Professional Documents
Culture Documents
INTRODUCTION
INFO APPS TECHNOLOGIESis headed by Mr. RAMANUJAN DARAK, a pioneer in the
granite field who was honoured by the awards
Independence for his contribution in field of Mining & Marketing of Granites.
Production range of INFO APPS TECHNOLOGIESincludes Rough Dimension Block,
Polished, Flamed, Honed and Cut to size structural slab, monuments memorials and
mausoleum for different countries in exclusive design. GME group also produces modular
tiles, vanities and counter tops; table tops sculptured pieces in different colors of natural
granites stones
Several prestigious in the world have used granite stones from INFO APPS s. The
organization is managed and run by highly qualified professionals and skilled engineers.
Of all the factors of production - Capital, land, labour; labour or man is undoubtly the
crucial factor that makes or mars an organization.
Employees are now a days seen as business partners of the organization. They empower the
organization to succeed. At the threshold of this transformation, human assets need to be
chosen carefully, developed, nurtured, utilized and their 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 have
presumably always valued their employees, in today's fast-moving new economy, people
have gained even greater stature and are now seen as possibly the most important factor in a
company's success or failure.
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 top talent, represent
fundamental shifts in employer-employee relationships. And no where has this been truer
than in the high-tech sector, with its insatiable demand for knowledge Employee.
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.
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 internal
service department to a strategic partner in improving a company's competitive position. In
this era of competition, if internal customers, i.e. employees are not happy then the
organization will be out of competitive market.
LITERATURE REVIEW
PROJECT PROBLEM
Definition:
Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.
Employee satisfaction, while generally a positive in your organization, can also be a downer
if mediocre employees stay because they are satisfied with your work environment.
INTRODUCTION
EMPLOYEE SATISFACTION is the problem undertaken in INFO APPS S, which
forms one of the basic objectives of every business house regardless of the size. It is believed
that employees are the live assets of an organization. This statement holds true for the mere
reason that employees are supposed to be the BACKBONE of the business.
Abilities, talents, aptitude and potentials for effectively activating every human
resource development strategy must be guided by the golden rule:
If there is cent percent satisfaction of the employees that is not possible, then it
leads to sincerity and dedication to the work, which makes the organization to prosper in
business and economy as a whole.
It helps to improve recruitment. As the job becomes more attractive, more efficient
employees can be recruited.
2)
3)
4)
It helps to build up stable labor force to reduce labor turnover and absenteeism.
5)
6)
work connected with the administration of the factory or establishment or any 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 not
include any member of the Indian Naval, Military or Air-forces".
Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means
"atonement or compensation or a situation where the expectations have been met".
According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.
Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having
gratified an appetite or motive".
Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical,
mental & emotional well being of an individual.
The ILO at its Asian Regional Conference defined Labours welfare as a term which
is understood to include such services, facilities and Amenities and may be 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.
Chambers dictionary defines as a state of fairing on doing well, freedom from calamity,
enjoyment of health, prosperity etc.
Need for Labour welfare in India
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 emphasized by the
constitution of India in the chapter on the directive principle of state policy in the following
articles.
Importance of Employee Satisfaction:
1. Tracking the attitudes and opinions of employees can identify problems areas and
solutions related to management and leadership, corporate policy, recruitment, benefits,
diversity, training, and professional development.
2. A comprehensive employee satisfaction study can be the key to a more motivated and
loyal workforce.
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 improvement
initiatives appropriately.
5. In analyzing the data, we can define and refine issues that need addressed, such as
overall job satisfaction, professional fulfillment, employee motivation and commitment,
likelihood to stay with the organization, pay level, corporate goals and
Objectives.
6. Survey results can be segmented by employee position, length of employment,
full-time vs. part-time, etc.
FACTORS AFFECTING EMPLOYEE SATISFACTION.
