PROJ ECT REPORT

ON

EMPLOYEE SATISFACTION INDEX 2017 OF SJVN LTD

SUBMITTED IN PARTIAL FULFILMENT OF REQUIREMENTS

FOR THE DEGREE OF

MASTERS OF BUSINESS ADMINISTERATION

SUBMITTED TO: SUBMITTED BY:

NITIKA DANG
 DECLARATION

I , Nitika Dang student of MBA iv semester in deptt. Of management

studies Shimla , hereby declare that the project report entitled employee
satisfaction index 2017 of SJVN is my own work and the matter
enclosed has not been submitted for the award of any other degree or
diploma in the university or anywhere and is conducted under the
supervision of Mrs. Aditi Sen SJVN ltd. Shimla . I hereby declare that all
the data and information which this project contains is true as per my
knowledge. During preparation of the project i was honest about the rules
and regulations of SJVN ltd. And i think no data of my project harms any
reader directly or indirectly.

Date : 10-2-2017 Nitika Dang

Place : Shimla

M.B.A ,IVthsemester
 ACKNOWLEDGEMENT

I am grateful to Mr. SL Kaushal, Professor , H.P.University, Shimla ,

Deptt. Of M.B.A for his guidance, help and support during the
compilation of the project .
I also wish to thank to Mrs. Aditi Sen for giving me the permission for
carrying out the project and guiding me at SJVN Ltd. Shimla.
I also wish to express our gratitude to all the faculty members for their
invaluable inputs.
Last but not the least I would like to thank SJVN employees for the
cooperation in the completion of project report.

NITIKADANG

M.B.A , IV Semester
 EXECUTIVE SUMMARY

SJVN Ltd. has emerged as truly national power generating company,

with power projects n all the major regions; off the country. SJVN Ltd
is committed to the environment, generating power at minimal
environment cost and presenting the ecology in the vicinity of the
plants. It has 2 power generating plants and I wing power project
which contribute to power supply in India.

People generally come to work to do a good job. What stands in

their way? There are a variety of issues. An organization owes it self
the ability to get as much from the minds of its people as it possibly
can. Developing an employee and providing a path that leads to
higher performance and individual development is often the
difference between organizational success or failure. Doing that in a
ways that is in alignment with the organization goals is How this
can be accomplished.

In todays fast changing world employee satisfaction and how to

enhanced the performance of employees is one of the one of the
most important issue faced by the human resource development in
analyzing and evaluating its employees as well as to retain them. It
also gives the employees a chance to look back on what they have
been doing.

ORGANIZATION PROFILE - SJVN LTD.

SJVN A MINI RATNA & Schedule A CPSU under the ministry of

Power, Govt. Of India is a joint venture between the Govt. Of India &
Govt. Of Himachal Pradesh. Incorporated in the year 1988, the
company is emerging as a power player in the country. The present
authorize capital of SJVN is 7000 crore.

Beginning with single project and single state operations (i.e.

NATHPA JHAKRI which is Indias largest hydroelectric power plant in
Himachal Pradesh, Uttrakhand and Manipur besides neighboring
countries viz. Nepal and Bhutan. Recently it has taken up survey &
investigation of four hydroelectric projects in Arunachal Pradesh.

For its meritorious performance during the year 2010-11, the

companys 1500 MW Nathpa Jhakri power station was awarded
GOLD SHIELD by the MW. The capacity addition under various
stages of implementation by the corporation is 5241 MW (412 MW-
under construction, and 4829 MW under various stages of
clearance.

SJVN is committed to generating reliable and echo-friendly lower by

State of Art Technology, excellence in engineering and cont8inual
improvement is ;quality management.SJVN, as an IT savvy
cooperation has established and is following sound business,
financial and regularity policies. SJVN believes that employees are it
most valuable assets and has evolved growth oriented Human
Resource Development Strategy.

SJVN-A MINI RATNA COMPANY

SJVN was conferred with the prestigious MINI RATNA: Category. I

status by the Govt. of India in the year 2008 withing only four of
coming into commercial operations.

SJVN-SCHEDULE A COMPANY

Meeting the criteria laid down by the Department of Public

Enterprise and qualifying the qualitative and quantitative permanent
viz. Investment, capital employed, net sales, profits, employees, and
also factors of national importance, complexities of problem faced,
level of technology adopted, prospects for expansion and
diversification competitiveness etc. SJVN was upgraded as schedule
A PSU in 2008.

