HR Employees Satisfaction All Chapters

CHAPTER - 1
ABOUT THE COMPANY
1
ABOUT COMPANY:
Mother Infra Tech established in the year 2015, Mother Infra Tech is a
sister concern of Mother Hi – Infra Projects Pvt. Ltd (MHIPPL). The
Owner of the company is Mr. Kishor Kumar Singh S/o Sh. Saudan
Singh (Managing Director of MHIPPL). Mr Saudan Singh also plays an
important role as a Business Developer and in growth of the company.
VISION:
To contribute to the task of development in Power and Process Industry

and related infrastructure areas meeting the benchmark set by customer
in terms of the quality price and schedules and satisfies of customers on
a consistent basis.
MISSION:
To develops and implement innovative construction method and on the

implementation methods meeting the best standards and to continuously
improves on cycle time reduction and modernization of construction
methods application for power process and infrastructure industry.
DIVERSIFIES CONSTRUCTION COMPANY

CATERING TO:-
- THERMAL POWER PLANT

- REFINERIES
- CO. GENERATION POWER PLANT
- GAS BASED POWER PLANT
- STEEL PLANT
- METAL INDUSTRIES & ALL INFRASTRUCTURE
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PRODUCT & SERVICE PROFILE
Mother Infra Tech was established in 2015. The establishment and

growth of the organization as one of the leading construction companies
specialized to undertake power plant & all heavy steel related
construction work.
Today the company is a fast growing organisation with annual turnover

of around Rs. 3 Crores. The company is on a firm growth path and the
vision into making this a Rs. 10 crores company in the next 03 years. It
has also acquired sufficient assets by way of construction equipment and
human resources to cater to the need of project related activities and
have also diversified into various constructions related files.
Its product profiles are well established in the areas of structural Steel,
Boiler, TG, Ducting, Piping, etc. in power industries.
The environment at Mother Infra Tech is to accept challenges and

always be at the call of customer to serve and satisfy him. Customer
satisfaction is the foremost goal of each and every employee.
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MOTHER INFRA TECH.
CONTACT PERSON
1. SAUDAN SINGH RAGHAV
2. POORAN SINGH
3. KISHOR KUMAR SINGH
NATURE OF BUSINESS
STRUCTURAL FABRICATION & ERECTION WORK:

1. MOTHER INFRATECH EXPERIENCED MANAGEMENT

TEAM PROVIDES CLIENT / CONTRACTOR
SOLUTIONS FOR:
 Design development of steel structure.
 Procurement of raw material with best quality product in short

time.
 Detailing of structure and drawing bill of quantity estimate.
 Erection methodology and crane studies
 Heavy lifts and vertical jacking
2. MATERIAL ADVANCE CUTTING & PREPARATION

FOR FABRICATION:
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MOTHER INFRATECH structural steel fabrication carried out in
shop or at the construction site. our fabrication of steelwork

carried out in shops or site is precise and of assured quality,
where as field fabrication is comparatively of inferior in quality
3. STRUCTURAL STEEL PASSES THROUGH VARIOUS

OPERATIONS DURING FABRICATION.
 Surface cleaning of incoming steel.
 Cutting and machining of steel.
 Punching and drilling of fabrication members.
 Straightening, bending and rolling of fabrication members.
4. BLASTING & PAINTING:
Final Activity in Fabrication component was blast cleaning and

painting, Blast cleaning is the accepted way of carrying out
surface preparation in a well-run fabrication shop. Abrasive
particles are projected on to the surface of the steel at high speed
by either compressed air or centrifugal impeller to remove rust
and roughen the surface before applying the coating. By using
shot or slag grits, both of which have an angular profile, surface
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oxides are removed and a rougher surface is obtained to provide
an adequate key for metal spraying or special paint.
Depending upon the increase in the quality of the cleaned surface,
the blast cleaning is categorized into Grade – Sa2, Grade –Sa2½
and Grade Sa- 3. We have 10 No’s of Shot blasting units in our
fabrication unit.
5. ERECTION OF STRUCTURAL STEEL
MOTHER INFRATECH brings full commitment to every project

acquired. Our customers can be assured that any structure
fabricated by MOTHER INFRATECH will be completed on time
and in accordance with the highest engineering and architectural
standards. We are proud to be a part of the ventures we have
worked on and feel honored by the trust our customer’s exhibit
by including us in their enterprises time after time.
MOTHER INFRATECH is the right choice for all of your
structural steel fabrication, erection, welding and painting needs
because it can guarantee to complete your project safely,
successfully and in a timely manner. We are your structural steel
experts.
Erection of steel structures is the process by which the fabricated
structural members are assembled together to form the skeletal
structure. The erection is normally carried out by the MOTHER
INFRATECH verified erection contractor with our supervision,
MOTHER INFRATECH prepares erection plan approves from
client and passes our erection contractor for erection, this erection
process micro planning in material delivery to erection site,
material handling, member assembly and member connection.
Proper planning of material delivery would minimize storage
requirement and additional handling from the site storage,
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particularly heavy items. Erection of structural steel work could
be made safe and accurate if temporary support, false work,
staging etc. are erected. MOTHER INFRATECH Erection Team
ensure erection materials before erection the fabricate material at
site with respect to mark numbers, key plan and packing details.
Once structural components received for erection site out
foremen takes responsibility for erection sequence and care also
taken so that steel structural components should not come in
contact with earth or accumulated water. Stacking of the
structures should be done in such a way that, erection marks and
mark numbers on the components are visible easily and handlings
do not become difficult. MOTHER INFRATECH Erection team
put extra efforts in safe transportation of fabricated items to the
site, their proper storage and subsequent handling is the pivotal
processes, this is our key of the success for fabrication of
structural steel work.
6. RIGGING & ERECTION WORK PLANNING

&MONITORING:
A rigger is a person who has the equipment and knowledge to

move large or heavy objects. The name comes from the days
when sailors erected the masts on ships – the rigging – using
large ropes, pulleys and muscles. The name remains, but now
riggers are highly skilled workers who use heavy duty machinery.
MOTHER INFRATECH has qualifies experienced riggers who
experts heavy lifting erection. The tools of rigging include the
ropes, cables, cranes, and mechanical pulleys that are used to
shift and lift massive objects from steel girders for skyscrapers, to
giant blocks of marble for a luxury villa. Riggers assemble and
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install rigging gear such as cables, ropes, pulleys and winches to
lift, lower, move or position machinery, structural steel and other
heavy objects. Riggers are employed on docks, driving the cranes
that pick-up containers from ships. They also supervise the use of
cranes to carry earth moving equipment in an out of a building
site.
Rigging contractors will also erect cranes and mobile crane
booms, and increase the height of tower cranes by bolting
component parts in place. Riggers splice ropes and cables to
make slings and tackle, and erect structural steel for buildings.
You often see rigging contractors erecting precast-concrete
panels that are used on facades of apartment buildings; in fact,
this is such a common construction method that it keeps many
riggers continuously employed. Wherever something big or
heavy is being transported through the air, a rigger is at work.
7. PAINTING:
Structural fabricated components are protected against corrosion

by applying metal or paint coating in the shop or at site before
deliver the product. We are using Metal Coatings and Paint
Coatings as per client / design requirement.
Metal Coatings: We have 2 Galvanizing units and 1 Metal spray
(power coating) units in our Work shop, this helps quick delivery
of product with quality. The corrosion protection afforded by
metallic coating largely depends upon the surface preparation, the
choice of coating and its thickness. It is not greatly influenced by
the method of application. Commonly used methods of applying
metal coating to steel surfaces are hot-dip galvanizing, metal
spraying, and electroplating, electroplating is generally used for
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fittings and other small items. Galvanizing is the most common
method of applying a metal coating to structural steelwork. In this
method, the cleaned and fluxed steel is dipped in molten zinc at a
temperature of about 4500C. The steel reacts with molten zinc to
form a series of zinc or iron alloys on its surface. As the steel
work piece is removed, a layer of relatively pure zinc is deposited
on top of the alloy layers. For most applications galvanized steel
does not require painting. An alternative method of applying
metallic coating to structural steelwork is by metal spraying of
either zinc or aluminum. The metal, in powder or wire form, is
fed through a special spray gun containing a heat source, which
can be either an oxy-gas flame or an electric arc. Molten globules
of the metal are blown by a compressive jet on to the previously
blast cleaned steel surface. No alloying occurs and the coating,
which is produced, consists of porous overlapping platelets of
metal. The pores are subsequently sealed, either by applying a
thin organic coating which soaks into the surface, or by allowing
the metal coating to weather, when corrosion products block the
pores.
Paint Coatings: We have 10 spray painting units in our Work
shop, this helps quick delivery of product with quality.
Painting is the principal method of protecting structural steelwork
from corrosion. Paints are usually applied one coat on top of
another, each coat having a specific function or use. The primer is
applied directly on to the cleaned steel surface. Its purpose is to
wet the surface and to provide good adhesion for subsequently
applied coats. Primers for steel surfaces are also usually required
to provide corrosion inhibition. They are usually classified
according to the main corrosion-inhibitive pigments used in their
formulation.
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8. COMMITMENT TO SAFETY:
MOTHER INFRATECH is committed to both public and