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Personal growth
7. Company policy and administration
8. Supervision
9. Relationship with supervisor
10. Work conditions
11. Salary
12. Relationship with peers
13. Personal life
14. Relationship with subordinates
15. Status
16. Security
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
publications appear in Maslow's name in later years. Maslow's PhD in psychology in 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.
Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to
Maslow; later versions with added motivational stages are not so clearly attributable.
Maslow's Hierarchy of Needs has been extended through 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 (six,
seventh and eighth - 'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by
whom, to The Hierarchy of Needs model, and many people consider Maslow's 'original fivestage Hierarchy Of Needs model to be the definitive
(and perfectly adequate) concept.
Maslow's hierarchy of needs
Each of us is motivated by needs. Our most basic needs are inborn, having evolved
over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to 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 obvious needs for survival
itself.
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.
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 Hierarchy of
Needs model was developed between1943-1954.
PERFORMANCE APPRAISAL
Appraising performance of individuals, groups and organization has become a
common Patrice. The co has its own appraisal method. The employers has to evaluate
officer has to appraise the performance of their subordinates
In this the performance appraise is done in a systematic and planned manner. The
term performance refers to the degree of accomplishments of the job or ultimate result, on
the other hand the term appraisal refer on the evaluation of or assessment of work being
done in terms of quality, quantity, honest and working capacity, etc.
Content of the performance Appraisal:It depends upon the nature and level of job. It is not uniform for all types of jobs.
1] Regularity of attendance
2] Leadership style
3] Ability to work with others
4] Initiative
5] Technical skill
6] Judgment skills
7] Area of work interest.
To discuss the importance of the Managerial Leadership and High Performing Teams.
To provide the participants an opportunity for sharing the practical experience on the
subject.
Team Leadership
Teamwork
Teambuilding strategies
Conflict Management
Employee empowerment
Performance Appraisal
Stress
Leadership
Work
Standards
Fair
Rewards
Adequate
Authorit
y
1. Opportunity
Employees are more satisfied when they have challenging opportunities at work. This
includes chances to participate in interesting projects; jobs with a satisfying degree of
challenge and opportunities for increased responsibility. Important; this is not simply
promotional opportunity. As organizations have become flatter, promotions can be rare.
People have found challenge through projects team leadership, special assignments as well as
promotions.
Actions:
Promote from within when possible.
Reward promising employees with roles on interesting projects.
Divide jobs into levels of increasing leadership and responsibility.
It may be possible to crate job titles that demonstrate increasing levels of expertise, which are
not limiting by a viability of positions they simply demonstrate achievement.
2. Stress
When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if
they interfere with employees personal lives or are a continuing source of worry or concern.
Actions:
Promote a balance of work and personal lives. Make sure that senior managers
model this behavior.
Distribute work evenly (fairly) within work teams.
Review work procedures to remove unnecessary red tape or bureaucracy.
Manage the number of interruptions while trying to do their jobs.
Some organizations utilize exercise or fun breaks at work.
3. Leadership
Employees are more satisfied when their managers are good leaders. This includes motivating
employees to do a good job, striving for excellence or just taking action.
Actions:
Make sure your managers are well trained. Leadership combines attitudes and
behavior. It can be learned.
People respond to managers who inspire them to achieve meaningful goals and
they can trust.
4. Work standards
Employees are more satisfied when their entire workgroup takes pried in the quality of its
work.
Actions:
Encourage communication between employees and customers. Quality gains
importance when employees see impact on customers.
Develop meaningful measures of quality. Celebrate achievements in quality.
Trap:
Be cautions of slick packaged campaigns that are perceived as superficial and patronizing.
5. Fair Rewards
Employees are more satisfied, when they feel they are reward fairly for the work they do.
Consider employees responsibilities, the effort they have put forth, the work they have done
well and the demands of their jobs.
Actions:
Make sure rewards are for genuine contributions to the organization.
Be consistent in your reward policies.
If your wages sure competitive, then make sure that employees know this.
Reward can include a variety of benefits and rewards other than money.
As an added benefit, employees who are reward fairly, experience less stress.