1500 MW Nathpa jhakri Hydro Power Station (NJHPS)

SJVN is presently operating the countrys largest 1500 MW

Nathpa Jhakri Hydro Power Station (NJPHS) IN Himachal Pradesh
which has been recognized as engineering marvel commissioned in
the year 2003-04 ,the power is since supplying valuable power to
the 9 northern grid states including U.T. Of Chandigarh.It is endowed
not only with the state-of-the-art-technology and know-how to tackle
the Himalayan Geology but has also developed the requisite know-
how and capability to conceptualize ,optimize ,and develop the
power potential of hydro power development schemes of all sizes.

MW RAMPUR HYDRO POWER STATION(RHPS)

The Rampur project with a generation with a generation

potential of 412 MW has been built on river Satluj, situated in Shimla
and Kullu districts of HP in Northern India .The project is designed
and operated as cascade tandem operating plant tot Nathpa Jhakri
Power plant project. Project is designed to generate 1878 million
units of electricity per year. Major works of the project began in
February 2007 . After completion of HRT , valve house , power
house , PRT and other associated works , water filling of the water
conductor was successfully completed in march , 2014 without any
leakage . The commissioning of first three units of project i.e. Unit
number 1 ,2 & 5 was achieved in FY 2013-14 with commercial
operation beginning on 13, April, 2014 and the remaining 3 units
that is unit no. 4 3 &6 were commissioned in FY 2014-15 and are
under commercial operation since 18 , June, 2014 ,8 August, 14 and
16 Dec 14 . Power generated from Rampur , HPS is distributed to
northern region states ie. Himachal Pradesh , Haryana , J&K ,
Punjab , Rajasthan , U.P , Uttrakhand , as per their percentage
allocation by ministry of power.
MW KHRIVIRE WIND POWER (KWP)
Company has setup a 47.6 MW capacity wind power Project at
Kombhalne villages of Ahmednagar district of states of
Maharashtra . The project comprises 56 nos Wind energy Generators
(WEG) each of capacity 0.85 MW . The project started generation
w.e.f 20.1.14 with commissioning of first lot of 25 WEGS and
attained full generation capacity by commissioning the last 56 WEG
on 28.5.14
THERMAL ENERGY:

SJVN is also venturing into the field of thermal power generation of

1320 MW super critical plant in Bihar and MOU signed with govt. Of
Bihar during Jan 2013. To meet with the requirement of coal , a coal
block is allotted by GOI in West Bengal .
INTRODUCTION
Employee satisfaction has been defined as a function of perceived
performance and expectations. It is a persons feeling of pleasure or
disappointment resulting from comparing a products outcome to
his/her expectations.
If the performance falls short of expectations, the employee is
dissatisfied and if it matches the expectations, the employee is
satisfied. A high satisfaction implies improvement in efficiency and
performance doing work or service. The process is however, more
complicated then it appears. It is more important for any
organization to offer high satisfaction, as it reflects high loyalty and
it will not lead to switching over once a better offer comes in.

AIM OF STUDY:

To carry out the study of the employee satisfaction at company and

assess the employee satisfaction level in present competitive
environment of Industry to help knowing and reading of the minds
of the current generation professionals regarding their Company
Culture, Compensation, Work atmosphere, Management support,
Job satisfaction, performance appraisal and Career growth
opportunities.

OBJECTIVES OF STUDY:

i. To Measure the satisfaction levels of employees on various

factors and give suggestions for improving the same.

ii. To study the relationship between the personal factors of the

employee (Gender, Designation, Qualification, Age, and Years of
Service in a company) with satisfaction level.
iii. To derive and analyze the current satisfaction level of the
employees in the company

iv. To study the various factors which influencing employee

satisfaction

What is Employee Satisfaction?

EMPLOYEE SATISFACTION
Employee satisfaction, also known as job satisfaction, is the extent
to which an individual is happy with their job and the role it plays in
their life.
The extent to which employers prioritize employee satisfaction
depends on the employer and the industry the Hawthorne studies
and the work of George Elton Mayo in the 1930s put the link
between employer satisfaction and productivity on the radar.
Satisfaction researchers tend to differentiate between
effective satisfaction and cognitive job satisfaction effective
satisfaction is the sum total of pleasurable emotions and feelings
associated with the job and its place in the individuals life, whereas
cognitive satisfaction refers to rational satisfaction over particular
facets of the job e.g. pay and day-to-day responsibilities.
There are a wide variety of theories surrounding employee
satisfaction. Dis positional theory, for example, argues that
individuals are predisposed to a certain level of job satisfaction
regardless of the job or industry. Range of Affect Theory, put forward
by Edwin A. Locke in the 1970s, is a theory based on expectations
satisfaction depends on the gap between what an employee expects
from a job and what they actually get.
 EMPLOYEE SATISFACTION

