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EXECUTIVE SUMMARY OF THE REPORT

Organization is considered as consciously coordinate social unit, composed of two or more people that

function on a relatively continous basis to achieve a common goal. Organization are social entities that

are goal directed, are designed as deliberately structured and coordinated activity systems and are linked

to external environment.

Management is the heart of the organization and human resource management is the soul of it as it

acquires, develops motivates the personnel without whom the organization might not exist. Organization

consists of five basic elements money, machinery, material, methodology and man however rest of the

four can be arranged or bought from any part of the company but man is the only source which can’t be

arranged but has to be developed.

Job satisfaction is a complex concept and difficult to measure objectively. A wide range of

variables relating to individual, social, organizational and environmental factors, affects the level of job

satisfaction. Job satisfaction in turn has a variety of effects. These effects may be seen in the context of an

individual’s physical and mental health, productivity, absenteeism and turnover.

HCL Technologiesltd. is a sound organization with well-defined goals and objectives. Each and every

department is contributing towards its growth. HCL Technologies ltd. wants to develop a systems which

can help them out in deciding the high performers in each and very department so that they can base their

system of recruitment on the qualities, skill and qualification of these high performers and to get perfect

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personnel out of the process of recruitment. They also wanted to develop a system, which can be good
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base for the performance appraisals and training and development.

This project is an initial step toward the implementation of job satisfaction among the employees

of HCL TechnologiesLtd. In order to study the level of job satisfaction in the employees of HCL

TechnologiesLtd. a descriptive research was adopted.

 A questionnaire was prepared to find out the level of job satisfaction among the employees of

HCL.

 All the responses were studied/analyzed and certain findings and recommendations were given.

 A detailed and systematic report was prepared.

This project not only deals with the compilation of the profiles of different people in different department

but it is also deals with the practical aspects of it i.e. how this system can be applied in HR function via

recruitment, training and development and performance appraisals.

Finally some concrete steps to improve the level of job satisfaction were recommended. These steps were:

 Job redesigning to make the job more interesting and challenging,

 Improving quality of work life,

 Linking rewards with performance and

 Improving organizational climate.

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COMPANY PROFILE
“In an intellectual capital world, talent is what matter, and we are told that the companies that will win

in the competitive arena those that are the best at locating, assessing, recruiting and keeping the most

talented people.”

The genesis of HCL began at a Delhi "barsaati" (akin to a garage start-up) in 1976 which evolved three

decades later into a dynamic USD 5 Billion Global Empire.

A young team of six led by Shiv Nadar, the pioneers of HCL, believed in the growth prospects IT industry

had for India. Today HCL is one of the leading IT enterprises employing 60,000 professionals, with a

global presence in 23 countries spanning locations worldwide.

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Shiv Nadar firmly believes that, "If you want to empower people, give them the tools. There's enough

entrepreneurship in this country to take care of the rest." He is quick to grasp new opportunities, select

a team to transform his ideas into reality and delegate the project to competent professionals.

From modest beginning 3 decades ago,

 Shiv Nadar entered the Forbes List of billionaires in the year 2000.

 In 2007 he was ranked 214 globally and among the top fifteen in India.

 Business Standard ranked him 4th in the billionaires club.

 and he is also amongst the top 20 Indian personalities as per the Business Today – Cirrus

survey.

 Shiv Nadar was awarded the Padma Bhushan by the President of India, Pratibha Patil on

May 5, 2008.

HCL Technologies (abbr. for Hindustan Computers Limited) is India’s 4th largest leading global IT Services

companies, providing software-led IT solutions, Remote infrastructure management services and BPO.

Having entered the global IT landscape in 1999 after its IPO, the company focuses on Transformational

Outsourcing, working with client. The company leverages an extensive global offshore infrastructure and

its global network of Offices in 17 countries to deliver solutions cross select verticals including Financial

Services, Retail & Consumer, Life Sciences (Clinical Research services in CDM and Biostatistics) &

Healthcare, Aerospace, Automotive, Semiconductors, Telecom and ME (Media & Entertainment). For

the Fiscal year ending June 30, 2007, HCL Technologies, along with its subsidiaries Recorded revenues of

US $ 1.7 Billion and employed 52,000 professionals.

6 S OFFERINGS FOR BUSINESS EMPOWERMENT


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HCL believes in the 6 S offerings for Business Empowerment:
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SOLUTIONS :

The one stop shop solution center for all your IT needs, customized to meet and scale with your unique

Business Needs.

SERVICES :

A range of value added services in IT infrastructure operations and management.

SUPPORT :

Pan-India footprint of support and logistics locations. Over 260 Direct service support locations.

Technically sound workforce of over 1700 certified professionals.

STANDARDS :

World Class Quality standards maintained for PPP (People, Processes & Performance). Alliance

with global technology leaders.

SAVINGS:

Help in reducing costs & “do more with less” by maximizing the value of the technology and personal

resources, thereby reducing the total cost of ownership (TCO).