6. Adequate Authority
Employees are more satisfied when they have adequate freedom and authority to do their
jobs.
Actions:
When reasonable:
Let employees make decisions.
Allow employees to have input on decisions that will affect them.
Establish work goals but let employees determine how they will achieve those goals.
Later reviews may identify innovative best practices.
Ask, If there were just one or two decisions that you could make, which ones would
make the biggest difference in your job?
In creasing job satisfaction is important for its humanitarian value and for its financial benefit
(due to its effect on employee behavior). As early as 1918, Edward Thorndike explored the
relationship between work and satisfaction in the Journal of Applied Psychology.
Bavendam Research has included measures of job satisfaction in all our employee surveys.
Clear patterns have emerged.
One thing that makes humans unique is ability to focus energy. Whether to heat a home or
to cut steel with a laser, focusing energy where it has needed, produces significant results. As
a manager, you need to know what is important problem is more likely to produce
measurable benefits to the organization.
The actual cases unique to your organization can only uncovered through a
proper analysis. Bavendam research Inc. has developed a survey process that identifies
underlying cases of the factors such as:
Retention/turnover
Productivity
Teamwork
Communication
Job satisfaction
and much more.
Limitations:
i.
ii.
iii.
The findings are purely base on the information that has been collected through
questionnaire and the INFO APPS .
BENEFITS OF TRAINING
How Training Benefits the Organization
Leads to improved profitability and/or more positive attitudes towards profits
orientation.
Improves the job knowledge and skills at all levels of the organization.
Improves the morale of the workforce.
Helps people identify with organizations goals.
Helps create a better corporate image.
Fosters authenticity, openness and trust.
Improves the relationship between boss and subordinate.
Helps prepare guidelines for work.
Aids in understanding and carrying out organizational policies.
Provides information for future needs in all areas of the organization.
Organization gets more effective in decision-making and problem solving.
Aids in developing leadership skill, motivation, loyalty, better attitudes and other
aspects the successful Employee and managers usually display.
Helps keep costs down in many areas, e.g. production, personnel, administration etc.
Improves morale.
Builds cohesiveness in groups.
Provides a good climate for learning growth, and co-ordination.
Makes the organization a better place to work and live.
Training Objectives.
Generally line managers ask the personnel manager to formulate the trading policies. The
personnel manager formulates the following training objectives in keeping with the
companys goals and objectives.
To proves the employee, both new and old to meet the present as well as the changing
requirements of the job and the organization.
To impart the new entrants the basic knowledge and skills they need for an intelligent
performance of a definite job.
To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, higher-level tasks, information and techniques and
developing the skills they will need in their particular fields.
To build up a second line of competent officers and prepare them to occupy more
responsible positions.
To broaden the minds of senior managers by providing them with opportunities for an
interchange of experiences within and outside with a view to correcting narrowness of
outlook that may arise from over-specialization.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.
TRAINING METHODS
Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments. Though this method of training is common in
training managers for general management positions, trainees can also be rotated from job to
job in workshop jobs. This method gives an opportunity to the trainee to understand the
problems of employees on other jobs and respect them.
Coaching: The trainee is placed under a particular supervisor who functions as a coach in
training the individual. The supervisor provides feedback to the trainee on his performance
and offers him some suggestions for improvement. Often the trainee shares some of the
duties and responsibilities of the coach and relieves him of his burden. A limitation of this
method of training is that the trainee may not have the freedom or opportunity to express his
own ideas.
Job Instruction: This method is also known as training through step by step. Under this
method, the trainer explains to the trainee the way of doing the jobs, job knowledge and skills
and allows him to do the job. The trainer appraises the performance of the trainee, provides
feedback information and corrects the trainee.
Off-the-Job methods
Under this method of training, the trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job performance. Since
the trainee is not distracted by job requirements, he can place his entire concentration on
learning the job rather than spending his time in performing it. There is an opportunity for
freedom of expression for the trainees. Companies have started using multimedia technology
in training, Off-the-job training methods are as follows:
Vestibule Training: In this method, actual work conditions are simulated in a classroom.