2.1 CONCEPT
Employee satisfaction is the terminology used to describe whether
employees are happy and contented and fulfilling their desires and
needs at work. Many measures meaning that employee satisfaction
is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.
As per Vroom Employee Satisfaction is a positive orientation of an
individual towards a work role which he is presently occupying
Employee satisfaction is a measure of how happy workers are with
their job and working environment. Keeping morale high among
workers can be of tremendous benefit to any company, as happy
workers will be more likely to produce more, take fewer days off,
and stay loyal to the company. There are many factors in improving
or maintaining high employee satisfaction, which wise employers
would do well to implement.
Employee satisfaction, while generally a positive in organization,
can also be a bad luck if mediocre employees stay because they are
satisfied with your work environment.
Many experts believe that one of the best ways to maintain
employee satisfaction is to make workers feel like part of a family or
team. Holding office events, such as parties or group outings, can
help build close bonds among workers. Many companies also
participate in team-building retreats that are designed to strengthen
the working relationship of the employees in a non-work related
setting. Camping trips, paintball wars and guided backpacking trips
are versions of this type of team-building strategy, with which many
employers have found success.
Of course, few workers will not experience a boost in morale after
receiving more money. Raises and bonuses can seriously affect
employee satisfaction, and should be given when possible. Yet
money cannot solve all morale issues, and if a company with
widespread problems for workers cannot improve their overall
environment, a bonus may be quickly forgotten as the daily stress
of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale.
Make certain they have a comfortable, clean break room with basic
necessities such as running water. Keep facilities such as bathrooms
clean and stocked with supplies. While an air of professionalism is
necessary for most businesses, allowing workers to keep family
photos or small trinkets on their desk can make them feel more
comfortable and nested at their workstation. Basic considerations
like these can improve employee satisfaction, as workers will feel
well cared for by their employers.
The backbone of employee satisfaction is respect for workers and
the job they perform. In every interaction with management,
employees should be treated with courtesy and interest. An easy
avenue for employees to discuss problems with upper management
should be maintained and carefully monitored. Even if management
cannot meet all the demands of employees, showing workers that
they are being heard and putting honest dedication into
compromising will often help to improve morale.
Satisfaction = f(what employee expects, what she gets, time, back
ground of the employee- social, economic, cultural)
Satisfaction being a continuous process starts from the day 1 and
gets reinforced with time depending on the importance of the
various factors considered to be important for the individual
employee. Loyalty towards the organization starts to develop when
the employee continues to get the positive reinforcements on
various important aspects for the duration of the employment.
Core Values as a Foundation of Employee Satisfaction:
These are the values that have enabled employees to build the
leading company in industry; these are the values that will fuel
employees worldwide growth in the coming years; and these are
the values that will drive employees career:
Professionalism Demonstrating professional methods,
character and standards. Treating prospects, clients and co-workers
generously and charitably at all times, but especially in the face of
adversity.
Enthusiasm Showing excitement, optimism and passion for
your work.
Resourcefulness Acting effectively and imaginatively to
produce great results from scarce resources.
Self-directedness Working independently and autonomously to
achieve the goals set by management.
Ethics Acting in accordance with the accepted principles of
right and wrong that govern the conduct of our profession.
Unselfishness Putting others before yourself, giving your time
and effort for prospects, clients and co-workers. Showing
cooperative effort as the member of a group to achieve a common
goal.
Strategic-mindedness Suggesting and implementing long-term
improvements springing from a sequence of short-term tasks.
2.2 WHY TO STUDY ABOUT EMPLOYEE SATISFACTION?
The study of "employee satisfaction" helps the company to maintain
standards & increase productivity by motivating the employees. This
study tells us how much the employees are capable & their interest
at wok place? What are the things still to be satisfy to the
employees. Although "human resources" are the most important
resources for any organization, so to study on employees
satisfaction helps to know the working conditions & what are the
things that affect them not to work properly? Always majority of
done by the machines/equipments but without any manual
moments nothing can be done. So to study on employee
satisfaction is necessary
The Hows and Whys of Employee Satisfaction Mapping:
An organization is all about customer satisfaction. Companies
understand this and focus all their energy on their service or
customer experience. However, many companies do this at the cost
of employee experience. What does this mean? Is customer
satisfaction not the priority?
It is! But it is important not to lose sight of people who deliver the
end product or service to the customers the employees. These are
the people that need a proper support system. Employee
satisfaction is paramount as this is what will determine the success
or failure of a company. When employees are satisfied and happy
about working in an organization, the customer is the first person to
notice that.
With employees getting thin-skinned every day, it depends
completely on the employer to ensure they do not have their top
talent drained away by the new competitor on the block. In the
current scenario, the decision of hopping by the employee is
triggered by the minutes of issues, such as being ticked off in a not
too friendly tone or even an uneasy office environment.
It becomes important to be aware and understand the signals that
are given out by the employees. The management will do well to
catch them before it is too late and the employee makes the
decision to quit. This understanding gives the employers an edge
and gives them the time to take corrective measures if necessary, in
order to prevent talent loss. It could be that the employee is not
happy with the environment or is suffering from a relationship issue
with a colleague or a superior. These issues need to be handled
before they get out of hand.
How do employers understand their employees? How do they know
what employees want? How do they map their satisfaction levels?
There are several ways of mapping employee satisfaction.
Surveys: This is a traditional method that involves employees
participation. Employers create surveys that have questions on the
different parameters related to the organization. They put forth
questions in such a way that every aspect of an organization is
touched and the feedback is returned in the form of an opinion
given by each employee. This helps employers understand how
employees think and their satisfaction levels, and paves the path for
problem solving. These surveys can actually identify problem areas
and help come up with solutions to solve the problems. They reveal
the employee attitude on the whole.
One-on-One Interviews: A non-conventional tool, this involves
discussions with every employee on a one-to-one basis every few
months. Their thoughts are recorded and trouble parameters
identified and taken care of.
Exit Interviews: This comes into action after an employee submits
his resignation papers. The problem with exit interviews is that
most employees, once they decide to leave, are not forthright. In an
attempt to keep good relations with the employer, they usually do
not tell-all as they ought to. Many of them in fact give personal
reasons for leaving and make the employer feel that all is well on
the work front.
Employers who fail at HR and see high attrition rate are those that
consider monetary compensation as highly important. In spite of
the fact that employees work for money, emotional rewards go a
long way at keeping the employer-employee relation strong and
have a larger impact on employee satisfaction. Tracing and
improving this satisfaction level has to be top priority for the HR
department of an organization.
Employee satisfaction mapping can be the key to a better motivated
and loyal workforce that leads to better organizational output in the
form of better products and services and results in overall
improvement of an organization.
If a person is not satisfied by the job he is doing, he may switch
over to some other more suitable job. In todays environment it
becomes very important for organizations to retain their employees.
The reason may be personal or professional. These reasons should
be understood by the employer and should be taken care of. The
organizations are becoming aware of these reasons and adopting
many strategies for employee retention.
The basic needs other than routine tasks are to be taken care of on
priority before it becomes late by HR department.
Importance of Employee satisfaction survey

