www.whitesharksdesigns.

com

13
 WS Technocrats
WS Technocrats highlights the developments services provided by White Shaarks, which covers

 WAP

 Backend Integration

 Social Media Solutions

 Quality Assurance

This highlights the developing skills of the programming team of White Shaarks.

14
www.wstechnocrats.com

15
White Shaarks Offers
16
As a promoter of White Shaarks (Mohali), WS has the following to offer –

 Financial strength and stability to support the Web Development Business.

 A strong work-equity.
 A good market reputation as a world class organization.
 An extensive distribution network.
 Adequate experience of running a large organization.
 Advanced Information Technology in extensive use.
 Experience in the Web services.

TRANSPARENCY IN WORK
17
WS makes everything transparent, each Clientele, is provided with the following
attributes:

 A unique Client ID and project ID to keep track of the development.

 Project Manager specifically attached to their project, who will be working on that
project as long as the project is under development.
 Programmers well qualified engineers, with exceptional IQ levels, who have the
capability to programs a fully commented code that can be modified easily at any
given time.
 Designers well qualified & experienced, with exceptional IQ levels, who have the
capability to Design fully in best way that can be modified easily at any given
time.
 QA (Quality Analyst) Team whose main aim is to make the developments work
up to mark, with standards in a fashion that the project can be completed in time
and can be modified easily. There main tasks include testing of the project on each
environment with maximum permutation and combination so that the system
works fine in any worst scenarios.

Cycle White Shaarks Follows to Sign the Project

18
For this to achieve we follow a proper "Software Development Life Cycle (SDLC)".
Any project signed with White Shaarks goes through the following stages:

 Requirement Analysis: by the CRM

 Feasibility Study: by CRM and Project Manager
 Project Design and Database Design: by Project Manager
 Project Development: by Project Manager and Programmers
 Testing: by Project Manager, Programmers and Quality Analyst
 Implementation: by Project Manager and Network Administrator
 Post Implementation: by Project Manager, Programmers and Quality Analyst

White Shaarks achieves motto by "Hitting targets" hence "Materializing Concepts" in

an organized manner.

19
 DOMAIN OF WHITE SHAARKS

 Java
 PHP
 SQL Server
 My SQL
 HTML/DHTML
 Flash ,Photoshop, Dream Weaver

WS’s core strengths are in organized code (so that it can be modified by anyone at any
given time with least amount of efforts). All the above mentioned technologies are used
for developing various systems in White Shaarks. All the employees of the company are
well educated and hold degrees in B-Tech, MCA and MBA.

The strength of the company is the team work of the members of White Shaarks.

20
 Team of White Shaarks
A well established offshore software outsourcing company headquartered
in Mohali. WS provides quality and professional web development, web design,
offshore website development and offshore software outsourcing services to
customers from all over the world. Wherever the clients are located, White Shaarks
offshore software outsourcing company can help.

White Shaarks was started keeping in mind to provide the world class IT
solutions to world. WS emphasizes on "Quality" rather than "Quantity". Its motto is
"Materializing Concept" and main aim is to put the ideas of the precious clientele into
reality. It often happens that the people have concepts but don't have a team/logic to put
them into reality. White Shaarks provides such an environment with the team of
professionals who aim in realizing the dreams. White Shaarks has a team of well
qualified professionals divided into five main categories:

 Product Development Incharge (Who designs the flow of project, a SRS, a tracker
to keep track of the development and manages the development team, will
communicate with clients on one to one basis)
 Client Liaison (Who deasl with client communications with exceptional
management skills and performs the tasks to get valuable information in order to
Materialize Concepts)
 Programmers well qualified engineers, with exceptional IQ levels, who have the
capability to program a fully commented code that can be modified easily at any
given time.
 Designers well qualified designers, with exceptional IQ levels, who have the
capability to Designs best which can be appreciated fully.
 QA (Quality Analyst) whose main aim is to make the developments work up to
mark, with standards in a fashion that the project can be completed in time and can
be modified easily. The main task includes testing of the project on each
environment with maximum permutation and combination so that the system
works fine in any worst scenarios.

    Any Customer joining the White Shaarks is given a unique Customer Id and a
project tracker system, from where the customer can check the development of the
project in phased manner. The project tracker is a very good tool to track the
development of the project. In addition to it, clientele is given a unique url, to check
the development of the project. This will be live throughout the life cycle of project;
WS assures the quality of service and best of services to its clientele.

21
 TEAM OF WHITE SHAARKS

Abhishek Bakshi (Product Dev Incharge) Abhi Raman Bakshi

(Client Liaision)

Inderdeep Singh Neetika Goyal Rajesh Bhatia

(Team Leader of Designing Crew) (HR trainee cum manager) (Team Leader of Programming Team)

Vikas Sharma (QA)

Priya Garg Shweta Sharma Charanjit Singh(Programmer)

Parul Goyal
(Junior Web Designer) (Junior Web Designer) (Senior Programmer)

Shivani Garg Sukhjinder Singh (Senior Program

(Programmer)

Arpit Khare
(Junior Programmer)

22
 White Shaarks Believes

WS firmly believes that the major element of their strength lies in their
human resource. WS encourages its employees to strive to realize their optimum
potential. Planning is done to determine WS’s present and future needs. Development
requires evaluating periodically the abilities and performance of individuals with a view
to identifying managers showing promise of further development. The assessment is done
in the form of Assessment Centers, 360 degree feedback and PMS (Performance
Management System) against a competency model which has been drawn up for White
Shaarks. The development is fuelled by MDPs.

White Shaarks pledges to provide all the opportunities to the deserving

employees to realize its career aspirations. The growth can be vertical, horizontal or
cross-functional depending upon the opportunities thrown up in course of business.
However, White Shaarks does not focus on time bound career progression through the
grade system without change in the responsibilities of the individual in a major way.

23
 Additional Benefit White Shaarks Provide to Their
Employees

Benefits: Standard, White Shaarks-provided benefits for salaried-exempt

employees, including the following:

 Two leaves in a month (but not adjacent to Fridays and Mondays)

 Night Allowance of Rs. 1000/- Per Month (If worked in night shifts).

24
 Branches in Abroad

WS has offices in Abroad at the following locations:

 Stamford- USA
 Sydney- Australia

White Shaarks is a web development company having its offices in India as well as in
abroad. WS’s web development solutions are best suited to organizations small, medium,
and large. Since WS’s inception, they have rapidly transformed their selves into a
formidable web development company with a specialization in PHP and java web
applications, e-commerce web site development, shopping cart solutions, Flash
application development including audio streaming, video streaming, data driven website
development, web application development, customer relationship management (CRM),
supply chain management (SCM), attendance system development, and more need-based
solutions.

25
Main Features of the Branch and Services Provided by it

• Centralized organization structure for faster response.

• Specialized departments in Programming, Designing and Quality analyzing.

• Highest standard of customer service & simplified claims process in the industry.

• Website to provide all assistance and information on products and services, online
buying and online renewals.

26
 CHAPTER-II

INTRODUCTION

“WHEN PLANNING FOR ONE YEAR,

THERE ‘S NOTHING BETTER THAN PLANNING GRAIN.
WHEN PLANNING FOR TEN YEARS,
THERE ‘S NOTHING BETTER THAN PLANNING TREES.
WHEN PLANNING FOR A LIFETIME,
THERE ‘S NOTHING BETTER THAN PLANNING MEN”.