SATISFACTION :

Complete Satisfaction for the customers through the HCL 6S offering that enables one to maximize

system uptime through rapid response and resolution services thereby optimizing IT investments.

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MAIN DIVISIONS OF HCL

HCL INFOSYSTEMS :

HCL Info systems, India’s premier information enabling and integration company offers its customers

technology solutions across multiple platforms. It has partnerships with some leading global player like

Intel, AMD, Toshiba, Ericsson, Microsoft, Nokia and Sun Microsystems among others.

HCL Technologieshave direct customer services center across 300+ locations and two ISO 900 I certified

state-of-the-art manufacturing facilities. With a mission to provide world-class information technology

solutions and services to enable its customers to serve their customers better, HCL Technologiesis

forever setting new standards of IT in the country

HCL ENTERPRISE :

HCL Enterprise is a leading Global Technology and IT enterprise with annual revenues of $2.7

billion (Rs. 12,000 cr). The HCL Enterprise comprises of two companies listed in India, HCL

Technologies & HCL Info systems. The 3-decade-old enterprise, founded in 1976, is one of

India’s original IT garage start-ups. Its range of offerings span Product Engineering, Technology

and Application Services, BPO, Infrastructure Services, IT Hardware, Systems Integration, and

distribution of technology and telecom products. The HCL team comprises of 30,000

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professionals of diverse nationalities, who operate from 15 countries including 300 points of
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presence in India. HCL has global partnerships with several leading Fortune 1000 firms,

including leading IT and Technology firms.

REFLECTIONS ON HCL’S DIVISIONS

 Professional service organization :

Established in 1994,HCL info system PSO provides single-window enterprise solutions in key

vertical segments of telecommunications, manufacturing, finance & banking, government,

utilities and transportation. Spearheading HCL info system’ thrust on software exports, the PSO’

s infrastructure comprises a task force of 600 software specialists, three software export

factories, and dedicated’ centers of excellence’ for SAP and telecom solutions. PSO’S projects

involve high level IT consulting, large systems integration projects and functional consulting and

implementation services for ERP (enterprise resource planning), CRM (customer relation

management) and SCM (supply chain management). PSO’s development processes are ISO 9001

certified and it also has achieved the SEI CMM level IV.

 Systems Support Organization :

Continuously increasing customer expectations and applications its focus on integrated enterprise

solutions have strengthened the HCL Info system SSO’s capabilities in supporting installation types

ranging from single to large, multi location orders. The SSO, comprising a direct support force of over

800 members, is operational at 143 locations across the country and is the largest such human resource

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of its kind in the IT industry. A majority of the SSO has been specially trained in supporting solutions, the
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company’s key focus area.

 Manufacturing Operations :

HCL Infosystem manufacturing facilities are ISO 9002 certified and adhere to stringent quality

standards ands global processes. With the largest installed PC base in the country, three

indigenously developed and manufactured PC brands-the ‘Infiniti’ ,busy bee’ and the ‘Beanstalk

‘ and its robust manufacturing facilities, HCL Info system aims to further leverage its dominance

in the PC market. Also manufactured at the Noida facility, HCL Info system ‘Infiniti’ global line

of business servers is incorporated with leading edge building blocks and from world leaders

such as Intel.

 Global Services :

As Customers needs mature, the IT industry has witnessed a continual evolution through a

progressively finer segmentation of markets. To become a dominant player in providing global

IT services; HCL Info system has reorganized and consolidated its hardware and services

businesses. Towards this, it has set up overseas subsidiaries in the U.S , the U.K , Singapore,

Australia and Malaysia. Today HCL Technologies‘complete range of software development and

IT services are now available to global markets.

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 Frontline Division :

Frontline Division markets national and international brands of computer systems and peripherals

within the country. With its extensive network of 800 resellers across 300 cities, Frontline Division has

actively promoted the penetration of PC’s in the ‘home and the small office/home office (SOHO)

segments. To provide its users innovative support services and solutions, the Divisions have established

a countrywide network with 205 partners across 100 cities, termed the “support net”. Focusing on the

small and medium enterprises (SME), the small office/home office (SOHO), the home and the first time

user (FTU) segments, the Frontline Division aims to become a dominant purveyor of IT Products by value

added services and enhanced solutions to its customers.

 Office Automation Division :

HCL Info system. Office automation division, previously known as HCL Office Automation, markets and

supports Toshiba photocopies, In Focus multimedia projectors, Duplo digital duplicators. Ericsson EP

ABX , Samsung Key telephone Systems, and over 400 experienced personnel further reinforces its strong

operational capabilities. Among the specific initiatives undertaken by the OA Division are customer

meets held across the country, President Club meets, tele -audits, and setting up of IVR (interactive

voice responses) Helpdesks.