employee safety. In every jurisdiction, and with every new client,
we take the time to review the safety regulations and procedures
and seek to go beyond the minimum requirements to ensure the
safety or our employees, the traveling public and everyone that
has occasion to enter our work sites.
9. PAINTING OF STRUCTURE:
Iron and steel are the most commonly used metals in exterior
structures. They are usually chosen not for their corrosion
resistance, but rather for their strength, cost and ease of
fabrication. Unfortunately, when left unprotected, iron and steel
rust in almost all environments, and they rust extremely rapidly
when exposed to harsh chemicals, atmospheric salt, corrosive
solutions, caustic solutions and moist environments as found in
waterfront areas, chemical facilities, oil refineries, power plants,
pulp & paper plants, and dock facilities — to name a few.
If you are looking to protect your investment by coating your
steel structures, cargo cranes, container cranes, dock cranes or
bridges, look to Project Spec. We are a highly experienced and
qualified industrial painting contractor provider in India with a
track record of performing this type of work.
10. STEEL PAINTING & REFINISHING SYSTEMS
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As painting contractors trained in sandblasting, ultra-high-
pressure water blasting, dry ice blasting (CO2 blasting), and other
surface preparation methods for steel/metal, we’re able to offer a
wide range of system choices both for system performance and
suitability for your environment. We are metal painting
contractors that will analyse your steel painting project and give
coating recommendations with various options so you can make
the best value decisions based on exposure, longevity and cost.
We offer epoxy coatings, urethane coatings, plural component
coatings, fire resistant coatings, and standard architectural
coatings designed to protect and extend the life of your steel
structures. We excel in working in complicated rigging access
environments, blast media containment, and projects requiring
fast turnaround times.
11. FIRE PROOFING OF STRUCTURE
Steel loses strength when heated sufficiently. The critical

temperature of a steel member is the temperature at which it
cannot safely support its load. Building codes and structural
engineering standard practice defines different critical
temperatures depending on the structural element type,
configuration, orientation, and loading characteristics. The
critical temperature is often considered the temperature at which
its yield stress has been reduced to 60% of the room temperature
yield stress. In order to determine the fire resistance rating of a
steel member, accepted calculations practice can be used, or a fire
test can be performed, the critical temperature of which is set by
the standard accepted to the Authority Having Jurisdiction, such
as a building code. The time it takes for the steel element that is
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being tested to reach the temperature set by the test standard
determines the duration of the fire-resistance rating. Heat transfer
to the steel can be slowed by the use of fireproofing materials,
thus limiting steel temperature. Common fireproofing methods
for structural steel include in tumescent, endothermic, and plaster
coatings as well as drywall, calcium silicate cladding, and
mineral wool insulating blankets. Concrete building structures
often meet code required fire-resistance ratings, as the concrete
thickness over the steel rebar provides sufficient fire resistance.
However, concrete can be subject to spalling, particularly if it has
an elevated moisture content. Although additional fireproofing is
not often applied to concrete building structures, it is sometimes
used in traffic tunnels and locations where a hydrocarbon fuel fire
is more likely, as flammable liquid fires provides more heat to the
structural element as compared to a fire involving ordinary
combustibles during the same fire period. Structural steel
fireproofing materials include in tumescent, endothermic and
plaster coatings as well as drywall, calcium silicate cladding, and
mineral or high temperature insulation wool blankets. Attention is
given to connections, as the thermal expansion of structural
elements can compromise fire-resistance rated assemblies.
MOTHER INFRATECH Design fire proofing temp rating
procure material and engage a MOTHER INFRATECH certified
contractor and supervise work at site, we have done more than 5
units structural fire proofing system in India.
COMPANY REGISTRATION
 P.A.N. NO BJCPS9591L
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 P.F. No. UP/MRAGR/1363817
 GST No.: 09BJCPS9591L1Z8
CONTACT INFORMATION:
84, Railway Colony, Motikunj Extension, Mathura (U.P)
Mobile no.:- 09634221084, 08899908100
E-Mail I.D.:-Motherinfratech@Gmail,Com.
WORKED UNDER THE COMPANIES
1. LANCO INFRATECH LTD. – GURGAON
 As one of India's leading business entities, Lanco Infratech

Limited has been driving growth in the domains of Engineering,
Procurement and Construction (EPC), Power, Solar, Natural
Resources and Infrastructure over the last two-and-a-half
decades. Its continuous focus on innovation and expansion
together with its commitment to quality and excellence has
contributed significantly to the progress that the company has
made over a short span of time. The 25-year-old Lanco group is,
today, uniquely poised to attain leadership position in its areas of
operation. Propelling the organization’s dynamic advancement is
its strategic plan -- Lanco's Vision -- that is aimed at building an
achievement-oriented and customer-centric organisation,
committed to attaining industry leadership, with aggressive
growth plans for the business verticals that it operates in.
Lanco Infratech Limited became a listed entity in November
2006 following the Initial Public Offering of shares. Lanco's
gross revenue before elimination as on 31 March 2016 was Rs
9,999 Crores (USD 1.51 billion*).
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2. SIMPLEX INFRASTRUCTURE LTD. – NEW DELHI
 Simplex Infrastructures Ltd. is a diversified company established

in 1924 and executing projects in several sectors like Transport,
Energy & Power, Mining, Buildings, Marine, Real Estate etc.
Simplex is one of the construction leaders in India for nearly 90
years executing projects with consistent quality assurance, cost
control and adherence to milestones in a safe environment as per
the customer requirements. It promotes the culture of sharing rich
and varied experience with staff members, as also with clients
and thereby benefits and helps the growth of the construction
fraternity and society at large.
The Company has been closely associated with the country’s
infrastructure building with over 2600 completed projects
spanning almost all the gamut of construction industry.
3. JINDAL POWER & STEEL LTD. NEW DELHI.
 JSPL is an industrial powerhouse with a dominant presence in

steel, power, mining and infrastructure sectors. Part of the US $
22 billion OP Jindal Group, the Company is continuously scaling
its capacity utilizations and efficiencies to capture opportunities
for Building A Nation of Our Dreams.
 Led by Mr Naveen Jindal, the youngest son of the legendary Shri

O.P. Jindal, the company produces economical and efficient steel
and power through backward and forward integration. JSPL’s
business operations span across the states of Chhattisgarh, Odisha
and Jharkhand in India, where it operates some of India’s most
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advanced steel manufacturing and power generation capacities of
global scale. JSPL has created cutting-edge capacities to produce
up to 9.95 Million Tons Per Annum (MTPA) Iron through a
judicious mix of Direct Reduced Iron (DRI), Blast Furnace and
Hot Briquetted Iron (HBI) Routes catering to its 11.6 MTPA*
Liquid Steelmaking capacities across three locations in India and
abroad. The company has a well-spread out installed finished
steel capacity of 6.55 MTPA prudently spread over Bar Mills,
Plate Mills, Rail and Universal Beam Mill (RUBM), Medium &
Light Structural Mill (MLSM), and Wire Rod Mill. JSPL’s
captive iron ore mines at Tensa, Odisha have a production
capacity of 3.11 MTPA. The company owns and operates
combined power generation capacities of 5034 MW including the
3400 MW O.P. Jindal Super Thermal Power complex at Tamnar,
Chhattisgarh.
4. PUNJ LLOYD LTD.
 Punj Lloyd is an international engineering procurement and

construction contractor providing services for energy,
infrastructure and defense sectors. Punj Lloyd operations are
spread across the Middle East and Africa,[4][5] the Asia Pacific,
South Asia and Europe. The group includes over 50 subsidiaries
and has executed a diverse range of projects in over 60 countries.
Its main offices are in Gurgaon, Haryana, India , and its stock is
listed on the Bombay Stock Exchange and also on the National
Stock Exchange of India .
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DETAIL OF MAJOR WORK DONE BY US
Qua
Name of
Sr. ntit
Project & Name of Nature of
No y of Duration
Work Order Client Job
. Wor
No.
k
Erection of 890
Lanco T.G Building 0
Babandh Lanco Infra (Unit II) & M.T July 2015
Thermal Tech Ltd., Fabrication . to
1.
Power Project Gurgaon & Erection Project
(Orissa) (H.R.) of Bunker & 100 Hold
4300004551 Hopper (Unit 0
II) M.T
.
Lanco
Babandh Lanco Infra July 2015
Thermal Tech Ltd., Deck 100 to
2.
Power Project Gurgaon Shitting & 00 project
(Orissa) (H.R.) Fixing M2 Hold
4400050213
3. Lanco Lanco Infra Erection of July 2015
Babandh Tech Ltd., T.G Building 720 to
Thermal Gurgaon 0
16
M.T
(Unit I) &
.
Fabrication
Power Project
& Erection Project
(Orissa) (H.R.) 100
of Bunker & Hold
4400050652 0
Hopper (Unit
M.T
I)
.
Jindal Steel
and Power Jindal Steel 150 Sept 2015
Fabrication
4. Project, Angul & Power 0 To
structure.
Orissa Ltd. M.T Feb 2016
45461520179 .
Jindal Steel
Assembly &
and Power Jindal Steel Oct 2015
Erection of 300
5. Project, Angul & Power To
Conveyor M.T
Orissa Ltd. June 2016
Gallery .
3561500447
Jindal Steel
and Power Jindal Steel Z purling Dec 2015
40
6. Project, Angul & Power Assembly TO
M.T
Orissa Ltd. Work Feb 2016
.
4561520590
Qua
Name of
Sr. ntit
Project & Name of Nature of
No y of Duration
Work Order Client Job
. Wor
No.
k
7. Jindal Steel Jindal Steel Fabrication April 2016
and Power & Power structure.SS 150 TO
Project, Angul Ltd. D 0 July 2016
17
Orissa M.T
4561522142 .
Jindal Steel
and Power Jindal Steel Chequred March
100
8. Project, Angul & Power Plate 2016 To
M.T
Orissa Ltd. Fabrication May 2016
.
4561521189
Jindal Steel
Fabrication
and Power Jindal Steel Aug 2016
of 700
9. Project, Angul & Power To
Technologica M.T
Orissa Ltd. June 2017
l Structure .
3561501695
Jindal Steel
and Power Jindal Steel Fabrication 150 Aug 2016
10. Project, Angul & Power structure.SS 0 TO
Orissa Ltd. D M.T April 2017
4561522896 .
Hajee A.P Fabrication Aug 2017
Shree Cement,
Bava & Co. & Erection 400 To
11. Gulbarga.
Construction of Steel M.T Under
2017-18/075
s Pvt. Ltd. Structure . Process
RCC Alma
Project Fabrication Dec 2017
RCC Eco
RCCEB/ & Erectin of To
12. Build 300
AGR- Steel Under
Systems Ltd. M.T
AMLA/W0 – Structure Process
.
02/10096
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Company Registration under Labour Commissioner
Organization, U.P
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HUMAN RESOURCES
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Human resources describe the people who make up the workforce of
an organization, industry, business sector, or economy. "Human capital"
is sometimes used synonymously with "human resources", although
human capital typically refers to a narrower effect (i.e., the knowledge
the individuals embody and economic growth). Likewise, other terms
sometimes used include manpower, labour, personnel, associates or
simply people.
A human-resources department (HR department) of an organization

