Project On Employee Engagement

G5 SOLUTIONS
CHAPTER 1
Executive Summary Introduction Literature Review Purpose of the Study Scope of the study
Belgaum Institute of Management Studies
G5 SOLUTIONS
Objectives of the study EXECUTIVE SUMMERY

Business process outsourcing or BPO in India has evolved from its early 'sweat-shop' image to the status of a strategic differentiator in the global marketplace. Business process outsourcing has changed the way the world does business. If you create a company where employees enjoy coming to work as much as going home, and where there's a high level of engagement, mutual trust and respect, no one can beat you. The driving philosophy behind Winning Workplaces has always been that investing wisely to build a healthy, collaborative work culture not only benefits individual employees, it just makes good business sense. . This year, over a two-month span, TIME magazine has run a couple of articles about how executives are making the connection that employee engagement is key to business success. Even in these lean times, employers are investing significant resources in order to create the kind of work cultures where employees are routinely inspired to "go the extra mile." People used to think HR was just a cost center and not a source of value creation." In fact, in direct contrast to this mindset, but hr is the critical tool for business success and it bridges a gap between management and employees and ensures achievement of organizational objectives. G5 solutions is a Bo situated in Belgaum G5 Solution is an IT enabled service company
focusing on Customer Service, E-based services and Business Process Outsourcing, an offshoot of Shri Krantiveer Sangoli Rayanna Co-operative Society Belgaum Karnataka. The study contains the profile of the company, organization structure. The information was collected through company website primary data and secondary data source.
G5 SOLUTIONS
This project speaks about employee involvement and their commitment towards the organization to achieve the organizational goals. The extent that an employee believes in the mission, purpose of the organization and demonstrates that commitment through their actions as an employee and their attitude towards the employer and customers. Employee engagement is high when the statements and conversations held reflect a natural enthusiasm for the company, its employees and the services provided. The Objective of Employee engagement is to Engage and involve all employees to find out how they feel about working for organization effectiveness and make improvements together for the overall success of our people and company. Method of collecting the data was through questionnaire & personal interaction & secondary data through company websites. For the purpose of the study, 50 people have been chosen as a sample size. Data collected was tabulated & SPSS software will be used to derive conclusion. Through this it is found that most of the employees are satisfied with their job and are interested to be continued in a same company and management it providing suitable facilities but employees have some expectations like clear career goals and paths and the clear expectations of the company by employees and need better understanding and team work and they feel proud of being a part of G5 Solutions. So management can conduct weekly open sessions meetings and suggestion box so that employees can share their ideas and views and management after implementation management has to communicate recognition to employees and even can provide yoga and meditation facilities to d-stress the employees. And implement the reward and tools to appreciate and motivate employees like certificate, greetings putting the employees name on notice board or party are small tool but makes a big difference to motivate the employees.
G5 SOLUTIONS
INTRODUCTION
When asked which measurements give the best sense of a company's health in a recent Business Week advice column, former GE Chairman and CEO Jack Welch replied: Employee engagement first. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it. That's why organizations need to take the measure of employee engagement at least once a year through anonymous surveys in which people feel completely safe to speak their minds. Through this study organization get to know that the state of employee engagement in their organization and identify ways to improve human capital performance. For several years now, 'employee engagement' has been a hot topic in corporate circles. It's a buzz phrase that has captured the attention of workplace observers and HR managers, as well as the executive suite. And it's a topic that employers and employees alike think they understand, yet can't articulate very easily. Different surveys and research undertaken over the past few years have defined the term differently, and as a result, come up with different key drivers and implications.
G5 SOLUTIONS
EMPLOYEE ENGAGEMENT: Different definitions by different people: Engagement at work was conceptualized by Kahn, (1990) as the harnessing of organizational members selves to their work roles. In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. Put simply, Employee Engagement exists when the employee feels: Physically Intellectually Emotionally attached to their work (Kahn, 1990) Employee engagement is the involvement with and enthusiasm for work (The Gallup Organization) Employee engagement is "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work". (The Conference Board).In 2006 the business membership and research organization The Conference Board provided a valuable service by publishing its seminal report Employee Engagement: A Review of Current research and
Its Implications. Today it remains an important contribution worth revisiting.

From 2003 to 2005, 12 major studies on employee engagement had been published by top research firms such as Gallup, Towers Perrin, Blessing White, the Corporate Leadership Council and others.The definition of employee engagement varied slightly in each study. Some definitions emphasized employees' cognitive connection to their job or their company looking at, for example, satisfaction and commitment and their impact on how hard an employee is willing to work. Other studies focused on how "emotionally
G5 SOLUTIONS
attached" employees feel toward their work, company, co-workers, etc. Still others accentuated behavioral outcomes regardless of causes, such as how committed the employees is to staying with his/her company. The Conference Board came up with its own composite definition based on all this data. Employee engagement, they argue, is "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work." These various studies also identified up to 26 separate factors thought to drive employee engagement. At least a third (four) of the studies agreed on eight key drivers: Trust and integrity Nature of the job Line of sight between employee performance and company performance Career growth opportunities Pride about the company Camaraderie with coworkers/team members Employee development Relationship with one's manager
Across all the studies, there was general agreement that one of the strongest drivers of employee engagement involved the direct relationship with one's manager. One study stated that "outstanding loyalty (engagement) is the direct result of words and deeds the decisions and practices of committed managers." So the evidence is out there and mounting that employee engagement is strongly correlated to performance outcomes from retention, productivity, customer service and customer loyalty and even increased profit margins and revenue growth rates. While differences varied from study to study, highly engaged employees were shown to outperform their disengaged counterparts by between 20 and close to 30 percent.
G5 SOLUTIONS
Benefits to the Organization
Employee engagement builds passion, commitment and alignment with the organizations strategies and goals Attracts more people like existing employees Increases employees trust in the organization. Creates a sense of loyalty in a competitive environment . Lowers attrition rate . Increases productivity and improves morale . Provides a high-energy working environment . Improves overall organizational effectiveness . Boosts business growth
Makes the employees effective brand ambassadors for the company
G5 SOLUTIONS
LITERATURE REVIEW
Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged.
Introduction:
Engagement at work was conceptualized by Kahn, (1990) as the harnessing of organizational members selves to their work roles. In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. The second related construct to engagement in organizational behavior is the notion of flow advanced by Csikszentmihalyi (1975, 1990). Csikzentmihalyi (1975) defines flow as the holistic sensation that, people feel when they act with total involvement. Flow is the state in which there is little distinction between the self and environment. When individuals are in Flow State little conscious control is necessary for their actions. Employee engagement is the thus the level of commitment and involvement an employee
G5 SOLUTIONS
has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. Thus Employee engagement is a barometer that determines the association of a person with the organization Engagement is most closely associated with the existing construction of job involvement (Brown 1996) and flow (Csikszentmihalyi, 1990). Job involvement is defined as the degree to which the job situation is central to the person and his or her identity (Lawler & Hall, 1970). Kanungo (1982) maintained that job involvement is a Cognitive or belief state of Psychological identification. Job involvement is thought to depend on both need saliency and the potential of a job to satisfy these needs. Thus job involvement results form a cognitive judgment about the needs satisfying abilities of the job. Jobs in this view are tied to ones self image. Engagement differs from job in as it is concerned more with how the individual employees his/her self during the performance of his / her job. Furthermore engagement entails the active use of emotions. Finally engagement may be thought of as an antecedent to job involvement in that individuals who experience deep engagement in their roles should come to identify with their jobs. Aspects of Employee Engagement Three basic aspects of employee engagement according to the global studies are: The employees and their own unique psychological make up and experience The employers and their ability to create the conditions that promote employee Engagement
G5 SOLUTIONS
Interaction between employees at all levels. Thus it is largely the organizations responsibility to create an environment and culture conducive to this partnership, and a win-win equation.
Categories of Employee Engagement

According to the Gallup the Consulting organization there are there are different types of people:Engaged--"Engaged" employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forward
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the goals and outcomes they are expected to accomplish. They want to be told what to do just so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving an outcome. Employees who are not-engaged tend to feel their contributions are being overlooked, and their potential is not being tapped. They often feel this way because they don't have productive relationships with their managers or with their coworkers. Actively Disengaged--The "actively disengaged" employees are the "cave dwellers." They're "Consistently against Virtually Everything." They're not just unhappy at work; they're busy acting out their unhappiness. They sow seeds of negativity at every opportunity. Every day, actively disengaged workers undermine what their engaged coworkers accomplish. As workers increasingly rely on each other to generate products and services, the problems and tensions that are fostered by actively disengaged workers can cause great damage to an organization's functioning.
Importance of Engagement
10
G5 SOLUTIONS
Engagement is important for managers to cultivate given that disengagement or alienation is central to the problem of workers lack of commitment and motivation (Aktouf). Meaningless work is often associated with apathy and detachment from ones works (Thomas and Velthouse). In such conditions, individuals are thought to be estranged from their selves (Seeman, 1972) .Other Research using a different resource of engagement (involvement and enthusiasm) has linked it to such variables as employee turnover, customer satisfaction loyalty, safety and to a lesser degree, productivity and profitability criteria (Harter, Schnidt & Hayes, 2002).
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the goalsand outcomes they are expected to accomplish. They want to be told what to do just so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving an outcome. Employees who are not-engaged tend to feel their contributions are being overlooked, and their potential is not being tapped. They often feel this way because they don't have productive relationships with their managers or with their coworkers. Actively Disengaged--The "actively disengaged" employees are the "cave dwellers." They're "Consistently against Virtually Everything." They're not just unhappy at work; they're busy acting out their unhappiness. They sow seeds of negativity at every opportunity. Every day, actively disengaged workers undermine what their engaged coworkers accomplish. As workers increasingly rely on each other to generate products and services, the problems and tensions that are fostered by actively disengaged workers can cause great damage to an organization's functioning. An organizations capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results. Some of the
Advantages of Engaged employees are
11
G5 SOLUTIONS
Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the companys clients, and thereby improves customer satisfaction and service levels
It builds passion, commitment and alignment with the organizations strategies and goals Increases employees trust in the organization Creates a sense of loyalty in a competitive environment Provides a high-energy working environment Boosts business growth Makes the employees effective brand ambassadors for the company
A highly engaged employee will consistently deliver beyond expectations. In the workplace research on employee engagement (Harter, Schmidt & Hayes, 2002) have repeatedly asked employees whether they have the opportunity to do what they do best everyday. While one in five employees strongly agree with this statement. Those work units scoring higher on this perception have substantially higher performance. Thus employee engagement is critical to any organization that seeks to retain valued employees. The Watson Wyatt consulting companies has been proved that there is an intrinsic link between employee engagement, customer loyalty, and profitability. As organizations globalize and become more dependent on technology in a virtual working environment, there is a greater need to connect and engage with employees to provide them with an organizational identity. Factors Leading to Employee EngagementStudies have shown that there are some critical factors which lead to Employee
12
G5 SOLUTIONS
engagement. Some of them identified are Career Development- Opportunities for Personal Development Organizations with high levels of engagement provide employees with opportunities to develop their abilities, learn new skills, acquire new knowledge and realise their potential. When companies plan for the career paths of their employees and invest in them in this way their people invest in them. Career Development Effective Management of Talent Career development influences engagement for employees and retaining the most talented employees and providing opportunities for personal development.
How to measure Employee Engagement? Gallup research consistently confirms that engaged work places compared with least engaged are much more likely to have lower employee turnover, higher than average customer loyalty, above average productivity and earnings. These are all good things that prove that engaging and involving employees make good business sense and building shareholder value. Negative workplace relationships may be a big part of why so many employees are not engaged with their jobs.
Step I: Listen The employer must listen to his employees and remember that this is a continuous process. The information employees supply will provide direction . This is the only way
13
G5 SOLUTIONS
to identify their specific concerns. When leaders listen, employees respond by becoming more engaged. This results in increased productivity and employee retention. Engaged employees are much more likely to be satisfied in their positions, remain with the company, be promoted, and strive for higher levels of performance. Step II: Measure current level of employee engagement Employee engagement needs to be measured at regular intervals in order to track its contribution to the success of the organisation. But measuring the engagement (feedback through surveys) without planning how to handle the result can lead employees to disengage. It is therefore not enough to feel the pulsethe action plan is just as essential. A well-administered satisfaction survey will let us know at what level of engagement the employees are operating. Customizable employee surveys will provide with a starting point towards the efforts to optimize employee engagement. The key to successful employee satisfaction surveys is to pay close attention to the feedback from the staff.
PURPOSE OF THE STUDY
14
G5 SOLUTIONS
The BPO is gaining the importance in today because of its contribution toward the GDP and economic progress and G5 is the one of the service industry and aimed to provide IT Enabled Services (ITES). It has firmed up its expansion plan to provide Call Center Solutions to various overseas clients. To provide quality service and to run the business on the profit side a combined effort is at most important. In the similar way the interpersonal relationships between the employees & employer is very important to render good service to clients. In other words the employees engagement plays a very important role in the success of any organization because employees are vital for implementing the strategies and to achieve the goals and employee engagement is a tool to evaluate the commitment and contribution of employee to achieve organizational goal. Hence this study helps the organization to achieve their goal, and also to undertake the improvement activities towards their employees. So that the employees are satisfied with the job provided, work environment ,inter relationships and perform efficiently help to maximize profits to the organization.
SCOPE OF THE STUDY