 The Quest for Quality

HCL Info system initiatives in setting national and international industry standards in

technology, solutions and processes led to the establishment of two unique programs - “program

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Infiniti” in 1992 and “enterprise 2000” in 1994. “program Infiniti” is a consistent and continuous
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plan designed to upgrade and modernize HCL Info system entire hardware and software

capability to world class standards. “Enterprise 2000” is a unique program with an aim to

provide IT solutions to class standards. “Enterprise 2000” is a unique program with the aim to

provide IT solutions to customers, to place them at the cutting edge of their respective businesses

by the year 2000 and beyond. In Keeping with its objective of total quality management, over 70

percent of its employees are being trained under the Phil Crosby methodology of Quality

Education System.

 THE HP Relationship

In 1992, HCL formed a joint venture company, HCL HP, with the international computer giant, Hewlett-

Packard (HP), and precipitated a technological .leap by achieving world class manufacturing expertise in

the country for the HP’s based business servers and workstations. In 1997, HCL and its joint venture

partner, HP RISC/UNIX re-organized their joint business activities in India through the buying back of

HP’s 26 percent of equity in HCL HP by the HCL.

 Foray into Cyberspace

Following the governments decision to open up the distribution of internet services to the private

sector, HCL Info system, under a new initiative called WWW.OW, will provide a complete range of

solution for the internet. These services include setting up of infrastructure for ISP’S, solutions for

cybercafés, information kiosks, Net-on-TV, corporate intranet and extranet, infrastructure for smart

cities and a set of management services such as facilities management, network management etc.

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An HCL Info system believes in the Total Quality Management philosophy as a means for
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continuous improvement, total employment, total employment participation in quality

improvement and customer satisfaction. Its concept of quality address people, processes and

products

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ALLIANCES & PARTNERSHIPS
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HCL Technologieshas alliances with global technology leaders like Intel, AMD, Microsoft, Bull, Toshiba,

Nokia, Sun Microsystems, Ericsson, nVIDlA, SAP, Scan soft, SCO, EMC, VERITAS, Citrix, CISCO, Oracle,

Computer Associates, Red Hat, In focus, Duplo, Samsung and Novell.

These alliances on one hand give access to the best technology & products as well enhancing the

understanding of the latest in technology. On the other hand they enhance their product portfolio, and

enable them to be one stop shop for their customers.

Recent Updates:

1. HCL & Nokia decide on longer-term strategy to further penetrate Indian market.

2. Gist of Q & A with callers/ investors/ shareholders on the announcement relating to the long

term Agreement with Nokia.

3. Toshiba in partnership with HCL Technologiesexpands its retail presence in India by unveiling

‘shop Toshiba’.

4. HCL forms a strategic alliance with Bull to launch a new range of Scalable Enterprise Class

Servers on Open Architecture.

5. AMD & IT Ministry unveil affordable computer to promote 50xl5 vision in India.

GLOBAL SCENARIO

The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL Infosystems.

HCL Technologies is the IT and BPO services are focused on global markets, while HCL Infosystems is

the IT, Communication, Office Automation Products & System Integration arm focused on the Indian

market. Together, these entities have uniquely positioned HCL as an enterprise with service offerings

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spanning the IT Services and Product spectrum.
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The range of offerings span Product Engineering and Technology Development, Application Services,

BPO Services, Infrastructure Services, IT Hardware, Systems Integration, and Distribution of

Technology and Telecom products in India.

GEOGRAPHICAL SPREAD

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OVERVIEWOF HCL

HCL is one of the leading global Technology and IT enterprises with annual revenues of US$ 3.30 billion.

The HCL Enterprise comprises two companies listed in India, HCL Technologies (www.hcltech.com) and

HCL Technologies

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The 30-year-old enterprise, founded in 1976, is one of India’s original IT garage start-ups. Its range of
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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 34,000 professionals of diverse

nationalities, operating across 15 countries including 300 points of presence in India. HCL has global

partnerships with several leading Fortune 1000 firms, including several IT and Technology majors.

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NATIONAL SCENARIO
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Fueled by the entrepreneurial zeal of its founders, HCL developed the first indigenous micro-

computer in 1978, at the same time as Apple. Since then, HCL has had a 3 decade rich history of

inventions and innovations. Entrepreneur is the term that best describes the HCL employees. The

TIME magazine has referred to HCL as an "intellectual clean room where its employees could

imagine endless possibilities."Ever since HCL entered into an alliance in 1970s, partnerships and

HCL have been inseparable. Bonds have been forged with partners to co-create value Strong

inorganic growth is a testimony to the spirit of partnerships. This entrepreneurial and win-win

relationship driven culture continues to guide HCL in all its endeavors.

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SWOT ANALYSIS

1.STRENGTHS

Wide Range of Products and Services like Bpo’s, SoftwareServices, Infrastructure Management which
cater into both largeand medium size companies.B.Global Coverage in countries like U.S, Europe, Japan
etcC.Strong employees base of upto 50000Pax.D.Support sales activities by understanding the customer
business better.E.Keep uptodate on what competition is doing.F.Its revenue has increased from 60.7bn
in 2007 from 114bnin2009 which shows its increasing trend.

2.WEAKNESS

One of the key weakness of HCL is that it has lost projects incontinuation like recently BFSI cuts projects.

