OBJECTIVES OF THE STUDY: 1] To find out the level employee satisfaction in the co.

2] To identify problem of the Employee which affects their performance

3] To find out the deficiencies in co. policies affecting the employee which in turn
affects the co. profitability.
4] To find out the attitude of the Employee towards management of the firm and to
recommended suggestions to the co. So that the employee enhanced and the
employees are motivated.

SCOPE OF THE STUDY

A study was conducted at INFO APPS TECHNOLOGIESto known the
satisfaction level of the employees regarding training programme. The questionnaire for this
survey was framed considering those factors where corrective action can be taken at .The
study is limited to the permanent employees
METHODOLOGY
In every research, we have to follow some methodology. The data collection done in
INFO APPS s, for the purpose of my study on employee satisfaction by using the following
methods.
Source of information
Data collection method
Research instruction technique
FINDINGS
1. 38% are working in INFO APPS TECHNOLOGIES is Highest
2. 42% are joined as a programmer in INFO APPS TECHNOLOGIES is highest
3. 46% are give first preference to job function in INFO APPS TECHNOLOGIES is
highest
4. 84% are saying that satisfied with job in INFO APPS TECHNOLOGIES is highest

5. 52% are saying work experience in INFO APPS is highest

6. 50% are saying Medical in INFO APPS is highest
7. 38% are saying good scale in INFO APPS is highest
8. 44% are saying safeguard in INFO APPS is highest
9. 38% are saying Fulfillment in INFO APPS is highest
10. 82% are saying Yes in INFO APPS is highest
11. 96% are saying Yes means clear communication, in INFO APPS is highest
12. 48% are saying Motivation in INFO APPS is highest
13. 100% are saying satisfied with appraisal system in INFO APPS
14. 40% are saying Minimum role in INFO APPS is highest
15. 60% are Married in INFO APPS is highest

INTRODUCTION
INFO APPS TECHNOLOGIESis headed by Mr. RAMANUJAN DARAK, a pioneer in the
granite field who was honoured by the awards
Independence for his contribution in field of Mining & Marketing of Granites.
Production range of INFO APPS TECHNOLOGIESincludes Rough Dimension Block,
Polished, Flamed, Honed and Cut to size structural slab, monuments memorials and
mausoleum for different countries in exclusive design. GME group also produces modular
tiles, vanities and counter tops; table tops sculptured pieces in different colors of natural
granites stones
Several prestigious in the world have used granite stones from INFO APPS s. The
organization is managed and run by highly qualified professionals and skilled engineers.

Of all the factors of production - Capital, land, labour; labour or man is undoubtly the
crucial factor that makes or mars an organization.
Employees are now a days seen as business partners of the organization. They empower the
organization to succeed. At the threshold of this transformation, human assets need to be
chosen carefully, developed, nurtured, utilized and their competencies multiplied.
High employee satisfaction levels can reduce turnover and attrition rate in the
industries.
People are the key to success in the new economy. Companies are attaching greater
importance to human performance today than ever before. And while corporations have
presumably always valued their employees, in today's fast-moving new economy, people
have gained even greater stature and are now seen as possibly the most important factor in a
company's success or failure.
Companies are giving due importance to recognize and the extraordinary efforts related to
retain the people in industry, some are making efforts to attract and retain top talent, represent
fundamental shifts in employer-employee relationships. And no where has this been truer
than in the high-tech sector, with its insatiable demand for knowledge Employee.
But the focus on human performance now stretches across all industries and all levels,
from the front lines of customer service to the highest executive ranks. Almost industries are
putting their best efforts to the keep employees happy and engaged.

One reason CEOs have begun investing in human performance improvement is that
they now have quantifiable proof of a sizable return. HR is fast changing from an internal
service department to a strategic partner in improving a company's competitive position. In
this era of competition, if internal customers, i.e. employees are not happy then the
organization will be out of competitive market.

LITERATURE REVIEW
PROJECT PROBLEM
Definition:
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, while generally a positive in your organization, can also be a downer
if mediocre employees stay because they are satisfied with your work environment.
INTRODUCTION
EMPLOYEE SATISFACTION is the problem undertaken in INFO APPS S, which
forms one of the basic objectives of every business house regardless of the size. It is believed
that employees are the live assets of an organization. This statement holds true for the mere
reason that employees are supposed to be the BACKBONE of the business.

Abilities, talents, aptitude and potentials for effectively activating every human
resource development strategy must be guided by the golden rule:

GIVE LOVE AND GET LOVE

If there is cent percent satisfaction of the employees that is not possible, then it
leads to sincerity and dedication to the work, which makes the organization to prosper in
business and economy as a whole.

IMPORTANCE OF HUMAN RESOURCE

Manpower may be thought of as, The total knowledge, skill, creative abilities, talents
and aptitudes of an organizations workforce as well as value, attitudes and benefits of the
individual involved. It is the most valuable asset of an organization. Human resources are
utilized to the maximum possible extent in order to achieve individual and organizational
goals.
BENEFITS OF EMPLOYEE SATISFACTION
1)

It helps to improve recruitment. As the job becomes more attractive, more efficient
employees can be recruited.

2)

It helps to win over employees loyalty and increase their morale.

3)

Right organizational environment and climate will be created.

4)

It helps to build up stable labor force to reduce labor turnover and absenteeism.

5)

It helps to the development of team spirit among Employee

6)

It helps to earn goodwill and enhance public image.

Labour welfare helps to improve industrial relations and peace.

Meaning and Definition:
Locke gives a comprehensive definition of Employee Satisfaction
A pleasurable positive emotional state resulting from appraisal of ones perception of how
well their job provides those things which are viewed as important. It is generally recognized
in the organizational Behavior field that employee's satisfaction is the most important and
frequently studied attitude".

Definitions of the concepts:

To understand the concept clearly, it is better to understand the literal
meaning of them. Therefore to understand the term "Employee Satisfaction" it is very much
important to know the words "Employee" And "Satisfaction" separately.

Employee: According to the Oxford Dictionary the meaning of the

"Employee is a Person employed for Wages".
A person who works for another, in return, for financial or other compensation.

According to Employees State Insurance Act, 1948, An Employee is defined as the

one who is directly employed by the principal employee or whose services are temporarily
lent to by another with whom the employee has a contract of service. The act also says that
employee also includes any person employed for the wages or any

work connected with the administration of the factory or establishment or any department or
branch there of or with the purchase of raw materials for or the distribution of scales of the
products of the factory or establishment. The act also covers any person engaged as in
apprentice, not being an apprentice under the
Apprefltice Act, 1961 or under The Standing Orders of the establishment, but does not
include any member of the Indian Naval, Military or Air-forces".

Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means
"atonement or compensation or a situation where the expectations have been met".
According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.
Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having
gratified an appetite or motive".
Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical,
mental & emotional well being of an individual.

The ILO at its Asian Regional Conference defined Labours welfare as a term which
is understood to include such services, facilities and Amenities and may be established or in
the vicinity in them with amenities conducive to good health & high morale.
The Oxford dictionary defines labours welfare as efforts to make life worth living for
workmen.
Chambers dictionary defines as a state of fairing on doing well, freedom from calamity,
enjoyment of health, prosperity etc.
Need for Labour welfare in India
The need for labours welfare was strongly felt by the committee of the royal commitment
to industrial work among the factory work and also the harsh treatment receives from the
employees since the developing country like India. This need was emphasized by the
constitution of India in the chapter on the directive principle of state policy in the following
articles.
Importance of Employee Satisfaction:
1. Tracking the attitudes and opinions of employees can identify problems areas and
solutions related to management and leadership, corporate policy, recruitment, benefits,
diversity, training, and professional development.
2. A comprehensive employee satisfaction study can be the key to a more motivated and
loyal workforce.
3. The first step is to understand exactly which issues have the greatest impact on
employee satisfaction.
4. The findings of the employee satisfaction survey will tell you exactly bow much more
important one issue is over another so that you can focus your performance improvement
initiatives appropriately.

5. In analyzing the data, we can define and refine issues that need addressed, such as
overall job satisfaction, professional fulfillment, employee motivation and commitment,
likelihood to stay with the organization, pay level, corporate goals and
Objectives.
6. Survey results can be segmented by employee position, length of employment,
full-time vs. part-time, etc.
FACTORS AFFECTING EMPLOYEE SATISFACTION.
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Personal growth
7. Company policy and administration
8. Supervision
9. Relationship with supervisor
10. Work conditions
11. Salary
12. Relationship with peers
13. Personal life
14. Relationship with subordinates
15. Status
16. Security

THEORIES OF EMPLOYEE SATISFACTION.

DAVID MCCLELLANDS MOTIVATIONAL NEED THEORY
David McClelland is most noted for describing three types of motivational need, which he
identified in his 1988 book, Human Motivation:

Achievement motivation (n-ach),

Authority or power motivation (n-pow),

Affiliation motivation (n-affil).

Davidic McClellands needs-based motivational model

These needs are found to varying degrees in all Employee and managers, and this mix of
motivational needs characterizes a person's or manager's style and behavior, both in terms of
being motivated and in the management and motivation others.
The need for achievement (n-ach)
The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment of
realistic but challenging goals, and advancement in the job. There is a strong need for
feedback as to achievement and progress, and a need for a sense of
accomplishment.

ABRAHAM MASLOWS HIERARCHY OF

NEED MOTIVATIONAL.MODEL
Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA, and
the Hierarchy of Needs theory remains valid today for understanding human motivation,
management training, and personal development. Indeed, Maslow's ideas surrounding the
Hierarchy of Needs concerning the responsibility of employers to provide a workplace
environment that encourages and enables employees to fulfill their own unique potential
(self-actualization) are today more relevant than ever. Abraham Maslow's book Motivation
and Personality, published in 1954 (second edition 1970) introduced the Hierarchy of Needs,
and Maslow extended his ideas in other work, notably his later book Toward a Psychology of
being, a significant

and relevant commentary, which has been revised in recent times by Richard Lowry, who is
in his own right a leading academic in the field of motivational psychology.
Abraham Maslow was born in New York in 1908 and died in 1970, although various
publications appear in Maslow's name in later years. Maslow's PhD in psychology in 1934 at
the University of Wisconsin formed the basis of his motivational research, initially studying
rhesus monkeys. Maslow later moved to New York's Brooklyn College.
Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to
Maslow; later versions with added motivational stages are not so clearly attributable.
Maslow's Hierarchy of Needs has been extended through interpretation of Maslow's work by
other people, and these augmented models and diagrams are shown as the adapted seven and
eight-stage Hierarchy of Needs models
below. There is some uncertainty as to how and when these additional three stages (six,
seventh and eighth - 'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by
whom, to The Hierarchy of Needs model, and many people consider Maslow's 'original fivestage Hierarchy Of Needs model to be the definitive
(and perfectly adequate) concept.
Maslow's hierarchy of needs
Each of us is motivated by needs. Our most basic needs are inborn, having evolved
over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how
these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each
need In turn, starting with the first, which deals with the most obvious needs for survival
itself.
Only when the lower order needs of physical and emotional well being are satisfied
are we concerned with the higher order needs of Influence and personal development.
Conversely, the things that satisfy our lower order needs are swept away, we are no longer
concerned about the maintenance of our higher order needs. Maslow's original Hierarchy of
Needs model was developed between1943-1954.

FREDERICK HERTZBERG MOTIVATIONALTHEORY

Frederick Hertzbergs motivation and hygiene factors
Frederick Hertzbergs book 'The Motivation to Work', written with research
colleagues B Mausner and B Snyderman in 1959, first established his theories about
motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers and
accountants, has become one of the most replicated studies in the field of workplace
psychology.
Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly
always arose from different factors, and were not simply opposing reactions to the same
factors, as had always previously been (and still now by the unenlightened) believed.
He showed that certain factors truly motivate ('motivators'), whereas others tend to
lead to dissatisfaction ('hygiene factors').
According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and the
other as a human being to grow psychologically.
He illustrated this also through Biblical example: Adam after his Expulsion from Eden having
the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham, capable
and achieving great things through self-development - the 'motivational' needs.
Hertzberg's research proved that people will strive to achieve hygiene needs because
they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is
temporary.

NEEDS FOR TRAINING:

The company provides the training to all employees irrespective of their qualification
skill experience and levels of job.
The training is needed for the following purpose:
Job requirements employees selected for a job might lack the qualifications

required to perform a job effectively. New and inexperienced employee required

detailed instruction for effective performance on the job. Remedial training should
be given to such people to match the needs of the organization. New employees
need to be provided orientation training to make them familiar with the job and
organisation.
Technicalogy changes: it is changing very fast. Now automation and
mechanization are being increasingly applied in office. And service sector
increasing use of fast changing technique requires training in to new technology.
Organisation viability: in order to survive and grow an organisation must
continually adopt itself to the changing environment. Existing employees need
refresher training to keep them a breast of new knowledge.