Material, files and equipment, which are used in actual job performance, are also used in
training. This type of training is commonly used for training personnel for clerical and semiskilled jobs. The duration of this training ranges from days to a few weeks. Theory can be
related to practice in this method.
Lecture Method: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk. To be effective,
the lecture must motivate and create interest among the trainees. An advantage of the lecture
method is that it is direct and can be used for a large group of trainees. Thus, costs and time
involved are reduced. The major limitation of the lecture method is that it does not provide
for transfer of training effectively.
method, in that the discussion involves two-way communication and hence feedback is
provided. The participants feel free to speak in small groups. The success of this method
depends on the leadership qualities of the person who leads the group.
Programmed Instruction: In recent years, this method has become popular. The subject
matter to be learned is presented in a series of carefully planned sequential units. These units
are arranged from simple to more complex levels of instruction. The trainee goes through
these units by answering questions or filling the blanks. This method is expensive and time
consuming.
On-Line Training
Companies started providing on-line training. Trainees can undergo training by staying at the
place of their work. Participants complete course work from wherever they have access to
computer and Internet. Different types of media are used for on-line training.
Job satisfaction
Employee morale
Organizational relationships
Supervision
Management
Leadership
Company image
Benefits
Career opportunities
Internal/external communications
Organizational change
responsibility
challenge
job control
Hygiene factors
pay
benefits
coEmployee
2.Supervision: The supervisor should have the good leadership qualities and should give
positive feedback at regular interval.
3.Salary:
4.Interpersonal Relations: It is the relation with the superior ,peer and subordinate .The
employees should be given time for socialization .i.e. during lunch, tea break,etc.
5.Working conditions:The working environment should be good so that the employees will
have sense of pride in working for the organization and should be provided with the
necessary facilities and adequate space work efficiently.
The motivation issues are :
1.Work: The work should make employees believe that the work they are doing is important.
2.Achievement:
All employees want to do a good job and make use of their talent .
EMPOLYEE STRENGHT
With the manager employee strnght of five people at the inception, our present workforce is
4000 consisting of dedicated people. We are proud to say that since 1976 in a long span of
34years of organization history. There has not been a single instance of labor unrest. This is due
to the strong employer employee relationship and various welfare measure adopted by the
company such as provident found, gratuity scheme, medical reimbursement, pension scheme,
educational benefits maternity benefit etc
They have introduce various novel schemes like payment to drivers based on
mileage driven by them even the hamals and drivers of the organization are extended the benefit
of ESI/PF etc
A part from directed employment, we have introduce a self employment
scheme for local entrepreneurs by appointing them as agents of company .we have found that in
small places local people will be in a better position to cater to customer without adding
overheads to the company .it is estimated that at least 10000 people are benefited by way of
direct / indirect employment from our Organisation
Apart form direct employment their has introduced a self employment scheme for local
transports or agent of the company. It is estimated that more than 5000 people are benefited by
the way of direct or indirect employment in the organization
INDUSTRIAL PROFILE
Granites is one of the commodities, which are having its own name in the international
market. TULASI is the Granites factory that was started in the year 1994-95 with manpower
of 25. It has total area of 40 acres by providing employment to around 200 employees, The
production is 1500 Cubic Meter per annum with the turnover of Rs.14Crores
There are number of Granites Companys throughout India which are situated in various
states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the government
in earning the tax as well as exporters name in the international market.
Today in the international market the need for Granites have gone up
PERSONNEL DEPARTMENT
Employees are The Back bone Of Every Company They Are Responsible For
Every Company Profitability. The satisfaction of employees in every aspect will lead to
achievement of the goals of the company; otherwise the co. faces problems, which affects the
growth of the co. The first and foremost responsibility for ever is to see the well being of
MEDICAL FACILITY:-
Every company or industry has its own medical facilities provided to the Employee in
the company.