performs human resource management, overseeing various aspects
of employment, such as compliance with labor law and employment
standards, administration of employee benefits, organizing of employees
files with the required documents for future reference, and some aspects
of recruitment and employee off boarding.
HR RESPONSIBILITIES
Human resource managers are in charge of every aspect of employee life

cycle in an organization. The duties include
planning, recruitment and selection process, posting job ads, evaluating
the performance of employees, organizing resumes and job applications,
scheduling interviews and assisting in the process and
ensuring background checks. Another job is payroll and benefits
administration which deals with ensuring vacation and sick time are
accounted for, reviewing payroll, and participating in benefits tasks, like
claim resolutions, reconciling benefit statements, and
approving invoices for payment. HR also coordinates employee
relations activities and programs including but not limited to employee
counseling. The last job is regular maintenance, this job makes sure that
the current HR files and databases are up to date, maintaining employee
benefits and employment status and performing payroll/benefit-
related reconciliations. In May 2014, the U.S. Department of
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Labor stated that human resource assistants earn about $38,040 annually
and human resource managers earn about $104,440 annually.
HR ACTIVITIES
A human resources manager has several functions in a company
 Determine needs of the staff.

 Determine Do's & Don’ts.
 Determine to use temporary staff or hire employees to fill these

needs.
 Recruit and train the best employees.
 Focus on positives.
 Supervise the work.
 Evaluate the work.
 Establish 'Discipline work culture' in the organization.
 Avoid Politics in office.
 Apply 'HR Software' for the ease of work in the organization.
 Manage employee relations, unions and collective bargaining.
 Prepare employee records and personal policies.
 Ensure high performance.
 Manage employee payroll, benefits and compensation.
 Ensure equal opportunities.
 Deal with discrimination.
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 Deal with performance issues.
 Ensure that human resources practices conform to various

regulations.
 Push the employees' motivation.
 Mediate disputes internally.
 Upgrade learning knowledge of employees.
 Disseminate information in the organization so as to benefit its

growth.
HR OBJECTIVES
 To achieve 100 % Employees Satisfaction
 To increase 10 % training activities every year.
 Selection of quality trainers
HUMAN RESOURCE IN OUR COMPANY

General Manager : 01
Const. Manager : 03
Engineers : 15
Supervisor : 20
Foremen : 15
Fabricator : 10
Fitter : 35
Welder : 60
Gas Cutter : 20
Grinder : 15
Electrician : 5
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Driller : 10
Rigger : 200
Semi-Skilled : 50
Unskilled Labour : 100
LIST OF TOOLS AND PLANT PRESENTLY AVAILABLE
Sr. No. Description of Items Qty.
01 Hydra Crane (14 M.T.) 02
02 Hydra Crane (12 M.T.) 04
03 Tractor Trailer 02
04 Electric Winch (5 M.T.) 04
05 Electric Winch (3 M.T.) 04
06 Welding Rectified 120
07 Mig Welding M/C 30
08 All Cut Drill M/C 12
09 Radial Drill M/C 03
10 Pillar Drill M/C 03
11 Pug Cutting M/C 30
12 AG7 Grinding M/C 25
13 AG4 Grinding M/C 04
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14 Hand Cutting Set 55
15 Mother Oven 10
16 Potable Oven 40
CERTIFICATE OF PROVISIONAL
REGISTRARTION
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SOME CERTIFICATES OF WORK FOR THE COMPANIES
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CHAPTER - 2
ABOUT THE TOPIC
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MEANING
Employee satisfaction is a measure of how happy workers are with their job
and working environment. Keeping morale high among workers can be
tremendous benefit to any organization, as happy workers will be likely to
benefit to any company. There are many factors for maintaining high
employee satisfaction, which wise employers would do will to implement.
DEFINATIONS:-
Employee satisfaction defined as the combination of affective reactions

to the differential perceptions of what he/she wants to receive compared
with he/she actually receives.
- Smith & Stone
Employee satisfaction is the terminology used to describe whether

employees are happy, contended and fulfilling their desires and needs at
work. Many measures support that employee satisfaction is a factor in
employee motivation, employee goal achievement and positive
employee morale in the work place.
- Susan M. Cranny
The employee satisfaction may be described as how pleased an

employee is with his or her position of employment.
- Moyes, Shao & Newsome
Employee satisfaction is in regard to one's feeling or state of mind

regarding the nature of their work. It can be influenced by a variety of
factors e.g.: quality of one's relationships with their supervisor, quality
of physical environment in which they work, degree of fulfilment in
their work etc.
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Locke gives a comprehensive definition of job satisfaction as involving
cognitive, effective and evaluative reactions or attitudes and states it is
"a pleasurable or positive emotional state resulting from the appraisal of
one's job or job experience." Job satisfaction is a result of employees'
perception of how well their job provides those things that are viewed as
important.
There are three generally accepted dimensions to job satisfaction.
First, job satisfaction is an emotional response to a job situation, as such

it cannot be seen; it can only be inferred.
Second, job satisfaction is often determined by how well outcomes meet

or exceed expectations. For example if organizational participants feel
that they are working more harder than others in the department but are
receiving fewer rewards, they will probably have a negative attitude
toward the work, the boss or the co-workers. They will be dissatisfied.
On the other hand, if they feel they are being treated very well and are
being paid equitably, they are likely to have a positive attitude toward
the job. They will be job - satisfied.
Third, job satisfaction represents several related attitudes.
EMPLOYEES SATISFACTION:-
To increase employee satisfaction, many companies will have

mandatory survey or face to face meeting either employees to gather
information. Both of these tactics have pros and cons and should be
chose carefully. Surveys are often annoying allowing workers more
freedom to be honest without fear. Interview with company management
can feel intimating but if done carefully can let to workers know their
voice has been heard and their concern addressed by those in changes.
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Surveys and meetings can truly got the center of data surrounding
employee satisfaction and can be great tools to identify specific
problems leading to lowering morale. Many experts believe that one of
the best ways to maintain employee satisfaction is to make workers feel
they are part of the family or team. Holding Office Events such as
parties and group outings can help close bonds among workers. Many
companies also participate in team building retreats that are designed
strengthen the working relationship of the employers in the non-working
related settings. Company trips, pain ball wars and guided back parking
trips are versions of this type of team building strategy, with which
many employees have founded success. Of course, few will not
experience a boost in morale after receiving more and many raises and
bonuses can seriously affect employee satisfaction and should be given
when possible. Yet money cannot solve all morale issues and of a
company with wide spread problems for workers cannot improve their
overall improvement, a bonus may be quickly forgotten as daily stress of
an unpleasant job continuous to mount. If possible, provide amenities to
your workers to improve morale. Make sure they have a comfortable,
learn, break, rooms which basic necessities such as a running mates keep
facilities such as clean bathroom stocked with supplies. While
professionalism is necessary for most business allowing workers to keep
family photos or small trinkets on their desk can make them fed more
comfortable and nested at their workstation. Basic consideration like
these can improve employee satisfaction, as workers will fed well asked
for by their employers. The backbone of employee satisfaction in respect
for workers and the job they perform. In every interaction with
management, employees should be treated with courtesy and interest. In
easy avenue for employers to discuss problems, with upper management
should be maintained and carefully monitored. Even if management
cannot meet all the demands of employees. Showing workers that they
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are being heard and putting honest dedications into compromising will
often help to improve morale.
FACTORS DETERMINING EMPLOYEE

SATISFACTION
 Factors affecting jobs are the main factors of job satisfaction,

which may be challenging work, reward systems, working
conditions, colleagues, learning and personality. Skill variety
autonomy and significance are challenging tasks, which provide
maximum satisfaction to employees. Many people feel bored if a
job is too simple and routine, but many employees also enjoy
simple and routine jobs.
 The job characteristics are important factors for providing

satisfaction. Reward systems, equitable rewards, equal pay for
equal work, promotion avenues, etc are satisfaction factors.
Money is important to employees having unfulfilled basic needs,
i.e. they require more award and recognition.
 Fairness in promotion, unbiased attitude of management,

responsibilities and social status are the factors that are said to be
providing satisfaction to employees.
 Working conditions influence employee's level of satisfaction.