BENEFITS OF TRAINING TO EMPLOYEES:

Training is useful to employees in the following ways:1] Self Confidence
2] Higher Earnings
3] Safety
4] Adaptability
5] Promotion
6} New Skills

PERFORMANCE APPRAISAL
Appraising performance of individuals, groups and organization has become a
common Patrice. The co has its own appraisal method. The employers has to evaluate
officer has to appraise the performance of their subordinates
In this the performance appraise is done in a systematic and planned manner. The
term performance refers to the degree of accomplishments of the job or ultimate result, on
the other hand the term appraisal refer on the evaluation of or assessment of work being
done in terms of quality, quantity, honest and working capacity, etc.
Content of the performance Appraisal:It depends upon the nature and level of job. It is not uniform for all types of jobs.

1] Regularity of attendance
2] Leadership style
3] Ability to work with others
4] Initiative
5] Technical skill
6] Judgment skills
7] Area of work interest.

OBJECTIVES OF THE COURSE

To discuss the importance of the Managerial Leadership and High Performing Teams.

Understanding the significance of Managerial Leadership and their impact on

Organization.

To provide the participants an opportunity for sharing the practical experience on the
subject.

To create an opportunity to gain an insight into the process of team building.

CONTENTS OF THE PROGRAM

Managerial Leadership: New roles and Skills

Managerial Decision-Making and Term Problem Solving

Managerial Leadership: Trait and Approaches

Team Leadership

Teamwork

Teambuilding strategies

Conflict Management

Employee empowerment

Leading and Managing Change

Performance Appraisal

The statistically significant factors that affect Employee satisfaction

Bavendam Research identified six factors, that influence job satisfaction.
When these six factors were high, job satisfaction was high. When the six factors were low,
job satisfaction was low. These factors are similar to what we have found in all organizations.

Employee Satisfaction is influenced

by :
Opportunity

Stress
Leadership

Work
Standards

Fair
Rewards

Adequate
Authorit
y

1. Opportunity
Employees are more satisfied when they have challenging opportunities at work. This
includes chances to participate in interesting projects; jobs with a satisfying degree of
challenge and opportunities for increased responsibility. Important; this is not simply
promotional opportunity. As organizations have become flatter, promotions can be rare.
People have found challenge through projects team leadership, special assignments as well as
promotions.

Actions:
Promote from within when possible.
Reward promising employees with roles on interesting projects.
Divide jobs into levels of increasing leadership and responsibility.

It may be possible to crate job titles that demonstrate increasing levels of expertise, which are
not limiting by a viability of positions they simply demonstrate achievement.

2. Stress
When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if
they interfere with employees personal lives or are a continuing source of worry or concern.

Actions:
Promote a balance of work and personal lives. Make sure that senior managers
model this behavior.
Distribute work evenly (fairly) within work teams.
Review work procedures to remove unnecessary red tape or bureaucracy.
Manage the number of interruptions while trying to do their jobs.
Some organizations utilize exercise or fun breaks at work.

3. Leadership

Employees are more satisfied when their managers are good leaders. This includes motivating
employees to do a good job, striving for excellence or just taking action.

Actions:
Make sure your managers are well trained. Leadership combines attitudes and
behavior. It can be learned.
People respond to managers who inspire them to achieve meaningful goals and
they can trust.

4. Work standards
Employees are more satisfied when their entire workgroup takes pried in the quality of its
work.

Actions:
Encourage communication between employees and customers. Quality gains
importance when employees see impact on customers.
Develop meaningful measures of quality. Celebrate achievements in quality.

Trap:
Be cautions of slick packaged campaigns that are perceived as superficial and patronizing.

5. Fair Rewards
Employees are more satisfied, when they feel they are reward fairly for the work they do.
Consider employees responsibilities, the effort they have put forth, the work they have done
well and the demands of their jobs.

Actions:
Make sure rewards are for genuine contributions to the organization.
Be consistent in your reward policies.
If your wages sure competitive, then make sure that employees know this.

Reward can include a variety of benefits and rewards other than money.
As an added benefit, employees who are reward fairly, experience less stress.

6. Adequate Authority
Employees are more satisfied when they have adequate freedom and authority to do their
jobs.

Actions:
When reasonable:
Let employees make decisions.
Allow employees to have input on decisions that will affect them.
Establish work goals but let employees determine how they will achieve those goals.
Later reviews may identify innovative best practices.
Ask, If there were just one or two decisions that you could make, which ones would
make the biggest difference in your job?
In creasing job satisfaction is important for its humanitarian value and for its financial benefit
(due to its effect on employee behavior). As early as 1918, Edward Thorndike explored the
relationship between work and satisfaction in the Journal of Applied Psychology.
Bavendam Research has included measures of job satisfaction in all our employee surveys.
Clear patterns have emerged.

Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run
Care about the quality of their work
Are more committed to the organization
Have higher retention rates, and are more productive.

One thing that makes humans unique is ability to focus energy. Whether to heat a home or
to cut steel with a laser, focusing energy where it has needed, produces significant results. As
a manager, you need to know what is important problem is more likely to produce
measurable benefits to the organization.

The actual cases unique to your organization can only uncovered through a
proper analysis. Bavendam research Inc. has developed a survey process that identifies
underlying cases of the factors such as:

Retention/turnover

Productivity

Teamwork

Communication

Job satisfaction
and much more.

Limitations:
i.

The study is restricted to employees at INFO APPS

ii.

Employees were hesitant and tried to avoid answering questions.

iii.

The findings are purely base on the information that has been collected through
questionnaire and the INFO APPS .

BENEFITS OF TRAINING
How Training Benefits the Organization
Leads to improved profitability and/or more positive attitudes towards profits
orientation.
Improves the job knowledge and skills at all levels of the organization.
Improves the morale of the workforce.
Helps people identify with organizations goals.
Helps create a better corporate image.
Fosters authenticity, openness and trust.
Improves the relationship between boss and subordinate.
Helps prepare guidelines for work.
Aids in understanding and carrying out organizational policies.
Provides information for future needs in all areas of the organization.
Organization gets more effective in decision-making and problem solving.
Aids in developing leadership skill, motivation, loyalty, better attitudes and other
aspects the successful Employee and managers usually display.
Helps keep costs down in many areas, e.g. production, personnel, administration etc.

Develops a sense of responsibility to the organization for being competent and

knowledgeable.
Reduces outside consulting costs by utilizing competent internal consulting.
Stimulates preventive management as opposed to putting out fires.
Helps the individual in making better and effective problem solving, which in Turn
ultimately should Benefit the Organization
Through training and development, motivational variables of recognition,
achievement, growth, responsibility and advancement are internalized and advancement
are internalized and operationalised.
Aids in encouraging and achieving self-development and self-confidence.
Provides information for improving leadership knowledge, communication skills and
attitudes.
Provides the trainee an avenue for growth and a say in his/her own future.
Helps a person develop speaking and listening skills; also writing skills when
exercises are required.