The medical facilities are provided to the Employee, if following conditions is
there:
The medical facility is provided to Employee is at the cost of the free services the
Employee dont incurs the cost.
HOLIDAYS
Every worker or employees require the leaves, which may be official or personal.
The co. is also providing the leaves facility to the employee working in the company. There
are 12 casual leaves and 15 sick leaves provided by the co. to the employees for every year
for every 200 working days, the company has provided one day leave for every 20 days.
More leaves are provided if the employees or Employee are suffering from the
diseases like fever, malaria, typhoid, and other diseases. If they provide medical certificate to
the co. the company has the authority to deduct the absent salary from their monthly salary.
The company provides the finance facility for the employee who is sick for long days.
The medical leaves are provided to the Employee or employee on their sickness.
According to the survey conducted, it was found that some of the Employee have
complaints about the facilities like quality of food, medicines in first aid box, providing the
Employee with transport facilities and granting of long at right time. Some of the Employee
are unhappy with the wage paid to them. They felt that ways are paid, less according to their
service render and it is not possible to the Employee to lead a decent life. Some of the
Employee also felt that the co. should provide them with quarters to stay.
Responsibilities:
The function of the department is to primarily provide the company with personal
procedures and services. It is thus linked with all the department of the company. And is the
mean to promote understanding between the management and employee.
The personal department is mainly responsible to create a cordial sphere in the
industry between the management and the Employee.
It refers to the process of searching fork prospective employee and stimulating them to
apply for jobs to the co. Selection of right no andjk kind of candidate depends upon
affective requirements.
3] Application form:
It is also known as application blank it is widely accepted techniques for securing
information from the prospective candidates. The co. asks the applicant to apply on
white paper giving particular about his name, date of birth, mailing address,
education, qualification, experience, etc.
Contents of Application Form:
a] Personal background information,
b] Education attainment,
c] Work experience,
d] Salary accepted.
4] Tests:
The following are the tests conducted. They are as follows:
Aptitude test: This test is conducted to known the ability of the candidate to learn a job, it
giving adequate training candidate may be having some specific aptitudes such as
mechanicals, clerical, managerial, etc.
Personality test: Personality is some total of mental, moral and physical trades are qualities.
This test will help the experts to known the qualities like emotions, reactions, mental
maturity, self/confidence, optimists decisions making, capacity, sociability, patients,
intensive, honesty and integrity.
Medical Test: This test it conducted to assess the physical health standards of the prospective
employee. Beside medical tests conducted to see that the candidates are not suffering
from any infections diseases.
5] FINAL INTERVIEW:The Candidates who are successful in all the above tests will be called for final
interview. Interview means face- to face encounter with the purpose of recruitment.
committee consists of some persons from the concerned department and from the
human resources dept. these expert go on asking different questions on different
topics. Based on the satisfactory answer the candidates are finally considered for the
employment.
Material
sub system
Financial
sub system
Human
resource sub
system
Technical
sub system
Marketing
sub system
Whatever in the environment affects the organization like economic, social, cultural,
legal, political, historic, competitors, consumers etc, as a whole also affects the personal
system? The resources systems receive inputs from the organizational performance that form
of objectives and it results in individual and organizational performance that may be viewed
as individual and organizations operate under the same cultural, economic, social, legal,
political and other constraints
INDUCTION
Induction of an employee refers to the function of introducing the new employee to
the job, job location surroundings, organization and various employees.
In order to provide necessary information to the new employees different method
have been adopted, they are as follows:
1] Lecture method
2] Handbook method
3] Film method
4] Other methods
In the process of induction, the information is given to the new employees,
There fore
Employee participation in mgt. Means active association of Employee in total decisionmaking tack of the mgt.
Employee participation in the mgt. Means the involvement of Employee in the mgt.
To make the correct decision-making and to make increase in the production capacity. It
provides the Employee to take morel salary and they full fill their problems faced in the
company.