These prophetic words of great Chinese Philosopher, GAUNZI

(551 -479 BC) explicitly explain the importance of Human Resource. 1

11

Human resource is the sum total of inherent abilities,

acquired knowledge and skills represented by talent and aptitude of the
employed persons. Of all the “Ms” in management, the important in “M” for
Men or HUMAN RESOURCES. It is the most valuable asset of an
organization and not the money or physical equipment. Human resource
management is a part of management process which is primarily concerned
with human constituents of an organization, so as to achieve objectives of
organization and potential of employees.

Growth of organization can partly be stopped or

hampered because they can not maintain an efficient and enthusiastic viz.
Planning, Organizing, Staffing, Leading and controlling human resource
functions. Likewise the procurement, development, compensation, integration
and maintenance of human factor in the organization is highly important for
organization’s success.

The main objectives of HRM are: To contribute the strategic business goals, to
acquire right men at right job, to train and develop them, to compensate and
Reward, to motivate, satisfy and maintain high morale of employees, to
integrate them into the organization, and to develop value based organization
culture towards organization development and high performance.

27
The objective of every business is to make efficient and effective utilization of
human and material resources to achieve the organizational goals. A business
organization becomes mechanized when their organic living human needs are
overlooked or misunderstood. Therefore, the ways to motivate the personnel,
enhance productivity and satisfy both workers and executives have to be found
and applied.

RECRUITMENT

Definition:

In simple terms, recruitment is understood as the process of searching for and

obtaining applicants for jobs, from among whom the right people can be selected.
Recruitment involves attracting and obtaining as many applications as possible
from eligible job- seekers.

It is the process to discover sources of manpower to meet the recruitment of

staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.

Purpose and Importance

The general purpose of recruitment is to provide a pool of potentially qualified
job candidates. Specifically, the purposes are to:

 Determine the present and future requirements of the firm in

conjunction with its personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organizational and individual effectiveness in the short term
and long term.
 Help increase the success rate of the selection process by reducing the
number of visibly under qualified or over qualified job applicants.
 Help reduce the probability that job applicants, once recruited and
selected, will leave the organizational only after a short period of time.
 Meet the organization’s legal and social obligations regarding the
composition of its work force.

28
  Evaluate the effectiveness of various recruiting techniques and sources
for all types of job applicants.

Recruitment lends itself as a potential source of competitive advantage to a

firm. An effective approach to recruitment can help a company successfully
complete for limited human resources. The firm must choose a recruiting
approach that produce the best pool of candidates quickly and cost effectively.
Recruitment of a candidate is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manager initiates an employee requisition for a specific vacancy or an
anticipated vacancy.

Recruitment Needs are of Three Types

1. Planned- The needs arising from changes in organization and

recruitment policy

2. Anticipated- The needs from the movements in personnel, which an

organization can predict by studying trends in internal and external
environment.

3. Unexpected- The needs from resignation, deaths, accidents, illness etc.

29
n
rtListi
o
Sh
g
Recruitment Process
Recruitment and Selection are the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and strategic advantages of the organizations. Recruitment
process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time.
A general recruitment process is as follows:

30
t
I
a
T
l
P
r
p
U
ti
m
e
D
g
i
n
o
f
s
d
Sources of Recruitment:

Every organization has the option of choosing the candidates for its recruitment
process from two kinds of sources: Internet and external sources. The sources
within the organization itself (like transfer of employees from one department
to another, promotion etc.) to fill a position are known as internal source of
recruitment. Recruiting candidates from all the other sources (like out sourcing
agencies etc.) are known as the external sources of recruitment.

Sources of Recruitment

31
Internal Sources of Recruitment

1. Transfers
The employees are transferred from one department to another
according to their efficiency and experience.

2. Promotions
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according

to their performance.

4. Retired and Retrenched Employees may also be recruited once again

in case of shortage of qualified personnel or increase in load of work.
Recruiting such people save time and costs of the organizations as the
people are already aware of the organizational culture, policies and
procedure.

5. The dependents and relatives of Deceased Employees and Disabled

Employees are also done by many companies so that the members of
the family do not become dependent on the mercy of others.

External Sources of Recruitment

1. Press Advertisements
Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment. The main advantage of this method is that it
has a wide reach.

2. Educational Institutes
Various management institutes, engineering colleges, medical colleges
etc. are a good source of recruiting well qualified executives, engineers,
medical staff etc. They provide good facilities for campus interviews
and placements. This source is known as Campus Recruitment.

3. Placement Agencies

32
 Several private consultancy firms perform recruitment functions on
behalf of client companies by changing a fee. These agencies are
particularly suitable for recruitment of executives and specialists. It is
also known as RPO (Recruitment Process Outsourcing).

4. Employment Exchange
Government establishes public employment exchange throughout the
country. These exchanges provide job information to job seekers and
help employers in identifying suitable candidates.

5. Unsolicited Applicants
Many job seekers visit the office of well-known companies on their
own. Such callers are considered nuisance to the daily work routine of
the enterprise. But can help in creating the talent pool or the database of
the probable candidates for the organization.

6. Employee Referrals/ Recommendations

Many organizations have structured system where the current
employees of the organizations can refer their friends or relatives for
some positions in their organization.

7. Recruitment at Factory Gate

Unskilled workers may be recruited at the factory gate. These may be
employed whenever a permanent worker is absent. More efficient
among these may be recruited to fill permanent vacancies.

8. E-Recruitment
E-recruitment, also known as online recruitment, is the use of
technology to attract and recruit candidates. The use of technology
within human resource management has continued to increase over the
years. A survey conducted in 2008 shows that 75% of organizations
used their own corporate website in 2007 to attract applicants.

33
m
C
r
o
t
ti
e
p
s
Factors Affecting Recruitment

34
Recruitment Techniques:

Organizations develop and follow various recruitment strategies to hire the best
talent for the organization and to utilize the resources optimally. A successful
recruitment strategy should be well planned and practical to attract more and
good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy
should cover the following elements:
1. Identifying and prioritizing jobs
Recruitments keep arising at various levels in every organization; it is
almost a never ending process. It is impossible to fill all the positions
immediately. Therefore, there is a need to identifying the positions
requiring immediate attention and action. To maintain the quality of
recruitment activities, it is useful to prioritize the vacancy whether to
focus on all vacancies equally or focusing on key jobs first.

2. Candidates to target
The recruitment process can be effective only if the organization
completely understands the recruitment of the type of candidates that
are required and will be beneficial for the organization. This covers the
following parameters as well:
o Performance level required- Different strategies are required
for focusing on hiring high performers and average performers.
o Experience level required- The strategy should be clear as to
what is the experience level required by the organizations. The
candidate’s experience can range from being a fresher to
experienced senior professionals.
o Category of candidate-The strategy should clearly define the
target candidate. He or she can be from the same industry,
different industry, unemployed, top performer of the industry
etc.

3. Sources of recruitment
The strategy should define various sources (internal and external) of
recruitment. Which are the sources to be used and focused for the
recruitment purpose for various positions? Employee referral is one of
the most effective sources of recruitment.

35
 4. Trained recruiters
The recruitment professional conducting the interviews and other
recruitment activities should be well-trained and experienced to conduct
the activities. They should also be aware of the major parameters and
skills (e.g.: behavioral, technical etc.) to focus while interviewing and
selecting a candidate.
5. How to evaluate the candidates
The various parameters and ways to judge them i.e. the entire
recruitment process should be planned in advance. Like the rounds of
technical interviews, hr interviews, written tests, psychometrics tests
etc.

