EXECUTIVE SUMMARY

Employee satisfaction survey provides a channel of communication for the employees to

communicate their on a wide range of issues in the company and give their feedback
regarding the employees policy of the company. Employee satisfaction survey was conducted
to find out the level of employee satisfaction in HCL.
The employee satisfaction survey helps the companies to determine how their employees
think and to identify the employees needs and concerns so that improvements can be made
and stronger teams can be formed. Business performance is expected to increase as more
satisfied employees will increase a companys competitiveness and they are to better
recognise opportunities and threats and utilize the resources better. Other benefits of
employee satisfaction include achievement of company goals, better internal and external
communication, a positive and social working environment and increased employee loyalty
and less absentism.
For this purpose a questionnaire was prepared and the results were analysed.

CHAPTER1
INTRODUCTION

Nature of HCL
HCL is a global technology and IT Enterprise that operates in 31 countries. Its headquarters is
in Noida, India. The company comprises two publicly listed companies, HCL
Technologies(www.hcltech.com) and HCL Infosystems(www.hclinfosystems.in). HCL
was focused on addressing the IT hardware market in India for the first two decades of its
existence with some activity in the global market.

The 37 year old Enterprise, founded in 1976, is one of India's original IT garage start ups. Its
range of offerings span R&D and Technology Services, Enterprise and Applications
Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems
Integration and Distribution of Technology and Telecom products in India. The HCL team
comprises 90,000 professionals from diverse nationalities, operating across 31 countries
including 505 points of presence in India. HCL has global partnerships with several leading
Fortune 1000 firms, including several IT and Technology majors.
Some key information about HCL is as follows:
Type:
Industry:
Founded:
Headquarters:
Key people:
Revenue:
Employees:
Subsidiaries:
Website:

Private
IT Services
11 August 1976
Noida, India
Shiv Nadar (Founder&Chairman)
US$ 6.2 billion (2012)
90,000 (2012)
HCL Technologies
HCL Infosystems
www.hcl.com

Business of HCL

HCL Infosystems
HCL Infosystems Ltd. offers a wide spectrum of products which include - Computing,
Storage, Networking, Security, Telecom, Imaging and Retail. The main business areas of
HCL Infosystems are as follows:

Distribution and Services

Services

Computing Products

Education and Learning

HCL Technologies

HCL Tech is the information technology and software services arm of the enterprise,
providing Internet Infrastructure Solutions, Facilities Management & Infrastructure Services,
Network Management Systems and IT Hardware. The main business verticals of HCL
Technologies are as follows:

Product Engineering and R&D

Enterprise and Custom Applications

Infrastructure Management

BPO Services

Objectives of the Project

1.

To study about employee effectiveness towards the job at various levels of the
organisation.

2.

To study about the Monetary and Non-Monetary rewards given to the employees.

3.

To study the employees attitude towards the job and the organisation.

4.

To identify the factors that motivate the employees.

5.

To know the level of participation in decision making.

6.

To understand the relationship of employees with the top management.

CHAPTER-2
LITERATURE REVIEW

Employee Satisfaction
Introduction
Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.

Employee satisfaction is often measured by anonymous employee satisfaction surveys

administered periodically that gauge employee satisfaction. Employee satisfaction is looked
at in areas such as:

Management.

Understanding of Mission and Vision.

Empowerment.

Teamwork.

Communication.

Co-worker Interaction.

The facets of employee satisfaction measured vary from company to company.

Factors affecting Employee Satisfaction

Various factors exist in an organisation that contributes to area of employee satisfaction.
Following are listed factors affecting employee satisfaction. They are as follows:

(i)Brand Name: The brand name of the organisation is of utmost importance to the
employees and it is considered when employee satisfaction is considered.
(ii)Aims and Objectives of Business:The aims and objectives of the organisation where an
employee works are likely to affect employee satisfaction.
(iii)Compensation: Salary and wage is one of the most important factors behind employee
satisfaction. The salary should always be in accordance to the position of the employee in the
company.
(iv) FinancialRewards: Rewards are other important things that affect level of satisfaction of
an employee in his job. Opportunities to earn special incentives, such as bonuses, extra paid
time off or vacations, also bring excitement and higher employee satisfaction to the
workplace.
(v)Relationship with Supervisor: The kind of treatment given by the supervisor to the
employee largely determines his satisfaction level. It is always desired to treat employees in a
good manner.