Many companies use employee satisfaction survey to determine how

employees feel about their company's leadership, general work
environment, training, and co-workers. It is basically designed to analyze
the satisfaction level of employees within their work environment. The
survey offers a ranking system to employees to specify how firmly they
agree or disagree with the answer they give during the survey. It is used
especially when an organization reviews the opinions of the employees.
The Employee satisfaction survey can help in

Analyzing issues and overall environment of an organization

Anticipating potential problems

Evaluating management and teamwork related issues

Measuring the effects of change in organizational set-up

Employees Satisfaction Index is a very effective tool that measures and

maintains a positive culture within the organization. The satisfaction of
employees is directly associated with the efficiency of an organization
and that is why it is important for them to ensure if their employees are
happy with their work or not. Well-conducted surveys play a major role in
the development of any organization or business. Employee surveys offer
a deep understanding on how an organization can maintain, attract, and
develop skilled employees. It gives the employees an opportunity for
both, personal and professional development that contributes to the
performance of a business or an organization. These are the most
effective Human Resource surveys that make employees feel that they are
being listened and their queries have been noticed by the higher
authorities. Conducting Employee satisfaction surveys is one of the best
ways to gather information about the satisfaction level of employees and
workers. Having a positive satisfaction percentage among the employees
will certainly reflect positively on the organization. As contented and
satisfied employees offer excellent service and become a major part of
company's success.
IMPORTANCE OF EMPLOYEES SATISFACTION
SURVEY
There are many advantages for getting feedback from employees.
However its done, feedback is necessary for guiding a small
business toward its goals.

Research shows that satisfied, motivated employees will create

higher customer satisfaction and in turn positively influence
organizational performance.

Regular pulse checks of employee satisfaction and engagement

are critical.

If you make employees feel as if their opinions matter, you will aid
in boosting their productivity. When employees get to safely share
their appraisals, they feel valued. Contributing to your workplace
gives an employee a sense of ownership and responsibility.

Similarly, employee surveys help employers measure and

understand their employees attitude, feedback, motivation, and
satisfaction. And youll discover if the companys objectives are
clearly represented by managers.Managers who contribute or cause
actively disengaged employees are said to cost the US an estimated
$450-550billion per year.

Employee feedback and ideas are an invaluable resource to help

you understand the current dynamics of the workplace and also
identify training requirements or learning activities.