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, ability to find and
match best potential candidate for the organization, diplomacy, marketing
skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organization. The HR professionals
are constantly facing new challenges in the recruitment function.

In the last few years, the job market has undergone some fundamental changes
in terms of technologies, sources of recruitment, competition in market etc. HR
professionals have to face and conquer various challenges to find the best
candidates for their organizations.

The major challenges faced by HR in recruitment are:

 Adaptability to globalization- The HR professionals are expected and
required to keep in tune with the changing times, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the
process.

 Lack of motivation- Recruitment is considered to be a thankless job.

Even if the organization is achieving results, HR department or
professionals are not thanked for recruiting the right employees and
performers.

 Process analysis- The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment. The recruitment process
should be cost effective, flexible, adaptive and responsive to the
immediate requirements.

36
  Strategic prioritization- The emerging new systems are both an
opportunity as well as challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes
in the market has become a challenge for the recruitment professionals.

JOB SATISFACTION

Definition:

Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of one’s job

1) an affective reaction to one’s job

2) and an attitude towards one’s job

3) Job satisfaction is an attitude but researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviors

4) His definition suggests that we form attitudes towards our jobs by taking into account
our feelings, our beliefs, and our behaviors.

Job satisfaction is directly related to the human needs, material as well as

psychic. There are several factors which influence, directly or indirectly, the
need pattern of human beings. Psychological needs change with age and they
affect attitude towards work. Its quite apparent that needs of a child are
different that the needs of an adult. Studies have found different results in
different groups on the relationship of age to job satisfaction and in some job
relationship of job to job satisfaction and in some job situation; this factor has
quite an influencing effect.

Another factor influencing human needs involve class differences. A person

from lower strata of society may feel satisfied with his job as an officer in
junior management capacity as compared to a person from higher strata of
society with ambitious to reach the top level. Job satisfaction has a direct
relation to job expectancy. The job status and social status goes hand in hand.
The need patterns in these two classes are therefore quite different. The social
status of a worker therefore determines individual’s attitude towards work.

The level of education also determines individual’s attitude towards work.

There is great deal of evidence on the relationship of education and job

37
-satisfaction. Person with less education is more satisfied with his job
compared to the person with higher qualification .There are many changes in
the human needs, which are inexplicable.

Similarly, the number of dependents on the individual also affects his level of
job satisfaction with his work. More the number of dependents on the
individual less satisfied he is with his work. This may be due to his greater
financial needs.

Personality of the individual is one of the many other factors, which may cause
satisfaction or dissatisfaction .As the personality cannot be measured in exact
terms, its effect on level of satisfaction cannot be known in definite terms on
work attitude. However, it has been proved in many investigations that
personality do affect the job attitude as work environment changes. Similarly,
the relationship of intelligence to job satisfaction depends upon the level and
range of intelligence and challenge of work. It has been found that intelligent
employees got bored easily as compares to mediocre.

Size of the organization also contributes to satisfaction or dissatisfaction

among employees. Several studies conducted on job satisfaction have revealed
that attitude of employees in small organizations due to optimism but
advancements/ promotions, opportunity for making suggestions, treatment of
boss and respect for the ability of management and harmonious interpersonal
relations in organization.

From the above discussion of some variable of job satisfaction it would be seen
that the importance of job satisfaction have revealed its importance for
achieving the organizational goals. Job satisfaction is one of the most
significant areas of any organizational psychology and presents many
enigmatic and complex behavioral problems to management.

Job satisfaction seeks to create a work commitment in organizations and

society at large so as to ensure higher productivity and greater satisfaction of
the employees. It is a process by which an Organization attempts to unleash the
creative potential of its personnel by involving them in decisions affecting their
work lives. Job satisfaction is a process of work organizations which enables
its members at all level to participate actively and efficiently in shaping the
organization’s environment, methods and outcomes. It is a value based process,
which is aimed towards meeting the twin goals of enhanced effectiveness of
the organization and improved quality of life at work for the employees.
Job satisfaction is the degree to which members of a work organization are able
to satisfy their personal needs through their experience in the organization. Its
focus is on the problem of creating a human work environment where

38
employees work cooperatively and contribute to organization objective. The
major indicators of this are job involvement, job satisfaction and productivity.
Areas of Job Satisfaction are as under

(a) Compensation
The reward for work should be above a minimum standard for life and also be
equitable.

(b) Health and Safety

The working environment should reduce the adverse effects of pollution that
can adversely affect the physical, mental and emotional state of employees.

(c) Job Security

Employees should not have to work under a constant concern for their future
stability of work and income.

(d) Job Design

The design of jobs should be capable of meeting the needs of the organization
for production and the individual for satisfying and interesting work.

(e) Social Integration

The elimination of anything that could lead to individuals not identifying with
the group to which they belongs. This includes the elimination of
discrimination and individualism, whilst encouraging teams and social groups
to form.

(f) Protection of Individual Rights

The introduction of specific procedures aimed at guaranteeing the rights of
employees at work.

(g) Social Relevance of Work

Initiatives to increase the understanding among employees of the objectives of
the organization and the importance of their part in them.

(h) Respect for Non-Work Activities

39
Respect for the activities that people engage in outside the workplace. The
impact of work activities on private life should also be recognized.4
METHODS TO IMPROVE JOB SATISFACTION:

In order to improve the job satisfaction, the following steps may be

followed:

(a) Job Enrichment and Job Enlargement

These attempts are to provide a person with exciting, interesting,

stimulating and challenging work. In other words, it improves the quality
of the jobs. These motivate the employees with higher level needs and
overcome problems of monotony in the jobs.

(b) Autonomous Workgroup

Under this, each group of workers is given freedom of decision-making on

production methods, distribution of tasks, selection of team members and
leaders, work schedules and so on.

(c) Flexibility in Work Schedules

Employees demand more freedom at workplace, especially in scheduling

their work .Among the alternative work schedules capable of enhancing the
quality of working life for some employees are:

 Flexi time. A system of flexible working hours.

 Staggered hours Different groups of employees begin and end work
at different intervals.
 Compressed work-week. It involves more hours of work per day for
fewer days per week, e.g., five days a week.

(d) Job Redesign

Job redesign based on participative system helps in better job satisfaction.

40
(e) Opportunity for Growth

Opportunities for growth are important for achievement-oriented employees

.If the employees are provided opportunities for their advancement and
growth and to develop their personality, they will feel highly motivated.
Their commitment to the organization will also increase.

(f) Employees’ Participation

People in organization have a need for participation in matters affecting

their lives. So they want participation in the decision –making process.
Employees’ participation in the form of suggestion system, management by
objectives (MBO), workers’ participation in management, etc. provides
psychological satisfaction to the employees.

41
 INDIA ON THE SUPER POWER HIGHWAY
TO IMPROVE QUALITY OF LIFE

It is heartening to learn that India’s economy is in the same league as

that of US, China and Japan .For the second time, it has been ranked the
world’s fourth –biggest economy by the World Bank’s purchasing power
parity (PPP) index .The PPP of a currency is the number of units required to
purchase the same basket of goods and services as a dollar would buy in the
US. The PPP thus allows a comparison of real price levels between countries
and the actual cost of goods in any country when calculated in accordance with
US prices .India’s Gross National Income (the GDP plus net receipts of
primary income from foreign sources) of $ 477.4 billion thus translates into
$2,913 billion –higher than the GNI of Germany, Canada and Russia. While
India’s GNI has grown from $2,530 billion to $2,913 billion during 2002-02,
China’s has shrunk from $5,415 to $5,027 billion in the same period.