. The present study has concentrated to find out the Employee engagement, study targets the employees of G5 Solution, Belgaum. And the study is restricted to 5 departments of G5 solution & the number of respondents covers 50 employees
15
G5 SOLUTIONS
AIM OF THE STUDY:

The main aim of the present study is to assess the Employee Engagement and factors of Employee Engagement.
OBJECTIVES OF THE STUDY: 1) To study the socio demographic characteristics of the respondents.
2) To know employee perception toward various facets of employee engagement 3) to know the causes leading to dis engagement 4) To suggest measures to improve employee engagement in the organization
LIMITATION OF THE STUDY

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

To assess the Employee Engagement involves answering the following basic questions: Involvement of employees in organization and their commitment?
16
G5 SOLUTIONS
Factors affecting the Employee Engagement The aim of these questions is to identify work practices or circumstances and concept of Employee engagement. Once it will be identified and assessed, steps may be taken to improve the Employee Engagement.
Utility of the study:

The study conducted is helpful to the organization in terms of findings of the research related to Employee Engagement. It will facilitate the management to understand employee involvement and their commitment and adopt further measures with the help of counseling, survey to enhance Employee engagement. The work could also be an academic reference for the students studying in the same area. The conclusions have been arrived at after carefully analyzing the responses obtained from the respondents of the sample.
Extent:
This study is conducted on all the employees of spans for a period of 3months G5 Solution, Belgaum. This study
17
G5 SOLUTIONS
CHAPTER 2
Company Profile Organization chart Research design Data collection methods
Sampling
18
G5 SOLUTIONS
INDUSTRY PROFILE
What is BPO?
BPO is the contracting of a business task to a third party service provider. Back-office outsourcing refers to internal business functions like billing or purchasing, while frontoffice outsourcing includes customer-related services such as technical support, marketing and customer service. The focus in BPO is on reducing transaction costs, optimizing process efficiency and providing size and scale to handle a large volume of transaction processing engagements. At Outsource2india we offer a range of BPO Services such as, call center services, data entry services, engineering services, financial services, creative services, web analytics services, healthcare services, digital image editing services, software services, Research and Analysis services and a host of other additional services.
BPO: so what's new?

BPO is as old as business itself. Businesses have outsourced their distribution or marketing to third parties for centuries. It is the opening up of the global economy that has catalyzed the growth of BPO to its present stature as a key driver of business competitiveness.
19
G5 SOLUTIONS
The roadmap for outsourcing success has been laid with:

Quality processes Scalability Integration of global markets Seamless global delivery of work across borders through the internet
India - the world's preferred BPO destination

India has won its spurs as the world's outsourcing destination of choice. Currently the country has a commanding share of the global outsourcing market. The Union Communications and Information Technology Ministry in India states that the Indian IT-BPO sector is likely to achieve a target of USD 60 billion in export revenues by 2010. Services outsourced to India include the functions within administrative support, customer relationship management, technical support, document processing, financial and accounting Services, intellectual property research and documentation, supply chain management, legal services, regulatory compliance documentation, medical transcription, payroll processing services, sales and marketing, publishing, research and analysis, security, infrastructure and facilities management, human resource management and training. the list goes on. Outsource your business processes to India. Contact Outsource2india now.
Evolution of the BPO industry in India

India's BPO industry has evolved and matured to present higher-end services that require judgment-based analysis and domain expertise, rather than function-specific, rules-based performance parameters alone. As service providers strive to offer end-toend services, we see BPO falling into different segments. At one end of the spectrum is the traditional rules-based transactional outsourcing; while at the other end is
20
G5 SOLUTIONS
judgment-based transaction processing and full-service business process outsourcing. India has competencies in all the segments. Some BPO service providers have developed vendor-centric business models where they offer specialized services under one roof by representing the services of multiple specializing in different verticals. Others are niche players that have adopted vertical-specific models to address the needs of a specific industry, such as healthcare or insurance. Outsource BPO services to Outsource2india and get access to specialized services that can increase your revenue and reduce your operating costs!
BPO horizontals and verticals

BPO horizontals are function-specific and could spread across different industry domains. Payroll processing services, data processing services and tax solutions are examples of horizontal BPO. Vertical BPO concentrates on functional services in specific industry domains such as manufacturing, retail, financial services and healthcare.
Captive and third-party players

Captive Offshore Delivery Centers or CODCs in India have been pioneered by large multinational companies (MNCs) like GE Capital and British Airways, Dell and American Express among others to maintain control and ownership over core or mission-critical outsourced business process as well as over proprietary or competitive knowledge. Third-party outsourcing service providers give captives a run for their money as they offer the advantages of lower costs, flexibility and competitive pricing while maintaining quality standards.
BPO business models

The BPO industry features five business models:
21
G5 SOLUTIONS
1. The global delivery model - also called blended outsourcing, combines onsite, offsite, onshore, and offshore resources. Large multinational outsourcing service providers offer this model where work can be "bestshored" or "multishored" to the location where optimal cost and labor efficiencies are met to predetermined performance standards. In case of a disaster in a particular region, work can be immediately transferred to another region to ensure on-going, interruption-free Leverage O2I's global delivery Outsource2india now. 2. The hybrid model or dual-shore model leverages onsite-offshore efficiencies to delivers results to clients at reduced costs. Clients are involved in the process as the Global team of the offshore vendor works onsite alongside the client's team to perform around 20% of the work while the Local team executes 80% of the work offshore to leverage the cost, labor and time-zone advantages of outsourcing. 3. The offshore multi-sourcing model or hub-and-spoke model uses multiple offshore suppliers to offset the risk of a single monopoly supplier. Users of this model typically have their own offshore operations, plus three or more partner outsourcing vendors with whom they collaborate. The partners get first-hand training on how the outsourcing company operates its hub center, and then apply their learning at the spoke centers. 4. The build-operate-transfer or BOT model The client partners with an offshore company to set up and operate a foreign outsourcing subsidiary with the option to transfer ownership back to the client company after a specified time period. The risks of setting up an outsourcing subsidiary in a foreign country are completely borne by the partner company which takes care of the costs and ownership of the new venture until such time as the client chooses to take it over. business model for outsourcing processes. success. Contact
22
G5 SOLUTIONS
5. The global shared services model Global shared services centers, also called offshore insourcing or captive centers create huge service enters from the company's internal service operations resources. They also have assured markets for their services. These centers can be run as independent businesses and have the advantages of a similar corporate culture, with less of the control issues that third-party BPOs face.
The differentiator: adding value

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

Companies that offshore their business processes to India are no longer looking at cost reduction alone. They typically want to achieve: 1. Process improvement and efficiency - faster turnaround and greater productivity 2. Cost savings 3. Reduced head count 4. Improved quality - less errors/rework 5. Building/strengthening presence in a new market/foreign country 6. Increased focus on core competencies - e.g. developing new products or services 7. Building business value and strategic differentiation All of the above add up to help these companies achieve increased competitiveness through BPO.
23
G5 SOLUTIONS
Outsource to Outsource2india and give your organization a competitive advantage with our fast turnaround time, cost-effective services and increased productivity.
BPO buyer-supplier trends: working towards 'win-win'

Buyers and providers of outsourcing services are using sophisticated financial mechanisms and business intelligence among other methods to achieve their outsourcing business objectives. Both parties want to minimize risks, increase operational efficiencies and boost revenues. An integrated approach helps achieve winwin solutions.
Outsourcing BPO Services to Outsource2india