Benefits in personnel and Human Relation, Intra and Inter-group Relations

and policy Implementation.

Improves communication between groups and individuals.

Aids in orientation for new employees and those taking new jobs through transfer or
promotion.
Provides information on equal opportunity and affirmative action.
Provides information on other governmental laws and administrative policies.
Improves inter-personal skills.
Makes organization policies, rules and regulations viable.

Improves morale.
Builds cohesiveness in groups.
Provides a good climate for learning growth, and co-ordination.
Makes the organization a better place to work and live.

Training Objectives.
Generally line managers ask the personnel manager to formulate the trading policies. The
personnel manager formulates the following training objectives in keeping with the
companys goals and objectives.
To proves the employee, both new and old to meet the present as well as the changing
requirements of the job and the organization.
To impart the new entrants the basic knowledge and skills they need for an intelligent
performance of a definite job.
To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, higher-level tasks, information and techniques and
developing the skills they will need in their particular fields.
To build up a second line of competent officers and prepare them to occupy more
responsible positions.
To broaden the minds of senior managers by providing them with opportunities for an
interchange of experiences within and outside with a view to correcting narrowness of
outlook that may arise from over-specialization.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.

TRAINING METHODS

As a result of research in the field of training, a number of programmes are available.

Some of these are new methods, while others are improvements over the traditional methods.
The training programmes commonly used to train operative and supervisory personnel are
discussed below. These programmes are classified into on-the-job and off-the-job training
programmes

On The-Job Training Methods

This type of training, also known as job instruction training, is the most commonly used
method. Under this method, the individual is placed on a regular job and taught the skills
necessary to perform that job. The trainee learns under the supervision and guidance of a
qualified worker or instructor. On-the-job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. While the trainee learns how
to perform a job, he is also a regular worker rendering the services for which he is paid. The
problem of transfer of trainee is also minimized as the person learns on-the-job. The emphasis
is placed on rendering services in the most effective manner rather than learning how to
perform the job. On-the-job training methods include job rotation, coaching, job instruction
or training through step-by-step and committee assignments.

Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments. Though this method of training is common in
training managers for general management positions, trainees can also be rotated from job to

job in workshop jobs. This method gives an opportunity to the trainee to understand the
problems of employees on other jobs and respect them.

Coaching: The trainee is placed under a particular supervisor who functions as a coach in
training the individual. The supervisor provides feedback to the trainee on his performance
and offers him some suggestions for improvement. Often the trainee shares some of the
duties and responsibilities of the coach and relieves him of his burden. A limitation of this
method of training is that the trainee may not have the freedom or opportunity to express his
own ideas.

Job Instruction: This method is also known as training through step by step. Under this
method, the trainer explains to the trainee the way of doing the jobs, job knowledge and skills
and allows him to do the job. The trainer appraises the performance of the trainee, provides
feedback information and corrects the trainee.

Committee Assignments: Under the committee assignment, a group of trainees are

given and asked to solve an actual organizational problem. The trainees solve the problem
jointly. It develops teamwork.

Off-the-Job methods
Under this method of training, the trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job performance. Since
the trainee is not distracted by job requirements, he can place his entire concentration on
learning the job rather than spending his time in performing it. There is an opportunity for
freedom of expression for the trainees. Companies have started using multimedia technology
in training, Off-the-job training methods are as follows:

Vestibule Training: In this method, actual work conditions are simulated in a classroom.
Material, files and equipment, which are used in actual job performance, are also used in
training. This type of training is commonly used for training personnel for clerical and semiskilled jobs. The duration of this training ranges from days to a few weeks. Theory can be
related to practice in this method.

Role Playing: It is defined as a method of human interaction that involves realistic

behaviour in imaginary situations. This method of training involves action, doing and
practice. The participants play the role of certain characters such as the production manager,
mechanical engineer, superintendents, maintenance engineers, quality control inspectors,
foremen, Employee and the like. This method is mostly used for developing inter-personal
interactions and relations.

Lecture Method: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk. To be effective,
the lecture must motivate and create interest among the trainees. An advantage of the lecture
method is that it is direct and can be used for a large group of trainees. Thus, costs and time
involved are reduced. The major limitation of the lecture method is that it does not provide
for transfer of training effectively.

Conference or Discussion: It is a method in training the clerical, professional and

supervisory personnel. This method involves a group of people who pose ideas, examine and
share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to
the improvement of job performance. Discussion has the distinct advantage over the lecture

method, in that the discussion involves two-way communication and hence feedback is
provided. The participants feel free to speak in small groups. The success of this method
depends on the leadership qualities of the person who leads the group.

Programmed Instruction: In recent years, this method has become popular. The subject
matter to be learned is presented in a series of carefully planned sequential units. These units
are arranged from simple to more complex levels of instruction. The trainee goes through
these units by answering questions or filling the blanks. This method is expensive and time
consuming.

How to make Training Effective

Determine training needs through job description, performance appraisal forms and
potential appraisal discussions.
Prepare a training calendar in discussion with managers.
Training programmes should be well-defined specific objectives.
Nominate the employees for training based on a need for training.
Trainers should be qualified and experienced, and preferable internal.

RECENT DEVELOPMENTS IN TRAINING

Employee Self Initiative

Employees have realized that change is the order of the day and they have started playing
the role of a change agent. Consequently, employees identify their own training needs, select
appropriate training programme organized by various organizations and undergo the training
programmes. Thus, employees in recent times started taking proactive measures on their own.

On-Line Training
Companies started providing on-line training. Trainees can undergo training by staying at the
place of their work. Participants complete course work from wherever they have access to
computer and Internet. Different types of media are used for on-line training.

TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION

Employee satisfaction surveys can cover as many or as few topics as are required by your
organization. Some of these topics include:

Job satisfaction

The company as a place to work

Organization direction, strategy and goals

Employee morale

Organizational relationships

Supervision

Management

Leadership

Culture, values and behaviours

Company image

Benefits

Compensation and rewards/incentives

Recognition and promotion

Training and development

Career opportunities

Quality products and services

Internal/external communications

Organizational change

Any other topics of interest to managers

Discrepancy Theories Two-Factor Theory

Motivators

responsibility

challenge

job control

Hygiene factors

pay

benefits

coEmployee

Employee satisfaction has two components

1.Hygeiene issues
2.Motivation issues

The hygiene issues are:

1.Company and Administration Policy:They should be updated and accessible to all the
employees so that the employees are aware of all policies of the organization.