Being the fourth largest economy indicates that India, like China, is a
huge market and an attractive destination for foreign investment. How did
India achieve this status .Because of a steady GDP growth , moderate inflation
and higher net receipts from foreign sources each year , India has increased the
access of goods and services available to its population over time . Yet, this
ranking shouldn’t give rise to complacency as there are still many gaps to fill
in the delivery of public goods to citizens.

Guaranteeing basic education and health to all and better access to

safe drinking water and clean air pose a monumental task before the
government .With 260 million people surviving on less than a dollar a day,
there are also huge economic disparities between the rich and the poor .There
is need for more jobs and higher public expenditure in urban low cost housing
and civic amenities like sanitation. Once the quality of life improves, India can
indeed be an economic super power.

42
 SCOPE OF THE STUDY

The study was based upon the consideration that various variables
like recruitment policy, salary, promotion, superior behavior, security, health
and other welfare facilities etc. have a significant impact on the job satisfaction
among the employees of White Shaarks Designs Workers. In the same way,
the organizational climate is also an important determinant of job satisfaction.
The level of need on which an employee is operating and the degree of
fulfillment of various needs also have a strong impact on job satisfaction .The
study is mainly restricted to the employees of White Shaarks Designs,
Mohali.

43
 OBJECTIVES OF THE STUDY

The objectives of the present study were:-

 To study the organizational and management structure of White

Shaarks Designs, Mohali.
 To study the existing policies and organizational culture of White
Shaarks Designs, Mohali.
 To study the Quality of Working Life among the employees of
White Shaarks Designs, Mohali with respect to Recruitment and
Promotion Policy, Salary, Security, Work Environment, Health and
other welfare facilities .
 To conclude and put across recommendations to improve the
working environment of White Shaarks Designs, Mohali.

44
 LIMITATIONS OF THE STUDY

There were some limitations of the study, as perceived and

experienced.

 The study has been confined to the employees of White Shaarks

Designs, Mohali.

 Some of the respondents could not be contacted due to various personal

or organizational commitments.

 The scope of the study is limited due to scarcity of time.

45
 RESEARCH METHODOLOGY

The data has been collected from primary and secondary sources.

The primary data has been collected with the help of questionnaire prepared
and interview together the first hand information related to the following
aspects:-

 Recruitment and promotion policy.

 salary structure
 security
 health and welfare facilities
 working environment

Secondary sources were only to study the history company profile,

organizational structure and functional responsibilities of each officers
structure of White Shaarks Designs, Mohali.

11 staff members were selected. Overall care has been taken to overcome this
deficiency by including all categories of employees and framing the
questionnaire accordingly. Data has been collected and analyzed from
approximately 50 percent of total employees belonging to various categories
viz, staff members.

46
Recruitment Needs of White Shaarks
As discussed earlier, Recruitment needs are of three types: Planned, Anticipated and
Unexpected. IT sector is considered as the most dynamic sector where the general
recruitment needs are unexpected. Sudden movement of the employees to another
companies are the most common expect of the IT industry. Immense competition in the
IT companies is the main factor for unexpected recruitment needs. Companies try to fetch
the talented pool of employees from other companies, giving them better facilities and
salaries. Hence, the emerging recruitment needs of White Shaarks are Unexpected only.

Recruitment Strategy of White Shaarks

In a labour market where employees are hard to come by, recruiting becomes essential. It
is no longer possible to just post a ‘help wanted’ sign and expect the unemployed or
underemployed to line up at your door, especially if the business is computer-related or
service-related. Many service managers say that they are now in the position of
constantly recruiting, even when they don’t have an immediate opening.

Recruitment Strategy followed by White Shaarks is as followed:

Because of an IT company, recruitment need keeps on arising at various levels in WS.

Recruitment in the IT companies is almost a never-ending process. It is impossible to fill
all the positions immediately. Depending upon the need, there is the need to identify the
positions requiring immediate attention and action by HR manager. Programmers and
Web designers are the particular persons who need to be recruited immediately.
Depending upon the projects and capability of the existing employees describes the
people to be recruited.

White Shaarks uses both internal and external sources to recruit the talented work
force. However external sources solve the purpose immediately and more efficiently, so
it’s considered as the most reliable source to recruit the work force in White Shaarks.
Company has tie-ups with many placement and employment agencies like as

 Neuro Man Power Solution

 Sambhav Consultancy

 Tricity Consultant

 Olympus Mgmt.Consultancy Services Pvt. Ltd.

47
Tough competition in IT sector prohibits White Shaarks to entertain unsolicited
applicants. Such callers are considered nuisance to the daily work routine of the
company.

Employee referrals and recommendations is most top-notch recruitment mantra followed

by White Shaarks. Existing employees are familiar with company’s structure and
atmosphere, so there recommendations are usually quite effective.

General strategy followed by White Shaarks is E-recruitment, also known as online

recruitment which is considered as the best way of using technology to attract and recruit
candidates. Key drivers for e-recruitment among those making use of the technology in
White Shaarks were:

 reducing recruitment costs

 broadening the selection pool

 increasing the speed of time to hire

 greater flexibility and ease for candidates

 strengthening of the employer brand.

The internet is popular among job-seekers, with the most likely job hunter to be 25-34
years old. Many candidates use online sites to register for job alerts by email and to
register their CV. However, it is important to remember when designing a recruitment
campaign that online job hunting is not the first choice for all.

Using e-recruitment
Technology used by HR Department in White Shaarks works as followed:

 to advertise vacancies – on WS’s website, job sites, or on social networking sites

 to deal with the applications – email enquiries, emailed application forms/CVs,

online completion of application forms

 to select candidates – online testing, information gathering

 to better understand the audience and learn about how WS is being perceived in
the market place

48
  to enhance employer brand

 to create a personal relationship with the talent pool.

Advertising vacancies
This is the most basic form of e-recruitment used by White Shaarks to recruit. Company
has three websites of its own and WS uses it as a commercial job board as well.

Own website

The basic option is to provide a list of vacancies and contact details under e-recruitment.
But WS’s HR professionals follows a more in-depth approach which involves a dedicated
web site area that gives details of vacancies, person specifications, benefits, company’s
mission and values and the application process.

White Shaarks also takes a ‘partnership’ approach, working closely with recruitment
consultancies and specialised web agencies who manage the online process for them if
WS is in the urgent need of necessary skills in-house.

Commercial job boards

These are large databanks of vacancies. These may be based on advertising in

newspapers and trade magazines, employment agencies, specific organisation vacancies,
social networking websites and many other sources. WS widely uses these commercial
job boards to fetch the talented pool from the market place.

White Shaarks is highly active on widely used social networking sites which manage web
page to advertise the products and services. WS has its commercial job boards on
Facebook which keep on updated timely. HR usually uses this webpage for blogs and
recruitment purposes. These commercial boards entirely help to recruit IT workforce.

Types of E-Recruitment

49
There are two types of recruitment: passive recruitment, where users come to the
community by themselves, and active recruitment, where you go after them, by sending
an email campaign or advertising.