B.HCL has always a weakness in TIER1 sectors.C.Total asset turnover is one of the weakness of HCL as
they hasalways failed to materialize its assets in right direction.D.Lack of innovation and distribution
network especially in caseof laptops has reflected HCL’s weakness.

3.OPPORTUNITIES

A.Acquisitions:-HCL has already done 3 major acquisitions likeLiberta. This enables them to expand and
create opportunity for them to wide there spectrum.B.Key opportunities lies in the countries like
Eastern Europe andAPAC(Asia-Pacific Region).C.Mid Market segment is the opportunity area as
againstfortune200 companies.D.Opportunity of doing better on return on equity from 21.42%
by beating satyam(26.08%)E.Increasing its market share from 9.8% vs 19.7%(HP)

4.THREATs

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.One of key threat for HCL and the industry as a whole is the ban of outsourcing from India due to new
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regulations from U.SB.Dip in quarterly Sales by 5% can lead to loss of market shareand
product depreciation.C.Small Players and manufactures are trying to enter into thesegment where they
can provide much cheaper products thenHCL which will be a rising competition for HCl to stand.

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OBJECTIVES OF THE STUDY

 Every work has an objective to prove its worth. Any work done without an objective is a

sheer wastage. So, following are the objectives of my study: -

 To find out the level of satisfaction among the employees of HCL.

 To find out the problems which are leading to dissatisfaction among the employee.

 To evaluate the impact of job satisfaction and dissatisfaction.

 To provide certain measures that would increase the satisfaction level of employees.

 To study the personnel environment of HCL.

 To see how the presence of job satisfaction among the employees has contributed to the

efficiency and the effectiveness of the employees in the organization.

 To feel the pulse of the employees views and other suggestion.

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REVIEW OF LITERATURE
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In this an attempt has been made to review the existing literature on various dimensions of
employee. It is very much needed to review existing literature before framing objectives of the
study. 1. (Vijay, 2016) Director, Invenio Business solutions in his article “Times of India” titled
“The IT professional trade off “ Analyzing the career traction tradeoffs from a different
perspective provide professionals an opportunity to showcase their business acumen. He
observed that experienced IT professionals who now perceive IT consulting as the preferred
career path. He also observed that Potential candidates from established firms apply with an
anticipation of landing a larger role within the organization and having a bigger scope of work.
According to him India will be a hot bed for talent in the years to come. 2. (Sunita Shukla, 2016)
In their research article they pointed out that to meet the unique need of the organization,
retention policies to be kept in mind. The researcher has concluded that employee friendly
policies and systems and other innovative methods of employee welfare programs are must to
retain the employees and minimize attrition. In her research she pointed out that transparent and
fare appraisal system is the first rank and need to looked into 3. (Yongqiang 2015) in their survey
the influence of collectivist human resource management practices on team-level identification
collecting empirical data from firms in different regions of China, we found that the
collectivism-oriented HRM approach has a positive effect on employees' team-level relational
identification 4. (Srinivas P S, 2015) in their research paper published in Journal of health
research and reviews in 2015 “ IT professionals are subjected to high level of stress which affects
their mental health by doing yoga job anxiety and perceived stress modifiable in Indian IT
professionals has reduced . The IT companies must ensure to reduce stress levels among their
employees. 5. (Babu G R, 2013) His study on software professionals reported that 74.3%
reported that workers with high stressors had 6 times odds of having paid sex in last 3 months.
His study revealed about the sexual behavior of the software professionals. 6. (Mathew, 2013)
The researcher discussed about the employee challenges in Information Technology , workforce
productivity is influenced by changing environment , it is inevitable to expect challenges out of
such working conditions, later on such challenges becomes very important for better work
environment, she concluded that employees are facing lot of challenges . 7. (Dilshad, 2013)
Their research was found that there exist a linkages between Human resource practices and job
satisfaction and motivation to employees, Non-Governmental organizations are not following