At O2I, we provide high-quality BPO services that can tremendously increase your ROI, while reducing your operating costs. You can also benefit from the skills, knowledge and experience of our professional teams. Outsourcing can help your organization concentrate more on your core business functions and you can save on time, effort, manpower and infrastructure. Outsource to O2I and increase your business value.
24
G5 SOLUTIONS
COMPANY PROFILE
Name of the company Registered office
: Name of the unit: G5 Solution Pvt.Ltd : 2nd floor, Mujawar Arcade, P.B. Road, Nehru Nagar, Belgaum- 590 010, Karnataka, India.
Phone no Fax no Email URL Bankers Sahakari
: +91 831 4217300, +91 831 2476367 : +91 831 4217304 : info@g5solution.org, : www.g5solution.org : Shri Bhimambaka Mahila Sourd Niyamit, Belgaum. Gajraj Multipurpose Souhard Sahakari Niyamit, Belgaum. Sangoli Rayanna Education
Society, Belgaum.
25
G5 SOLUTIONS
The company was set up with a view to bring revolution in the world of communications by integrating and delivering the best of the breed solutions aimed at customer-centric organization
VISION 1. Create a niche position in the global BPO industry. 2. Our vision is to be the most inspiring business group admired for creating sustained prosperity. MISSION 1. To be recognized as the best by our clients, Employees and globally
Communities. 2. To be a 1000 Seats BPO centre by the end of 2010, the first of its kind in the North Karnataka region. 3. To delight customers by being highly responsive and offering best-inclass products and services. 4. To provide a vibrant environment that empowers people and enables continuous growth.
FUNCTIONS OF THE COMPANY:

Company activities splits under 5 headings such as 1. HUMAN RESOURCE DEPARTMENT 2. BUSINESS & DEVELOPMENT DEPARTMENT
26
G5 SOLUTIONS
3. FACILITY & SERVICE DEPARTMENT 4. INFORMATION & TECNOLOGY DEPARTMENT 5. TRAINING & DEVELOPMENT DEPARTMENT HUMAN RESOURSE DEPARTMENT: HR department is core part of the company because is concerned with people who are responsible for the attainment of organizational goals and organization growth and making this to happen is the responsibility of HR department. FUNCTIONS OF THE DEPARTMENT
RECRUITMENT & SELECTION
PLACEMENT & INDUCTION RULES & REGULATIONS OF WAGES TO THE NEW EMPLOYEES PROVIDING EFFICIENT EMPLOYEES TO DIFFERENT DEPARTMENTS IN THE
ORGANISATION WHEN THEY ARE IN NEED OF MOTIVATION.
RECRUITMENT & SELECTION RECRUITMENT:
27
G5 SOLUTIONS
Company is recruiting the workforce through advertisement in the newspapers, television, with the help of consultancies, portals, employee reference and websites etc. SELECTION: Through organizing aptitude test for the candidates, then the process of pre screening is performed by the head of particular department, then finally HR discussion to select the candidate for a concerned department will be done.
PLACEMENT & INDUCTION PLACEMENT: The job is offered to the finally selected candidates with agreed designation roles and responsibilities in the company. INDUCTION: Induction is the program where in employee will be made aware to the work culture, rules regulations ,peers and staff and to the concerned officers. Whenever the different departments are in need of employees, the HR Department helps them out by providing efficient employees to their required work this will be done through job rotation . multi tasking employees to ensure a team work to achieve the objectives and smooth flow of work. MOTIVATION G5 Solution Private Limited HR Model functions by accepting the HR as a strategic partner in the formulation of the company's strategies as well as in the implementation of those strategies through HR activities such as
28
G5 SOLUTIONS
recruiting, selecting, training and rewarding personnel. Our model focuses on identifying and analyzing external opportunities and threats that may be crucial to the company's success. The model is in a unique position to supply competitive intelligence that will be useful in our strategic planning process. G5 Solution aims to translate strategies into HR practices to attain: Our HR policy strives in: Identifying the best talent and use it in the best practices. Setting and aligning individual work goals with company objectives. Building trust and instilling loyalty. Coaching for results. Using influence, not power. Rapid adoption to change Employee commitments Exceeding the customer demands and High Performance Financial achievements
EQUAL EMPLOYMENT OPPORTUNITY In order to provide equal employment and advancement opportunity to all individuals, employment decisions at G5 SOLUTION PVT. LTD will be based on merit, qualification, and abilities. G5 SOLUTION PVT. LTD does not discriminate in employment opportunities and practices based on race, colour, sex, state origin, age other characteristics protected by law. This policy governs all aspects of employment including, selection, job assignment, compensation, discipline, termination, and access to benefits and training.
29
G5 SOLUTIONS
Any employees with question or concerns about any type of discrimination in the work place are encouraged to bring these issues to the attention of their head of the department or HUMAN RESOURCE DEPARTMENT. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. BUSINESS ETHICS AND CONDUCT The successful business operation and reputation of G5 Solution PVT LTD is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for the integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regards for the highest standards of conducts and personal integrity. The continued success of G5 Solution PVT LTD is dependent upon our customers trust and we are dedicated to preserving that trust. Employees owe a duty to G5 Solution PVT LTD, its customers to act in a way that will merit the continued trust and confidence of the Public. G5 Solution PVT LTD will comply with all applicable laws and regulations and expects its Directors, Managers, Executives, Technology Staff, and associated staff members to conduct business in accordance with the letter, sprit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter
30
G5 SOLUTIONS
should be discussed openly with your immediate head of the department and, if necessary, with the [CEO/DIRECTORS], for advice and consultation. Compliance members. Disregarding or failing to company with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment. EMPLOYMENT CATEGORIES : It is the intent of G5 Solution Private Limited to clarify the definition of employment classification so the employee understand their employment status and benefit eligibility. REGULAR FULL TIME employees are those who are not in a temporarily or problem status and who are regularly scheduled to work G5 Solution Private Limited full time scheduled. Generally they are eligible for G5 Solution Private Limited benefits package subject to term, condition, and limitations of each benefits program. PROBATION is those whose performance is being evaluated to determine whether further employment in a specific position or with G5 Solution Private Limited is appropriate. Employees who satisfactorily completed the probation period will be notified of their new employment classification. CONTRACTUAL employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Contractual employees retain that status until and unless with this policy of business ethics and conduct is the
responsibility of every G5 Solution PVT LTD employees & associated
31
G5 SOLUTIONS
they are notified of a change. Contractual employees are intelligible for all of G5 Solution Private Limited other benefits programs. CONSULTANTS are those who facilitate organizational change and / or provide subject matter expertise on technical, functional, and business topics during development or implementation EMPLOYEE BENEFITS Eligible employees at G5 SOLUTION PVT. LTD. are provided a wide range of benefits. A number of programs cover all employees in the manner prescribed by law.Benefits eligibility is dependant upon a variety of factors, including employee classification. Your (Human Resources Department) can identify the programs for which you are eligible. Details of many of these programs can be found else where in the employee handbook. The following benefit programs are available to eligible employees: ESIC Provident Fund Gratuity The benefit programs require contribution from the employee beside
employers contribution. WORK SCHEDULE The normal work schedule for all the employees and associated members are 8hours a day, Monday to Saturday. Head of the department will advise the employees and associated members of the time, their schedule will
32
G5 SOLUTIONS
normally begin & end.
Staffing needs and operational demands may
necessitate variations in starting & ending times, as well as variations in the total hours that may be scheduled each day & week. An employee is considered absent if he or she is not present for work as scheduled in time. Reporting for work regularly & on time is essential, since lateness or absences interfere with the daily running of company & place an extra work load on fellow employees. Failure to report to work on time & tardiness will result in disciplinary action up to & including termination.
2.BUSINESS & DEVELOPMENT DEPARTMENT:

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

This department is the key position of the organization, It looks over the
Maintenance of the entire organization. 1. They maintain the entire infrastructure of the organization 2. During the night shift the employees are given security 3. Providing traveling facility to the employees 4. Providing stationery articles to the employees 5. Providing medical care to the employees
33
G5 SOLUTIONS
6. Providing snacks to the employees working in the night shift 7. Providing midday meal to the employees whose 50% charge will be Paid by the company & 50% by the employee SERVICES OFFERDE BY G5 SOLUTION ARE AS FOLLOWS:
VOICE BASED SERVICES;
They extend their services enabling the clients to increase market share more quickly and at a lower cost, than they could by employing in-house sales people. Outbound: clients call company and duration will be max 1 week. Outbound is more depends on voice accent, They focus on sales and opportunities. Pilot Marketing Lead Generation / Appointment Setting Market Survey / Research NON VOICE BASED SERVICES
These are the Non Voice based application driven process through which the client's back office process can be supported by their CSR group: Data Processing Data Conversion Data Maintenance Chat Support
34
G5 SOLUTIONS
Email Support Proof Reading Transcription Services Payroll and Billing Collections Legal Transcription
INFORMATION & TECNOLOGY DEPARTMENT

This dept is concerned with internet and technology and services. This department is concerned about collecting information and storing and providing it to the needy as ad when needed, ad is also responsible for the technology and sorting technology related problems. gathering clients information and stores it and protecting from hacking through proper security systems . Developing IT technology standards and protocols inline with federal requirements and industry best practice. Responsibility for IT security.Collaborate with Technical staff to trial, test, implement and tune various security systems, including but not limited to: intrusion detection systems, security patch deployment, desktop lockdown, encryption technologies, multi-factor authentication, remote access, firewalls, encryption, vulnerability management and more. Maintaining records for hardware and software for the IT dept. Administrating, maintaining and allocating of work for the technical staff.
5.
TRAINING & DEVELOPMENT DEPARTMENT
This dept take care of voice and access, internal training process about product . this dept takes care of G5 Solution Private Limited firmly believes that advanced & continuous training provides a strategic advantage in this competitive Marketplace. This department trains the new employees to enable them to do their jobs better. It increases the knowledge & skills of new employees in performing their jobs effectively The training methodology is designed with core focus on:
35
G5 SOLUTIONS
High quality of Work. Increase in Customer Satisfaction. Improve Employee relations. Creating a healthy WORK CULTURE. Increase in profits. Improving the image of the Industry and our business
BRIEF HISTORY OF THE COMPANY

G5 Solution Private Limited is currently in the process of setting up a 100 seater, 24/7 BPO facility in the midst of ongoing developments in the field of BPO at Belgaum G5 Solution is a very young and enterprising company in the realm of IT Enabled Services (ITES). It has firmed up its expansion plan to provide Call Center Solutions to various overseas clients. The company was set up with a view to bring revolution in the world of communications by integrating and delivering the best of the breed solutions aimed at customer-centric organization G5 Solution Private Limited has a team of dedicated and Professional staff capable of handling efficient processes critical to the clients businesses. G5 Solution Private Limited also holds the competency in
36
G5 SOLUTIONS
handling business
process outsourcing with business optimization skills to
reduce cost, improve system process efficiencies, increase revenues and profitability for you. They say that they understand the strategic nature of the off-shoring initiatives and are focused on providing you with risk mitigation and process excellence in their chosen areas. Over the years a team has been formed consisting of experienced
personalities representing every facade of business. The G5 Solution facility is a high performance center offering world-class infrastructure and exceptional quality of service. All company processes and practices are consistent with international industry standards. At G5 Solution they are committed to deliver innovative solutions to their clients so that they become high performers with high profitability.
With
global
resources
and
mobilizing
the
right
people,
skills
and
technological expertise they make their clients improve their performance. With an in-depth knowledge of international markets and possession of a strong, on the ground presence in India, they promise their clients significant cost savings, and improvement and maintenance of the quality of service delivery. Combining extensive capabilities in technology with extensive domain expertise, they deliver seamless solutions that bring tangible business value to organizations around the world profits in other's gain. They believe if their clients derive some benefit from their activities, then and only they will we prosper. Always open to their clients needs, always willing to change their ways to suit their clients, is their philosophy.
37
G5 SOLUTIONS
They believe all the statements are true in their own perspective. Because of their inability to know substance as a whole, they cannot have complete knowledge of a substance and therefore theres always an opportunity to accept others view point. Their partners are their biggest strength. They have various partnering and contract arrangements with a number of technical companies to supplement their workforce to be able to deliver what they promise on time and within budget. Their track record of successful management of their resources speaks for itself.
G5 Solution, Belgaum
--:
ORGANISATIONL CHART
CMD ANAND B APPUGOL
:-
COO (CHIEF OPERATING OFFICER) SHEETAL DHANWAR
MR SHIVAYOGI
HR LEAD SHILPA BADIGER