Recruit from the Mailing List

An obvious source for active recruitment is the existing customer list. White Shaarks
keep on updating its web blogs on Whiteshaarks.com. The response collected through the
tech-blogs also helps to find the potential pool in hand.

Recruit from Rented Email Lists

Another way through which White Shaarks does the recruitment is from rented email list.
There are several specialized companies that maintain email records of millions of
people. One of the easiest and fastest ways to get the candidate is by renting email lists
for users matching to the criteria. Companies like E-circle (ecircle.com), Naukri.com,
Shine.com and Axiom (axiombpm.com/sales_marketing.html) have highly qualified data
and can target almost all types of users. Email lists are usually rented on the basis of cost
per 1,000 emails sent. White Shaarks has a huge database provided by these companies.
This database includes PHP programmers, Web Designers, graphic Designers, Quality
Analyst, and HR Executives etc. HR department send the vacancy detail to this database
and interested candidates respond with their updated resumes. This is one of the major
recruitment type followed by White Shaarks.

Recruit with Search Engine Optimization (SEO)

If the website is attractive enough to search engines such as Google, then you won't have
to pay for SEM because your website will come up naturally in the search results. White
Shaarks uses this recruitment strategy widely. This strategy not only helps in the
recruitment procedure but in advertisement as well. The whole detail of the vacancy is
posted on various classifieds. These classifieds are quite popular in IT professionals.
Search engines have also become quite sophisticated at detecting and penalizing
manipulation. This increases your ranking for search engines within a certain category,
and displays your links to potential visitors who might be interested in the business. One
important rule with search engines is not to cheat by including search terms out of
context or creating an artificial density of key words.

50
At present White Shaarks is active up to 26 pages which give high Search Engine
Optimization to the recruitment classified. This whole process is carried out by HR
department only. Usually within 24 hours company start getting the responses from the
interested candidates. This recruitment strategy helps a lot during an immediate need of
IT professional. White Shaarks usually post its classified on the following websites:

 http://www.livejobseek.info

 http://www.123eng.com

 http://www.bixee.com/careers/Whitesharksdesigns

 http://sasnagar.olx.in/php-programmer-iid-74370300

 http://www.jobisjob.co.in/EmployerConfirm?
ref=YBIQ5TLGR3VTChttp://www.jobisjob.co.in/EmployerConfirm?
ref=YBIQ5TLGR3VTC

 http://www.crunchbase.com/companies

 http://www.placementpapers.net/jobs/

 http://www.chetanasforum.com/index.php?

 http://www.indianjobtalks.com/forum/job-posted.html

 http://employer.jobsbyref.com/employer/jobmanagement/jobsearch.php

 http://infyjobs.com/index.php/component/tpjobs/yourjoblist

 http://www.livejobseek.info/job/1690/requirement-of-graphic-designer-at-white-
sharks-designs/

 http://www.jobsviewer.com/php/conjobreg.php

 http://news.chillx.com/suggest-a-feed/

 http://www.naukrinews.com

 http://news.tolmol.com/

 SURESHKUMAR.NET

51
 http://www.jobscity.net/pls/jobs/rhome?pg=0

 www.itjobscareer.com

 http://humsurfer.com/user/wsdesigns/profile .

 http://www.thebigjobs.com/users/whiteshaarksdesigns

 www.quikr.com

 http://www.zoominfo.com/MyAccount/ProfessionalSummary.aspx

 http://www.walkinjobindia.com/wp-admin/profile.php

 http://www.freshershome.com/jobs/employers/index.php

 http://www.job-posting.freshersdreams.co.in/client_reg.php

 http://www.cbeplacementcell.com/jobregistration.php?error=Successfull
%20Insertion

 http://www.yuvajobs.com/upload/jobs_user.asp?stat=logout

 http://hire.timesjobs.com/employer/login.html

 http://www.bigvacancies.com/

 http://jobs.jobsagar.com/recruiters/jobposting/response_analyzer.php

 http://4jobs.websolvant.com/profile.asp

 http://www.placementindia.com/job-recruiters/members/

 http://www.learn4good.com/jobs/employer.php

 http://www.citehr.com/register.php?do=addmember

 http://www.itjobscareer.com/2010/03/web-designer-chandigarh.html
 http://www.indianfreeclassifieds.com/?view=post&cityid=1&lang=en&catid=7   
 http://ads.altaindia.com/activatead.php?actkey=cdbf2&id=11782
 http://www.bharatask.com/120/posts/9/55/2717.html
 http://www.junabazaar.com/index.php?a=4&b=1
 http://www.mahaads.com/classified/managelisting.php
52
 http://www.gooddeal-hunting.com/cls/memhome.php?errmsg=Welcome!
 http://services.oodle.in/view/best-web-services/1912357371-chandigarh-ch/?
k=6312574b00a47d17
 http://www.adsbe.com/45961/best-web-services.html
 http://www.agreatindian.com/myclassifieds.asp
 http://chandigarh.adsmantra.com/addetail1271856980142.html
 http://classifieds.webdunia.com/dashboard.html
 http://search.justdial.com/adprogram/adpro.php?send=true
 http://www.classifieds.ivarta.com/classified-post1.aspx?
country=IN&state=PB&city=CHAN&cate=JOBS&cate_s=ITWE
 http://www.clickindia.com/
 http://yellowpages.sulekha.com/addeditbusiness.aspx?
rendermode=user&city=chandigarh&contentid=61198
 http://www.resumepromo.com/view.php?
job_id=18702&employer=yes&auth_sess=817eb933859935f0b6ef7c52e98bd006
&ref=7552c53ea9439eacc212d4d6d
 http://jaldijobs.co.in/post-a-job/
 http://chandigarh.click.in/classifieds/1319452/confirm.html
 http://www.rekha.com/classifieds/
 http://chandigarh.locanto.in/ID_102891088/White-Shaarks-Designs-Imagination-
is-your-future.html
 http://www.bizmartindia.com/member/classified-details-popup.php?cID=42791
 http://post.vivastreet.co.in/posting_confirm.php?
mode=new&refer=email&usermode=register&cat=36&geo=37&last_geo=38&id=
23546102&plan_id=0&payment=false&premium=false&featured=false&publish=
true
 http://www.itacumens.com/promo/index.php?url=http://www.gingly.com/
 http://www.goforads.com/ads/5/posts/31/180/.html
 http://www.classifieds.amlaan.com/php/viewad.php?adid=27555
 http://india.indiaclassifieds.com/home.html?hidstatus=&hidcolor=
 http://www.bhartiads.com/php/myads.php?ad_result=Success
 http://www.meramaal.com/207/posts/4/58/50401.html
 http://www.indianflyer.com/53/posts/17/58/155163.html
 http://www.boostime.in/other-services/a291784/exclusive-web-services.html
 http://services.vivastreet.co.in/misc-services+chandigarh/white-shaarks-designs--
exclusive-web-services/23546102?
login_email=neetika.goyal@whitesharksdesigns.com
 http://adoos.in/post/12664318
 http://www.deccanads.com/detail.php?id=50160
 http://classifieds.shopmania.in/find~a-86154~CLKD-
1886825164bb1e56a2d224852217338.html
 http://www.shopmania.in/messages~show-classified_added.html
 http://www.adsbangalore.com/classifieds/successfully.htm
53
 http://www.bupio.com/cgi-bin/admin.cgi?ss=2Loz6oJdxY8eM2VFxozYdH5G
 http://www.kugli.com/Classified_Ads/adid/357054/adtitle/Exclusive_Web_Servic
es/
 http://www.muamat.com/index.php?view=post&cityid=61&catid=1&subcatid=5&
 http://www.askht.com/item_page.php?Id=84532208&g=6
 http://www.angclassifieds.com/activation.php?
action=activation&access_code=985d64027e77608abb644bc9c769bbb2
 http://www.indyaz.com/post-free-ad#tdomf_form2
 http://www.iwantosellnow.com/create_post.html
 http://www.indianreunited.net/best-web-services/
 http://www.adpost.com/in/business_products_services/32641/?
tell_friends_now=on
 http://classifieds.webdunia.com/ad/107280/1/otherservices
 http://www.rajb2b.com/Classified/default.asp?
Category=Computer&submitted=yes
 http://www.saralweb.com/?page=ad_details&filter.classified.ads.id=9393
 http://classifieds.trademart.in/ads/modifyad/39855
 http://cityads.ibibo.com/Chandigarh-Jobs-Best-Web-Services-4067684.html
 http://www.freeadsindiabiz.com/ads/best-web-services
 http://chandigarh.quikr.com/PostAd/?succeed=abc&adId=65986659
 http://www.adeex.in/confirmation/315402/9f2192b444f59d570b82c685377e4b38
 http://www.freeclassifiedindia.com/
 http://www.netoore.com/classifiedads/postyourad/default.asp
 http://www.dillibazar.com/usercp.php
 http://www.demandb.com/account/approvalpendingads
 http://www.classifieds4me.com/postad/adverify.aspx?Id=111606&key=1daf76fa-
5d5b-4ad4-bda1-48af6b0e65f6
 http://www.indiagrid.com/cgi-bin/classifieds.cgi?
userid=whiteshaarksdes&sessionid=AZ8xIYrvr0yYMo0Br62EQKyUAco8T85ZQ
bL88&listingsby=whiteshaarksdes
 http://www.adforindia.com/my_items.php
 http://classifieds.bechna.com/activate.php?cat=services&id=1373294590
 http://in.anuncioo.com/index.php?obj=members&action=pa
 http://allindia.localindya.com/showcat-regcd-CND-1.htm
 http://www.netoore.com/classifiedads/displayad/default.asp?
clfdadid=8231610012140102
 http://www.ahaindia.com/classifieds/79/posts/19Services/122ITComputerServices
/6188BestWebServices.html
 http://pune.yobaba.com/index.php?a=2&b=25346
 http://www.adzdaily.com/?pgid=classifieds-preview&pstid=26929
 http://biz.prlog.org/whiteshaarks/
 http://classifieds.indiadynamics.com/4/posts/8/47/659143.html
 http://www.mirzaslist.com/1/posts/6/87/18905.html
54
Recruit with Advertising