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and practicing al the HR practices in Pakistan. 8. (Pratibha, 2013) She concluded that that
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Information and communication technological environment it is inevitable to expect challenges
out of such working conditions. With changing work dynamics, employees are facing lot of
challenges 9. (Ruchi Goyal, 2012) Their research paper investigated influence of HR practices
on the employee job satisfaction and organizational commitment in pharmaceutical companies in
India. Five factors were obtained, companies are motivating their employees thru rewards and
recognitions, and they also undertook several welfare activities. Pharma companies are in
forefront to reward their employees. 10. (Gill Amarjit, 2012)) in their paper examines the effects
of job satisfaction and work experience on employee-desire for empowerment. Restaurant
industry employees from the lower mainland area of British Columbia, Canada and the Punjab
area of India were surveyed to assess their perceptions of job satisfaction, work experience, and
desire to be empowered at their places of work. Results suggest that job satisfaction and work
experience enhance the employee-desire for empowerment in both countries in Canada and
India. The practical implication of this study was that employees who exhibit job satisfaction and
work experience behaviours are more likely to heighten their desires to be empowered,
regardless of cultural context. The findings help to explain failures in organizational efforts to
empower workers by demonstrating the critical role of Job Satisfaction and work experience
behaviours is heightening 11. (Egan Toby Marshall, 2011) in their research paper entitled “
Employee Engagement Correlates to Career Advancement and Training. The researcher focused
on employee engagement and how career training and advancement opportunities influence
engagement. Study on employee engagement found employee engagement levels around the
world were stable when mid-2010 was compared with early 2008. It mentioned that employees
felt that training and career development opportunities were vital for job satisfaction. It
comments that employee trust of executives and managers was more likely to result in employee
engagement 12.(Sita C Ambarao, 2011) in her research paper published in “The International
Journal of Human Resource Management´ They are of the opinion that India has absorbed ideas
and practices from around the world for many centuries . In order to compete with foreign firms
Indian firms are in the race of adopting new and innovative methods 13. (Mishra, 2011) In her
study Recruitment and Selection does not have any impact on organizational commitment. There
is good relationship of commitment between employees and Management with perks and
packages. Salary and other benefits are important for employees 14. (Tripathy, 2008) In their
study writers argued that HR practices are a complex adoptive in nature, CAS theory is closed
aligned with present knowledge and information in HR practices of IT industries in India 15.

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(Klein, 2007) article “The Real Exit Interview” discusses the significance of effective exit
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interviews, and the basic reasons why employees leave their employers. It cites that some of the
factors that motivate employee departure include the workplace unfairness, unjust salary and
negative work culture 16. (Leo D'Angelo, 2007) i n their article “The Coming of Age” examines
the Policies of Australian companies when it comes to retaining their older workers. According
to the author, it is in the interest of both businesses and the community that employers enable
older workers to enjoy an equal partnership in the workplace. The author adds that if Australian
employers do not implement strategies to keep older employees working, they risk losing their
most experienced people. 17. (Jena McGregor, 2007) the article “The Employee is Always
Right” discusses the Indian company HCL Technologies which publishes employee reviews of
management on the company’s intranet. Although many companies use 360 degree reviews to
allow employees to give feedback about managers; HCL may be the first company to publicize
the results. The company is attempting to improve employee retention by responding
aggressively to employee complaints. 18. (Noelle, 2006) in his paper “ A little appreciation can
go a long way toward employee job satisfaction” : The paper reported on the role of appreciation
on employee’s job satisfaction. It highlights the role of HR professionals in restoring their
employees' passion to do a good job through an appreciative approach. Attempting to improve
employee retention by responding aggressively to employee complaints. 19. (Fatima, 2006) in
her research study “ A study of employee retention policies in the IT sector in Hyderabad “ 2006
has stated that in IT firms following a unique methods to attract , retain their employees. At
Wipro problems arising due to non-compensation reasons are addressed by four initiatives for
example Meet your people programme, Wipro listens and responds , Best people manager
awards, Talent Review and Planning. 20. (Udai Pareek, 2006) the authors placed forward a case
for proactive and strategic HRD. In order to meet the domestic and international demand for
computer software. India plans to enhance its IT workforce to half a million personnel by 2006.
The most recent statistics show that 19 of the 26 state governments have already announced IT
policies and many others have formed high level task forces. Nevertheless, initiatives by the
Government have proved slow.

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RESEARCH METHODOLOGY

According to Clifford Woody, "research comprises defining and redefining problems,

formulating hypothesis or suggested solutions; collecting, organizing and evaluating data,

making deductions and reaching conclusion; and at least carefully testing the conclusions to

determine whether they fit the formulating hypothesis."

Research methodology is the way to systematically solve the research problem. It is the process

through which the researcher acquaints himself to the problem and then he draws a step-by-step

outline of how to solve the problem. The following methodology has been used in this research

study of finding out the level of job satisfaction among the employees with in the organization.

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RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data in a manner that

aims to combine relevance to the research purpose with economy in procedure. Research design is a

plan that specifies the sources and types of information relevant to the research problem. It is a strategy

specifying which approach will be used for gathering and analyzing the data. In fact, the research design

is the conceptual structure within which research is conducted; it constitutes the blue print for the

collection, measurement and analysis of data.

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Types of Research
25 Design

Research design is mainly of three types: -

1. Exploratory Research

2. Descriptive or Conclusive Research

3. Experimental Research

The research undertaken by me in this project is descriptive research. The research

methodology adopted for the project can be stated as follows: -

 An extensive study of the topic through various sources such as Internet, data available in the books

and work done in some topics.

 A questionnaire was prepared to find out the level of job satisfaction among the employees of HCL

TechnologiesLtd.

All the responses were studied/analyzed and certain findings and recommendations were given.

A detailed and systematic report was prepared

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ASSUMPTIONS
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Sources of primary data like Structured Questionnaire and Schedules are the

reliable and valid instrument to access the level of job satisfaction among the

employees of HCL Technologies Limited.

Responses obtained from the Questionnaire are true

It is supposed that to a large extent sample is free from biasness.

Also all the sources of secondary data like induction, manual, website of HCL, etc; are the reliable

sources.