Under conducive working condition, people prefer to work hard
while in an adverse atmosphere people avoid work. Working
condition not only include physicals of the work but also the
working relationships in the organization. The physical
conditions, for example, are the light, temperature, willingness,
etc. A clerk working under routine conditions likes to work hard
41
in an air - conditioned atmosphere with computer facilities. It
increases the working capacity of the employee.
 The relationships between the employees and the managers have
an important bearing on job satisfaction.
 Job satisfaction is greater in case the higher authority is

sympathetic, friendly and willing to help the employees.
Employees feel satisfied when their views are listened to and
regarded by their higher authorities. Personal attitude and
perceptions are the employees' angles of satisfaction, which
should be taken into consideration while motivating people to
arrive at job satisfaction.
 Feedback from the job itself and autonomy are two of the major
job-related motivational factors. A recent found that career
development was most important to both younger and older
employees.
 Supervision is another moderately important of job satisfaction.

There seem to be two dimensions of supervisory style that affect
job satisfaction. One is employee centeredness, which is
measured by the degree to which a supervisor takes a personal
interest and cares about the employee.
It commonly is manifested in ways such as checking to see how well the

employee is doing, providing advice and assistance to the individual,
and communicating with the associate on a personal as well as an
official level . The other dimension is participation or influence, as
illustrated by managers who allow their people to participate in
decisions that affect their own jobs. In most case, this approach leads
higher job satisfaction.
42
 Friendly, cooperative co-workers or team members are a modest
source of job satisfaction to individual employees. The group,
especially a "tight" team, serves as a source of support, comfort,
advice, and assistance to the individual member.
FACTORS ON WHICH EMPLOYEE

SATISFACTION DEPENDS:-
Through review of literature, we can classify the FACTORS in mainly 2

broad categories namely:-
1. ORGANIZATIONAL FACTORS
2. PERSONAL FACTORS
1. ORGANIZATIONAL FACTORS:
The organization determinants of employee satisfaction play a very

important role. The employees spend major part of their time in
organization so there are number of organizational factors that
determine employee satisfaction of the employees. The employee
satisfaction in the organization can be increased by organizing and
managing the organizational factors or organizational factors.
FOLLOWING THESE 10 FACTORS COMES IN

THIS CATEGORY:-
1) ORGANIZATION DEVELOPMENT
Organizational development is an ongoing, systematic process to

implement effective change in an organization. Its objective is to
43
enable the organization in adopting-better to the fast-changing external
environment of new markets, regulations, and technologies. It starts
with a careful organization-wide analysis of the current situation and of
the future requirements In other words we can say that Organization
development is the process through which an organization develops the
internal capacity to most efficiently and effectively provide its mission
work and to sustain itself over the long term. This definition highlights
the explicit connection between organizational development work and
the achievement of organizational mission. Fallowing these points
come under this category:
 Brand of organization in business field and their comparison with

leading competitors.
 Potential development of the organization.
2) POLICIES OF COMPENSATION AND BENEFIT:
This is the most important variable for employee satisfaction.

Compensation can be described as the amount of reward that a worker
expects from the job. Employees should be satisfied with competitive
salary packages and they should be satisfied with it when comparing
their pay packets with those of the outsiders who are working in he
same industry. A feeling of satisfaction is felt by attaining fair and
equitable rewards. Fallowing these points come under this category:
 Wage and salary.
 Reward and penalties.
3) PROMOTION AND CAREER DEVELOPMENT:
Promotion can be reciprocated as a significant achievement in the life.

44
It promises and delivers more pay, responsibility, authority,
independence and status. So, the opportunity for promotion determines
the degree of satisfaction to the employee. Fallowing these points come
under this category:
 Opportunity for promotion.
 Equal opportunity to grow despite being male or female
 Training program.
 Opportunity for use skills and abilities.
4) JOB SATISFACTION:
Job satisfaction is the favorableness or un-favorableness with which

employees view their work. As with motivation, it is affected by the
environment. Job satisfaction is impacted by job design. Jobs that are
rich in positive behavioral elements- such as autonomy, task identity,
task significance and feedback contribute to employee’s satisfaction.
Fallowing these points come under this category:
 Job design
 Task identity
 Recognition
 Responsibility
 Empowerment
 Quantity of task.
 Difficult level of task
5) JOB SECURITY:
45
Job security is an employee's assurance or confidence that they will
keep their current job. Employees with a high level of job security have
a low probability of losing their job in the near future. Certain
professions or employment opportunities inherently have better job
security than others; job security is also affected by a worker's
performance, success of the business and the current economic
environment. Fallowing these points come under this category:
 Facility of transfer
 Accessible / reasonable target
 Leaves
6) WORKING ENVIRONMENT & CONDITION:

Employees are highly motivated with good working conditions as they
provide a feeling of safety, comfort and motivation. On contrary, poor
working condition brings out a fear of bad health in employees. The
more comfortable the working environment is more productive will be
the employees. Fallowing these points come under this category:
 Feeling safe and comfort in working environment.
 Tools and equipment.
 Working methods
 Security guards and parking facility.
 Well ventilated with good light fans and air- conditioning.
 Neat and clean office place, rest area and washrooms.
7) RELATIONSHIP WITH SUPERVISOR:
46
A good working relationship with your supervisor is essential since, at
every stage, you need his or her professional input, constructive
criticism, and general understanding. Fallowing these points come
 Relationship with immediate supervisor.
 Communication between employees and senior management.
 Treatment to employee.
8) WORK GROUP:
There is a natural desire of human beings to interact with others and so

existence of group in organization is a common observable fact. This
characteristics result in formation of work group at the work place.
Isolated workers dislike their job. The work groups make use of a
remarkable influence on the satisfaction of employees. Fallowing these
points come under this category:
 Relationship with the group members.
 Group dynamics
 Group cohesiveness
 Need for affiliation.
9) LEADERSHIP STYLES:
The satisfaction level on the job can be determined by the leadership

style. Employee satisfaction is greatly enhanced by democratic style of
leadership. It is because democratic leaders promote friendship, respect
and warmth relationship among the employees. On contrary,
47
employees working under authoritarian and dictatorial leaders express
low level of employee satisfaction. Fallowing these points come under
this category:
 Prefer democratic style of leadership
 Friendship, respect and warmth relationship. .
Organization
development
Policies of
Other
compensation
factors and benefit
Leadersh Promotion
and career
ip style
development
Organization
factors
Work Job
group satisfactio
n
Relationship Job
with security
supervisor Working
environment
and condition
Fig. Types of Organizational Variable
10) OTHER FACTORS:
48
There are some other important variables which affect the level of
employee satisfaction in organization. Fallowing these points come
 Group outgoing (feel like a part of family).
 Encouragement and feedback.
 Use of internet and other technology for doing job.
2. PERSONAL FACTORS:
The personal determinants also help a lot in maintaining the motivation

and personal factors of the employees to work effectively and
efficiently. Employee satisfaction can be related to psychological
factors and so numbers of personal FACTORS determine the employee
satisfaction of the employees.
FOLLOWING THESE 5 FACTORS COMES IN THIS

CATEGORY:-
1. PERSONALITY:
The personality of an individual can be determined by observing his

individual psychological condition. The factors that determine the
satisfaction of individual and his psychological conditions is
perception, attitude and learning. Fallowing these points come under
this category:
 Competencies and personality of employee are suitable for job.
 Perception, attitudes and learning of employee.
2. EXPECTATION:
49
The expectation level of employees affects their satisfaction level. If one
receives more outcome than expected then he will be highly satisfied
and vice-versa. Fallowing these points come under this category:
 Expectation of employee from the job.
3. AGE:
Age can be described as noteworthy determinants of employee

satisfaction. It is because younger age employees possessing higher
energy levels are likely to be having more employee satisfaction than
older age employees. Fallowing these points come under this category:
 Young employees possessing high energy level so feeling more

satisfied.
 Old employees resist accepting new techniques.
4. EDUCATION:
Education plays a significant determinant of employee satisfaction as it

provides an opportunity for developing one‟s personality. Education
develops and improvises individual wisdom and evaluation process.
The highly educated employees can understand the situation and assess
it positively as they possess persistence, rationality and thinking power.
 Highly educated employees possess rationality and thinking power.
 Education develops individual wisdom and evaluation process.
50
Personality
Gender
Expectatio
n
Personal
Factors
Education Age
Fig. Types of Personal Variable
5. GENDER DIFFERENCES:
The gender and race of the employees plays important determinants of

employee satisfaction Women, the fairer sex, are more likely to be
satisfied than their counterpart even if they are employed in same job.
Fallowing these points come under this category:
 Generally women are more likely to be satisfied than men.
51
NEED FOR EMPLOYEE SATISFACTION
 Everyone from managers, retention agents to HR need to get a

handle on employee loyalty and satisfaction – how committed is
the workforce to the organization and if workers are really
contented with the way of things for gauging their likelihood to
stay with the company. One of the main aspects of Human
Resource Management is the measurement of employee
satisfaction. Companies have to make sure that employee
satisfaction is high among the workers, which is a precondition
for increasing productivity, responsiveness, and quality and
customer service.
 The litmus test is to study turnover and average length of