(vi)Working Conditions: Because employees spend so much time in their work environment
each week, it's important for companies to try to optimize working conditions. Such things as
providing spacious work areas rather than cramped ones, adequate lighting and comfortable
work stations contribute to favourable work conditions.

(vii) Opportunity for Advancement: Employees are more satisfied with their current job if
they see a path available to move up the ranks in the company and be given more
responsibility and along with it higher compensation. Many companies encourage employees
to acquire more advanced skills that will lead to the chance of promotion.

Importance of Employee Satisfaction

Employee satisfaction is the term used to describe a situation when employees are satisfied
and contented with his job and the office environment. Employee Satisfaction is of utmost
importance in any organisation be it small or large. Thinking that employee satisfaction is
important only for the employee then it is not right. It is equally important for the
organisation for which the employee is working as well.

The following points will show the importance of employee satisfaction easily.
1.In light of the organisation:

It enhances employee retention and the company does not need to train employees
repeatedly.

The overall productivity of the company is increased and it assists in achieving the
goals of the company.

When employees are satisfied with their job they deal with customers in a better
manner and thus customer satisfaction is achieved to great extent.

It helps the company in getting better services and products from its employees.

Money spent on training new candidates and recruitment of new candidates can be
saved extensively.

2.In light of the Employee:

When the employee gets satisfactory services from the company initially, he tends to
believe that same treatment would be offered in long run.

Employee would start taking interest in his work instead of worrying about other
issues.

The employee starts feeling a sense of responsibility towards the organisation.

The employee deals with customers in a better way and builds strong relations with
them.

The employee would try to produce better results in order to get appreciation from the
company.

Employee Satisfaction in HCL

Employee Benefits Provided In HCL
A part from the legal and mandatory benefits such as provident-fund and gratuity, below is a
list of other benefitsBPO professionals are entitled to the following:
1. GroupMedi-claim Insurance Scheme: This insurance scheme is to provide adequate
insurance coverage of employees for expenses related to hospitalization due to illness,
disease or injury or pregnancy in case of female employees or spouse of male employees. All
employees and their dependent family members are eligible. Dependent family members
include spouse, non-earning parents and children above three months.
2. Personal Accident Insurance Scheme: This scheme is to provide adequate insurance
coverage for Hospitalization expenses arising out of injuries sustained in an accident. This
covers total / partial disablement / death due to accident and due to accidents.
3. Subsidized Food and Transportation: The organizations provide transportation facility
to all the employees from home till office at subsidized rates. The lunch provided is also
subsidized.
4. Company Leased Accommodation: Some of the companies provides shared
accommodation for all the out station employees, in fact some of the BPO companies also
undertakes to pay electricity/water bills as well as the Society charges for the shared

accommodation. The purpose is to provide to the employees to lead a more comfortable work
life balance.
5. Recreation, Cafeteria, ATM and Concierge facilities: The recreation facilities include
pool tables, chess tables and coffee bars. Companies also have well equipped gyms, personal
trainers and showers at facilities.
6. Corporate Credit Card: The main purpose of the corporate credit card is enable the
timely and efficient payment of official expenses which the employees undertake for
purposes such as travel related expenses like Hotel bills, Air tickets etc
7. Cellular Phone / Laptop: Cellular phone and / or Laptop are provided to the employees
on the basis of business need. The employee is responsible for the maintenance and
safeguarding of the asset.
8. Personal Health Care (Regular medical check-ups): Some of the BPO'S provides the
facility for extensive health check-up. For employees with above 40 years of age, the medical
check-up can be done once a year.
9. Loans: Many BPO companies provide loan facility on three different occasions:
Employees are provided with financial assistance in case of a medical emergency. Employees
are also provided with financial assistance at the time of their wedding. And, The new
recruits are provided with interest free loans to assist them in their initial settlement at the
work location.
10. Educational Benefits: Many BPO companies have this policy to develop the personality
and knowledge level of their employees and hence reimburse the expenses incurred towards
tuition fees, examination fees, and purchase of books subject, for pursuing MBA, and/or
other management qualification at India's top most Business Schools.
10