SAMPLING DESIGN
Sampling is used to collect primary data when the source of data is far too many to be exhausting

handled. Sampling is an integral part of data collection process.

The way of selecting a sample is known as sample design. A sample design is a definite plan for obtaining

a sample from a given population. Sample design may as well lay down the number of items to be

included in the sample i.e., the size of the sample. Sample design is determined before data are

collected.

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Types of Sampling
27 Design

Sampling design is of two types: -

1. Probability Sampling

2. Non-Probability SamplingIn this survey I have used Non-Random Sampling or mere specifically

Convenience Sampling as the incumbents were approached as per their ease and availability.

METHODS OF DATA COLLECTION

The key for useful systems id the selection of the method for collecting data and linking it to

analysis and decision issue of the action to be taken. The accuracy of the collected is of great importance

for drawing correct and valid conclusion from the detailed investigations.

There are two types of data viz., primary and secondary.

In this study I have used Structured Questionnaire and Schedules for collecting primary data. I

have also made frequent interaction with the management and the employees during my training at

HCL TechnologiesLtd. I have been impressed by the ingenuity, cooperation, confidence and efficiency,

which were reflected through their knowledge and experience.

HCL ADVANTAGES

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Staying competitive, in today’s dynamic business environment means, finding new ways to reduce costs
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while maximizing the value of your technology and personal resources. More than ever, your ability to

“do more with less” determines how successful your organization will be. That’s what HCL Info system

helps one to achieve.. HCL Infosystems ( HCLI) draws it’s strength from 29 years of experience in

handling & the ever changing IT scenario, strong, customer relationship, ability to provide the cutting

edge technology at best-value-for-money and on top of it, an excellent service & support infrastructure.

Today HCL is country’s premier information enabling company. It offers one-stop-stop convenience to

its diverse customers having an equally diverse set of requirements. Be it a large multi-location

enterprise, or a small/medium enterprise, or a small office or a home, HCLI has a product range, sale &

support capability to service the needs of the customer.HCL Infosystems is known to be the harbinger of

technology in the country.

Its major strengths are:

 Ability to understand customer’s business and offer right technology.

 Long standing relationship with customers.

 Pan India support & service infrastructure

 Best –vale-for-money offering.

 Technology Leadership

With the help of their own R & D they have: -

 Created their own UNIX & RDBMS capability (in 80s).

 Developed firewalls for enterprise & personal system security.

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JOB SATISFACTION

INTRODUCTION:-

Hop pock brought the term “Job Satisfaction” to limelight. He reviewed 32 on job satisfaction conducted

prior to 1933. According to him, job satisfaction is "the combination of psychological, physiological and

environmental circumstances that cause a person to truthfully say, "I am satisfied with my job." This

definition points to the factors affecting job satisfaction but does not indicate the nature of job

satisfaction.

Job satisfaction is the end feeling of a person after performing a task. To the extent that a person's job

fulfills his dominant needs and is consistent with his expectation and values, the job will be satisfying.

The feeling would be positive or negative depending upon whether need is satisfied or not.

Job satisfaction is a set of favorable or unfavorable feeling of relative pleasure or pain. It typically refers

to the attitudes of a single employee. Job satisfaction can be viewed as the overall attitude, or it can

apply to the parts of an individual’s job. Job satisfaction like an attitude is generally acquired over a

period of time as an employee gains more and more information about the workplace. Nevertheless, job

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satisfaction is dynamic, for it can decline even more quickly than it developed. Managers cannot
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establish the conditions leading to high satisfaction now and then neglect it, for employee’s needs may

change suddenly. Managers need to pay attention to employee attitudes week after week, month after

month, year after year.

Job satisfaction is one part of life satisfaction. The nature of one’s environment off the job influences

one’s feelings on the job. Similarly, since a job is an important part of life, job satisfaction influences

one’s general life satisfaction. Managers may need to monitor not only the job and immediate work

environment but also their employee’s attitude towards other parts of life.

Job satisfaction is different from motivation, morale and attitudes. Motivation refers to the willingness

to work. Satisfaction, on the other hand, implies a positive emotional state. Morale implies a general

attitude towards work and working environment. It is a group phenomenon where as job satisfaction is

an individual feeling. Job satisfaction may be considered a dimension of moral and moral could be a

source of satisfaction. Attitudes are predispositions that make the individual behave in a particular way.

Job satisfaction, on the contrary, is the end feeling, which may influence subsequent behavior. Thus, job

satisfaction is an employee's general attitude towards his job.

While managing human resources, most of the executives face the problem of providing job satisfaction

to the employees under their command. Job satisfaction is not the same as motivation. It is more of an

attitude, an internal state of the person concerned. It could, for example, be associated with a personal

feeling of achievement. Herzberg in his two-factor theory of motivation advocated 'job enrichment' to

give people the opportunity to use their talents and abilities, to exercise self control over their job and

30
thus to attain job satisfaction. Thus, job satisfaction is an individual's emotional reaction to an
31

employees.