service. If turnover is on the rise, loyalty levels are low and vice
versa. Comparing them to industry averages gives good idea of
attrition probabilities. Staff attendance, compliance with policies
and confidence in leadership are other indirect indicators of
allegiance while excessive theft and sabotage spell obvious lack
of commitment. According to Heskett et al (1994), more
satisfied employees, stimulate a chain of positive actions
which end in an improved company performance. In another
research it is said that employee satisfaction influenced
employee productivity, absenteeism and retention, Derek R.
Allen & Merris Wilburn, (2002). The success of any company is
directly link to the satisfaction of the employees who embody
that company, that retaining talented people is critical to the
success of any organization, Freeman, (2005) .Studies shows
that businesses that excel in employee satisfaction issues reduce
turnover by 50% from the norms, increase customer satisfaction
to an average of 95 % & lower labor cost by 12%., Carpitella,
52
(2003). The more satisfied an employee is, the less turnover and
absenteeism occurs, Maloney, & McFillen, (1986). Judge, et. al,
(1993), on the other hand, mentions that employee satisfaction is
positively correlated with motivation, job involvement,
organizational citizenship behavior, organizational commitment,
life satisfaction, mental health, and job performance, and
negatively related to absenteeism, turnover, and perceived stress
and identify it as the degree to which a person feels satisfied by
his/her job. In contrast, Rousseau (1978) identified three
components of employee satisfaction: they are characteristics of
the organization, job task factors, and personal characteristics.
 In the construction industry, where the quality of products is

dependent on the skill of laborers and on- site supervisors,
employees play a significant role in the success and outcome of
the product and the company. (U.S. Bureau of Labor Statistics,
2004).
 Profit and growth are stimulated directly (and primarily) by

customer loyalty. Customer loyalty is a direct consequence of
customer satisfaction. Customer satisfaction is heavily
influenced by customer perceptions of the value of services they
receive. Value is created by satisfied, loyal and productive
employees. Employees who feel a sense of teamwork and
common purpose, a strong commitment to communication, and
managerial empowerment are most able, and willing, to deliver
the results that customers expect (Employee Satisfaction”, 2005)
Human Relations perspective posits that satisfied workers are
productive workers (e.g., Likert, 1961; McGregor, 1960). Thus,
organizational productivity and efficiency is achieved through
employee satisfaction and attention to employees‟ physical as
53
well as socio emotional needs.
 Human relations researchers further argue that employee

satisfaction sentiments are best achieved through maintaining a
positive social organizational environment, such as by providing
autonomy, participation, and mutual trust (Likert, 1961).
 Employees‟ job satisfaction sentiments are important because

they can determine collaborative effort. Consistent with this
reasoning, Likert (1961) has argued that collaborative effort
directed towards the organization‟s goals is necessary for
achievement of organizational objectives, with unhappy
employees failing to participate (effectively) in such efforts.
 In a unique study conducted by Harter et al. (2002), based on

7,939 business units in 36 organizations, the researchers found
positive and substantive correlations between employee
satisfaction-engagement and the business unit outcomes of
productivity, profit, employee turnover, employee accidents,
and customer satisfaction.
 The predominant view has focused on the situational context
(e.g., supervisory support) as a cause of satisfaction and has
argued that high-performance work practices and thus a positive
working climate foster employee satisfaction (see, e.g., Bowen,
& Ostroff, 2004; Wright, Dunford, & Snell, 2001; Wright,
Gardner, Moynihan, & Allen, 2005).
 Keen observation of employee reactions and conduct is by far

the most obvious and easiest technique. Casually walk around
the office, watching employees working, interacting with each
other and talk to them informally. Are they smiling, energized,
cooperative and alert or listless, inactive and unhelpful? You
54
can even employ a professional consultant as an objective third-
party to assess the work atmosphere and compare with other
companies.
 Taking simple observation to the next level by asking

employees outright in attitude surveys, focus groups and exit
interviews and analyzing the results to determine staff attitude,
opinions and motivation.
 While satisfied employees are not necessarily loyal or loyal ones

always satisfied, it cannot be denied that job satisfaction fuels
loyalty. After all its been rightly said that, the more satisfied an
employee is regarding his or her working conditions, the more
likely is he or she to develop a psychological attachment or
commitment to the organization. According to Mark graham
Brown, (2006), there is a strong link between employee
satisfaction and customer satisfaction and between customer
satisfaction and future revenue.
 Companies should try their best to evaluate why employees

leave or what kindles their dissatisfaction. Examine the root
causes – where does the problem lie? Is it earnings or benefits?
Does it have something to do with job quality or workplace
support? Or is lack of appreciation or growth to blame. The
onus is on the management to keep employees engaged and
happy, so as to persuade them to stay. In fact, this is critical to
organizational success.
IMPORTANCE OF EMPLOYEE SATISFACTION
Purpose or benefits of employee satisfaction include as following,
55
• Enhance employee retention.
• Increase productivity.
• Increase customer satisfaction.
• Reduce turnover, recurring and training cost.
• Enhance customer satisfaction and loyalty.
• Energetic employers
• Improve team work
• Higher quality products and or services due to more competent,
energized employees.
ORGANISATIONAL DEVELOPMENT FACTORS
• Brand of organization in business field and comparison with leading

competitor.
• Mission and vision of organization.
• Potential development of organization.
POLICIES OF COMPENSATION AND BENEFITS

FACTORS
Wages and Salary

Benefits
Rewards And Penalties
PROMOTION AND CAREER DEVELOPMENT

FACTORS
> Opportunities for promotion.

> Training program participated or will do.
> Capacity of career development.
56
WORK TASK FACTORS
• Quantity of task.
• Difficult level of task.
RELATIONSHIP WITH SUPERVISORS FACTORS
• Level of coaching
• Level of assignment for employee.
• Treatment of Employee etc.
WORKING CONDITION AND ENVIRONMENT

FACTORS
• Tools and equipment.

• Working methods
• Working environment
CORPORATE CULTURE FACTORS
Relationship with co-workers

Level of sharing etc.
COMPETITION PERSONALITIES AND

EXPECTATION OF EMPLOYEE
FACTORS
Competencies and personalities of employee are suitable for job.
Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS
57
SALARY
Salary is a fixed amount or compensation paid to an employee by an

employer in return for work performed. An employee who is paid a
salary is expected to complete a whole job in return for the salary.
OVERTIME ALLOWANCE
Overtime allowance in extra cash compensation for the hours that

employees work in excess.
DECISION MAKING
Decision making involves the selection of a suitable action from among

two or more possible alternatives in order to arrive at a solution to a
problem.
PROBLEM SOLVING
Grievance handling means help to solve a problem of the person who is

in trouble and went some kind of help. It is to help such a person is a
way that can give him justice to his satisfaction.
WELFARE FACILITY
Employee welfare aims at providing such service facilities and

amenities, which enables a worker to perform their employee well. An
employee welfare facility consists of canteen, rest rooms, housing
facility, medical facility, educational facility and transportation facility.
This study helps to find out the various accretions facilities they are
provided by the company.
TEAM WORK
58
The process of working a group of people in order to achieve a goal.
TRAINING
Training is the format and systematic modification of behavior. This

occurs as a result of education, introduction development and planned
experience.
JOB SECURITY
It is the probability that an individual will keep his or her job. A job with
a high level of job security in such that a person with the job would have
a small chance of becomes employees.
EFFECTIVE COMMUNICATION
Communication is a process in defined and shared between diving

organisms. Communication requires a sender, a message and need not
be present as aware of the seniors intent to communicate at the time of
communication thus communication can occurs across vast distances in
time and space. Communication requires that the communicating panics
share an area of communication.
WORK SHCEDULE
Employees work schedules vary from full fill time lo part time to job
shares. All work schedules
have one thing in common; the employee is doing work under an
employer. Today's employers understand that flexibility is what
employee requires in their work schedules. If they don't employers
should beware.
HOW TO IMPROVE EMPLOYEE SATISFACTION?
59
Employee attitudes typically reflect the moral of the company. In areas
of customer service and sales, happy employees are extremely
important because they represent the company to the public.
Satisfaction, however, is not linked solely to compensation. Sure, a
raise or benefits will probably improve employee contentment, at least
temporarily, but small, inexpensive changes can have a long-term
impact. Zappos.com CEO Tony Hsieh's book Delivering Happiness
suggests that employers should follow the science of happiness. The
book stresses the importance of happy employees. Since the
publication of this New York Times Best Seller, Hsieh has
expanded his message from to a bus tour to an entire
movement. On her happiness project blog, Gretchen Rubin, author of
The Happiness Project, identifies seven areas to improve happiness in
the workplace. While employees can‟t weak their habits to improve
happiness, employers can also make small changes to the seven
categories. A little bit of effort can lead to happy, efficient, and loyal
employees.
13 STEPS OR THINGS WHICH WE CAN DO TO

INCREASE EMPLOYEE SATISFACTION AND
LOYALTY THEREBY INCREASING OUR
BUSINESS‟ REVENUE AND PROFIT ARE AS
FALLOWS:
1. CLEAR, CONCISE AND CONSISTENT COMMUNICATION:
In many organizations, employee doesn’t know what is mission, vision,

objects. Building a corporate culture that requires employees to be an
integral part of the organization can be an effective way of getting the
most from the talents or competencies brought to the organization by
each employee. We should keep employees informed on the
60
company’s position, progress made, issues/challenges, and how they
directly contribute to the success of the business.
2. GETTING TO KNOW YOUR EMPLOYEES AND CREATE A

TEAM:
It can be done by the hiring right employee for right job and clearly
defined and communicated employee expectations. Every organization
should spend time to instill trust and accountability, lying out clear
expectation and securing their commitment to the business and build a
culture around working together to meet challenges, create new
advantage, and propel the business to greater success.
3. TRAINING AND OTHER IMPROVEMENT PROGRAMS:
Provide necessary education, training and coaching that increases

employees skills and shows the employee that you are interested in
their success and readiness for new responsibility.
4. EMPOWER EMPLOYEES ACROSS THE COMPANY:
Step up appropriate levels of new responsibility across the company.