This strategy includes buying banner space on other websites that appeal to your target
population without directly competing against your community.

Typical Online Advertising Arrangements

 PPI (pay per impression) or CPM (cost per thousand impressions: you pay each
time the page is displayed).

 PPC (pay per click: you pay only if someone actually clicks on the ad).

 PPL (pay per lead) or CPA (cost per acquisition: payment depends on the viewer
performing a specific action such as completing a registration form).

White Shaarks advertise itself by using this strategy. WS has its web presence on many
online business dictionaries. This strategy is not too much effective as it takes around
three to four months to start showing results, so some patience is required. So generally
White Shaarks doesn’t give too much emphasis on this recruitment strategy. But as every
company has to keep on moving with recruitment all the time so this method may help
out a bit.

55
 Criteria

WS’s criterion is very simple. Their main motto in the selection process is the
"Intelligence Quotient". A candidate if appearing in an interview must pass through a
"Technical Round". That is fairly simple and is based on the study or experience a
candidate is into. The last round of the interview is the "Human Resource”. Once done
with these the candidate is offered a position of employee.

Minimum Education Qualification

Any candidate appearing for any type of Professional Interview must be

an engineer. If the candidate is not an engineer White Shaarks won't entertain them.

56
Recruitment Process
Recruitment process of White Shaarks involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many resources and
time. Under the recruitment process of White Shaarks, many steps are involved which are
as followed:

At first, piles of resumes are collected through internal and external sources. HR
professional analyze resumes depending upon the company’s requirements. On the
conditions fulfill as per the requirement, and then sorted candidates are disposed to
telephonic interview session by HR professional. Once the telephonic sessions is
successfully carried out, selected candidate are called for the interviews for the technical
session. After reviewing the technical skills, offer letter is sent to the potential candidates
mentioning the package and company’s policies. Candidate is supposed to present his
salary slip before hand to the HR department. On fulfilling all the official obligations,
candidate is selected.

57
58
“DATA ANALYSIS
&
INTERPRETATION”
……..

CHAPTER-III

DATA ANALYSIS AND

INTERPRETATION

In the succeeding paragraphs views of all the employees

of the White Shaarks at Mohali have been explained, tabulated and
analyzed. The analyses have been carried out for different category of
employees which includes staff members from all the departments of
company. There are total of 11 employees in White Shaarks.

With a view to get correct perspective of Job Satisfaction

of employees in White Shaarks, the analysis has been done under various
headings viz .; recruitment policy , salary , promotion , growth ,social
security , available facilities , superiors behavior etc in succeeding
paragraphs.
59
 ANALYSIS OF RESULTS

As Compensation, Health and safety, Job Security, Job Design,

Social Integration, Opportunities for Growth and Employees Participation etc
are some important factors which determines the quality of working life of
employees, various question have been framed and analyzed to get the correct
perspective. I have firstly collected the data of White Shaarks members like
their age, education, status, salary i.e. profile of White Shaarks Workers. Then
I collected the data about their job satisfaction. Like their mentally
satisfaction, rewards, salary, supportive working conditions, & changes they
want in company. This Further studies clear each & everything about White
Shaarks members.

60
AGE OF WHITE SHAARKS WEB DEVELOPMENT
WORKERS

Age: 90.9 % of web development workers are in their Age of Twenties:

61
AGE FREQUENCY (f) PERCENT (%)

20-24 6 54.55

25-29 4 36.36

30-35 1 9.09

TOTAL 11 100%

60

50

40

20-24
30
25-30
30-35
20

10

0
Frequency Percentage

Education: 73% completed their Masters degrees and 18% completed their
bachelor degree.