2.Supervision: The supervisor should have the good leadership qualities and should give
positive feedback at regular interval.
3.Salary:

Employees want to be paid according to their competence and hard work.

4.Interpersonal Relations: It is the relation with the superior ,peer and subordinate .The
employees should be given time for socialization .i.e. during lunch, tea break,etc.
5.Working conditions:The working environment should be good so that the employees will
have sense of pride in working for the organization and should be provided with the
necessary facilities and adequate space work efficiently.
The motivation issues are :
1.Work: The work should make employees believe that the work they are doing is important.
2.Achievement:

All employees want to do a good job and make use of their talent .

3.Recognition:Employees should be rewarded for high performance by bonus or at least

praising their efforts.
4.Responsibilty:Employees should be given enough freedom or power to carry out their
task .They should have ownership of work and be given challenging work.
5.Advancement:Loyalty and performance should be rewarded by providing opportunities for
career development .
The absence of hygiene issues is a source of dissatisfaction. While increase in the motivation
factors ,will increase in employee satisfaction .the hygiene issues should be dealt first and
then the motivation issues should be given considerations .Bigger pay checks rarely equate
with higher job satisfaction .

EMPOLYEE STRENGHT
With the manager employee strnght of five people at the inception, our present workforce is
4000 consisting of dedicated people. We are proud to say that since 1976 in a long span of
34years of organization history. There has not been a single instance of labor unrest. This is due
to the strong employer employee relationship and various welfare measure adopted by the
company such as provident found, gratuity scheme, medical reimbursement, pension scheme,
educational benefits maternity benefit etc
They have introduce various novel schemes like payment to drivers based on
mileage driven by them even the hamals and drivers of the organization are extended the benefit
of ESI/PF etc
A part from directed employment, we have introduce a self employment
scheme for local entrepreneurs by appointing them as agents of company .we have found that in
small places local people will be in a better position to cater to customer without adding
overheads to the company .it is estimated that at least 10000 people are benefited by way of
direct / indirect employment from our Organisation

EMPOLYEE AND EMPLOYER RELATIONSHIP

It is a process of an effective motivation of individuals in given situation in order to achieve
a balance of objectives which will yield grater human satisfaction and help accomplished
company goals
As we observed there is no trade union because of good relation between employee and
employer if any conflict they are solved by the management

Apart form direct employment their has introduced a self employment scheme for local
transports or agent of the company. It is estimated that more than 5000 people are benefited by
the way of direct or indirect employment in the organization
INDUSTRIAL PROFILE
Granites is one of the commodities, which are having its own name in the international
market. TULASI is the Granites factory that was started in the year 1994-95 with manpower
of 25. It has total area of 40 acres by providing employment to around 200 employees, The
production is 1500 Cubic Meter per annum with the turnover of Rs.14Crores
There are number of Granites Companys throughout India which are situated in various
states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the government
in earning the tax as well as exporters name in the international market.
Today in the international market the need for Granites have gone up

SCOPE OF THE STUDY

A study was conducted at INFO APPS TECHNOLOGIESto known the

satisfaction level of the employees regarding training programme. The questionnaire for this
survey was framed considering those factors where corrective action can be taken at .The
study is limited to the permanent employees

PERSONNEL DEPARTMENT
Employees are The Back bone Of Every Company They Are Responsible For
Every Company Profitability. The satisfaction of employees in every aspect will lead to
achievement of the goals of the company; otherwise the co. faces problems, which affects the
growth of the co. The first and foremost responsibility for ever is to see the well being of

each employee. As a part of the project, I have taken up EMPLOYEE SATISFACTION as

the aspect of my study.

MEDICAL FACILITY:-

Every company or industry has its own medical facilities provided to the Employee in
the company.
The medical facilities are provided to the Employee, if following conditions is
there:

If there is any accident by the vehicle while working in the company

If there is any injury working in the electrical department.

The medical facility is provided to Employee is at the cost of the free services the
Employee dont incurs the cost.
HOLIDAYS
Every worker or employees require the leaves, which may be official or personal.
The co. is also providing the leaves facility to the employee working in the company. There
are 12 casual leaves and 15 sick leaves provided by the co. to the employees for every year
for every 200 working days, the company has provided one day leave for every 20 days.
More leaves are provided if the employees or Employee are suffering from the
diseases like fever, malaria, typhoid, and other diseases. If they provide medical certificate to
the co. the company has the authority to deduct the absent salary from their monthly salary.
The company provides the finance facility for the employee who is sick for long days.
The medical leaves are provided to the Employee or employee on their sickness.
According to the survey conducted, it was found that some of the Employee have
complaints about the facilities like quality of food, medicines in first aid box, providing the
Employee with transport facilities and granting of long at right time. Some of the Employee
are unhappy with the wage paid to them. They felt that ways are paid, less according to their

service render and it is not possible to the Employee to lead a decent life. Some of the
Employee also felt that the co. should provide them with quarters to stay.

Responsibilities:
The function of the department is to primarily provide the company with personal
procedures and services. It is thus linked with all the department of the company. And is the
mean to promote understanding between the management and employee.
The personal department is mainly responsible to create a cordial sphere in the
industry between the management and the Employee.

Selection procedure of the employees:

The co. select the employees required for the concerned jobs through the selection
procedure. The procedure is as follows:
1] Job analysis:
It refers to the study if job in terms of duties, responsibilities, risks and other factors
associated with each kindle of job. It is the basis for the selecting the right candidate
to the right job. It is essential to finalize the job analysis, job description, job
satisfaction and employee satisfaction before proceeding to the next step.
2] Recruitment:

It refers to the process of searching fork prospective employee and stimulating them to
apply for jobs to the co. Selection of right no andjk kind of candidate depends upon
affective requirements.
3] Application form:
It is also known as application blank it is widely accepted techniques for securing
information from the prospective candidates. The co. asks the applicant to apply on
white paper giving particular about his name, date of birth, mailing address,
education, qualification, experience, etc.
Contents of Application Form:
a] Personal background information,
b] Education attainment,
c] Work experience,
d] Salary accepted.

4] Tests:
The following are the tests conducted. They are as follows:
Aptitude test: This test is conducted to known the ability of the candidate to learn a job, it
giving adequate training candidate may be having some specific aptitudes such as
mechanicals, clerical, managerial, etc.
Personality test: Personality is some total of mental, moral and physical trades are qualities.
This test will help the experts to known the qualities like emotions, reactions, mental
maturity, self/confidence, optimists decisions making, capacity, sociability, patients,
intensive, honesty and integrity.