Here are 4 tips to a successful employee survey:

1 Keep it confidential!!
2. Dont ask questions if you are not prepared to address the
responses.
3. Give feedback to the employees
 DETERMINANTS OF EMPLOYEE SATISFACTION
Employee satisfaction is a multi-variable and indescribable concept.
There are number of factors that influence employee satisfaction.
These factors can be classified into two categories.
A) Organizational Variables:
The organizational determinants of employee satisfaction play a
very important role. The employees spend major part of their time
in organization so there are number of organizational factors that
determine employee satisfaction of the employees. The employee
satisfaction in the organizations can be increased by organizing and
managing the organizational factors.
1) Overall Individual satisfaction: Employees be should satisfy with
the organization as a great place to work.
2) Compensation and Benefits: This is the most important variable
for employee satisfaction. Compensation can be described as the
amount of reward that a worker expects from the job. Employees
should be provided with competitive salary packages and they
should be satisfied with it when comparing their pay packets with
those of the outsiders who are working in the same industry. A
feeling of employee satisfaction is felt by attaining fair and equitable
rewards.
3) Nature of Work: The nature of work has significant impact on the
employee satisfaction. Employee satisfaction is highly influenced by
the nature of work. Employees are satisfied with job that involves
intelligence, skills, abilities, challenges and scope for greater
freedom. Job dissatisfaction arises with a feeling of boredom, poor
variety of tasks, frustrations and failures.
4) Work Environment and Conditions: Employees are highly
motivated with good working conditions as they provide a feeling of
safety, comfort and motivation. On contrary, poor working
conditions brings out a fear of bad health in employees. Employees
spend 6 to 8 hours at their workplace every day which makes a
workplace their second home. It is up to the employers to see and
make sure that the office is fully facilitated and is in good working
order. It must be well lit and well ventilated with the right amount of
lights, fans, air-conditioning. Cleanliness is of utmost importance as
there are a huge number of workers working at a job place. The
offices, cubicles, rest area, washrooms, kitchen & serving area must
be neat and clean. The more comfortable the working environment
is more productive will be the employees.
5) Job Content: Factors like recognition, responsibility,
advancement, achievement etc can be referred to as job content. A
job that involves variety of tasks and less monotonous results
delivers greater employee satisfaction. A job that involves poor
content produces job dissatisfaction.
6) Job Satisfaction: Job satisfaction is the favorableness or un-
favorableness with which employees view their work. As with
motivation, it is affected by the environment. Job satisfaction is
impacted by job design. Jobs that are rich in positive behavioral
elements such as autonomy, task identity, task significance and
feedback contribute to employees satisfaction. Likewise, orientation
is important because the employees acceptance by the work group
contributes to satisfaction. Each element of the environmental
system, can attract or detract from job satisfaction.
7) Organizational Level: The jobs that are at higher levels are
viewed as prestigious, esteemed and opportunity for self-control.
The employees that are working at higher level jobs express greater
employee satisfaction than the ones working at lower level jobs.

8) Opportunities for Promotion: Promotion can be reciprocated as a

significant achievement in the life. It promises and delivers more
pay, responsibility, authority, independence and status. So, the
opportunities for promotion determine the degree of satisfaction to
the employees.

9) Work Group: There is a natural desire of human beings to

interact with others and so existence of groups in organizations is a
common observable fact. This characteristic results in formation of
work groups at the work place. Isolated workers dislike their jobs.
The work groups make use of a remarkable influence on the
satisfaction of employees. The satisfaction of an individual is
dependent on largely on the relationship with the group members,
group dynamics, group cohesiveness and his own need for
affiliation.
10) Leadership Styles: The satisfaction level on the job can be
determined by the leadership styles. Employee satisfaction is
greatly enhanced by democratic style of leadership. It is because
democratic leaders promote friendship, respect and warmth
relationships among the employees. On contrary, employees
working under authoritarian and dictatorial leaders express low level
of employee satisfaction.

11) Communication Methods: When administrative policies and all

important announcements are communicated to the employees, it
boosts their morale. The methods chosen for communication also
play an integral role. Some of the methods that could be used are
intranet, monthly newsletters, weekly meetings etc...
12) Safety measures: An employer must make sure that he
provides a safe environment to his/her employee. The security
measures outside office include security guards and parking facility.
While inside the office, there must be introduced a safe
environment for male and female employees to work so that if an
employee has to work late hours she/he should feel safe and
comfortable working in his/her office. There must be no
discrimination or harassment practiced and the employee should be
given equal opportunity to grow as an individual despite being male
or female.
B) Personal Variables:
The personal determinants also help a lot in maintaining the
motivation and personal factors of the employees to work effectively
and efficiently. Employee satisfaction can be related to psychological
factors and so numbers of personal factors determine the employee
satisfaction of the employees.
1) Personality: The personality of an individual can be determined
by observing his individual psychological conditions. The factors that
determine the satisfaction of individuals and his psychological
conditions is perception, attitudes and learning.
2) Age: Age can be described as a noteworthy determinant of
employee satisfaction. It is because younger age employees
possessing higher energy levels are likely to be having more
employee satisfaction. In older age, the aspiration levels in
employees increase. They feel completely dissatisfied in a state
where they are unable to find their aspiration fulfilled.