Push appropriate decision- making and allow people close to the issue
to make the call. Make sure your employee knows that you trust them
to do their job to the best of their ability.
5. WORK ITSELF:
We can increase employee satisfaction by making job rotation, job

enlargement like knowledge enlargement and task enlargement as well
as job enrichment. Target should be accessible for employee.
6. FAIR COMPENSATION AND BENEFITS:
Policies of compensation and benefits are most important part of

61
organization. But you should build your policies at “suitability” not
“the best”.
7. OPPORTUNITY FOR PROMOTION AND CAREER

DEVELOPMENT:
Develop programs to promote all titles in the organization and build

programs for career development of each title. Organization should
give opportunity to every employee for using their abilities, skills and
creativeness.
8. MONITOR PERFORMANCE AND REWARD FOR

CONTRIBUTION:
People naturally keep score. Use this to as advantage by monitoring

positive contribution and behavior, rewarding as appropriate. Motivate
others to reach new performance levels by knowing how they measure
up to expectation. We should build the proper evaluation and fair and
encourage employees perform work.
9. PROVIDE REGULAR, HONEST FEEDBACK:
Don‟t wait for a crisis situation to give feedback. Instead, give regular
constructive input into the employee‟s performance across a wide
variety of issues, build loyalty, challenge to new levels of performance
and keep it real.
10. BUILD CORPORATE CULTURE:
We should focus on making proper communication channel, good and

supportive relationship with coworkers and with supervisor. Employee
satisfaction can be increased by demonstrating respect for everyone in
the organization or company.
62
11. PROVIDE BEST EQUIPMENT AND SAFE WORKING
CONDITION:
Invest in employees by making sure their tools and equipments don‟t

keep them from being successful. Give them the very best tools to
deliver the very best performance to the company, customers and the
marketplace. Companies should build occupational health and safety
program.
12. USE OF INFORMATION TECHNOLOGY:
Creating a work environment in which employees are productive is

essential to increased employee productivity, their satisfaction as well
as profits for any organization, corporation or small business. There is
no shortage of information on ways to motivate employees, but more
and more companies are realizing that there is a strong correlation
between flexibility in the workplace and employee satisfaction and
productivity. The concept of telecommuting is certainly not new.
However, recent advances in cloud computing and collaboration
software make telecommuting programs easier to implement from a
technological standpoint. Concerns about cost, security, features and
reliability have all been laid to rest with the introduction of hosted,
Fig. Ways of Improving Employee Satisfaction
Software as a Service applications. With an Internet connected

computer, employees can securely access centralized data, collaborate
with remote team members and host interactive web meetings and
presentations.
The rise of cloud computing technology and Wi-Fi availability has

enabled access to remote servers via a combination of portable
63
hardware and software. Telecommuting offers benefits to communities,
employers, and employees.
13. REMAIN POSITIVE:
Organizations should lead the team forward through positive outlook

and contribution and showing their faith in their employees.
64
OUTCOMES OF EMPLOYEE SATISFACTION
To society as a whole as well as from an individual employee's

standpoint, job satisfaction in and of itself is a desirable outcome. It is
important to know, if at all, satisfaction relates to outcomes variable. For
example, if job satisfaction is high, will the employee perform better and
the organization be more effective? I f job satisfaction is low, will there
be performance problems and ineffectiveness? The following sections
examine the most important of these.
SATISFACTION AND PERFORMANCE:
Most assume a positive relationship; the research to date indicates that

there is no strong linkage between satisfaction and performance.
Conceptual, methodological, and empirical analyses have questioned
and argued against these results.
The best conclusion about satisfaction and performance is that there is,
definitely a relationship. The relationship may even be more complex
than others in organization behaviour. For example, there seem to be
many possible-moderating variables, the most important of which is
reward. If people receive reward they feel are equitable, they will be
satisfied, and is likely to result in greater performance effort.
SATISFACTION AND TURNOVER:
Unlike that between satisfaction and performance, research has

uncovered a moderately negatively relationship between satisfaction and
turnover. High job satisfaction will not, in and of itself, keep turnover
low, but it does seem to help. On the other hand, if there is considerable
job dissatisfaction, there is likely to be high turnover. Obviously, other
variables enter into an Employees decision to quit besides job
65
satisfaction. For example, age tenure in the organization, and
commitments to the organization, may play a role. Some people cannot
see themselves working anywhere else, so they remain regardless of
how dissatisfied they feel.
Another factor is the general economy, typically there will be an

increase in turnover because will being looking for better opportunities
with other organization.
SATISFACTION AND ABSENTEEISM:
Research has only demonstrated a weak negative relationship between

satisfaction and absenteeism. As with turnover, many variables enter
into the decision to stay home besides satisfaction with the job. For
example, there are moderating variables such as the degree to which
people that there job are important. For example, research among state
govt. Employees has found those who believed that there was important
had lower absenteeism than did who did not feel this way. Additionally,
it is important to remember that although job satisfaction will not
necessarily result in absenteeism, low job satisfaction more likely to
bring about absenteeism.
66
OBJECTIVES OF THE STUDY
67
SCOPE OF THE STUDY
The study aims to understand the employee satisfaction in MOTHER

INFRATECH which covers the various working schedule, remuneration,
developing overtime allowance, work freedom, job position etc.. The scope
is to understand the employee satisfaction. The study is conducted at
MOTHER INFRATECH covering 50 employees and data collected based
on the questionnaire prepared.
The backbone of the employee satisfaction is respect for workers and job
they perform. And easy revenue for employee to discuss problems with
upper management should be maintained and carefully monitored. The study
was done to know the employee satisfaction in MOTHER INFRATECH.
Employees are backbone of every organization so the organization should
consider a lot the employee should be motivated and satisfied. So that they
can work more and hence to reach the organization is to its great.
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
 The primary objective of the research is to find employees’

satisfaction level of the organization.
SECONDARY OBJECTIVES
 To access the general attitude of the employees towards MOTHER

INFRATECH.
 To understand the problem of the employees in the working condition.
 To know how employees opinion about work place, pay and benefits.
 To study and analyses the various factors affecting the job satisfaction
level.
68
CHAPTER 4
RESEARCH METHODOLOGY
69
RESEARCH METHODOLOGY
Research is an activity ,process ,method or a technique characterized by

curiosity or compulsion application of extract procedure ,scientific
methods or techniques systematically and scholarly to collect data for
performing objective analysis. According to the American sociologist
Earl Robert Babbie, “Research is a systematic inquiry to describe,
explain, predict, and control the observed phenomenon. Research
involves inductive and deductive methods.” Research methodology
helps in solving the problems in a systematic ways. It is a science of
studying how research is to be carried out. The procedure used by
researchers to do their work of describing, explaining and predicting
phenomena is known as research methodology.
The data needed for the study is collected from the employees, through
questionnaire. Analysis and interpretation has been done by using the
statistical tools and data presented through tables and charts.
IMPORTANCE OF RESEACH
 It help in obtaining more adequate solutions of the problems
 It help in gaining new knowledge
 It discover, examine and verify new facts and also existing facts
 It help in achieving the truth
 It helps in revising the accepted laws and principles
 It help in formulating economic policy for government and

business
70
TYPES OF RESEARCH
1. Pure vs. Applied

Pure is also known as basic or fundamental research. In this research
data is collected to enhance the knowledge. The main motivation of this
research is to expand knowledge not to create or invent something.
There is no obvious commercial value to the discoveries that result from
basic research. On the other hand, applied research aim is to analyze and
find the solution for real life problems like treat or cure specified
diseases
2. Qualitative vs. Qualitative
In Qualitative research information gather is not in numerical form.