Medical Test: This test it conducted to assess the physical health standards of the prospective
employee. Beside medical tests conducted to see that the candidates are not suffering
from any infections diseases.

5] FINAL INTERVIEW:The Candidates who are successful in all the above tests will be called for final
interview. Interview means face- to face encounter with the purpose of recruitment.
committee consists of some persons from the concerned department and from the
human resources dept. these expert go on asking different questions on different
topics. Based on the satisfactory answer the candidates are finally considered for the
employment.

HUMAN RESOURCE SYSTEM IS A CENTRAL SUB SYSTEM;

It refers in the organization is not only unique sub system, but also a principal and
central sub system and it operates upon the control all other sub system.

Material
sub system

Financial
sub system

Human
resource sub
system

Technical
sub system

Marketing
sub system

Whatever in the environment affects the organization like economic, social, cultural,
legal, political, historic, competitors, consumers etc, as a whole also affects the personal
system? The resources systems receive inputs from the organizational performance that form
of objectives and it results in individual and organizational performance that may be viewed
as individual and organizations operate under the same cultural, economic, social, legal,
political and other constraints

INDUCTION
Induction of an employee refers to the function of introducing the new employee to
the job, job location surroundings, organization and various employees.
In order to provide necessary information to the new employees different method
have been adopted, they are as follows:
1] Lecture method
2] Handbook method
3] Film method
4] Other methods
In the process of induction, the information is given to the new employees,

About the company

About the departments

It is compared to as new bride coming to the in-laws house for the first
time

EMPLOYEE PARTICIPATION IN MANAGEMENT:

It is a development of recent growth.

The term participation implies Mental,

emotional and psychological involvement in shaping the specific destiny.

There fore

Employee participation in mgt. Means active association of Employee in total decisionmaking tack of the mgt.
Employee participation in the mgt. Means the involvement of Employee in the mgt.
To make the correct decision-making and to make increase in the production capacity. It
provides the Employee to take morel salary and they full fill their problems faced in the
company.
If there is a correct decision or accurate decision, the mgt. Follows the suggestion
given by the Employee. This helps the Employee to increase their knowledge.
EFFECTIVENESS OF TRAINING AT INFO APPS S
TRAINING:
Training is the process by which the aptitudes, skills and abilities of employees to
perform specific jobs are increased.
According to G.A.Cole, Training is learning activity, which is directed towards
the acquisition of specific knowledge and skills for the purpose of definite job or
occupation or task.

According to P. Subba Rao, Training is short-term educational process and

utilizing a systematic and organized procedure by which employees gain specific
knowledge for specific job or occupation
Training is the process of increasing the knowledge and skill for doing a particular
job, it is an organised procedure by which people learn the knowledge and skill for
definite purpose. Training is aimed at improving the behavior and performance of person.
In other words, training improves changes, modules employees knowledge, skill,
behavior, aptitude and attitude towards the requirement of the job to the organization.
Thus training bridge the gap between job requirement ad employees satisfaction.

OBJECTIVES OF THE STUDY: 1] To find out the level old employee satisfaction in the co.
2] To identity problem of the Employee which affects their performance
3] To find out the deficiencies in co. policies affecting the employee which inturn affects
the co. profitability.
4] To find out the attitude of the Employee towards management of the co.To
recommended suggestions to the co. So that the employees morale is enhanced and
the employees are motivated.
IMPORTANT OBJECTIVES: 1] To create better understanding between labour and management, which helps in the
increase of the production.
2] To increase the morale and disciplines of the Employee.

3] To improve production in terms of quantity and quality.

4] This helps the company to make the Employee more responsible and creative.
5] Improve the co. relation and helps co. reduce the labor turn over and also labor absences.
6] It also helps to satisfy the psychological urge of the self-expression.
The Employee are allowed to give their suggestion in respected of production
management, working conditions and other aspects of the company.

If there is good

suggestion given by the Employee then the management implements it.

This helps to

improve the relationship between the mgt and the Employee.

The helps the company. Growth in terms of quality, quantity, marketability and other
etc.

SCOPE OF THE STUDY

A study was conducted at INFO APPS TECHNOLOGIES to known the

satisfaction level of the employees regarding training programme. The questionnaire for this
survey was framed considering those factors where corrective action can be taken at .The
study is limited to the permanent employees

METHODOLOGY
In every research, we have to follow some methodology. The data collection done in
Gem Granites, for the purpose of my study on employee satisfaction by using the following
methods.

SOURCE OF INFORMATION

Primary data is the main source of information for the study. Primary is the fresh
information that involves the researcher to collect the necessary information about the
employees regarding employee satisfaction.

DATA COLLECTION METHOD

The data collection method followed in the survey method. Survey is the
systematic gathering of data from the respondents. This is widely used because of its extreme
flexibility.

SAMPLE & SAMPLING TECHNIQUES

When the filed of enquiry is large, a small representation of the larger whole is taken. The
selected respondents are called the sample and the selection process is
called "Sampling Technique". In this study the total shop floor Employee of the company that
is 100 employees are treated as sample.

Data Collection Method:

The information necessary for this survey is collected by trapping primary and secondary
sources.
Primary Sources.

Questionnaire

Personal Interaction

Previous reports on employee satisfaction

Secondary sources

Related information from internet.

Books and publication

Research Design:
In research design of this project the study was conducted using survey method. I took all the
100 employees as sample and took their responses using the research instrument as
questionnaire; the questionnaire was personally given to each other.

Data analysis:
Data analysis was made based on questionnaire. Graphs have been used to know the level of
satisfaction of the employees towards welfare measures. This analysis is helpful in
recommending improvements in welfare measures.

Measuring tool:
A tool is an aid with which necessary and relevant information can be fetched systematically
to the subject matter.
The interview method was the tool of data collection. The schedule contains several Question
resulting to different aspects of the problems under analysis. Open and closed - ended
questions were used for the interview.
ANALYSIS AND INTERPRITATIONS

1. Form how many day's you are working in INFO APPS TECHNOLOGIES

Valid

1 Year
2 Year
3 Year
4 Year
Total

Frequency

Percent

3
19
11
17
50

6.0
38.0
22.0
34.0
100.0

Valid Cumulativ
Percent e Percent
6.0
6.0
38.0
44.0
22.0
66.0
34.0
100.0
100.0

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that 6%
are working in 1 Years, 38% are working in 2 Years, 22% are working in 3 Years and 34%
are working in 4 Years. Hence 38% are working in INFO APPS TECHNOLOGIES is
Highest.