If there is a correct decision or accurate decision, the mgt. Follows the suggestion
given by the Employee. This helps the Employee to increase their knowledge.
EFFECTIVENESS OF TRAINING AT INFO APPS S
TRAINING:
Training is the process by which the aptitudes, skills and abilities of employees to
perform specific jobs are increased.
According to G.A.Cole, Training is learning activity, which is directed towards
the acquisition of specific knowledge and skills for the purpose of definite job or
occupation or task.
OBJECTIVES OF THE STUDY: 1] To find out the level old employee satisfaction in the co.
2] To identity problem of the Employee which affects their performance
3] To find out the deficiencies in co. policies affecting the employee which inturn affects
the co. profitability.
4] To find out the attitude of the Employee towards management of the co.To
recommended suggestions to the co. So that the employees morale is enhanced and
the employees are motivated.
IMPORTANT OBJECTIVES: 1] To create better understanding between labour and management, which helps in the
increase of the production.
2] To increase the morale and disciplines of the Employee.
If there is good
This helps to
METHODOLOGY
In every research, we have to follow some methodology. The data collection done in
Gem Granites, for the purpose of my study on employee satisfaction by using the following
methods.
SOURCE OF INFORMATION
Primary data is the main source of information for the study. Primary is the fresh
information that involves the researcher to collect the necessary information about the
employees regarding employee satisfaction.
The data collection method followed in the survey method. Survey is the
systematic gathering of data from the respondents. This is widely used because of its extreme
flexibility.
Questionnaire
Personal Interaction
Secondary sources
Research Design:
In research design of this project the study was conducted using survey method. I took all the
100 employees as sample and took their responses using the research instrument as
questionnaire; the questionnaire was personally given to each other.
Data analysis:
Data analysis was made based on questionnaire. Graphs have been used to know the level of
satisfaction of the employees towards welfare measures. This analysis is helpful in
recommending improvements in welfare measures.
Measuring tool:
A tool is an aid with which necessary and relevant information can be fetched systematically
to the subject matter.
The interview method was the tool of data collection. The schedule contains several Question
resulting to different aspects of the problems under analysis. Open and closed - ended
questions were used for the interview.
ANALYSIS AND INTERPRITATIONS
1. Form how many day's you are working in INFO APPS TECHNOLOGIES
Valid
1 Year
2 Year
3 Year
4 Year
Total
Frequency
Percent
3
19
11
17
50
6.0
38.0
22.0
34.0
100.0
Valid Cumulativ
Percent e Percent
6.0
6.0
38.0
44.0
22.0
66.0
34.0
100.0
100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that 6%
are working in 1 Years, 38% are working in 2 Years, 22% are working in 3 Years and 34%
are working in 4 Years. Hence 38% are working in INFO APPS TECHNOLOGIES is
Highest.
Percent
10.0
Valid Cumulati
Percentve Percent
10.0
10.0
28.0
42.0
28.0
42.0
38.0
80.0
20.0
100.0
20.0
100.0
100.0
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
10% are Joined as project Lead, 28% are joined as Team Lead,
Programmer and 20% are joined as Manager. Hence 42% are joined as a worker in INFO
APPS TECHNOLOGIES is highest.