3) Education: Education plays a significant determinant of employee

satisfaction as it provides an opportunity for developing ones
personality. Education develops and improvises individual wisdom
and evaluation process. The highly educated employees can
understand the situation and asses it positively as they possess
persistence, rationality and thinking power.
4) Gender Differences: The gender and race of the employees plays
important determinants of Employee satisfaction. Women, the fairer
sex, are more likely to be satisfied than their male counterpart even
if they are employed in small jobs. The employee satisfaction can
also be determined by other factors like learning, skill autonomy,
job characteristics, unbiased attitude of management, social status
etc. It is important for managers to consider all these factors in
assessing the satisfaction of the employees and increasing their
level of employee satisfaction.
2.5 HOW EMPLOYEES CAN EXPRESS THEIR
DISSATISFACTION?
Top Triggers of Employee Dissatisfaction:
Ambiguity in role and responsibilities
Responsibility without accountability. If one has responsibility
but no power to take decisions or accountability one gets de-
motivated as one cannot show results or move things forward.
Sometimes employees set too high unrealistic standards/
expectations for themselves and that too sometimes lead to against
within them. In this case if they do not have a good mentor, it may
lead to a lot of stress and pressure as inability to achieve unrealistic
goals may be due to circumstances beyond their control.
Lack of professionalism, lack of systems and processes also
leads to employee angst.
Biased approach/favoritisms/discrimination at work
Lack of challenge in the work/lack of opportunities to move up
the career ladder
The employees sent out some signals to express their discontent
and the organization should not take it lightly.
1) Excessive absenteeism: When a regular employee suddenly
begins to take leave or is late to work, it could indicate either his
personal problems or job dissatisfaction.
2) Lack of interest: When an employee who stays at work until his
job is done, now begins to leave at sharp 5 pm no matter his job is
done or not.
3) Lack of quality and quantity in work: When an employee is
dissatisfied in his job then automatically his mental state is reflected
in his quality of his work.
4) Complaints by employee: Many complaints are put forward by
the employee regarding salary, benefits, working hours, working
conditions etc.
5) Off the job work: Misusing the company facility for his personal
use during working hours.
6) Misbehavior: An employee may express anger, frequent
argument with association and team member, which come out due
to frustration.
Effects of Dissatisfaction:
Recognizing the dissatisfaction is only half the battle. The company
should consider the reason for the burnout and should try to solve
those problems because it will affect other employees also.
Otherwise it will affect the company in many ways like
* Low productivity
* High employee turnover cost
* Poor employee morale
BACKGROUND OF THE STUDY
SJVN has immense face in the capabilities of its human resources and its
committed to fostering the culture of openness , honesty and integrity .
HRM function has undergone a significant change in recent years . SJVN
attaches tremendous importance to the management and development of
its people . Their is increasing recognition that the individual in an
organization is a key resource and should not be simply looked upon as a
cost. SJVN has now moved to a strategic HRM system, which looks at an
individual as a vital resource to be valued , motivated, developed and
enabled to achieve the vision , mission and objectives of the corporation.

SJVNs efforts towards its employees and society at large have been
duly recognized and it has been conferred with many awards like Most
Caring Company Award Vishwakarma Award for CSR ,Vishwakarma
Award for Health,Safety and Environment,Gold Shield for meritorious
performance by Ministry of Power ,Subir Raha CSR Award 2012 in
addition to individual awards like IPE HR Leadership Award ,Indian
Human Capital Award etc.Organizations do not exist in vacuum .We
understand that it sis only through effective people management that
success is achieved .If managed properly ,people will maximize
performance and ultimately give an impetus to the organization long term
success.
EMPLOYEE SATISFACTION SYSTEM
At SJVN, we believe that human resource Management(HRM) is the
strategic management of the employees ,who individually and
collectively contribute to the achievement of the strategic objectives of
the organization .A company should first become aware of the needs of
its employees ,and at a later stage ,understand and evaluate these needs in
order to make its employees perceive their job as a part of their personal
life and not as a routine obligation .SJVN has understood the capabilities
of its human resources and in order to foster a culture of openness
,honesty and integrity have put in place systems, processes and policies
so as to ensure strategic partnership of HR with organisation vision . One
of such policies introduced by SJVN was Employee Satisfaction
System .which acts as a tool to create an objective based performance
driven culture wherein the performance is encouraged.