FRONT HR.EXECU OFFICE SR. HR TIVE EXECUTIVE NITIN
Belgaum Institute of Management Studies JR.BUS

CONSULTANT
B&D LEAD SANTOSH KUMAR
MAHESH VARSHA PATIL
SHIVAYOGI
F&S (FACILITY &SERVICE) PRAMOD APPUGOL ASST. FES& SERVICES JAGADISH
IT LEAD MADHUJAYA HAZARIKA SYSTEM JR. SR.SYSTEM SYSTEM ADMIN ADMIN ADMIN GEORGE SANJAY SAGAR
SUPPORT T&D CLC FUCTION EXE MANAGER MUNIRA
T&D LEAD (TRNG&DV LPMNT) JULIANA
QA BHARATI TEKE
38
CSR CSE
RASHANT JUNIPER
G5 SOLUTION S
RESEARCH DESIGN
The effort of the investigation is to provide descriptive profile of the respondents on the dimensions namely sex, type of family, education etc., and Employee Engagement. This design help to portrait the factors affecting, physical stress of employees and used. factors to contribute Employee Engagement in G5 Solution, Belgaum. Hence for the study a descriptive cum diagnostic research design will be
SAMPLING
The population for this study are the employees of G5 Solution, Belgaum., having total of 50 employees as the sampling population.
TYPE OF SAMPLING
Research Approach: Survey method Research Instrument: Questionnaire, Personal Interaction. Sample method: Census Sampling Sample size: 50employees
Sample unit: Respondents of G5 Solution.
39
G5 SOLUTION S
Software will be used for analysis:

SPSS software.
Tools will be applied for analysis:

Personal interaction, questionnaire.
STATEMENT OF PROBLEM management problem:

The management of G5 solution want to study the employees engagement, and causes of disengagement and employee expectations from a company and make necessary improvements to achieve employee engagement successfully.
RESEARCH PROBLEM
So based on management problem the research problem is as follows A CRITICAL STUDY ON EMPLOYEE ENGAGEMENT At G5 Solution, Belgaum.
40
G5 SOLUTION S
CHAPTER 3
Analysis and Interpretation Findings Recommendations Conclusion
41
G5 SOLUTION S
1) I have the materials and equipment I need to do my job efficiently

I h ave th e m ater ials & eq iu pmen t i n eed to d o m y job efficien tly Fre qu ency Pe rcen t Va lid Pe rcent Strongly disa g ree 3 6.0 6.0 d isag re e 3 6.0 6.0 n eith er agree no r 6 1 2.0 1 2.0 d isag re e a gre e 29 5 8.0 5 8.0 stro n gly ag re e 9 1 8.0 1 8.0 Total 50 1 00.0 1 0 0.0 Cumulative Perce nt 6 .0 1 2.0 24.0 8 2.0 1 00 .0
Valid
7 0
6 0 5 8 5 0
4 0
3 0
2 0
Percent
1 8 1 0 0 6 S n lyd a re tro g is g e d a re is g e 6 n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e 1 2
I h v th m te ls &e iu m n i n e to d m jo e ie tly a e e a ria q p et ed o y b ffic n
Interpretation:
From the above study it is found that
graph 76% of the
employees agree that company provides all the necessaries to do their job efficiently so they are able to d o their job smoothly, but 12% each of employees say they are not satisfied and neither satisfied nor dis satisfied
42
G5 SOLUTION S
2) I know what is expected of me in my job
I know what is expected of me in my job Frequency agree 38 strongly agree 12 Total 50 Percent 76.0 24.0 100.0 Valid Percent 76.0 24.0 100.0 Cumulative Percent 76.0 100.0
Valid
8 0 7 6
6 0
4 0
Percent
2 0
2 4
0 a re g e s n ly a re tro g g e
I k oww a is e e dof m inm job n ht xp cte e y
Interpretation:
The above graph represents that most of the employees are
have a clear job description and they know their role and responsibilities and company expectations from employees.
43
G5 SOLUTION S
3) Workload is distributed equally throughout our department or unit
Work load is disturbed equall throughout our department or unit Frequency Valid neither agree nor disagree agree strongly agree Total 12 29 9 50 Percent 24.0 58.0 18.0 100.0 Valid Percent 24.0 58.0 18.0 100.0 Cumulative Percent 24.0 82.0 100.0
7 0
6 0 5 8 5 0
4 0
3 0 2 4 1 8 1 0 0 n ith r a re n r d e e g e o i a re g e s n lya re tro g g e
2 0
Percent
W rklo dis d tu e e u ll th u h u o r d p rtm n o u it o a is rb d q a ro g o t u e a e t r n
Interpretation:
From the above graph we can say from the above study we
can say that more than 75% of employee believe that their work load is
44
G5 SOLUTION S
equally distributed among the employees due to clear job description and clear role and responsibilities throughout the departments or unit.
4) I feel competent and fully able to handle my job
I feel competen t & fu lly able to h an d le my job Frequency disagree 3 agree 32 strongly agree 15 Total 50 Percent 6.0 64.0 30.0 100.0 Valid Percent 6.0 64.0 30.0 100.0 Cumulative Percent 6.0 70.0 100.0
Valid
7 0 6 4
6 0
5 0
4 0
3 0
3 0
2 0
Percent
1 0 0 6 d a re is g e a re g e s ng a re tro ly g e
I fe l com e n &fu a leto h n lem job e p te t lly b ad y
45
G5 SOLUTION S
Interpretation:
From the above graph reveals that
more than 94% of
employees feel that they are competent and ability to handle and manage their job but 6% employees feel they are not competent and their is a gap between actual and expected capability to do job.
5) I am proud to say that I work at this company
I am proud to say that i work at this company Frequency 3 6 20 21 50 Percent 6.0 12.0 40.0 42.0 100.0 Valid Percent 6.0 12.0 40.0 42.0 100.0 Cumulative Percent 6.0 18.0 58.0 100.0
Valid
disagree neither agree nor disagree agree strongly agree Total
5 0
4 0
4 0
4 2
3 0
2 0
Percent
1 0 6 0 d a re is g e
1 2
n ith r a re no d e e g e r i
a re g e
s n ly a re tro g g e
I a p dto sa th t i w a th com a y m rou y a ork t is pn
46
G5 SOLUTION S
Interpretation:
From the above graph we can say that majority of the employees and their have recognition and friendly
employee feel proud being a part of the company, because they feel company care environment of the company makes them to feel proud to be a part of the G5 solutions
6) If I do good work I can count on making more money
if i d o g ood w ork i can cou n t on makin g more mon ey Frequency Strongly disagree 6 neither agree nor 14 disagree agree 12 strongly agree 18 Total 50 Percent 12.0 28.0 24.0 36.0 100.0 Valid Percent 12.0 28.0 24.0 36.0 100.0 Cumulative Percent 12.0 40.0 64.0 100.0
Valid
47
G5 SOLUTION S
4 0 3 6 3 0 2 8 2 4 2 0
Percent
1 0
1 2
0 S n ly d a re tro g is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e
if i d g o w rki c nc u t o m k g m rem n y o o d o a o n n a in o oe
Interpretation:
From the above graph shows that 60% of the employees believe
that if they do good work they can count on making more money but 12% of the employees disagree for the same and 28%are neither agree nor disagree.
7) Company recognizes or praises me whenever I do a good job.
Company recognizes me whenever i do a good job Frequency 3 12 23 12 50 Percent 6.0 24.0 46.0 24.0 100.0 Valid Percent 6.0 24.0 46.0 24.0 100.0 Cumulative Percent 6.0 30.0 76.0 100.0
Valid
48
G5 SOLUTION S
5 0 4 6 4 0
3 0
2 4 2 0
2 4
Percent
1 0 6 0 d a re is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e
C m a y re o n e m w e e r i d ag o jo o p n c g iz s e h n ve o o d b
Interpretation:
The above graph represents that
70% of the employees are
agreeing that the company recognizes them whenever they do a good job and 30% of the employees disagree for the same.
8) I am happy with the benefits package offered at Co,
I am happy with th e benefits package offered at compan y Frequency Strongly disagree 3 neither agree nor 12 disagree agree 32 strongly agree 3 Total 50 Percent 6.0 24.0 64.0 6.0 100.0 Valid Percent 6.0 24.0 64.0 6.0 100.0 Cumulative Percent 6.0 30.0 94.0 100.0
Valid
49
G5 SOLUTION S
7 0 6 4
6 0
5 0
4 0
3 0 2 4
2 0
Percent
1 0 0 6 S n ly d a re tro g is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e 6
I a h p y w th b n fits p ck g o re a co p n m a p ith e e e a a e ffe d t m a y
Interpretation: The above graph reveals that majority of the employees are satisfied and have a fare and benefits . positive response toward the benefits and facilities provided by the company and they believe company care employees well
9) I am aware of the promotion opportunities in my company
I am aware of th e pr omotion opportun ities in my company Frequency Strongly disagree 3 neither agree nor 9 disagree agree 32 strongly agree 6 Total 50 Percent 6.0 18.0 64.0 12.0 100.0 Valid Percent 6.0 18.0 64.0 12.0 100.0 Cumulative Percent 6.0 24.0 88.0 100.0
Valid
50
G5 SOLUTION S
70 6 4
6 0
5 0
4 0
3 0
2 0
Percent
1 8 1 0 0 6 S ng d a re tro ly is g e ne r a re no d ithe g e r i a re g e s ng a re tro ly g e 1 2
I a a a of th p m w re e rom otion op ortu itie in m com a y p n s y pn
Interpretation:
The above graph represents that majority of the employees
are aware of the promotion opportunities available in the organization and only 6% are not aware about the career opportunities in the organization
10) I have a clearly established career path at Co
51
G5 SOLUTION S
I have a clearly established career path at company Frequency Strongly disagree 3 disagree 3 neither agree nor 18 disagree agree 23 strongly agree 3 Total 50 Percent 6.0 6.0 36.0 46.0 6.0 100.0 Valid Percent 6.0 6.0 36.0 46.0 6.0 100.0 Cumulative Percent 6.0 12.0 48.0 94.0 100.0
Valid
5 0 4 6 4 0 3 6 3 0
2 0
Percent
1 0 6 0 S n lyd a re tro g is g e d a re is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e 6 6
I h v acle rly e b h dc re r p tha co p n ae a sta lis e a e a t m a y
Interpretation: The above graph reveals that 56% of the employees say that they have clearly established career path and they know opportunity available and expected performance to get that opportunity, and 12% of the employees are not clear about career opportunities available this is may be due to they are unaware about the information source or the source it self is inefficient and the rest are neither agree nor disagree.
11) In general, promotions are handled fairly at my company 52
G5 SOLUTION S
In ganeral, promotions are handled fairly at my company Frequency Strongly disagree 3 neither agree nor 12 disagree agree 26 strongly agree 9 Total 50 Percent 6.0 24.0 52.0 18.0 100.0 Valid Percent 6.0 24.0 52.0 18.0 100.0 Cumulative Percent 6.0 30.0 82.0 100.0
Valid
6 0
5 0
5 2
4 0
3 0 2 4 1 8 1 0 6 S n lyd a re tro g is g e n ith r a re n r d e e g e o i a re g e s n lya re tro g g e
2 0
Percent
Ing n ra p m tio s a h n le fa a m c m a y a e l, ro o n re a d d irly t y o p n
Interpretation:
The above graph shows that 70% of employees agree that the
company is providing a right career opportunities to employees and are handled fairly in company ,24% employees feel neither agree nor dis agree, rest feel disagree
53
G5 SOLUTION S
12) Co encourages pursuing educational courses