Qualitative data is typically descriptive data. When you think of the
word qualitative data, think of the word quality because in qualitative
analysis we are taking deep quality look at a phenomenon on the other
hand quantitative research is all about systematic scientific research of
quantitative properties and phenomena and their relationship with each
other. It also helps in identifying problem, by testing the theory,
measuring the number, and analyzed using statistical techniques.
3. Descriptive vs. Exploratory
Descriptive research is also referring to as survey research because it

is heavily based on survey. Researcher has no control over the
variables .It is used for characterizing phenomena and identifying
association among selected variables .It is also used for describing
the characteristics of certain group and also help in estimating the
proportion of people in specified population who behaves in certain
ways .On the other hand exploratory research is used for the
problems which are not been clearly defined yet so to investigate
such this research is very useful. It also helps in understanding
71
existing problem in better manner but does not provide conclusive
result.
4. Cross sectional vs. Longitudinal
Cross- sectional is a type of research in which researcher analyzes

the data of variables collected at one given point in time across a
sample population .This study is also known as cross sectional
analysis ,transverse study also whereas in longitudinal
research ,same variable which is repeating over short or long periods
of time are observation. It is used in social personality and clinical
psychology, to study rapid fluctuations in behaviors, thoughts and
emotion from moments to moments or day to day.
In this study we have used descriptive research
SAMPLING TECHNIQUE
Population is the collection of the elements which has some or the

other characteristics in common. Number of elements in the
population is the size of the population .Sample is the subset of the
population .The process of selecting a sample is known as sampling.
Number of elements in the sample is the sample size .
TYPES OF SAMPLING TECHNIQUES
 Probability sampling
The sampling technique uses randomization to make sure that every

elements of the population get an equal chance to be the part of the
selected sample .It alternatively known as random sampling.
72
Type of probability sampling
1. Simple random sampling
In simple random sampling, every element has an equal chance of

getting selected to be the part of sample. It is used when we don’t
have any kind of prior information about the target population.
2. Stratified sampling
This technique divides the elements of the population into the small
subgroups (strata) based on similarity in such a way that the elements
within the group are homogeneous. And then elements are randomly
selected from each of the strata. We need to have prior information
about the population to create subgroups.
3. Cluster sampling
Our entire population is divided into clusters or sections and then the
cluster are randomly selected. All the elements of the cluster are used
for sampling. Cluster is identified using detail such as age, sex,
location.
4. Systematic random sampling
Here the selection of elements is systematic and not random

expected the first element. Elements of sample are chosen at regular
interval of population .All the elements are put in sequence first
where each element has the equal chance of being selected.
 Non probability sampling
It does not rely on randomization. This technique is more reliant on

the researcher’s ability to select elements for a sample .Outcome of
sampling might be biased and makes difficult for all the elements of
the population to be part of the sample equally.
73
Type of non-probability sampling
1. Convenience sampling
Here the samples are selected based on the availability. This method
is used when the availability of the sample is rare and also costly. So
based on the convenience samples are selected.
2. Quota sampling
This type of sampling depends on some pre-set standard. It selects

the representative sample from the population. Proportion of
characteristics or trait in sample should be same as population.
Elements are selected until exact proportions of certain types of data
are obtained or sufficient data in different categories are collected.
3. Judgmental sampling
In judgmental or expert sampling samples are selected on the basis of

opinion of an expert. It is used when we need the opinion or
assessment of the people with the high degree of knowledge about
the study area. The result obtain from judgmental sampling can be
biased one.
In this study Convenience sampling method used in selecting the

samples.
DATA TYPE
 Primary data vs. Secondary data
Primary data is a data which did not exist earlier and is being
collected by the researcher first time for its specific objectives
74
whereas secondary data are collected from books, official records,
magazines, internet, newspaper etc.
In this study primary data were collected through personnel

interview using questionnaire. The questionnaire was
administered to employees of Mother Infratech Company.
Sample area
Mother Infra tech Private limited, Mathura
Sample size
The sample size of this study is 50 respondents who are the

employees of mother infra tech Company.
Sampling unit
The employees of the mother infra tech company, Mathura is the

sampling unit of this study.
Data collection
The data collected for the study consists of primary data which is
collected from the employees of Mother Infra Tech Company
75
CHAPTER 5
DATA ANALYSIS AND

INTERPRETATION
76
77
A STUDY ON EMPLOYEES SATISFACTION AT
MOTHER INFRATECH
78
EMPLOYEES OPINION ON THE SERVICES AND
FACILITIES PROVIDED BY THE COMPANY
1. REWARDS PROVIDED
SERIAL NUMBER OF PERCENTAG

OPTIONS
NUMBER RESPONDENTS E
1 Highly satisfied 12 24 %
2 Satisfied 27 54 %
3 Neutral 10 20 %
4 Dissatisfied 1 2%
5 Highly dissatisfied 0 0%
TOTAL 50 100 %
Interpretation
From the above table, we can interpret that 24% of the employees are
highly satisfied and 54% of employees are satisfied with the rewards
provided by the company and 2% employees are dissatisfied.
79
2. SALARY PROVIDED
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 29 58 %
3 Neutral 6 12 %
4 Dissatisfied 4 8%
TOTAL 50 100 %
Interpretation
highly satisfied and 58% of employees are satisfied with the salary
provided by the company and 8% employees are dissatisfied.
80
3. INCENTIVES PROVIDED
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 24 48 %
3 Neutral 10 20 %
4 Dissatisfied 1 2%
TOTAL 50 100 %
Interpretation
highly satisfied and 48% of employees are only satisfied with the
incentives provided by the company and 2% employees are dissatisfied
with this.
81
4. DRINKING FACILITY
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 19 38 %
3 Neutral 8 16 %
4 Dissatisfied 3 6%
TOTAL 50 100 %
Interpretation
highly satisfied and 38% of employees are only satisfied with drinking
facilities of the company whereas 6% employees are dissatisfied, and
2% employees are highly dissatisfied with this facility.
82
5. REST TIME
NUMBER OF
SERIAL PERCENTAG
OPTIONS RESPONDENT
NUMBER E
S
2 Satisfied 18 36 %
3 Neutral 16 32 %
4 Dissatisfied 6 12 %
TOTAL 50 100 %
Interpretation
satisfied and 36% of the employees are only satisfied with the rest time
83
provided by company whereas 12% of the employees are dissatisfied
and 2% employees are highly dissatisfied with rest time.
6. BREAK DURATION
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 19 38 %
3 Neutral 14 28 %
TOTAL 50 100 %
Interpretation
highly satisfied and 38% of employees are only satisfied with break
84
duration provided by the company whereas 12% employees are
dissatisfied, and 2% employees are highly dissatisfied with this facility.
7. FOOD QUALITY AT MESS/CANTEEN
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 18 36 %
3 Neutral 7 14 %
4 Dissatisfied 3 6%
TOTAL 50 100 %
Interpretation
highly satisfied and 36% of employees are only satisfied with food
85
quality at mess or canteen of the company whereas 6% employees are
dissatisfied, and 4% employees are highly dissatisfied with this facility.
8. TIME SCHEDULE OF WORK
NUMBER OF
SERIAL PERCENTAG
OPTIONS RESPONDENT
NUMBER E
S
2 Satisfied 19 38 %
3 Neutral 8 16 %
4 Dissatisfied 3 6%
TOTAL 50 100 %
Interpretation
86
highly satisfied and 38% of employees are only satisfied with time
schedule of work at the company whereas 6% employees are
dissatisfied, and 2% employees are highly dissatisfied with time
schedule of work.
9. CLEANLINESS AT WORKPLACE
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 23 46 %
3 Neutral 5 10 %
4 Dissatisfied 2 4%
TOTAL 50 100 %
87
Interpretation
highly satisfied and 46% of employees are only satisfied with
cleanliness at workplace in the company whereas 4% of the employees
are dissatisfied with this facility.
10. LEAVE POLICY OF COMPANY
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 22 44 %
3 Neutral 10 20 %
TOTAL 50 100 %
88
Interpretation
highly satisfied and 44% of employees are only satisfied with leave
policy of the company whereas 10% employees are dissatisfied, and 4%
employees are highly dissatisfied with this facility.
EMPLOYEES OPINION ABOUT THEIR JOB

SATISFACTION
11. YOUR JOB PROFILE IMPROVES YOUR SOCIAL STATUS
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 25 50 %
3 Neutral 8 16 %
4 Dissatisfied 0 0%
TOTAL 50 100 %
89
Interpretation
highly satisfied and 50% of employees are only satisfied that their job
profile improves their social status whereas 0% employees are
dissatisfied with this statement.
12. PROMOTION GIVEN ON THE BASIS OF
PERFORMANCE

OPTIONS
2 Satisfied 22 44 %
3 Neutral 9 18 %
4 Dissatisfied 1 2%
TOTAL 50 100 %
Interpretation
90
highly satisfied and 44% of employees are only satisfied that promotion
is given on the basis performance in their company whereas 2%
employees are dissatisfied with this statement.
13. FEELING OF JOB SECURITY
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 21 42 %
3 Neutral 11 22 %
4 Dissatisfied 4 8%
TOTAL 50 100 %
Interpretation
highly satisfied and 42% of employees are only satisfied, that there is a
91
feeling of job security in their company whereas 8% employees are
dissatisfied and 2% employees are highly dissatisfied with this
statement.
14. ABLE TO ADJUST WITH COLLEAGUES

AND MANNERISM
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 23 46 %
3 Neutral 14 28 %
4 Dissatisfied 3 6%
TOTAL 50 100 %
Interpretation
92
highly satisfied and 46% of employees are only satisfied that they are
able to adjust with colleagues and mannerism of the company whereas
6% employees are dissatisfied and 2% of the employees are highly
15. FAIR POLICIES FOR EMPLOYEE GRIEVANCE
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 21 42 %
3 Neutral 13 26 %
4 Dissatisfied 1 2%
TOTAL 50 100 %
Interpretation
93
highly satisfied and 42% of employees are only satisfied with fair
policies for employee grievance of the company whereas 2% employees
are dissatisfied and 2% of the employees are highly dissatisfied with this
statement.
16. YOUR TEAM IS INSPIRATION FOR YOU