Why is Employee engagement so important?

An organizations capacity to manage employee engagement is
closely related to its ability to achieve high performance levels and
superior business results. Engaged employees will stay with the
company, be an advocate of the company and its products and
services, and contribute to bottom line business success. Engaged
employees also normally perform better and are more motivated.
There is a significant link between employee engagement and
profitability. Employee engagement is critical to any organization
that seeks not only to retain valued employees, but also increase
its level of performance.
 Factors Influencing Job Satisfaction:

There are a number of factors that influence job satisfaction. A number of

research studies have been conducted in order to establish some of the
causes that result in job satisfaction.

These factors can be explained with the help of the chart:

These factors can be discussed in detail as follows:

A. Organisational Factors:

Some of the organisational factors which affect job satisfaction are:

1. Salaries and Wages:

Wages and salaries play a significant role in influencing job satisfaction.

This is basically because of a few basic reasons. Firstly, money is an
important instrument in fulfilling ones needs. Money also satisfies the
first level needs of Maslows model of satisfaction. Secondly, employees
often see money as a reflection of the managements concern for them.
Thirdly, it is considered a symbol of achievement since higher pay
reflects higher degree of contribution towards organizational
operations.
Non monetary benefits are also important, but they are not as
influential. One reason for that is that most of the employees do not
even know how much they are receiving in benefits. Moreover, a few
tend to under value there benefits because they do not realize their
monetary value. The employees, generally, want a pay system which is
simple, fair and in line with their expectations.

2. Promotion Chances:

Promotional chances considerably affect the job satisfaction

because of the following reasons:

Firstly, Promotion indicates on employees worth to the organization

which is highly morale boosting. This is particularly true in case of high
level jobs. .

Secondly, Employee takes promotion as the ultimate achievement in his

career and when it is realized, he feels extremely satisfied.

Thirdly, Promotion involves positive changes e.g. higher salary, less

supervision, more freedom, more challenging work assignments,
increased responsibilities, status and like.

3. Company Policies:

Organizational structural and policies also play on important role in

affecting the job satisfaction of employees. An autocratic and highly
authoritative structure causes resentment among the employees as
compared to a structure which is more open and democratic in nature.

Organizational policies also govern the human behavior in the

organizations. These policies can generate positive or negative feelings
towards the organization. Liberal and fair policies usually result in
more job satisfactions. Strict policies will create dissatisfaction among
the employees because they feel that they are not being treated fairly
and may feel constrained.

Thus, a democratic organizational structure with fair and liberal

policies is associated with high job satisfaction.

B. Work Environmental Factors:

The work environmental factors include the following important

factors:

1. Supervision:

Supervision is a moderately important source of job satisfaction. There

are two dimensions of supervisory styles which affect the job
satisfaction:

First is Employee Centeredness:

Whenever the supervisor is friendly and supportive of the workers

there is job satisfaction. In this style, the supervisor takes personal
interest in employees welfare.

Second is Participation:

The superiors who allow their subordinates to participate in decisions

that affect their own jobs, help in creating an environment which is
highly conducive to job satisfaction. Thus, the supervisors who establish
a supportive personal relationship with subordinates and take personal
interest in them, contribute to the employees satisfaction.

2. Work Group:

The nature of the work group or team will have effect on job
satisfaction in the following ways:

(i) A friendly, and co-operative group provides opportunities to the

group members to interact with each other. It serves as a source of
support, comfort, advice and assistance to the individual group
members. If on the other hand, the people are difficult to get along with,
the work group will have a negative impact on job satisfaction.

(ii) The work group will be even a stronger source of satisfaction when
members have similar attitudes and values. In such a group, there will
less friction on day to day basis.

(iii) Smaller groups provide greater opportunity for building mutual

trust and understanding as compared to larger groups.

Thus, the group size and quality of interpersonal relations within the
group play a significant role in workers satisfaction.

3. Working Conditions:

Good working conditions are desirable by the employees, as they lead to

more physical comfort. People desire that there should be a clean and
healthy working environment. Temperature, humidity, ventilation,
lighting and noise, hours of work, cleanliness of the work place and
adequate tools and equipment are the features which affect job
satisfaction. While the desirable working conditions are taken for
granted and may not contribute heavily towards job satisfaction. Poor
working conditions do become a source of job dissatisfaction.

Simply because they lead to physical discomfort and physical danger.

Moreover, all the employees are not satisfied or dissatisfied by favorable
or unfavorable work environment as shown in the figure given below.

As shown in the figure, all the four employees are dissatisfied when the
working conditions are unfavourable . However, as the working
conditions start becoming favourable , the job satisfaction of employee
A and B increases sharply while employees C and D have only minor
increase in satisfaction.
C. Work Itself:

The content of the work itself plays a major role in determining the level
of job satisfaction.