Compan y en cou rages pu rsuin g education al cou rses Frequency Strongly disagree 6 disagree 6 neither agree nor 12 disagree agree 20 strongly agree 6 Total 50 Percent 12.0 12.0 24.0 40.0 12.0 100.0 Valid Percent 12.0 12.0 24.0 40.0 12.0 100.0 Cumulative Percent 12.0 24.0 48.0 88.0 100.0
Valid
5 0
4 0
4 0
3 0
2 0
2 4
Percent
1 0
1 2
1 2
1 2
0 S n ly d a re tro g is g e d a re is g e ne r a re n r d ithe g e o i a re g e s ng a re tro ly g e
C p n e cou ge p rsu g e u tion l cou s om a y n ra s u in d ca a rse
Interpretation:
The above graph represents that The above study represents gained education facility through company
that
52% of the employees
support this is due to right policy and company care toward the employee growth and rest employees are not in need of company support to avail further education.
54
G5 SOLUTION S
13)
In the last year, I have had opportunities to learn and grow
In the last year, i have had opportunities to learn and grow Frequency 3 12 29 6 50 Percent 6.0 24.0 58.0 12.0 100.0 Valid Percent 6.0 24.0 58.0 12.0 100.0 Cumulative Percent 6.0 30.0 88.0 100.0
Valid
7 0
6 0 5 8 5 0
4 0
3 0 2 4
2 0
Percent
1 0 0 6 d a re is g e n ith r a re n r d e e g e o i a re g e
1 2
Inth la y a i h veh do p rtu itie to le rna dg w e st e r, a a po n s a n ro
Interpretation:
The above graph represents
that 70% of employee feel that
company is providing them an opportunity to learn and grow through right career opportunity and have learning experience in the company and 6% employees are not satisfied by his/her past experience they feel their experience was not the worth 24% employee feel neutral.
55
G5 SOLUTION S
14) The people I work with help each other when needed.
The people i work with help each other when needed Frequency Valid neither agree nor disagree agree strongly agree Total 6 32 12 50 Percent 12.0 64.0 24.0 100.0 Valid Percent 12.0 64.0 24.0 100.0 Cumulative Percent 12.0 76.0 100.0
7 0 6 4
6 0
5 0
4 0
3 0 2 4
2 0
Percent
1 0 0
1 2
ne r a re n r d ithe g e o i
a re g e
s ng a re tro ly g e
T e p op i w w h lp e ch oth r w e n e e h e le ork ith e a e hn edd
Interpretation:
The above graph shows that majority of the employees feel
that the team they work with is supportive and co-ordination, co-operation are comfortable with their teams and getting proper support from the team members to do the job more efficiently.
56
G5 SOLUTION S
15)
My co-workers and I share information and new ideas
M y co-workers & i sh are in formation & n ew id eas Frequency Strongly disagree 3 neither agree nor 6 disagree agree 26 strongly agree 15 Total 50 Percent 6.0 12.0 52.0 30.0 100.0 Valid Percent 6.0 12.0 52.0 30.0 100.0 Cumulative Percent 6.0 18.0 70.0 100.0
Valid
6 0
5 0
5 2
4 0
3 0
3 0
2 0
Percent
1 0 6 S n ly d a re tro g is g e
1 2
a re g e ne e a re n r d ith r g e o i s n ly a re tro g g e
M co- o e &i sh rein y w rk rs a form tio &n wid a a n e es
Interpretation:
The above graph represents that more than 82% of
employees agree that they get a proper information from their peers, colleagues to do their job efficiently and helps to take decision at a right
57
G5 SOLUTION S
time n and colleague will help each other to generate a new idea to improve their efficiency.
16) My co-workers do their best
My co-workers do their best Frequency Valid neither agree nor disagree agree strongly agree Total 3 29 18 50 Percent 6.0 58.0 36.0 100.0 Valid Percent 6.0 58.0 36.0 100.0 Cumulative Percent 6.0 64.0 100.0
7 0
6 0 5 8 5 0
4 0 3 6 3 0
2 0
Percent
1 0 0 6 n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e
M c - o e d th ir b st y o w rk rs o e e
58
G5 SOLUTION S
Interpretation :
The above graph reveals that
majority of the employees
think that people they are working with are performing well in their place. They feel their peers are efficient and able to handle their job effectively and performing well.
17) My Manager treats me fairly