TO DO YOUR BEST AT JOB
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 20 40 %
3 Neutral 10 20 %
4 Dissatisfied 1 2%
TOTAL 50 100 %
94
Interpretation
highly satisfied and 40% of employees are only satisfied that their team
inspire them to do their job best whereas 2% employees are dissatisfied
with this statement.
17. PAID LEAVE FACILITATES BY COMPANY
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 21 42 %
3 Neutral 13 26 %
4 Dissatisfied 4 8%
TOTAL 50 100 %
Interpretation
95
highly satisfied and 42% of employees are only satisfied with paid leave
facilities provided by the company whereas 8% employees are
dissatisfied and 2% of the employees are highly dissatisfied with this
statement.
18. MANAGER TREATMENT OF ALL THE TEAM MEMBERS
SERIAL NUMBER OF
OPTIONS PERCENTAGE
NUMBER RESPONDENTS
2 Satisfied 24 48 %
3 Neutral 4 8%
TOTAL 50 100 %
Interpretation
96
highly satisfied and 48% of employees are only satisfied that their
manager treats all the team members equally whereas 10% employees
are dissatisfied with this statement.
19. COMPANY POLICIES ABOUT THE WELL

BEING OF PEOPLE

OPTIONS
1 Highly satisfied 19 38%
2 Satisfied 19 38%
3 Neutral 11 22%
4 Dissatisfied 1 2%
TOTAL 50 100 %
Interpretation
97
highly satisfied and 38% of employees are only satisfied that company
concern more about people than production whereas 2% employees are
CHAPTER 6
FINDINGS RECOMMENDATIO-N AND

LIMITATION
98
FINDINGS
 Most of the employees are satisfied with the rewards provided by

the company.
 Majority of employees are satisfied with salary provided to them
by the company.
 86% of the employees are satisfied with incentives and drinking
facilities.
 More than half of the employees are satisfied with the food
quality at canteen and cleanliness at work place.
 Half of the employees are dissatisfied with the rest time provided
to them in company.
 More than half of the employees are not happy with the work
shifts and break duration.
 66% of the employees are happy with the leave policy of the
company.
 Majority of the employees are satisfied with their job profile.
 High portion of the employees are satisfied with promotion and
growth opportunities provided by the company.
 3/4th of the company’s employees feel secured about their job
profile and well-being because of the company’s policies.
 More than half of the employees are satisfied with their team
member’s inspiration to do best at job.
 Majority of the employees are happy with fair policies for
employee grievance and 26% are neutral on this.
 Half of the employees are satisfied with the paid leave facilities
of the company.
 28% of the employees are neutral on adjustment with colleagues
and mannerism and half of the employees are satisfied with this.
 Majority of the employees are satisfied with their team leader.
99
RECOMMENDATION
 Management should provide flexible working shift to

satisfy their employees.
 Management should match the employee’s capability to
deal with the work load and also arrange the work shifts
according to their capabilities.
 Management should take remedial measures to improve
general working condition of the firm to make employees
satisfied with their jobs.
 Management should provide appropriate time for work to
maintained proper balance between the work life and
personal life of the employees to make them satisfied with
their job.
 Management should provide proper rest time to their
employees between the working hours this will decrease
the fatigue level and help the worker to work for long
duration with more durability.
 Small breaks like tea break or lunch break should be
provided to the employees so that they do not feel burden
with the work and this will also enhance ones working
capacity.
 Management should plan social gatherings and games for
their employees to reduce their work related stress.
 Management should discuss with their employees before
deciding the working shift for them.
 Management should motivate their employees so that they
do not feel burden with the work.
100
LIMITATIONS OF THE STUDY
 The research was carried out in a short span of time, wherein the
research could not widen the study.
 This is subjected to the basis and prejudices of the respondents;
hence 100% of accuracy cannot be assured.
 The period of study was too short. So it was not possible to
collect the relevant information with in that period.
 The findings are based on the answers given by the employees, so
any error or bias may be affect the validity of the finding.
101
CHAPTER 7
CONCLUSION
102
CONCLUSION
The present study was conducted to determine the employee’s

satisfaction level in Mother Infratech. It is necessary for the organization
to understand the need of their employees and fulfil them before their
employee leave the organization. If nothing is done by the organization
then there is a chance to loose talented employees from the organization
to its competitors. Hence it is necessary to ensure the employee
satisfaction in the organization. The objective of this study is to
understand the problems of the employees in the working condition and
their opinion about the work place, pay and benefits. In this study we
have analysed the various factors affecting the job satisfaction level. The
study was done as part of descriptive research convenience sampling
was employees for selecting the sample. The primary data was collected
by means of questionnaire. A structured questionnaire was given to fifty
employees and the data was collected from them. The data was analysed
using percentage and likert scale method. From the study it was
identified that the most the employees are satisfied with the job.
Majority of the employees are satisfied with salary provided to them,
working condition, rewards provided by the organization. They are
satisfied with the employer-employees relationship. But most of the
employees are dissatisfied with work shifts and break duration so
company should provide them flexible working shifts and proper rest
time to their employees. If the firm concentrate on the findings and
suggestions we have provided and start working upon on them, we
hopefully believe that the organization can further bring their employees
with full satisfaction and good results.
103
REFERENCES
BOOKS:
 Dr.Guptha C. Human Resource Management, Sultan Chand and

Sons, New Delhi
 Rakesh Chopre, Human Resource Management U.K Publishing 2
edition New Delhi
 Kothari. C.R, Research Methodology, New Age International
Private Ltd, New Delhi
WEBSITES:
 www.wikipedia.com
 www.myavathar.com
 www.localwise.com
104
BIBLIOGRAPHY
1. Please give your opinion on the following services and facilities of the company:-
Highly- Dis- Highly-
Opinion Satisfied Neutral
Satisfied satisfied Dissatisfied
1. Fair reward to all employees.
2. Salary provided
3. Incentives Provided
4. Drinking Facility
5. Rest Time
6. Break Duration
7. Food Quality at mesh/canteen
8. Time Schedule of work
9. cleanliness at campus
10. Leave Policy of Company
105
Strongly- Strongly-
Opinion Agree Neutral Disagree
Agree Disagree
11. Job Improving Social Status
12. Promotion based on
performance
13. Feeling of job security
14. Able to adjust with colleagues
and mannerism
15. Fair policies for employee
grievance
16. your team an inspiration for
you to do your best at the job
17. Paid leave facilitates by
company
18. Manager treats all the team
members equally
19. Company concern more about
people than production.
20. Suggestions
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
106
…………………………………………………………
107

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CHAPTER - 1

ABOUT THE COMPANY

To contribute to the task of development in Power and Process Industry

To develops and implement innovative construction method and on the

DIVERSIFIES CONSTRUCTION COMPANY

- THERMAL POWER PLANT

Mother Infra Tech was established in 2015. The establishment and

Today the company is a fast growing organisation with annual turnover

The environment at Mother Infra Tech is to accept challenges and

1. SAUDAN SINGH RAGHAV

3. KISHOR KUMAR SINGH

STRUCTURAL FABRICATION & ERECTION WORK:

1. MOTHER INFRATECH EXPERIENCED MANAGEMENT

 Procurement of raw material with best quality product in short

 Detailing of structure and drawing bill of quantity estimate.

 Erection methodology and crane studies

 Heavy lifts and vertical jacking

2. MATERIAL ADVANCE CUTTING & PREPARATION

shop or at the construction site. our fabrication of steelwork

3. STRUCTURAL STEEL PASSES THROUGH VARIOUS

 Surface cleaning of incoming steel.

 Cutting and machining of steel.

 Punching and drilling of fabrication members.

 Straightening, bending and rolling of fabrication members.

4. BLASTING & PAINTING:

Final Activity in Fabrication component was blast cleaning and

5. ERECTION OF STRUCTURAL STEEL

MOTHER INFRATECH brings full commitment to every project

6. RIGGING & ERECTION WORK PLANNING

A rigger is a person who has the equipment and knowledge to

Structural fabricated components are protected against corrosion

MOTHER INFRATECH is committed to both public and

10. STEEL PAINTING & REFINISHING SYSTEMS

11. FIRE PROOFING OF STRUCTURE

Steel loses strength when heated sufficiently. The critical

 GST No.: 09BJCPS9591L1Z8

84, Railway Colony, Motikunj Extension, Mathura (U.P)

Mobile no.:- 09634221084, 08899908100

WORKED UNDER THE COMPANIES

1. LANCO INFRATECH LTD. – GURGAON

 As one of India's leading business entities, Lanco Infratech

 Simplex Infrastructures Ltd. is a diversified company established

3. JINDAL POWER & STEEL LTD. NEW DELHI.

 JSPL is an industrial powerhouse with a dominant presence in

 Led by Mr Naveen Jindal, the youngest son of the legendary Shri

4. PUNJ LLOYD LTD.

 Punj Lloyd is an international engineering procurement and

A human-resources department (HR department) of an organization

Human resource managers are in charge of every aspect of employee life

A human resources manager has several functions in a company

 Determine needs of the staff.

 Determine to use temporary staff or hire employees to fill these

 Recruit and train the best employees.

 Supervise the work.

 Evaluate the work.

 Establish 'Discipline work culture' in the organization.

 Avoid Politics in office.

 Apply 'HR Software' for the ease of work in the organization.

 Manage employee relations, unions and collective bargaining.

 Prepare employee records and personal policies.

 Ensure high performance.

 Manage employee payroll, benefits and compensation.