Some of the aspects of the work which affect job satisfaction are:

(i) Job Scope:

It provides the amount of responsibility, work pace and feedback. The

higher the level of these factors, higher the job scope and higher the
level of satisfaction.

(ii) Variety:

A moderate amount of variety is very effective. Excessive variety

produces confusion and stress and a too little variety causes monotony
and fatigue which are dis-satisfies.

(iii) Lack of Autonomy and Freedom:

Lack of autonomy and freedom over work methods and work pace can
create helplessness and dissatisfaction. Employees do not like it when
their every step and every action is determined by their supervisor.

(iv) Role Ambiguity and Role Conflict:

Role ambiguity and role conflict also lead to confusion and job
dissatisfaction because employees do not know exactly what their task is
and what is expected of them.

(v) Interesting Work:

A work which is very interesting and challenging and provides status

will be providing satisfaction to the employees as compared to work
which is boring and monotonous.

D. Personal Factors:

Personal attributes of the individuals also play a very important role as

to whether they are satisfied at the job or not. Pessimists and people
with negative attitudes will complain about everything including the
job. They will always find something wrong in every job to complain
about.

Some of the important personal factors are:

1. Age and Seniority:

With age, people become more mature and realistic and less idealistic so
that they are willing to accept available resources and rewards and be
satisfied about the situation. With the passage of time, people move into
more challenging and responsible positions. People who do not move up
at all with time are more likely to be dissatisfied with their jobs.

2. Tenure:

Employees will longer tenure are expected to be highly satisfied with

their jobs. Tenure assures job security, which is highly satisfactory to
employees. They can easily plan for their future without any fear of
losing their jobs.

3. Personality:

Some of the personality traits which are directly related to job

satisfaction are self assurance, self esteem, and maturity, and
decisiveness, sense of autonomy, challenge and responsibility. Higher
the person is on Maslows needs hierarchy, the higher is the job
satisfaction. This type of satisfaction comes from within the person and
is a function of his personality. Accordingly, in addition to providing a
healthy work environment, management must ensure that the employee
is happy with himself and has a positive outlook on life
 SWOT ANALYSIS OF SJVN Ltd.

To be a leader in Power Sector ,SJVN need to secure and execute

projects not only in Hydro but also other renewable and non-
renewable sources of energy.To establish the capabilities if SJVNs
ability to reach to the heights ,an exercise if SWOT analysis was
carried out internally.

STRENGTHS:

SJVN has following strengths:

SJVN has gained wide experience and expertise in development of

large hydro power projects.

SJVN has in house capability for complete design of hydro power

projects ,large value contract award,its management and project
management.

SJVN has a competent and committed workforce .SJVN fully

recognize that the contribution of its employees is integral to the
achievement of SJVNs ambitious plans.

SJVN has stable revenue stream through long term power purchase
agreements with state electricity boards and distribution licensees.

WEAKNESS:

The preference of State Governments to allot power projects to

private players is the main weakness .

Stringent norms and cumbersome procedures for getting

environment clearance ,forest clearance and clearance from
National Board for Wildlife delays the commencement of
construction of projects .

Increase in cost of land after introduction of new Land Acquisition

Act are making hydro power projects more cost intensive and thus
higher tariff.

OPPORTUNITIES:

\India has an estimated hydro potential of about 150000MW out of

which only about 42783.42MW has been commissioned so far.

SJVN is diversifying into alternate energy sources such as Wind and

Solar Energy and Power Transmission. SJVN is constantly striving to
expand its base both in National and International arena.

THREATS:

The possible project delays on account of unpredictable rock

conditions ,floods etc are the identified threats.

Most of the hydro power projects are located in the remote locations
and are prone to natural calamities such as cloud burst ,land slide
etc .These calamities also contribute to delays .

RISKS AND CONCERNS:

Hydro Power Projects are capital intensive and have long gestation
period. The rising cost of Hydro Projects on account of land
compensation and delays leads to higher power tariff and has
resulted into shift of emphasis from Hydro to cheaper alternate
energy sources .Water being a state subject ,State Governments are
demanding most free power and other incentives ,resulting in higher
tariff.
 BIBLIOGRAPHY

WEBSITES SURFED:

1.www.yahooanswers.com

2.www.wikipedia.com

3.www.sjvn.com

Arun monappa and Mirza s : personnel managemant

.Graw Hill publishng co., New delhi 1991

Rudrabasavaraj : Dynamic Personnel Management., H.R. Himalya Publishing House,

Jucious J Michael : Personnel Mgt. D.B. Taraporevala Sons & company...