My manager treats me fairly Frequency 3 3 26 18 50 Percent 6.0 6.0 52.0 36.0 100.0 Valid Percent 6.0 6.0 52.0 36.0 100.0 Cumulative Percent 6.0 12.0 64.0 100.0
Valid
59
G5 SOLUTION S
6 0
5 0
5 2
4 0 3 6 3 0
2 0
Percent
1 0 6 0 d a re is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e 6
M m n g r tre ts m fa y aae a e irly
Interpretation : From
the above graph we can say that majority of employees believe that
their superior is performing well and they are supportive , friendly , they maintain a equal treatment among the employees and are satisfied with their role in the work place .
18) I can freely approach my Manager with problems
I can freely approach my manager with problems Frequency Valid neither agree nor disagree agree strongly agree Total 3 29 18 50 Percent 6.0 58.0 36.0 100.0 Valid Percent 6.0 58.0 36.0 100.0 Cumulative Percent 6.0 64.0 100.0
60
G5 SOLUTION S
7 0
6 0 5 8 5 0
4 0 3 6 3 0
2 0
Percent
1 0 0 6 n ith r a re n r d e e g e o i a re g e s ng a re tro ly g e
I ca fre ly a p chm m n ge w p le s n e p roa y a a r ith rob m
Interpretation : The above graph represents that majority employees feels free to approach their manager while problem and discuss with them to sort out this is due to friendly environment and support of superior to the employees.
19)
My Manager handles my work-related issues satisfactorily
My manager handles my work related issues satisfactorily Frequency Valid neither agree nor disagree agree strongly agree Total 6 32 12 50 Percent 12.0 64.0 24.0 100.0 Valid Percent 12.0 64.0 24.0 100.0 Cumulative Percent 12.0 76.0 100.0
61
G5 SOLUTION S
7 0 6 4
6 0
5 0
4 0
3 0 2 4
2 0
Percent
1 0 0
1 2
n ith r a re n r d e e g e o i
a re g e
s n lya re tro g g e
M m n g r h n le m w rkre te issu s sa fa to y aae ad s y o la d e tis c rily
Interpretation : The above graph reveals that
majority of the employee feel that
their superior is able and efficient , competent to handle and manage the work related grievances and 12% employees feel he is not competent enough to handle grievances fairly
20)
There is good communication between me and my superior
There is good communication between me & my supervisor Frequency Valid neither agree nor disagree agree strongly agree Total 6 26 18 50 Percent 12.0 52.0 36.0 100.0 Valid Percent 12.0 52.0 36.0 100.0 Cumulative Percent 12.0 64.0 100.0
62
G5 SOLUTION S
6 0
5 0
5 2
4 0 3 6 3 0
2 0
Percent
1 0
1 2
0 n ith r a re n r d e e g e o i a re g e s n lya re tro g g e
T e is g o c m u ica nb tw e m &m su e iso h re o d o m n tio e e n e y p rv r
Interpretation :
The above graph represents that majority of the employees
have a positive response toward the relationship between superior and subordinate this is due to friendly and confort work environment in the work place.
21) My supervisor cares about me as a person
63
G5 SOLUTION S
My surevisor cares about me as a person Frequency 3 6 26 15 50 Percent 6.0 12.0 52.0 30.0 100.0 Valid Percent 6.0 12.0 52.0 30.0 100.0 Cumulative Percent 6.0 18.0 70.0 100.0
Valid
6 0
5 0
5 2
4 0
3 0
3 0
2 0
Percent
1 0 6 0 d a re is g e
1 2
n ith r a re n r d e e g e o i
a re g e
M s re o c re a o t m a ap rs n y u vis r a s b u e s e o
Interpretation :
The above graph represents that majority of the employees feel
that the immediate superior takes care about employees as a individual and 6% employees dis agree , where as 12% employees feel neither agree nor dis agreeree that they have a good communication with their superior .
22)
I can trust what management tells me
64
G5 SOLUTION S
I will trust what management tells me Frequency Strongly disagree 3 disagree 6 neither agree nor 15 disagree agree 23 strongly agree 3 Total 50 Percent 6.0 12.0 30.0 46.0 6.0 100.0 Valid Percent 6.0 12.0 30.0 46.0 6.0 100.0 Cumulative Percent 6.0 18.0 48.0 94.0 100.0
Valid
5 0 4 6 4 0
3 0
3 0
2 0
Percent
1 0 6 0 S n ly d a re tro g is g e
1 2 6 n ith r a re n r d e e g e o i d a re is g e a re g e s n ly a re tro g g e
I w tru w a m n ge e t te m ill st h t a a m n lls e
Interpretation :
The above graph represents that 52% of employees agree
that they have a trust on management, they feel management is fair in its proceedings and 30% neither agree nor dis agree where as 18% employees dis agree that they wont believe regarding what ever management tell.
65
G5 SOLUTION S
23)
I feel free to offer comments and suggestions
I feel free to offer commen ts an d sug g estion s Frequency Strongly disagree 3 disagree 9 neither agree nor 18 disagree agree 20 Total 50 Percent 6.0 18.0 36.0 40.0 100.0 Valid Percent 6.0 18.0 36.0 40.0 100.0 Cumulative Percent 6.0 24.0 60.0 100.0
Valid
5 0
4 0 3 6 3 0
4 0
2 0 1 8
Percent
1 0 6 0 S ng d a re tro ly is g e d a re is g e ne r a re no d ithe g e r i a re g e
I fe l fre to offe com e ts a d su e e r mn n gge stion s
Interpretation : The above graph describes that 76% of employees are agree to that they can freely give suggestions and recommendations in company where as 6% employees are dis agree and 18% employees neither agree nor dis agree .it shows that employees are motivated to think and participate for generating new ideas and their ideas are counted .
24) I feel that actions are taken on suggestions given by me 66
G5 SOLUTION S
I feel th at actions are taken on su ugestions given by me Frequency Strongly disagree 3 disagree 9 neither agree nor 24 disagree agree 8 strongly agree 6 Total 50 Percent 6.0 18.0 48.0 16.0 12.0 100.0 Valid Percent 6.0 18.0 48.0 16.0 12.0 100.0 Cumulative Percent 6.0 24.0 72.0 88.0 100.0
Valid
6 0
5 0 4 8 4 0
3 0
2 0
Percent
1 8 1 0 6 S n ly d a re tro g is g e d a re is g e n ith r a re n r d e e g e o i
1 6 1 2
s n ly a re tro g g e a re g e
I fe l th t a e a ction a ta e onsu g stion give b m s re k n ue s n y e
Interpretation :
The above mentioned graph represents that
28% of
employee feel their suggestion are given importance and implemented but 24%% of employee feel that their suggestions are not implemented and 48% feel neutral. Most of employees feel their ideas either some time implemented some time are ignored by management.
67
G5 SOLUTION S
25) I enjoy working with my co-workers
I enjoy working with my co-workers Frequency Valid neither agree nor disagree agree strongly agree Total 3 17 30 50 Percent 6.0 34.0 60.0 100.0 Valid Percent 6.0 34.0 60.0 100.0 Cumulative Percent 6.0 40.0 100.0
70
6 0
6 0
5 0
4 0 3 4
3 0
2 0
Percent
1 0 0 6 n ith r a re no d e e g e r i a re g e s n ly a re tro g g e
I e joy w in w m co- ork rs n ork g ith y w e
Interpretation :
The above graph reveals that majority of the employees are
comfortable working with co workers where as 6% employees are neither agree nor dis agree and think they are not enjoying working in the team. This represents the employees enjoy working in a team,team coordination co operation is satisfactory and comfort with their team members
68
G5 SOLUTION S
26)
Management care for all its employees at all levels
Management care for all its employees at all levels Frequency 3 15 23 9 50 Percent 6.0 30.0 46.0 18.0 100.0 Valid Percent 6.0 30.0 46.0 18.0 100.0 Cumulative Percent 6.0 36.0 82.0 100.0
Valid
5 0 4 6 4 0
3 0
3 0
2 0 1 8
Percent
1 0 6 0 d a re is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e
M n g m n c re fo a its e p y e a a le e aa e et a r ll m lo e s t ll v ls
Interpretation :
The above graph reveals that 64% of the employees believe
that management treat all employees equally at all levels of the organization where as 6% employees are disagree to this and 30% employees neither agree nor disagree. It represents that management is able to maintain a equality among the employees at all level of the organization.
69
G5 SOLUTION S
27)
The newsletters/ HR Board/ notices / E-mail Communication are sufficient to keep the employee informed
The news letters/HR board/notices/email communiaction are sufficient to keep employee informed Frequency 3 9 30 8 50 Percent 6.0 18.0 60.0 16.0 100.0 Valid Percent 6.0 18.0 60.0 16.0 100.0 Cumulative Percent 6.0 24.0 84.0 100.0
Valid
70
6 0
6 0
5 0
4 0
3 0
2 0
Percent
1 8 1 0 0 6 d a re is g e n ith r a re n r d e e g e o i a re g e
1 6
T en w le rs/H b a /n tice m il com u ia h e s tte R o rd o s/e a m n ctiona su re fficie t to n
Interpretation :
The above graph mentions that 76% employees feel the tools of 6%
information are efficient to provide proper information to employee ,
employees are dis agree they think the tolls are not efficient and 18% employees feel neither agree nor dis agree. This shows most of the employees are getting information at a right time and sources are efficient in their performance
70
G5 SOLUTION S
28)
I am comfortable in my place of work

I am comfortable in my place of work Frequency 6 6 24 14 50 Percent 12.0 12.0 48.0 28.0 100.0 Valid Percent 12.0 12.0 48.0 28.0 100.0 Cumulative Percent 12.0 24.0 72.0 100.0
Valid
6 0
5 0 4 8 4 0
3 0 2 8 2 0
Percent
1 0
1 2
1 2
0 d a re is g e n ith r a re n r d e e g e o i a re g e s n lya re tro g g e
I a c m rta leinm p c o w rk m o fo b y la e f o
Interpretation :
The above graph reveals
that 76% employees feel
comfortable work environment is provided them to do their job where as 12% each employees feel disagree and neither agree nor dis agree that they have a good and comfortable work place to do their job. This shows that company is providing a good work environment which is supporting employees to work better.
71
G5 SOLUTION S
29)
Co, provides me good transportation facilities
Company provides me good transportation facilities Frequency Strongly disagree 9 disagree 20 neither agree nor 9 disagree agree 12 Total 50 Percent 18.0 40.0 18.0 24.0 100.0 Valid Percent 18.0 40.0 18.0 24.0 100.0 Cumulative Percent 18.0 58.0 76.0 100.0
Valid
5 0
4 0
4 0
3 0
2 4 2 0 1 8 1 8
Percent
1 0
0 S n lyd a re tro g is g e d a re is g e n ith r a re n r d e e g e o i a re g e
C m a y p v e m g o tra s o tio fa ilitie o p n ro id s e o d n p rta n c s
Interpretation :
The above graph shows
that
24% employees feel the
transportation facility provided is good and 58% employee dis agree, 18% employees neither agree nor dis agree they feel the transportation facility is
72
G5 SOLUTION S
not properly provided. This shows most of the employee are not satisfied with the transportation facility provided by company.
30) Co, cares for my security and health
Comapny cares for my security & health Frequency Strongly disagree 3 neither agree nor 9 disagree agree 18 strongly agree 20 Total 50 Percent 6.0 18.0 36.0 40.0 100.0 Valid Percent 6.0 18.0 36.0 40.0 100.0 Cumulative Percent 6.0 24.0 60.0 100.0
Valid
5 0
4 0 3 6 3 0
4 0
2 0 1 8
Percent
1 0 6 0 S n ly d a re tro g is g e n ith r a re n r d e e g e o i a re g e s n ly a re tro g g e
C m p y c re fo m se rity &h a o a n a s r y cu e lth
Interpretation :
The above graph represents that 76% of the employees feel
company is concerned about employees health and safety where as 6% disagree to this and 18% employees feel neither agree nor disagree. This 73
G5 SOLUTION S
shows company is providing a good health measures to prevent accidents and health problems of employees.
31)
The recreational activities( Theme days, picnics, contests, etc) make me look forward to work
The recreational activities make me look forward to work Frequency Strongly disagree 3 disagree 5 neither agree nor 21 disagree agree 9 strongly agree 12 Total 50 Percent 6.0 10.0 42.0 18.0 24.0 100.0 Valid Percent 6.0 10.0 42.0 18.0 24.0 100.0 Cumulative Percent 6.0 16.0 58.0 76.0 100.0
Valid
5 0
4 0
4 2
3 0
2 0 1 8
2 4
Percent
1 0 6 0 S n lyd a re tro g is g e
1 0
n ith r a re n r d e e g e o i d a re is g e a re g e
T ere re tio a a tiv s m k m lo kfo a to w rk h c a n l c itie a e e o rw rd o
74
G5 SOLUTION S
Interpretation :
The above graph reveals that 42% of employees agree that
recreational facilities acts as a motivational tool and makes them to concentrate in work where as 42% employees feel neither agree nor disagree, 16% employees feel disagree. This shows that recreational facilities also play a major role in getting a quality work from employees
32)
Recreational activities play a major role in my choosing to stay at Co,