2. While at joining time which was your post

Frequenc
y
Valid Project
5
lead
Team lead
14
programm
21
er
Manager
10
Total
50

Percent
10.0

Valid Cumulati
Percentve Percent
10.0
10.0

28.0
42.0

28.0
42.0

38.0
80.0

20.0
100.0

20.0
100.0

100.0

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
10% are Joined as project Lead, 28% are joined as Team Lead,

42% are joined as

Programmer and 20% are joined as Manager. Hence 42% are joined as a worker in INFO
APPS TECHNOLOGIES is highest.

3. According to you whom to give the first preference from the following

Valid

Salary
Working
Codition
Job
Fuction
any Other
Total

Frequency

Percent

Valid Cumulativ
Percent e Percent

10
10

20.0
20.0

20.0
20.0

20.0
40.0

23

46.0

46.0

86.0

7
50

14.0
100.0

14.0
100.0

100.0

According to you whom to give the first preference from the follow
30

20

Frequency

10

0
Salary

Working Codition

Job Fuction

any Other

According to you whom to give the first preference from the following

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
20% are give first preference to the salary, 20% are give first preference to working
condition, 46% are give first preference to job function and 14% are give first preference to
any other. Hence 46% are give first preference to job function in INFO APPS
TECHNOLOGIES is highest

1. Are you satisfied with your job

Valid

Frequenc
y
Yes
42
No
8
Total
50

Percent
84.0
16.0
100.0

Valid Cumulati
Percentve Percent
84.0
84.0
16.0
100.0
100.0

Are you satisfied with your job

50

40

30

Frequency

20

10

0
Yes

No

Are you satisfied with your job

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
84% are saying satisfied with job, and 16% are saying dissatisfied. Hence 84% are saying
that satisfied with job in INFO APPS TECHNOLOGIES is highest

2. What are selection criteria for all the levels of management

Frequenc
y
Valid
Work
26
Experienc
e
Knowledg
16
e
Age
5
Education
3
Total
50

Percent
52.0

Valid Cumulati
Percentve Percent
52.0
52.0

32.0

32.0

84.0

10.0
6.0
100.0

10.0
6.0
100.0

94.0
100.0

What are selection criteria for all the levels of management

30

20

Frequency

10

0
Work Experience

Know ledge

Age

Education

What are selection criteria for all the levels of management

INTERPRITATION:
According to survey in INFO APPS know that out of 50 respondents are says that
52% are saying work experience, 32% are saying knowledge, 10% are age, and 6% are
saying education. Hence 52% are saying work experience in INFO APPS is highest

3. What is the different Security and safety measures provided to the employee to
increase the morale

Valid

Frequency

Percent

health
insurance
Medical
Jog
regularisati
on
others

16

32.0

Total

Valid Cumulativ
Percent e Percent
32.0

32.0

W
h
t2250is
a
h
e
d
ife
rn
tS
e
c
u
rity
a
n
s
a
fty
m
e
a
s
u
rle
s
p
ro
v
id
e
to
h
e
m
p
lo
y
e
to
c
rd
e
h
o
25
5

50.0
10.0

50.0
10.0

82.0
92.0

8.0

8.0

100.0

50

100.0

100.0

F
req
un
cy

1
5
1
0
5
0
h
e
lte
in
s
u
c
M
e
d
ic
lc
a
S
h
o
e
s
H
a
n
d
G
l
o
w
s
W
h
a
tis
h
d
irfene
rn
tS
e
c
u
rity
a
n
d
fre
s
a
ty
m
e
a
s
u
r
e
s
p
r
o
v
i
d
e
t
o
h
e
m
p
y
e
to
h
o
a
l lo

INTERPRITATION:.

According to survey in INFO APPS know that out of 50 respondents are says that
32% are saying health insurance, 50% are saying Medical Facilities, 10% are shoes, and 8%
are saying hand glows. Hence 50% are saying Medical in INFO APPS is highest

4. Why you prefer INFO APPS s

Valid It is a Big
Unit
No.1
Good
Sale
Work
Image
Total

Frequenc
y

Percent

Valid Cumulati
Percent
ve
Percent
24.0
24.0

12

24.0

5
19

10.0
38.0

10.0
38.0

34.0
72.0

14

28.0

28.0

100.0

50

100.0

100.0

Why you prefer Tulasi Granites

20

Frequency

10

0
It is a Big Unit

No.1

Why you prefer Tulasi Granites

INTERPRITATION:.

Good Sale

Work Image

According to survey in INFO APPS know that out of 50 respondents are says that
24% are saying it is a big unit, 10% are saying No.1, 38% are saying good sale, and 28% are
saying work image. Hence 38% are saying good sale in INFO APPS is highest

5. What is Your suggestion to improve the facilities

Frequenc
y
Valid
Water
13
Facility
Ventilatio
10
n
Safegard
22
Mask
5
Total
50

Percent
26.0

Valid Cumulati
Percentve Percent
26.0
26.0

20.0

20.0

46.0

44.0
10.0
100.0

44.0
10.0
100.0

90.0
100.0

What is Your suggestion to imrove the facilities

30

20

Frequency

10

0
Water Facility

Ventilation

Safegard

Mask

What is Your suggestion to imrove the facilities

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
26% are saying water facility, 20% are saying ventilation, 44% are saying safeguard, and
10% are saying Mask. Hence 44% are saying safeguard in INFO APPS is highest

6. What is the reason of satisfaction or dissatisfaction

Frequenc
y
Valid Motivatio
18
n
Work
9
Load
Fulfilmen
19
t
Over
4
Time
Total
50

Percent
36.0

Valid Cumulati
Percentve Percent
36.0
36.0

18.0

18.0

54.0

38.0

38.0

92.0

8.0

8.0

100.0

100.0

100.0

What is the reason of satisfaction or dissatisfaction

20

Frequency

10

0
Motivation

Work Load

Fulfilment

Over Time

What is the reason of satisfaction or dissatisfaction

INTERPRITATION:.

