5 6
31 1 2 3 4 5 6
There are few rewards for those who work here.
32 1 2 3 4 5 6
I have too much to do at work.
33 I enjoy my coworkers. 1 2 3 4 5 6
34 1 2 3 4 5 6
I often feel that I do not know what is going on with the
organization.
35 I feel a sense of pride in doing my job. 1 2 3 4 5 6
36 1 2 3 4 5 6
I feel satisfied with my chances for salary increases.
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Project of welfare facilities and employee satisfaction surveyH L L
37 1 2 3 4 5 6
There are benefits we do not have which we should have.
38 I like my supervisor. 1 2 3 4 5 6
39 1 2 3 4 5 6
I don't feel my efforts are rewarded the way they should
be.
40 1 2 3 4 5 6
I am satisfied with my chances for promotion in HLL.
41 1 2 3 4 5 6
There is too much bickering and fighting at work.
42 My job is enjoyable. 1 2 3 4 5 6
43 1 2 3 4 5 6
Work assignments are not fully explained.
44 I am satisfied with Rest room & Sitting Facilities provided. 1 2 3 4 5 6
45 1 2 3 4 5 6
I am satisfied with Arrangement for Drinking Water
46 I am satisfied with Uniform Protector & Safety Equipment 1 2 3 4 5 6
CONCLUSION
Employees at Hindustan Latex Ltd. are satisfied with the present welfare facilities
provided to them, yet they need some improvements like clean drinking water and
lunch room
The welfare facility provided by the HLL are good, and company should try
to maintain same.
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Project of welfare facilities and employee satisfaction surveyH L L
BIBILOGRAPHY
3) Oxford Dictionary,
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