3. According to you whom to give the first preference from the following
Valid
Salary
Working
Codition
Job
Fuction
any Other
Total
Frequency
Percent
Valid Cumulativ
Percent e Percent
10
10
20.0
20.0
20.0
20.0
20.0
40.0
23
46.0
46.0
86.0
7
50
14.0
100.0
14.0
100.0
100.0
According to you whom to give the first preference from the follow
30
20
Frequency
10
0
Salary
Working Codition
Job Fuction
any Other
According to you whom to give the first preference from the following
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
20% are give first preference to the salary, 20% are give first preference to working
condition, 46% are give first preference to job function and 14% are give first preference to
any other. Hence 46% are give first preference to job function in INFO APPS
TECHNOLOGIES is highest
Valid
Frequenc
y
Yes
42
No
8
Total
50
Percent
84.0
16.0
100.0
Valid Cumulati
Percentve Percent
84.0
84.0
16.0
100.0
100.0
40
30
Frequency
20
10
0
Yes
No
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
84% are saying satisfied with job, and 16% are saying dissatisfied. Hence 84% are saying
that satisfied with job in INFO APPS TECHNOLOGIES is highest
Percent
52.0
Valid Cumulati
Percentve Percent
52.0
52.0
32.0
32.0
84.0
10.0
6.0
100.0
10.0
6.0
100.0
94.0
100.0
20
Frequency
10
0
Work Experience
Know ledge
Age
Education
INTERPRITATION:
According to survey in INFO APPS know that out of 50 respondents are says that
52% are saying work experience, 32% are saying knowledge, 10% are age, and 6% are
saying education. Hence 52% are saying work experience in INFO APPS is highest
3. What is the different Security and safety measures provided to the employee to
increase the morale
Valid
Frequency
Percent
health
insurance
Medical
Jog
regularisati
on
others
16
32.0
Total
Valid Cumulativ
Percent e Percent
32.0
32.0
W
h
t2250is
a
h
e
d
ife
rn
tS
e
c
u
rity
a
n
s
a
fty
m
e
a
s
u
rle
s
p
ro
v
id
e
to
h
e
m
p
lo
y
e
to
c
rd
e
h
o
25
5
50.0
10.0
50.0
10.0
82.0
92.0
8.0
8.0
100.0
50
100.0
100.0
F
req
un
cy
1
5
1
0
5
0
h
e
lte
in
s
u
c
M
e
d
ic
lc
a
S
h
o
e
s
H
a
n
d
G
l
o
w
s
W
h
a
tis
h
d
irfene
rn
tS
e
c
u
rity
a
n
d
fre
s
a
ty
m
e
a
s
u
r
e
s
p
r
o
v
i
d
e
t
o
h
e
m
p
y
e
to
h
o
a
l lo
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
32% are saying health insurance, 50% are saying Medical Facilities, 10% are shoes, and 8%
are saying hand glows. Hence 50% are saying Medical in INFO APPS is highest
Valid It is a Big
Unit
No.1
Good
Sale
Work
Image
Total
Frequenc
y
Percent
Valid Cumulati
Percent
ve
Percent
24.0
24.0
12
24.0
5
19
10.0
38.0
10.0
38.0
34.0
72.0
14
28.0
28.0
100.0
50
100.0
100.0
Frequency
10
0
It is a Big Unit
No.1
INTERPRITATION:.
Good Sale
Work Image
According to survey in INFO APPS know that out of 50 respondents are says that
24% are saying it is a big unit, 10% are saying No.1, 38% are saying good sale, and 28% are
saying work image. Hence 38% are saying good sale in INFO APPS is highest
Percent
26.0
Valid Cumulati
Percentve Percent
26.0
26.0
20.0
20.0
46.0
44.0
10.0
100.0
44.0
10.0
100.0
90.0
100.0
20
Frequency
10
0
Water Facility
Ventilation
Safegard
Mask
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
26% are saying water facility, 20% are saying ventilation, 44% are saying safeguard, and
10% are saying Mask. Hence 44% are saying safeguard in INFO APPS is highest
Percent
36.0
Valid Cumulati
Percentve Percent
36.0
36.0
18.0
18.0
54.0
38.0
38.0
92.0
8.0
8.0
100.0
100.0
100.0
Frequency
10
0
Motivation
Work Load
Fulfilment
Over Time
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
36% are saying motivation, 18% are saying work load, 38% are saying Fulfilment, and 8%
are saying Overtime. Hence 38% are saying Fulfillment in INFO APPS is highest
7. Do you which that the management spends some amount on employee training
or development.