Recreational activities play a major role in choosing to stay at company Frequency Strongly disagree 3 disagree 3 neither agree nor 15 disagree agree 15 strongly agree 14 Total 50 Percent 6.0 6.0 30.0 30.0 28.0 100.0 Valid Percent 6.0 6.0 30.0 30.0 28.0 100.0 Cumulative Percent 6.0 12.0 42.0 72.0 100.0
Valid
4 0
3 0
3 0
3 0 2 8
2 0
Percent
1 0 6 0 S n lyd a re tro g is g e d a re is g e n ith r a re n r d e e g e o i a re g e s n lya re tro g g e 6
R c a n l a itie p y am jo ro in c o s g to sta a co p n e re tio a ctiv s la a r le h o in y t ma
75
G5 SOLUTION S
Interpretation :
The above graph shows
that
12% employees feel that
recreational facility is not the major concern to choose and stay in the company where as 30% feel neither agree nor disagree and 58% employee feel recreational facilities are more concerned for them to choose to stay in the company. So this shows most of the employees give preference to recreational facilities to choose and it is also a major concern to retain the employees in the company.
33)
Recreational facilities provided by Co, are as good/better than the
peer companies
Recreational facilities provided by company are as good/ better than the peer companies Frequency Strongly disagree 6 disagree 3 neither agree nor 21 disagree agree 14 strongly agree 6 Total 50 Percent 12.0 6.0 42.0 28.0 12.0 100.0 Valid Percent 12.0 6.0 42.0 28.0 12.0 100.0 Cumulative Percent 12.0 18.0 60.0 88.0 100.0
Valid
76
G5 SOLUTION S
5 0
4 0
4 2
3 0 2 8 2 0
Percent
1 0
1 2 6
1 2
0 S n lyd a re tro g is g e d a re is g e n ith r a re n r d e e g e o i a re g e s n lya re tro g g e
R c a n l fa e re tio a cilitie p vid db co p n a a g o / b tte th nth s ro e y m a y re s o d e r a e
Interpretation:
The above graph represents that the 40% of the employees agree to the standards of peer
that the company is providing the recreational facilities companies but 42% of employees feel neutral and rest of the employees feel
company is not maintaining the standards either due to not aware bout the facilities or not clear about the facilities in the company.
Findings
1. From the above study it is found that company provides 76% of the employees agree that
all the necessaries to do their job efficiently where as
12% of the employees dis agree and 12% neither agree nor dis agree.
77
G5 SOLUTION S
2. From the above study it is found that most of companies expectations. 3. From the above study it is found that 4. From the above study it is found that
the employees of the
organization feel that they are clear about their role, responsibilities and 76% of employees believe that the 94% of employees feel that they are
work load is equally distributed throughout the departments or unit. competent and ability to handle and manage their job but 6% employees feel they are not competent and their is a gap between actual and expected capability to do job. 5. From the above study it is found that From majority of the employee feel proud being a part of the company, where as 3% of employees disagree for the same. 6. From the above study it is found that 60% of the employees believe that if they do good work they can count on making more money but 12% of the employees disagree for the same and 24% are neither agree nor disagree 7. From the above study it is found that 70% of the employees are agreeing that the company recognizes them whenever they do a good job and 3% of the employees disagree for the same. 8. From the above study it is found that 70% of the employees are satisfied with the benefits package offered by the company where as 6% of the employees are not satisfied and 24% of employees are neither agree nor disagree 9. From the above study it is found that majority of the employees are aware of the promotion opportunities available in the organization and only 6% are not aware about the career opportunities in the organization 10. From the above study it is found that 56% of the employees say that they have clearly established career path, 12% of the employees have no clear career path and the rest are neither agree nor disagree.
78
G5 SOLUTION S
11. From the above study it is found that
70% of employees agree that the
career opportunities are provided and handle fairly in company where as 6% employees dis agree and 24% employees feel neither agree nor dis agree . 12. From the above study it is found that 52% of the employees gained a
support from company to get further education are satisfies with the support where as 24% employees are dis satisfied so they providing proper support to avail further education 13. From the above study it is found that 70% of employee feel they had a good learning experience and opportunity to grow in the company and 6% employees are not satisfied with his past experience they feel their experience was not the worth 14. From the above study it is found that 88% of the employees feel that the team they work with is supportive and co-ordination, co-operation where as 12% of employees are not comfortable with their teams and not getting proper support from the team members to do the job more efficiently 15. From the above study it is found that 82% of employees agree that they get a proper information from their peers where as 6% employees are dis agree and 12% employees neither agree nor dis agree that tey get a required information and new ideas from their co workers. 16. From the above study it is found that employees peers are not performing well 17. From the above study it is found that 88% of employees believe that their 94% of the employees think that people they are working with are performing well in their place and 6% feel company is not
superior is performing well and treats equally where as 6% each employees feel dis agree and nor dis agree regarding their superior role in the work place
79
G5 SOLUTION S
18. From the above study it is found that 94% employees feels free to approach their manager while problem and discuss with them to sort out where as 6% employees neither agree nor dis agree 19. From the above study it is found that 88% employees their manager is competent to handle work related grievances and 12% employees feel neither agree nor dis agree that manager can handle work related problems of employees 20. From the above study it is found that 88% employees say they have a good where as 12% employees feel rapport between them and their superior superior. 21. From the above study it is found that 82% of employees feel that the immediate superior takes care about employees as a individual and 6% employees dis agree , where as 12% employees feel neither agree nor dis agree 22. From the above study it is found that 52% of employees agree that they
neither agree nor dis agree that they have a good communication with their
have a trust on management and 30% neither agree nor dis agree where as 18% employees dis agree that they wont believe regarding what ever management tell. 23. From the above study it is found that 76% of employees are agree to that they can freely give suggestions and recommendations in company where as 6% employees are dis agree and 18% employees neither agree nor dis agree 24. From the above study it is found that 28% of employee feel their suggestion are given importance and implemented but 24%% of employee feel that their suggestions are not implemented and 48% feel neutral 25. From the above study it is found that 94% of employees are comfortable working with co workers where as 6% employees are neither agree nor dis agree and think they are not enjoying working in the team. 80
G5 SOLUTION S
64% of employees believe that
management treat all employees equally at all levels of the organization where as 6% employees are dis agree to this and 30% employees neither agree nor disagree. 27. From the above study it is found that 76% employees feel the tools of 6% 18% information are efficient to provide proper information to employee , employees are dis agree they think the tolls are not efficient and employees feel neither agree nor dis agree. 28. From the above study it is found that 76% employees feel comfortable work environment is provided them to do their job where as 12% each employees feel disagree and neither agree nor dis agree that they have a good and comsfortable work place to do their job 29. From the above study it is found that 24% employees feel the transportation facility provided is good and 58% employee dis agree, 18% employees neither agree nor dis agree they feel the transportation properly provided 30. From the above study it is found that 76% of the employees feel company is concerned about employees health and safety where as 6% dis agree to this and 18% employees feel neither agree nor dis agree facility is not
42% of employees agree that
recreational facilities acts as a motivational tool and makes them to 81
G5 SOLUTION S
concentrate in work where as
42% employees feel neither agree nor dis
agree, 16% employees feel dis agree.
32. From the above study it is found that 12% employees feel that recreational facility is not the major concern to choose and stay in the company where as 30% feel neither agree nor dis agree and 58% employee feel recreational facilities are more concerned for them to choose to stay in the company. 33. From the above study it is found that 40% of the employees agree that the company is providing the recreational facilities which similar companies are providing where as 18% of employees dis agree to this and 42% employees are neither agree nor dis agree to this.
RECOMMENDATIONS
82
G5 SOLUTION S
1. Cab facility( transportation facility) should be provided to employees so that employees can come with their team on time to company . 2. Company has to concentrate on employees who are performing well in their through respective places and appreciate them for their work greeting, putting their name on notice board or
appreciation or small gifts, certificates all these things will count a lot for an employee who perform well and motivates to do better and stay in company 3. Manager need to provide a clear picture about the career of the employees and opportunities available and how they are assessed and criterias for promotions so that employees will come to know that how they are assessed and where they are lacking and suggest steps to be taken to improve. 4. Management can conduct open session, discussions , suggestion box so that employees can share their ideas and if their idea is implemented by management then they to appreciate like a best ides of the month and can give gift so it will motivate employees think and generate new ideas to improve their workings. 5. More than 60% of the employees are not satisfies with the recreational facilities so company can provide stress tv, rest rooms and other d-stress activities like yoga and meditations this will help them concentrate on work lower the stress and makes employees physically and mentally fit for the job. 6. More challenging work has to be given to employees so that they can implement their skill and enjoy their work. So for that company can give a competitive targets or can take new opportunity to provide challenging work to employees..
83
G5 SOLUTION S
7. Part of the employees are not much clear about the expected performance and the way to do required performance so manager has to brief out the job profile role and responsibilities and the what they need to do to get such a performance and conduct a regular feed back regular either weekly or quarterly and assessment to check how employees are doing and suggest necessary adjustments will help the management to take corrective actions to get required output from employees. 8. A team leader can conduct a weekly meeting so that the team
members can sit and discuss their ideas and problems and leader has facilitate a open discussion and support employees to get involve in the meeting and sort out their problems which will help to get better coordination and support from members to achieve the team goal. Meetings to discuss shared objectives, celebrations of successes, and group meals are all simple ways to create a sense of belongingness
CONCLUSION
84
G5 SOLUTION S
"Engaged" employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forward From the above survey we came to know that there are many factors affecting employee engagement so for this reason the company should concentrate on providing clear career goal and opportunities, better team coordination, other sources of recreational facilities so that they can get better coordination and commitment from employees to achieve organizational goals and retain skilled employees. Thus employee engagement play a critical role in any organization that seeks to retain valued employees
QUESTIONNAIR
Dear Sir / Madam
85
G5 SOLUTION S
I am pleased to introduce myself as an MBA 4th semester student of BIMS, Belgaum. As a part of our curriculum, I have undertaken a project titled A critical stud on employee Engagement at NH4 Toll collecting agency, at Hattargi. I assure that the valuable information provided by you will be of great help to me and will be kept confidential and used for academic purpose only.
Personal Particulars
Name: Age: ________________________________ ______ Employee ID: ________________
Gender : Male / Female
Shift working in : _______________ Date of Joining: ________________
Process working in : _______________________
Designation : ____________________________ Date of Promotion: ______________ Work

Strongly Statement disagree (1) (2) Disagree Neither agree Agree (4) Strongly Agree (5) nor disagree
1 2. 3.
I have the materials and equipment I need to do my job efficiently
I know what is expected of me in my job