31
32

32
PERSONAL33 FACTORS

Personal factors exercise a significant influence on job satisfaction. The main elements of personal

factors are given below: -

(1) Age: - Some research studies reveal a positive correlation between age and job satisfaction. Workers

in the advancement age group tend to be more satisfied probably because they have adjusted with their

job conditions. However there is a sharp decline after a point perhaps because an individual aspires for

better and more prestigious jobs in the later years of his life.

(2) Sex: - One study revealed that women are less satisfied than men due to fewer job opportunities for

female. But female workers may be more satisfied due to their lower occupational aspirations.

(3) Education level: - Generally more educated employee tend to be less satisfied with their jobs

probably due to their higher job aspirations. However, research does not yield conclusive relationship

between two variables.

(4) Marital Status: - The general impression is that married employees and employees having more

dependent tend to be more dissatisfied due to their greater responsibilities. But such employees may be

more satisfied because they value their jobs more than unmarried workers.

33
(5) Experience: - Job satisfaction tends to increase with increasing years of experience. But it may
34

decrease after twenty years of experience particularly among people who have not realized their job

experience.

Baron has listed certain factors that influence job satisfaction. These factors are: -

S. No. Factors Comments

1. Challenging work Work should be interesting, but not fatiguing.

2. Rewards for good performance Clear contingencies between performance and


rewards are desirable.

3. Verbal recognition Appreciations, praises and feedback.

4. Good working conditions Physical working conditions should be


comfortable.

5. Concerned supervision Supervisors should demonstrate their concern


for helping employees.

6. Positive interpersonal relations Satisfaction is strongly enhanced by friendly


relations with co-workers and supervisors.

7. Effective company policies These should aid employees to attain goals.

8. Job security Feeling of job securities for employees.

9. Pay Belief that benefits are fairly distributed.

S. No. Factors Comments

10. Participation in decision-making Employees generally feel that they know


much about their jobs, and should be
consulted.

11. Degree of autonomy and responsibility The greater these are, the higher
satisfaction tends to be.

12. Role ambiguity Individual wish to know just what is


expected of them; ambiguity should be

34
avoided.
35

IMPORTANCE OF STUDY OF JOB SATISFACTION


The importance to the study of job satisfaction levels is very important for the executives. Job

satisfaction study importance can be understood as they answer the following questions: -

1. Is there room for improvement

2. Who is relatively more dissatisfied?

3. What contributes to the employee satisfaction

35
1

MEASURES TO IMPROVE JOB SATISFACTION

Job satisfaction plays a significant role in the organization. Therefore, managers should take concrete

steps to improve the level of job satisfaction. These steps may be in the form of: -

 job redesigning to make the job more interesting and challenging,

 improving quality of work life,

 linking rewards with performance and

 improving organizational climate.

Harrell points out that management may take several measures to increase job satisfaction. He

suggested measures to improve job satisfaction with regards to several factors: -

 Personal factors

 Factors inherent in the job

 Factors controllable by management

1
2

(1) Personal factors: - Management cannot change personal factors of employees and that is not

the job of management either. Management must, however appreciate the role of personal factors in

job satisfaction and productivity of the employees. The factors of effective selection and placement of

employees are crucial in this respect, in order to utilize the human resources better. Individuals may be

placed on jobs where their personal factors help in obtaining job satisfaction. These factors include the

individual employee personality, age, sex, number of dependents, education, intelligence, time on the

job etc. Certain personality traits have been viewed as an important cause of job dissatisfaction. The

existence of neurotic behaviour or personality maladjustment has been found to be the cause of job

dissatisfaction but some studies indicate that neurotic tendency leads to job dissatisfaction only when

the job itself is one of the greatest strain.

As regards to relationship between education of an individual and his job satisfaction, there is no

clear research evidence about it.

As regards the relationship between the intelligence between individual and job satisfaction, it usually

depends upon the level and the range of intelligence and the challenge of the job.

A study by, Nancy C. Morse on the satisfaction is the white collar job, institute of social research,

University of Michigan 1953 has noted the following findings:

2
3

(a) Older white-collar employees have intrinsic job satisfaction but lower financial and status

satisfaction.

(b) Women are more satisfied with their job than men probably because of their lesser ambitions and

financial needs.

(c) The more dependent one has to support, the lesser satisfaction has with his job probably because of

his larger financial needs.

As regards to the relations of age to job satisfaction, a number of studies find little relationship of

age to job satisfaction for all employees, though in some job situations, it has been found to be

important.

As regards to relationship of time spend by an individual on the job satisfaction, it may be said that

drops slowly after a couple of years but rises again with further more time on the job.

(2) Factors inherent in the job: - As regards to factors inherent in the job, care should be taken into

account: -

 the geographical locations while building a plant;

 size of the organization while planning for expansion; and

3
4

 measures to minimize repetitiveness in job while laying out the manufacture of a product.