EDUCATION FREQUENCY (f) PERCENTAGE

(%)

62
Completed Bachelors 2 18.18
Degree

Completed Masters 8 72.73

Degree

Certificate course 1 9.09

Total 11 100%

80

70

60

50
Graduate
40
Masters
30 Certified

20

10

0
Frequency Percentage

Individual Income: 72.73% earn between 8,000 –20,000

63
SALARY FREQUENCY (f) PERCENT (%)

3000-6000 2 18.18

6001-9000 3 27.28

9001-12000 1 9.09

12001-15000 0 -

15001-18000 0 -

18001-21000 2 18.18

21001-24000 2 18.18

24001-Above 1 9.09

30

25

20
3000-6000
6001-9000
15 9001-12000
18001-21000
21001-24000
10
24001-Above

0
Frequency Percentage

Civil Status: 86 % of Web Development Workers are single

64
CIVIL STATUS FREQUENCY (f) PERCENT
(%)

Single 9 81.82

Married 2 18.18

Total 11 100

90

80

70

60

50
Single
40 Married
30

20

10

0
Frequency Percentage

Years of Work Experience: The web development workers mostly have

gained one to three years work experience (78 %)

65
YEARS OF WORK

EXPERIENCE FREQUENCY (f) PERCENT (%)

Fresher 4 36.37

1 year 2 18.18

2 years 2 18.18

3 years or above 3 27.28

Total 11 100

40

35

30

25
Fresher
20 1 year
2 years
15 3 years or above

10

0
Frequency Percentage

66
 JOB SATISFACTION OF WHITE SHAARKS WEB
DEVELOPMENT WORKERS (MENTALLY CHALLENGING
WORK)
Nearly 72% of the web development workers found their job mentally challenging;

RESPONSES MENTALLY CHALLENGING WORK

(F)
Yes 8

Design 1
Projects 2
Web development 1
Clients 1
Programming 3

RESPONSES MENTAL CHALLENGING WORK (F)

No 3

Clients 1
Web development 1
Job 1

Grand Total 11

3.5
3
2.5
2
1.5
1 Yes
0.5 No
0

67
EQUITABLE REWARDS - Only 46% of the selected web development
workers found their job equitably rewarding.

CATEGORY NO YES
(F)

Monetary 2 3 5

Knowledge/skills acquisition 0 1 1

Social & pride related 1 2 3

No answer (N/A & none) 1 0 1

Unspecified 1 0 1

Grand Total 6 5 11

Monetary included compensation, incentives, leaves, flexible time, rise subsidies and
cellular phones as service units, medical benefits, allowances and profit sharing.
Knowledge and skills acquisition included training.
Social and pride-related includes self-fulfillment, the feeling of belonging, prestige and
personal growth.
6

3 No
Yes
2 Frequency

0
Monetary Skill Social No Answer Unspecified
Acquisition

68
SUPPORTIVE WORKING CONDITIONS:-
73% of respondents replied they have supportive working conditions

RATE

ASPECTs LOW AVERAGE HIGH TOTAL

Physical 2 2 - 4
Psychological 1 2 2 5
Everything - 1 1 2

Grand Total 3 5 3 11

Physical aspects included: location (close to home), good temperature, lighting, low
noise, clean and modern facilities, presence of music, relaxed and homely working
environment, free parking; cutting edge technologies such as upscale computers, Internet
connection, servers and software.

Psychological aspects included: flexible work schedules, friendly co-workers, good

camaraderie, openness and peer support whom they can share knowledge and ideas.

2.5

1.5
Physical
Psychological
1 Everything

0.5

0
Low Average High

69
Type Of Environment Web Development

Workers Would Be Happiest In responses included: casual clothing; comfortable,

relaxed, spacious and clean work environment; having high-end computers; unlimited
internet connection and cutting-edge technologies; flexible work arrangements; office
location closer to Where they live; management’s support and understanding what an
information technology company is all about; minimum supervision; and a cooperative
and dynamic team.

Changes Web Development Workers want in their current work environment

CATEGORY (F)

Physical work 1
Psychological aspect 2
Nothing 1
Move to another company 2
Increase salary 5
Total 11

Physical working conditions included bigger, better and cleaner work spaces, and office
spaces. Improving their computers and having cutting-edge technologies; Better facilities
such as chairs, tables, have cubicles to provide privacy and conducive working
environment and homely work space environment.

Psychological aspects included better team members who can effectively and efficiently
deliver results and professionalize systems in their companies, one respondent answered
that there is nothing to change in their work environment; two respondents said they
would simply move to another company; five respondents said they would want their
salaries increased.

70
SUPPORTIVE COLLEAGUES – 73% of respondents replied that they
have supportive colleagues.

8 respondents perceived that they have received spirit of teamwork, encouragement,

sharing helping, learning and appreciating their work and ideas and providing good
hardware and software for web development by their colleagues. One respondent
perceived that his/her colleagues are not supportive because of their colleagues’ lack of
people skills, not meeting deadlines and greed of not sharing learning and ideas. Two
respondents gave no specific answers. Respondents perceived that their colleagues are
supportive of them. Psychological support was shown through freedom to move feedback
and open communication. Material support was given through resources such as

Response Frequency

Yes 8
No 1
No comment 2

Grand Total 11

Description of the atmosphere at work and how web development workers relate
with their colleagues:
The descriptions they provided include friendly, nice, casual, supportive, relaxed, yet
lively and upbeat, having balance of humor and seriousness. They treat their colleagues
with camaraderie like a big family or “barkada” or clique with open communication and
mutual respect. It is interesting to note that there were two respondents who noted that
having a flat organization, everyone gets along and they don’t feel others have higher
positions was preferred. A respondent added that authority is not a product of rank but of
respect for their superiors’ abilities and credentials. Other descriptions include from the
lack of unity among team members, friendship being viewed as a hindrance to a more
professional environment; management or superiors lacking the confidence and being
somewhat distant. One respondent simply answered being depressed but happy.

71
 SATISFACTION LEVEL OF EMPLOYEES
FROM PROMOTION POLICY

RESPONSE RESPONDENTS

SATISFIED 5
UNSATISFIED 3
NOTANSWERED 3

Resondents
6

4
Resondents
3

0
Satisfied Unsatisfied Not Answered

It is seen that 5 Employees are satisfied from promotion policy and 3 employees are
not satisfied with promotion policy. Employees who had not answered the question
were 3 employees. Overall, it can be concluded that mostly employees were not
satisfied with the promotion policy of company.

72
 SATISFACTION LEVEL OF EMPLOYES
FROM SOCIAL SECURITY

RESPONSE Frequency Percentage

SATISFIED 7 63.64

UNSATISFIED 1 9.09

NOT ANSWERED 3 27.27

70

60

50

40
Frequency
30 Percentage

20

10

0
Satisfied Unsatisfied Not Answered

From the analysis of data it is seen that majority of office staff

members are satisfied with the social security policy of the company .As this
percentage is 63.64 for the employees. Only small extent of office staff and
field employees are not satisfied with the social security policy as this figure is
9.09% of the employees are not satisfied.

73
 SATISFACTION LEVEL OF EMPLOYES
FROM SUPERIOR’S BEHAVIOUR

RESPONSE FREQUENCY PERCENTAGE

VERY GOOD 6 54.55

AVERAGE 4 36.36
NOT GOOD 1 9.09

60

50

40

30 Frequency
Percentage
20

10

0
Very Good Average Not Good

Table reveals the responses of the employees about superior’s behavior

towards them. It shows that 55% percent of employees are happy with their
superior’s behavior. 36.36 percent of the staff calls it average. While 9 percent
of staff doesn’t consider it good, so these employees are also not happy with
the superiors behavior towards them.

74
 SATISFACTION LEVEL OF
EMPLOYEES FROM WORKING
HOURS

RESPONSE FREQUENCY PERCENTAGE

GOOD 5 45.46

SHOULD BE 4 36.36
LESS
CAN’T SAY 2 18.18
100
0 VER Y G O O D

50
45
40
35
30
25 Frequency
Percentage
20
15
10
5
0
Very Good Average Not Good

It is evident that for 45.46 percent of office staff members, working hours are
very good. But 36.36 percent of employees said that working hours should be
less. Only a small percent of employees abstained from answering the question.
Overall we can conclude that office staff members are satisfied with the
working hours.