Workload unit is distributed equally throughout our department or
4 5
I feel competent and fully able to handle my job
I am proud to say that I work at this company
Rewards and Recognition Strongly Statement disagree (1) (2) Disagree Neither agree disagree nor e Agre Strongly Agree (5)
86
G5 SOLUTION S
(4) 1 2. If I do good work I can count on making more money Company recognizes or
praises me whenever I do a 3. good job. I am happy with the benefits package offered at Co, Opportunities Strongly Statement disagree (1) 1 2. I am aware of the promotion opportunities in my company I have a clearly established career path at Co 3. In general, handled company 4 5 Co encourages pursuing educational courses. In the last year, I have had opportunities to learn and grow. promotions fairly at are my (2) Disagree Neither agree nor e (4) disagree Agre Strongly Agree (5)
Team Work Strongly Statement disagree Disagree Neither agree nor e disagree Agre Strongly Agree
87
G5 SOLUTION S
The people I work with help each other when needed.
2.
My co-workers and I share information and new ideas.
3. 4
My co-workers do their best. I enjoy working with my coworkers. Immediate Supervisor Strongly Statement disagree (1) (2) Disagree Neither agree nor disagree (3) (4) Agree Strongly Agree (5)
1 2. 3. 4 5
My Manager treats me fairly I can freely approach my
Manager with problems My Manager handles my workrelated issues satisfactorily There is good communication between me and my superior. My supervisor cares about me as a person
Communication Strongly Statement disagree (1) (2) Disagree Neither agree nor e disagree Agre Strongly Agree (4)
88
G5 SOLUTION S
(3) 1 2. 3. 4 5. I can trust what management tells me I feel free to offer comments and suggestions I feel that actions are taken on suggestions given by me. Management care for all its employees at all levels The newsletters/ HR are sufficient to Board/ the
notices / E-mail Communication keep employee informed.
Quality of Life Strongly Statement disagree (1) 1 2. 3 4. I am comfortable in my place of work Co, provides me good (2) Disagree Neither agree nor disagree (3) e Agre Strongly Agree (4)
transportation facilities. I have a best friend at work. Co, cares for my security and health.
Recreational Activities
89
G5 SOLUTION S
Strongly Statement disagree (1) 1 The recreational
Disagree Neither agree (2) nor disagree e
Agre
Strongly Agree (4)
(3)
activities( Theme days, picnics, contests, etc) make me look forward to work 2 Recreational activities play a major role in my choosing to stay at Co, 3. Recreational provided by Co, than good/better companies. facilities are as the peer
Any other Comments/ Suggestions: ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________
DATACODE SHEET 90
G5 SOLUTION S
4 2 4 4 4 4 3 4 4 5 5 5 4 4 1 3 4 4 2 4 4 4 4 3 4 4 5 5 5 4 4 1 3 4 2 4 4 4 4 3 4 4 5 5 5 4 4 1 3
4 4 4 4 4 5 4 5 4 5 5 4 4 4 4 4 4 4 4 4 4 4 5 4 5 4 5 5 4 4 4 4 4 4 4 4 4 4 4 5 4 5 4 5 5 4 4 4 4 4
4 3 4 3 4 5 3 4 3 5 5 4 4 4 4 4 4 4 3 4 3 4 5 3 4 4 5 5 4 4 4 4 4 4 4 3 4 3 4 5 3 4 3 5 5 4 4 4 4 4
4 2 5 4 4 4 4 4 4 5 4 4 5 4 5 5 4 4 2 5 4 4 4 4 4 4 5 4 4 5 4 5 5 4 4 2 5 4 4 4 4 4 4 5 4 4 5 4 5 5
4 2 5 5 3 5 4 4 3 5 5 5 4 5 4 4 4 4 2 5 5 3 5 4 4 4 5 5 5 4 5 4 4 4 4 2 5 5 3 5 4 4 3 5 5 5 4 5 4 4
3 1 3 5 3 5 4 5 1 5 3 4 4 5 5 4 3 3 1 3 5 3 5 4 5 4 5 3 4 4 5 5 4 3 3 1 3 5 3 5 4 5 1 5 3 4 4 5 5 4
4 3 5 5 4 4 3 4 2 5 3 4 4 4 5 3 4 4 3 5 5 4 4 3 4 4 5 3 4 4 4 5 3 4 4 3 5 5 4 4 3 4 2 5 3 4 4 4 5 3
4 3 3 4 3 4 4 4 1 4 4 4 4 4 5 3 4 4 3 3 4 3 4 4 4 4 4 4 4 4 4 5 3 4 4 3 3 4 3 4 4 4 1 4 4 4 4 4 5 3
3 3 4 5 3 4 4 4 1 5 4 4 4 4 4 4 4 3 3 4 5 3 4 4 4 4 5 4 4 4 4 4 4 4 3 3 4 5 3 4 4 4 1 5 4 4 4 4 4 4
4 2 3 3 4 4 3 4 1 5 4 4 4 3 3 3 4 4 2 3 3 4 4 3 4 4 5 4 4 4 3 3 3 4 4 2 3 3 4 4 3 4 1 5 4 4 4 3 3 3
5 1 5 3 3 5 3 4 4 4 4 4 4 4 3 4 4 5 1 5 3 3 5 3 4 4 4 4 4 4 4 3 4 4 5 1 5 3 3 5 3 4 4 4 4 4 4 4 3 4
2 1 4 3 4 5 2 4 1 3 3 4 4 3 5 4 4 2 1 4 3 4 5 2 4 4 3 3 4 4 3 5 4 4 2 1 4 3 4 5 2 4 1 3 3 4 4 3 5 4
5 2 4 5 4 3 3 4 4 3 4 4 4 4 3 4 4 5 2 4 5 4 3 3 4 4 3 4 4 4 4 3 4 4 5 2 4 5 4 3 3 4 4 3 4 4 4 4 3 4
4 3 3 4 4 5 5 4 4 5 4 4 4 4 5 4 4 4 3 3 4 4 5 5 4 4 5 4 4 4 4 5 4 4 4 3 3 4 4 5 5 4 4 5 4 4 4 4 5 4
4 5 3 4 4 4 5 4 1 5 5 4 4 4 5 3 4 4 5 3 4 4 4 5 4 1 5 5 4 4 4 5 3 4 4 5 3 4 4 4 5 4 1 5 5 4 4 4 5 3
4 4 4 4 4 5 4 4 5 5 5 4 4 5 5 3 4 4 4 4 4 4 5 4 4 5 5 5 4 4 5 5 3 4 4 4 4 4 4 5 4 4 5 5 5 4 4 5 5 3
4 5 4 5 4 5 5 5 5 5 5 4 4 5 5 3 4 4 5 4 5 4 5 5 5 5 5 5 4 4 5 5 3 4 4 5 4 5 4 5 5 5 5 5 5 4 4 5 5 3
4 4 5 5 4 4 4 4 3 5 5 4 2 5 5 4 4 4 4 5 5 4 4 4 4 3 5 5 4 2 5 5 4 4 4 4 5 5 4 4 4 4 3 5 5 4 2 5 5 4
4 4 5 5 4 5 4 4 3 5 5 4 4 4 5 4 4 4 4 5 5 4 5 4 4 3 5 5 4 4 4 5 4 4 4 4 5 5 4 5 4 4 3 5 5 4 4 4 5 4
4 4 4 5 3 5 3 4 4 4 5 4 4 4 5 4 4 4 4 4 5 3 5 3 4 4 4 5 4 4 4 5 4 4 4 4 4 5 3 5 3 4 4 4 5 4 4 4 5 4
4 4 3 5 4 5 4 4 3 5 5 4 4 5 5 4 4 4 4 3 5 4 5 4 4 3 5 5 4 4 5 5 4 4 4 4 3 5 4 5 4 4 3 5 5 4 4 5 5 4
4 3 4 5 4 5 3 5 2 5 4 4 4 4 5 4 4 4 3 4 5 4 5 3 5 2 5 4 4 4 4 5 4 4 4 3 4 5 4 5 3 5 2 5 4 4 4 4 5 4
4 2 5 3 3 4 2 3 1 4 3 4 4 4 3 4 4 4 2 5 3 3 4 2 3 1 4 3 4 4 4 3 4 4 4 2 5 3 3 4 2 3 1 4 3 4 4 4 3 4
4 2 3 4 3 4 3 3 1 4 3 4 2 4 2 3 4 4 2 3 4 3 4 3 3 1 4 3 4 2 4 2 3 4 4 2 3 4 3 4 3 3 1 4 3 4 2 4 2 3
3 2 3 5 3 3 2 3 1 5 3 4 2 4 3 3 4 3 2 3 5 3 3 2 3 1 5 3 4 2 4 3 3 4 3 2 3 5 3 3 2 3 1 5 3 4 2 4 3 3
4 3 5 4 3 3 2 4 3 5 3 4 4 4 5 4 4 4 3 5 4 3 3 2 4 3 5 3 4 4 4 5 4 4 4 3 5 4 3 3 2 4 3 5 3 4 4 4 5 4
5 4 4 3 4 4 3 4 3 4 2 4 4 4 5 4 5 5 4 4 3 4 4 3 4 3 4 2 4 4 4 5 4 5 5 4 4 3 4 4 3 4 3 4 2 4 4 4 5 4
4 2 5 5 3 4 4 4 2 4 5 4 4 4 5 3 5 4 2 5 5 3 4 4 4 2 4 5 4 4 4 5 3 5 4 2 5 5 3 4 4 4 2 4 5 4 4 4 5 3
2 2 3 3 2 2 2 3 1 4 1 4 4 4 1 2 2 2 2 3 3 2 2 2 3 1 4 1 4 4 4 1 2 2 2 2 3 3 2 2 2 3 1 4 1 4 4 4 1 2
5 5 3 5 3 4 5 4 1 5 5 4 4 4 4 3 5 5 5 3 5 3 4 5 4 1 5 5 4 4 4 4 3 5 5 5 3 5 3 4 5 4 1 5 5 4 4 4 4 3
2 3 5 3 3 3 3 3 3 5 5 4 4 5 4 1 2 2 3 5 3 3 3 3 3 3 5 5 4 4 5 4 1 2 2 3 5 3 3 3 3 3 3 5 5 4 4 5 4 1
4 3 4 5 3 2 3 3 1 5 4 4 4 5 5 3 5 4 3 4 5 3 2 3 3 1 5 4 4 4 5 5 3 5 4 3 4 5 3 2 3 3 1 5 4 4 4 5 5 3
5 2 4 3 3 3 3 3 1 5 4 4 4 3 1 3 4 5 2 4 3 3 3 3 3 1 5 4 4 4 3 1 3 4 5 2 4 3 3 3 3 3 1 5 4 4 4 3 1 3
91
G5 SOLUTION S
BIBLIOGRAPHY
Improve your employability Human Resource management by Khan and Jain Personnel and Human Resource management by Subba Rao
WEB SITE:
www.google.com www.hrsite.com www.wikipedia.com www.g5solutios.org.com
92
G5 SOLUTION S
*****************Thank you for your time and ************************ co-operation
93

Project On Employee Engagement

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Project On Employee Engagement

Uploaded by

Copyright:

Available Formats

G5 SOLUTIONS

Belgaum Institute of Management Studies

Objectives of the study EXECUTIVE SUMMERY

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Its Implications. Today it remains an important contribution worth revisiting.

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Benefits to the Organization

Makes the employees effective brand ambassadors for the company

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Categories of Employee Engagement

Belgaum Institute of Management Studies

Advantages of Engaged employees are

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

PURPOSE OF THE STUDY

Belgaum Institute of Management Studies

SCOPE OF THE STUDY

Belgaum Institute of Management Studies

AIM OF THE STUDY:

LIMITATION OF THE STUDY

NEED FOR Employee Engagement ANALYSIS:

Belgaum Institute of Management Studies

Utility of the study:

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

BPO: so what's new?

Belgaum Institute of Management Studies

The roadmap for outsourcing success has been laid with:

India - the world's preferred BPO destination

Evolution of the BPO industry in India

Belgaum Institute of Management Studies

BPO horizontals and verticals

Captive and third-party players

BPO business models

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

The differentiator: adding value

Objectives of Business Process Outsourcing

Belgaum Institute of Management Studies

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

Outsourcing BPO Services to Outsource2india

Belgaum Institute of Management Studies

Name of the company Registered office

Phone no Fax no Email URL Bankers Sahakari

Belgaum Institute of Management Studies

FUNCTIONS OF THE COMPANY:

Belgaum Institute of Management Studies

ORGANISATION WHEN THEY ARE IN NEED OF MOTIVATION.

RECRUITMENT & SELECTION RECRUITMENT:

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies

responsibility of every G5 Solution PVT LTD employees & associated

Belgaum Institute of Management Studies

Belgaum Institute of Management Studies