11. Performance based incentives: In many BPO companies they have plans for,
performance based incentive scheme. The parameters for calculation are process performance
i.e. speed, accuracy and productivity of each process. The Pay for Performance can be as
much as 22% of the salary.
12. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible work schedules and set out conditions for availing this
provision. Flexible work schedules are initiated by employees and approved by management
to meet business commitments while supporting employee personal life needs .The factors on
which Flexi time is allowed to an employee include: Child or Parent care, Health situation,
Maternity, Formal education program
13. Flexible Salary Benefits: Its main objective is to provide flexibility to the employees to
plan a tax-effective compensation structure by balancing the monthly net income, yearly
benefits and income tax payable. It is applicable of all the employees of the organization. The
Salary consists of Basic, DA and Conveyance Allowance. The Flexible Benefit Plan consists
of: House Rent Allowance, Leave Travel Assistance, Medical Reimbursement, and Special
Allowances.
14. Regular Get together and other cultural programs: The companies organizes cultural
program as and when possible but most of the times, once in a quarter, in which all the
employees are given an opportunity to display their talents in dramatics, singing, acting,
dancing etc. Apart from that the organizations also conduct various sports programs such as
Cricket, football, etc and regularly play matches with the teams of other organizations and
colleges.
15. Wedding Day Gift: Employee is given a gift voucher of Rs. 5000/-.

11

16. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the
organization.
17. Employee Stock Option Plan Now, the actual question, why people are leaving? What
types of retention strategies are required? What is expected from HR Professional and how
they can address this issue.

Training and Development in HCL

Induction training is an important component of the training life cycle. Induction Training for
new hires is vital to ensure that they settle in well in the organization. Our aim is to ascertain
that new hires understand our organizations mission, goals, values and philosophy; and
importantly their job role as expected in a professional environment. This training aims to
establish a clear foundation and set expectations around work ethics, integrity and
responsibility. With this in mind, we have customized our training to suit different levels i.e.
Entry Level hires and Lateral hires.

EntryLevelTraining
At HCL, all Campus Hires undergo a foundation technical training which covers business
aligned software engineering and programming concepts, followed by one of the many
technical tracks. The training delivered is in accordance with the syllabus developed in
consultation with business leaders and subject matter experts (SMEs). The Assessment
Framework consists of tests administered right at various stages, a Final Test and a project.

The Entry-level Training program for fresh graduates from the campuses consists of a
Foundation module and six standard Technical Tracks (CC++, Java, Dot Net, Oracle,

12

Networking, and Testing). At the end of the classroom-training program, the fresh graduates
work on a project. The project is a training module designed for entry-level trainees to apply
the technology learnings they have acquired during the trainer-led classroom-training
program.
By applying a blend of technology and process, we ensure that trainees assigned to projects
have a basic understanding of software engineering processes and tools (such as Bugzilla and
Subversion) in addition to the technology skills they have been trained in. Along with
technical skills, all campus recruits attend a Professional Skills Program, which prepares
them to interface and engage with colleagues and customers across the globe.
On the successful completion of the training program, the trainees are assigned to Delivery
units

for

further

LOB

specific

domain

trainings

and

on

the

job

training.

LateralHiresTraining
The Induction program typically extends for 1 2 weeks for lateral hires and the focus is
essentially on getting you immersed into the HCL culture / philosophy and engagements. The
engagement specific induction might extend from a few days to a few weeks depending on
the nature of the engagement. Lateral hires are trained through various means such as online
training, collaborative learning, certification programs, instructor-led and on-demand
training.
Learning @ HCL
Learning is the most sustainable source of competitive advantage in our industry, today. As
the war for talent continues, leveraging and optimizing learning for stronger performance is
critical. In this knowledge based economy, creating a learning environment helps address
talent shortfall, generate ideas and ultimately leads to building an engaged workforce
resulting in higher productivity and retention. We recognize that grooming an employee into
13

globally

competitive

leader

requires

an

extensive

and

nurturing

ecosystem.

BehavioralLearningandDevelopment
HCL has identified roles at different employee levels and associated competencies desired to
fulfil the demands of those roles. Several developmental initiatives are available to the
employees across the organization to build or enhance role critical competencies through
Professional Development, Leadership Development or Sales Learning programs. A unique
learning road map approach allows employees and their reporting managers to identify needs
and the training path they need to work on. These courses are available in classroom, webinar
and e-learning format in partnership with top global virtual learning organization to allow for
greater reach and ease of access. All programs are designed with the ultimate business
objective in mind resulting in enhanced productivity, increased customer satisfaction, and
effective leadership transitions.