According to survey in INFO APPS know that out of 50 respondents are says that
36% are saying motivation, 18% are saying work load, 38% are saying Fulfilment, and 8%
are saying Overtime. Hence 38% are saying Fulfillment in INFO APPS is highest

7. Do you which that the management spends some amount on employee training
or development.

Valid

Frequenc
y
Yes
41
No
9
Total
50

Percent
82.0
18.0
100.0

Valid Cumulati
Percentve Percent
82.0
82.0
18.0
100.0
100.0

Do you which that the management spends some amount on emp

50

40

30

Frequency

20

10

0
Yes

No

Do you which that the management spends some amount on employee training

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
82% are saying Yes, and 18% are saying No,. Hence 82% are saying Yes in INFO APPS is
highest

8. Do you have clear communication with your superior

Valid

Frequenc
y
Yes
48
No
2
Total
50

Percent
96.0
4.0
100.0

Valid Cumulati
Percentve Percent
96.0
96.0
4.0
100.0
100.0

Do you have clear communication with your superior

60

50

40

30

Frequency

20

10
0
Yes

No

Do you have clear communication with your superior

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
96% are saying Yes means clear communication, and 4% are saying No. means clear
communication, Hence 96% are saying Yes means clear communication, in INFO APPS is
highest

9. What you expect from management

Frequenc
y
Valid Motivatio
24
n
Self
9
recognisat
ion
Co13
operation
Train
4
Total
50

Percent
48.0

Valid Cumulati
Percentve Percent
48.0
48.0

18.0

18.0

66.0

26.0

26.0

92.0

8.0
100.0

8.0
100.0

100.0

What you expect from management

30

20

Frequency

10

0
Motivation

Self recognisation Co-operation

Train

What you expect from management

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
48% are saying motivation, 18% are saying Self Recognisation, 26% are saying Cooperation, and 8% are saying train. Hence 48% are saying Motivation in INFO APPS is
highest

10. Are you satisfied with appraisal system of INFO APPS s

Valid

Frequenc
y
Yes
50

Percent
100.0

Valid Cumulati
Percentve Percent
100.0
100.0

Are you satisfied with appraisal system of Tulasi Granites

60

50

40

30

Frequency

20

10
0
Yes

Are you satisfied with appraisal system of Tulasi Granites

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
100% are saying satisfied with appraisal system in INFO APPS

11. Your role at INFO APPS

Frequenc
y
ValidVital Role
19
Not up to
8
mark
Minimum
20
Nil
3
Total
50

Percent
38.0
16.0

Valid Cumulati
Percentve Percent
38.0
38.0
16.0
54.0

40.0
6.0
100.0

40.0
6.0
100.0

94.0
100.0

Your role at Tulasi Granite

30

20

Frequency

10

0
Vital Role

Not up to mark

Minimum

Nil

Your role at Tulasi Granite

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
38% are saying Vital role , 16% are saying Not up to mark, 40% are saying Minimum, and
6% are saying Nil. Hence 40% are saying Minimum role in INFO APPS is highest

12. What is your marital status

Frequenc
y
Valid Married
30
Unmarrie
20
d
Total
50

Percent
60.0
40.0
100.0

Valid Cumulati
Percentve Percent
60.0
60.0
40.0
100.0
100.0

What is your marital status

40

30

Frequency

20

10

0
Married

Unmarried

What is your marital status

INTERPRITATION:.
According to survey in INFO APPS know that out of 50 respondents are says that
60% are married , and 40% are Unmarried.
highest

FINDINGS

Hence 60% are Married in INFO APPS is

1. 38% are working in INFO APPS TECHNOLOGIES is Highest

2. 42% are joined as a worker in INFO APPS TECHNOLOGIES is highest
3. 46%

are

give

first

preference

to

job

function

in

INFO APPS

TECHNOLOGIES is highest
4. 84% are saying that satisfied with job in INFO APPS TECHNOLOGIES is
highest
5. 52% are saying work experience in INFO APPS is highest
6. 50% are saying Medical in INFO APPS is highest
7. 38% are saying good sale in INFO APPS is highest
8. 44% are saying safeguard in INFO APPS is highest
9. 38% are saying Fulfillment in INFO APPS is highest
10. 82% are saying Yes in INFO APPS is highest
11. 96% are saying Yes means clear communication, in INFO APPS is highest
12. 48% are saying Motivation in INFO APPS is highest
13. 100% are saying satisfied with appraisal system in INFO APPS
14. 40% are saying Minimum role in INFO APPS is highest
15. 60% are Married in INFO APPS is highest

SUGGESTIONS AND RECOMMENDATIONS

As the Employee complained about the canteen facilities . which is far away from the
company
. so the company should provide canteen facilities in their company only
The Employee are also complained for loan facilities so the company should provide good
loan facilities to the Employee which will be to the extent of needful
Clealiness should be mentained in the premises of the company . toilets & bathrooms must
be regularly cleaned
The company should provide housing facilities ton the Employee they have to provide qarters
. that they will not migrate to any other places
CONCLUSION
The company started in 94-95 with only 20 manpower and has grown drastically with
fully high technique of machine power. The company is producing the granites which
is highly demanded in the market from them to till now all over the country. And they
are also exporting to the foreign countries
Many competitors have failed to compete with the INFO APPS
TECHNOLOGIESdue to Quality . Service. Quantity of production etc. now the
company has became one of the leader in the field of granites .

BIBLIOGRAPHY

Text Book References:

Subbarao, HRM

Websites
http://www.google.com

ANNEXURE
QUESTIONNAIRE
Name: Post or Designation: Date of joining
Present working section
Working hours in a day
1. From how many days your are working in INFO APPS
a) 1 Year
c) 3 Years
2.

b) 2 Years
d) 4 Years

_________while at joining time which was your post.

a) Assistant
c) Worker

3.

b) Supervisor
d) Manager

According to you whom to give the first preference from the following
a) salary

b) working condition

c) Job function

d) Any other

4. Are you satisfied with your job

A. If yes: Scope
What you liked in INFO APPS
B. If No :
What is the reason behind it?
5. What are selection criteria for all the levels of management.
a) Work Experience

b) Knowledge

c) Age

d) Education

6. What is the different security & safety majors provided to the employee to increase the
Morale.
a) Health Insurance

b) Helmet

c) Shoes

d) Hand glows

7. Why you prefer INFO APPS .

a) It is Big Unit

b) No.1

c) Good Sale

d) work image

8. What is your suggestion to improve the facilities

a) Water Facility

b) Ventilation

c) Safeguard

d) Mask

9. What is the reason of satisfaction or dissatisfaction.

a) Motivation

b) work load

c) Fulfillment

d)over time

10. Do you which that the management spends some amount on employee training or
development.
a)yes

b)no

11. Do you have clear communication with your superior?

a)yes

b)no

12. What you expect from management

a) Motivation

b) Self Recognisation

c) Co-operation

d) Train

13. Are you satisfied with appraisal system of INFO APPS

a)Yes

b) No

14. Your role at INFO APPS .

a)Vital role

b) Not up to mark

c) Minimum

d) Nil

15. What is your marital status

a) Married
b) Unmarried