75
 EMPLOYEES PARTICIPATION IN
MANAGEMENT

RESPONSE FREQUENCY PERCENTAGE

YES 4 36.36
NO 4 36.36
CAN’T SAY 3 27.28

40

35

30

25

20 Frequency
Percentage
15

10

0
Yes No Can't Say

From the analysis of data from Table it is seen that majority of employee feel
that management do not consider their views or their participation in
management as only 36.36 percent of employees said YES to it . While around
36 percent employees said NO to it. Small percent of employees also abstained
from answering the question. Overall it is concluded that management do not
considers employees participation in management.

76
 SATISFACTION LEVEL OF EMPLOYES
FROM GROWTH

RESPONSE FREQUENCY PERCENTAGE

YES 4 36.36
NO 5 45.46
CAN’T SAY 2 18.18

50
45
40
35
30
25 Frequency
Percentage
20
15
10
5
0
Yes No Can't Say

It is evident from Table that 36 percent of employees are satisfied with the
growth opportunities in company and 45 percent of other employees said NO
to it. Overall it can be concluded that employees are not happy with the growth
opportunities in the company.

77
 “CONCLUSION
&
RECOMMENDATIONS”

78
 CHAPTER-IV

CONCLUSION AND RECOMMENDATIONS

White Shaarks Web Development Company is a fast

growing enterprise. A detailed study of the company shows that it has a bright
prospective future. White Shaarks, Mohali is at present generating handsome.

The title of the present study is RECRUITMENT & JOB

SATISFACTION. The main factor affecting the job satisfaction of an
employee is taken into consideration are- RECRUITMENT, PROMOTION
POLICY, SALARY, WORKING HOURS, SHIFT SYSTEM, SUPERIOR
BEHAVIOUR, SOCIAL SECURITY, GRIEVANCE, FACILITIES
PROVIDED BY COMPANY etc.

Having carried out detailed analysis of various factors

about employee’s level of job satisfaction, company’s profiles and
effectiveness of Human Resource Development in White Shaarks, there are
certain recommendations which can be utilized for improvement of satisfaction
level among the employees of White Shaarks. The suggestions given in the
succeeding paragraphs have emerged from chapter-III. These suggestions
would help the management in enhancing the level of satisfaction of employees
to a great deal.

Every employee realizes the importance of adequate

facilities to them. Proper facilities create better working environment thereby
ensuring maximum output. Proper sitting arrangement and cleanliness are
equally important and helps in increasing efficiency of an employee.
Management should pay attention towards this aspect, however, significant it
may look.

Awareness about award system appeared to be very low.

This being important from the welfare point of view, there is a need to
advertise it more so that every employee could extract maximum benefit out of
it.

79
 Management should ensure that work is allotted to the
employees keeping in mind their aptitude, skills training and qualification to be
able to extract maximum output from them.

Flexibility and freedom of work is being looked into

adequately hence same concept and policy should be followed in future as it
has been successful in the past.

Management need to encourage free views and idea from

the employees. It will be useful from point of view of problem solving of
employees as well as for its betterment, development and improvement of
the organization. The encouragement could be in the form of
incentives, rewards or special promotions.

Salary and promotion are also one of the most important

aspects of employee’s welfare. It also motivates an employee to work harder
for the overall betterment of his organization. The data shows that employees
are satisfied with their salary. But the promotions are mostly depends upon
employees performance.

Employees need to be encouraged for taking promotion

test willingly and accordingly prepare for the promotion tests.

Training needs to be categorized viz; compulsory training,

where there may be need to train each and every employee at every level
whether he opts it or not. Second type of training could be selective training
where only few selected employees are trained in certain specific fields. With
the above, it would be important for the training experts to decide training
curriculum for various fields meticulously.

80
 BIBLIOGRAPHY

BOOKS

1. S.L. Goel & P.N.Gautam (2005), Human Resource Development in

the
21st Century.
Deep & Deep Publications, New Delhi

2. K.Bhatia (2006 ) Human Resource Management,

Deep & Deep Publication, N.Delhi. P 348-349

3. K. Aswathappa (2008), Human Resource Management

Tata McGraw-Hill Publishing Company Limited

4. Edwin B. Flippo (1984), Personnel Management

WEBSITES

 www.whiteshaarks.com
 www.whitesharksdesigns.com
 www.wstechnocrats.com
 www.google.com
 www.ecominfocenter.com

81
 QUESTIONNAIRE

(JOB SATISFACTION)

You are requested to give the correct information. The information given by
you shall not be disclosed.

 NAME (OPTIONAL)………………..
 AGE……………..
 GENDER M/F
 ACADEMIC QUALIFICATION

A. METRIC …… B. GRADUATE ………….. C. POST

GRADUATE…………

 PROFESSIONAL QUALIFICATION…………………
 DURATION OF SERVICE………………
 MONTHALY SALARY………………….

 Are you satisfied with the recruitment procedure being adopted in this
organization?
YES ( )
NO ( )
CAN’T SAY ( )

 Are you satisfied with the Promotion Policy of the company?

YES ( )
NO ( )
CAN’T SAY ( )

What is your opinion about the shift system of company?

SATISFACTORY ( )
NOT SATISFACTORY ( )
SUGGESTION, IF
ANY……………………….

82
  Are you satisfied with the transportation facilities being provided by the
company?
YES ( )
NO ( )
IF NOT,
SPECIFY…………………………

 To what extent you are satisfied with the Quality, Quantity and Hygiene
of the food being provided in canteen.

FULLY SATISFIED ( )
SATISFIED ( )
NOT SATISFIED ( )
IF NOT,
SPECIFY………………………………

 Are you in favour of medical aid and compensation in case of Industrial

accidents?
YES ( )
NO ( )

 Do you think that management invites your participation in policy

making?

YES ( )
NO ( )

 Do you give any idea and suggestions to the company?

YES ( )
NO ( )

If yes, are these ideas and suggestions taken into consideration and encouraged.
ALWAYS ( )
NEVER ( )
SOMETIMES ( )

 What type of fatigue do you feel during work?

PHYSIOLOGICAL WORK FATIGUE ( )
PSYCHOLOGICAL WORK FATIGUE ( )

NONE ( )

83
  Do you think that you could have excelled more in some other
organization?

YES ( )
NO ( )
IF YES, WHERE…………………………
WHY……………………………

 What is your relationship with your superior? It is

VERY GOOD ( )
SATISFACTORY ( )
GOOD ( )
POOR ( )

 What is your relationship with your collogues? Is it

VERY GOOD ( )
SATISFACTORY ( )
GOOD ( )
POOR ( )

 Are you given any type of feedback and encouragement for your
performance by your superior?

ALWAYS ( )
NEVER ( )
SOMETIMES ( )

 What are the factors that will help you in getting maximum job
satisfaction?

ATTRACTIVE SALARY ( )
PROMOTION ( )
PERKS & FACILITIES ( )
HEALTHY WORK ENVIRONMENT ( )
OPPORTUNITIES ( )
ANY OTHER ( )

84
 Are you facing any type of grievances in this organization?

YES ( )
NO ( )
IF YES, SPECIFY…………………………………

 Do you feel monotony /boredom during work?

YES ( )
NO ( )

 Do you think that working conditions inside organization are safe?

YES ( )
NO ( )
IF NOT, SPECIFY………………………………

 Do you think that you are overburdened with the work being assigned to
you

YES ( )
NO ( )
CAN’T SAY………………………………………

 Do you feel a part of this organization and feel proud to work here.

YES ( )
NO ( )

Thank you.

85