Work Life in HCL

A dynamic and vibrant work environment ensures that HCLites walk in every morning
well, most mornings with a smile, and leave at the end of the day feeling valued and
enriched. In fact, our Employees First philosophy is aimed at placing every employee at the
forefront of transformation, empowering them with knowledge, resources and infrastructure
in a workplace that nurtures innovation.Various initiatives designed to enthuse and inspire
HCL employees are as follows:

1.Diversity:HCL Technologies works hard to create a supportive environment for employees

with diverse backgrounds. Accordingly, the company reaches out to a diverse talent pool of
different nationalities, cultures social background and work experiences. Team leaders are
equipped with skills to work across the globe in virtual teams. Affinity networks and
14

Employee First Councils help the company reach out to employees from diverse
backgrounds. The networks ensure that diverse perspectives are included in all business
operations.

2.XtraMiles:XtraMiles is a unique program that offers peers, team members and managers to
recognize employees for outstanding effort. XtraMiles provides a platform to say thanks
and helps strengthen a culture of employee appreciation. For every XtraMile that employees
walk in their professional life at HCL, they stand a chance to earn a mile. Accumulation of
these points not only offers recognition but entitles them to earn rewards.

3.Genie:Genie is a personal shopper and assistant that specializes in giving employees the
gift of time. This facility is an all-purpose coordinator, entertainment guide, errand runner
and personal assistant that can manage routine tasks, such as paying utility bills.

4.Womens Network:Women are altering the face of the corporate world and the face of
HCL. Whether nurturing their families at home or leading transformation on the job, women
executives offer special value. To help them meet the particular challenges they sometimes
face, a peer network of HCL women executives provides support, advocates for a genderneutral work environment and drives policy changes, through initiatives such as Women
Connect.

5.Mitr:Mitr (Hindi for your friend) is a specialist team of personal advisors who help
employees prepare for challenges and tackle them more effectively. Mitrs support,
information and advice is completely free and confidential, and just a phone call away.

15

6.Find @ HCL: This is employees own classifieds portal, where they can list items they
want to sell or search for items they wish to buy. It even includes a matrimonial section,
where HCLites can search for a life partner.

7.Employee First Councils:These councils offer a unique platform for HCLites to lead
change. They provide an opportunity to a diverse group of individuals to come together and
work towards a common cause that they are passionate about. EFCs are participative and
democratic forums developed for HCLites and run by HCLites.

Employee First Philosophy in HCL

Employees First, Customers Second explores the steps of HCLTs transformational journey
as the company recognized the need for change, created a culture of trust through
transparency, turned the organizational pyramid on its head, and shifted the responsibility of
change from the office of the CEO to the employees using small catalysts, or blue ocean
droplets, that produced big results.

HCLT defied conventional wisdom when it turned the management structure upside down.
By putting employees first and customers second, HCL was able to activate the value zone the place where frontline employees interact with customers and create real value for them.
By doing so, it fired the imagination of both employees and customers and set HCLT on a
journey of transformation that has made it one of the fastest growing and profitable global IT
services companies. According to BusinessWeek, HCLT is one of the worlds most
influential companies.

At HCL, focus is on employees first because we believe that they bring strategic value to the
organization and are critical to its success in the global marketplace. Towards this, we
16

practice Employees First the first of its kind of articulation, which creates an enabling
environment

and

culture

of

pride

in

our

employees.

Several Employee First initiatives are as follows:

Smart Service Desk: Employees can raise SLA-bound tickets on any internal service
provider, and close them only if they are satisfied with the service.

CEO Connect through U&I: Our CEO is available online to all employees, tours
every location, holds interactive discussions, and shares thoughts and updates through
a blog.

Employees First Governing Council: Function heads hold Town Hall Meetings and
collectively address employees questions and issues.

Open 360 Degree Feedback: Employees rate managers, top leaders across the
organization including the CEO, and these ratings are made public.

Talent Transformation: Behavior-based competencies in individuals are built.

Employees First Academy: Effective leaders are initiated and nurtured on three
levels - Employees First Lifestyle, Employees First Leadership, and Harvard
Emerging Leader Program.

Employee Passion Indicative Count:Employees introspect to identify their unique

passion drivers, which are then nurtured for greater productivity.

Directions: The CEO and senior management conduct a face-to face meeting with all
employees to share the vision and strategy of the organization.

17

CHAPTER 3
RESEARCH METHADOLOGY

What is Research Methodology?

The process used to collect information and data for the purpose of makingbusinessdecisions
is called Research Methodology. The methodology may include publicationresearch,
interviews, surveys and other research techniques, and could include both present and
historical information.
Research refers to a search for knowledge. It is a systematic method of collecting and
recording the facts on the form of numerical data relevant to the formulated problem and
arriving at certain conclusions over the problem on the basis of the collected data.