Valid
Frequenc
y
Yes
41
No
9
Total
50
Percent
82.0
18.0
100.0
Valid Cumulati
Percentve Percent
82.0
82.0
18.0
100.0
100.0
40
30
Frequency
20
10
0
Yes
No
Do you which that the management spends some amount on employee training
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
82% are saying Yes, and 18% are saying No,. Hence 82% are saying Yes in INFO APPS is
highest
Valid
Frequenc
y
Yes
48
No
2
Total
50
Percent
96.0
4.0
100.0
Valid Cumulati
Percentve Percent
96.0
96.0
4.0
100.0
100.0
50
40
30
Frequency
20
10
0
Yes
No
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
96% are saying Yes means clear communication, and 4% are saying No. means clear
communication, Hence 96% are saying Yes means clear communication, in INFO APPS is
highest
Percent
48.0
Valid Cumulati
Percentve Percent
48.0
48.0
18.0
18.0
66.0
26.0
26.0
92.0
8.0
100.0
8.0
100.0
100.0
20
Frequency
10
0
Motivation
Train
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
48% are saying motivation, 18% are saying Self Recognisation, 26% are saying Cooperation, and 8% are saying train. Hence 48% are saying Motivation in INFO APPS is
highest
Valid
Frequenc
y
Yes
50
Percent
100.0
Valid Cumulati
Percentve Percent
100.0
100.0
50
40
30
Frequency
20
10
0
Yes
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
100% are saying satisfied with appraisal system in INFO APPS
Percent
38.0
16.0
Valid Cumulati
Percentve Percent
38.0
38.0
16.0
54.0
40.0
6.0
100.0
40.0
6.0
100.0
94.0
100.0
20
Frequency
10
0
Vital Role
Not up to mark
Minimum
Nil
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
38% are saying Vital role , 16% are saying Not up to mark, 40% are saying Minimum, and
6% are saying Nil. Hence 40% are saying Minimum role in INFO APPS is highest
Percent
60.0
40.0
100.0
Valid Cumulati
Percentve Percent
60.0
60.0
40.0
100.0
100.0
30
Frequency
20
10
0
Married
Unmarried
INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
60% are married , and 40% are Unmarried.
highest
FINDINGS
are
give
first
preference
to
job
function
in
INFO APPS
TECHNOLOGIES is highest
4. 84% are saying that satisfied with job in INFO APPS TECHNOLOGIES is
highest
5. 52% are saying work experience in INFO APPS is highest
6. 50% are saying Medical in INFO APPS is highest
7. 38% are saying good sale in INFO APPS is highest
8. 44% are saying safeguard in INFO APPS is highest
9. 38% are saying Fulfillment in INFO APPS is highest
10. 82% are saying Yes in INFO APPS is highest
11. 96% are saying Yes means clear communication, in INFO APPS is highest
12. 48% are saying Motivation in INFO APPS is highest
13. 100% are saying satisfied with appraisal system in INFO APPS
14. 40% are saying Minimum role in INFO APPS is highest
15. 60% are Married in INFO APPS is highest
BIBLIOGRAPHY
Websites
http://www.google.com
ANNEXURE
QUESTIONNAIRE
Name: Post or Designation: Date of joining
Present working section
Working hours in a day
1. From how many days your are working in INFO APPS
a) 1 Year
c) 3 Years
2.
b) 2 Years
d) 4 Years
3.
b) Supervisor
d) Manager
According to you whom to give the first preference from the following
a) salary
b) working condition
c) Job function
d) Any other
b) Knowledge
c) Age
d) Education
6. What is the different security & safety majors provided to the employee to increase the
Morale.
a) Health Insurance
b) Helmet
c) Shoes
d) Hand glows
b) No.1
c) Good Sale
d) work image
b) Ventilation
c) Safeguard
d) Mask
b) work load
c) Fulfillment
d)over time
10. Do you which that the management spends some amount on employee training or
development.
a)yes
b)no
b)no
b) Self Recognisation
c) Co-operation
d) Train
b) No
b) Not up to mark
c) Minimum
d) Nil