Data Collection Methods

In the preparation of this report the data has been collected from 2 sources:
1.Primary Data: Primary data is gathered from first hand information and is collected from
people. Some sources of primary data are:

Surveys

Questionnaire

Face to Face Interaction.

Observation

2.Secondary Data: Secondary data is the data which provides theoretical basis required for
report presentation. It is collected by someone else other than the researcher. It provides a
more higher quality data and a lot more information than the primary data. Sources of
collecting secondary data are are as follows:

Magazines
18

Newspapers

Internet

Books

The source of Primary Data collection for my project is Questionnaire.

Sample Size: 30 Employees
The questionnaire was given to employees of Top and Middle Level Management in HCL.
The research was conducted at the Noida office of HCL.

The Sources of Secondary Data were Newspapers, Human Resource Books and through the
sites of site HCL.

19

DATA ANALYSIS AND INTERPRETATION

Q1.How satisfied are you with your position in the company?
Very Satisfied
Satisfied
Neutral
Dissatisfied

7
20
2
1

Very
Dissatisfied

3% 0%
7%
23%

Very Satisfied
Satisfied
Neutral
Dissatified
Very Dissatisfied

67%

Figure No.1: Position in the company

Interpretation
The above analysis shows that more than 50% of the respondents are satisfied with the
position that the company has offered them. The position offered to them is according to their
skills, knowledge, educational qualifications and experience of working in that particular feel.
But 3% of the respondents are not happy with their positions in the company. They believe
that they should be at a higher position.

20

Q2. Are you satisfied with the saying that Employee Satisfaction is must for enhancing
productivity and performance.

Very Satisfied
Satisfied
Neutral
Dissatisfied

18
10
2
0

Very
Dissatisfied

0% 0%
7%

Very Satisfied
Satisfied
33%

Neutral
60%

Dissatisfied
Very Dissatisfied

Figure No.2: Employee Satisfaction

Interpretation
The above analysis shows thatmostly allthe respondents are well aware of the role and
importance of employee satisfaction.It means somewhere their productivity and performance
has been improved after the trainingprogram attended by them and it helped them to achieve
their goal and believe that employee satisfaction is important for productivity and
performance.
21

Q3.Which of the following factors motivates you the most?

Salary Increase
Promotion
Leave
Motivational
Talks
Recognition

8
10
0
1

Part in Decision
Making

13%
Salary Increase

27%

Promotion
Leave

23%

Motivational Talks
Recognition
Part in Decision Making

3%

34%
0%

Figure No.3: Motivational Factors

Interpretation
From the above data analysis we can see that 34% of the employees believe that Promotion
is the most important factor of employee motivation. 27% of the employees are in favor of
Salary Increase followed by Recognition, Part in Decision Making and Motivational Talks.
Leave is the least rated factor for motivation.

22

Q4. How satisfied are you with the working hours of the company?
Very Satisfied
Satisfied
Neutral
Dissatisfied

14
15
1
0

Very
Dissatisfied

0% 0%
3%

Very Satisfied
47%

Satisfied
Neutral
Dissatisfied

50%

Very Dissatisfied

Figure No.4: Working Hours of the company

Interpretation
The above analysis shows that 50% of the respondents are satisfied with the working hours of
the company and believe that the company is providing good working hours to its employees.

23

Q5. How satisfied are you with the medical facility provided for employees?
Very Satisfied
Satisfied
Neutral
Dissatisfied

8
18
3
1

Very
Dissatisfied

0%
3%
10%
27%
Very Satisfied
Satisfied
Neutral
Dissatisfied
Very Dissatisfied
60%

Figure No.5: Medical Facilities

Interpretation
From the above data we can study that more than 50% of the employees are satisfied with the
medical facility provided to them by the company and are aware about the medical facilities.
On the other hand 3% of the employees are not happy with the medical facilities provided to
them. They feel that company should provide them with more facilities.

24

Q6.Are employees recognized as Individuals?

Always
Usually
Sometimes
Rarely

5
15
6
4

Never

0%
13%

17%
Always
Usually

20%

Sometimes
Rarely
Never
50%

Figure No.6: Employee Recognition as Individuals

Interpretation
From the above study of data we can see that the company recognizes its employees as
individuals and helps them in their progress. Each employee is regarded as an individual. On
the other hand some employees say that they are not recognized as individuals on a regular
basis.

25

Q7.How often are you appreciated if the desired targets are accomplished?

Always
Sometimes
Rarely

20
7
2

Never

7%

3%

Always
23%

Sometimes
Rarely
67%

Never

Figure No.7: Appreciation on Achieving Targets

Interpretation
The above analysis shows that 67% of the time the company appreciates its employees when
their targets are achieved. The company believes in appreciating and praising its employees
for the good work done by them. But on the other hand 3% respondents say that they have
not been appreciated by the company.

26

Q8.Does the company provide satisfactory Salary according to your Work?

Yes
No

30
0

0%

Yes
No

100%

Figure No.8: Employee Salary

Interpretation
100% respondents believe that the salary provided to them by the company is satisfactory
according to the work. Apart from the salary provided, the company also gives them
incentives such as Bonus, Commission, Medical and Life Insurance Facilities, Paid Leaves
etc.

27

Q9.Do you have the necessary authority to perform your duties effectively?

Yes
No

30
0

0%

Yes
No

100%

Figure No.9: Authority to Perform Duties

Interpretation
From the above analysis we can see that 100% respondents are allowed to perform their
duties effectively in the organization. It means that the organization that employees
performance is the key to Employee Satisfaction.

28

Q10.Does the top management involve employees in decision making?

Yes
No

27
3

0%
0% 0%
10%

Yes
No

90%

Figure No.10: Employee Participation In Decision Making

Interpretation
From the above analysis we can see that 90% of the respondents are happy with the
involvement of the employees with the top management in decision making. It means that the
top management wants to decentralize decision making and involve more employees in
making crucial business decisions.

29

CHAPTER 4
FINDINGS AND CONCLUSIONS

FINDINGS
1. Most of the employees of HCL are happy regarding the position they have been given in
the company. They feel satisfied with the working hours of the company and the benefits the
company is providing.

2. Most of the employees feel that employee satisfaction is a must for enhancing the
productivity and performance. This will help the company as well as the individuals in
achieving company and personal objectives and improve employee rate of turnover.

3. 34% of the people feel that Promotion is the most important factor of motivation followed
by Salary Increase (27%) and Recognition (23%). Employees are regarded as individuals by
the company and appreciated for the work targets achieved by them.

4. The company is providing satisfactory salary to every one based on their position and
contribution towards the company and the employees are allowed to perform their duties
effectively.

5. Finally, the top management involves its employees in decision making. They give the
employees the right to make decisions and give their suggestions.

30

CONCLUSION
From the above data analysis, I can conclude that most of the respondents know the value and
importance of Employee Satisfaction. It is the duty of the organisation to keep its employees
happy because they know that the success of an organisation depends upon its employees. All
the measures are provided by the company to its employees which improves the employee
satisfaction and increases productivity. Most of the respondents are happy about the working
hours and the medical benefits provided to them and are satisfied with the compensation
given to them. There are many factors which the company needs to keep in mind to motivate
its employees such as Salary Increase, Promotion, Part in Decision Making etc.

The organisation motivates its employees on a regular basis and appreciates the work done by
them and recognises them as individuals. Hence I conclude that employee satisfaction is must
for every organisation and keeping the employees happy and motivated will lead to
achievement of the desired objectives and will lead to improvement in performance and
better productivity. Loyalty and performance should be rewarded by providing opportunities
for career development.

31

SUGGESTIONS AND RECOMMENDATIONS

1. The company can organise different cultural activities such as sports activities, family get
togethers to improve employee satisfaction and enhance productivity.

2. Conduct more In house open training programmes to train the employees in using the latest
techniques. It should be done once in every 6 months.

3. Involve the employees in the decision making process of the company.

4. Provide a chance to employees in meetings to give their and views and suggestions.

5. Extra hours of work done by the employees can be regarded as Over Tine and the
employee can be compensated for that in the form of bonuses.

6. Provide a good working environment for the employees to work.

7. Regular feedback should be given to employees by the Manager on how they are
performing and where do they need to improve.

8. Conduct workshops on team development so that employees know the importance of team
work.

9. There should be equal treatment of all the employees whether it is a male or a female.
There should be no biasness.

32

BIBLIOGRAPHY/REFERENCES
Websites referred are as follows:

http://www.hclglobal.com/benefits.html

http://www.hcltech.com/EmployeesFirst

http://www.hcltech.com/careers/global/training-and-development

http://www.hcltech.com/careers/global/employee-benefits-and-schemes

Books:

Prasad L.M., Human Resource Management, Published by Sultan Chand & Sons,
Published Year 2013, Volume 8

Aswathappa K, Human Resource Management, Published by Tata-McGraw Hill,

Published Year 2007, Volume 7

33

34