 Although technically a particular location appears to be feasible for building a plant, it may be a

source of considerable dissatisfaction to the employees. The company has to take steps in order to

overcome such sources before it can expect efficient operations. Again, the size of a small firm has

certain advantages over that of a big firm on the opportunity for employee satisfaction. However, the

ultimate deciding factor of employee satisfaction seems to be the overall effectiveness of management

in the organization and not the size. These factors include the type of work to be performed, skills

required for work performance, occupational status involved in the job, difference in work situations

etc.

According to Robert Hop pock study, the job satisfaction varies from almost zero to 100% depending

upon the job. The type of work inherent in the job is very important, as a number of researches in this

regard have shown that varied work generally brings about more job satisfaction then does routine

work.

As regards to relation of occupational status to job satisfaction, it has been pointed out that

occupational status is related to job satisfaction but it is not identical with it. Such status does not

depend entirely the job itself and it depends not only the way the employee regards the status of his job

but also on how it is considered by others whose opinions or views he regards to be important. However

4
5

research evidence indicates that employees in those jobs are relatively more dissatisfied which have less

social status or prestige.

Job satisfaction is also related to the place of work or work situation. It is believed that employees at the

work place in large cities are generally less satisfied with their jobs than those work in small towns or

cities.

(3) Factors controllable by management: - There are many important factors, which the management

can control, in order to bring about employee satisfaction. These factors include security (economic as

well as social), wages & salaries or pay, fringe benefits, opportunities for advancement, working

conditions type and quality of supervision etc. It is believed that industrial employees mostly want

steady work and security for age. Much can be done to improve the factors controllable by the

management such as : -

 Efforts can be made to give a feeling to the individual that their jobs are important and that they

are making significant contributions towards the attainment of organizational goals.

5
6

 The issue of wages, fringe benefits and security may be given a serious consideration as they

reflect in large measures, the real needs and aspirations of employees in Indian conditions. Measures

can be taken to provide an opportunity for advancement based on merit and seniority.

 Work terms can be formed on the basis of psychometric patterns and supervisors can be trained

to provide effective leadership.

 The criteria of selection, placement, transfer, promotion and various rewards have been viewed

with suspicious and hatred by employees in many Indian organizations.

 Employees can be given adequate information regarding their work situations, the company and

allied factors. This is likely to minimize the adverse effects of wrong information received from

"grapevine". The employees do not want information by way of grapevine; if possible they would like to

find out from their superiors in person. Information obtained through the grapevine is often erroneous

and detrimental to the company, whereas the correct information is bound to help the company in the

long run.

6
7

 Desirable conditions of work are also important to job satisfaction. Probably white-collar

occupations are attached more desirable. Good supervision is on the average an important factor in job

satisfaction. An effective downward flow of communication in an organization is also important to job

satisfaction because employees today are keen to know more about the company-its plans, policies etc.

and they also seek information from management as to how they are doing and how they can improve if

necessary?

It should be recognized that the attitude of employees are stable and that the job dissatisfaction may

exist even if several factors are corrected. Therefore, the management should not expect immediate

returns from these measures in the form of improved job satisfaction and decreased job satisfaction.

7
8

8
9

MEASURING THE LEVEL OF JOB SATISFACTION

Long term nation wide studies indicate that job satisfaction has been relatively high and stable

in the United States. Although worker’s expectations have both increased and changed in their focus

over time. The quality of management practices also has improved. As results more than 80% of those in

the work force usually report that they Rae reasonably satisfied with their jobs. Managers should not be

complacent, however, for this also suggests that million at workers are unhappy, and many other

millions are probably dissatisfied with same specific aspects of their job. In addition many of the

“satisfied” workers may have simply resigned themselves to their work situations, with the results that

they are neither satisfied nor dissatisfied.

The level of job satisfaction across groups is not constant, but it is related to a number

of variables. This allows managers to predict which groups are likely to exhibit the problem behaviors

associated with dissatisfaction. The key variables revolve around age, occupational level, and

organizational size.

Who is satisfied? As workers grow older, they tend to be slightly more satisfied with their jobs;

apparently they lower their expectation to more realistic levels and adjust themselves better to their

work situations. Predictably, too, people with high-level occupations tend to be more satisfied with their

9
10

jobs. As we might expect, they are usually better paid, have better working conditions and hold jobs that

make fuller use of their abilities.

Finally, there is some evidence to suggest that levels of job satisfaction are higher in smaller

organizational units (such as a branch plant). This is because larger organizations tend to overwhelm

people, disrupt supportive processes, and limit the amounts of personal closeness friendship, and small

group teamwork that are important to the satisfaction of many people.

10
11

METHODS OF DATA COLLECTION

The key for useful systems id the selection of the method for collecting data and linking it to analysis and

decision issue of the action to be taken. The accuracy of the collected is of great importance for drawing

correct and valid conclusion from the detailed investigations.

There are two types of data viz., primary and secondary.

In this study I have used Structured Questionnaire and Schedules for collecting primary data. I have also

made frequent interaction with the management and the employees during my training at HCL

Technologies Ltd. I have been impressed by the ingenuity, cooperation, confidence and efficiency, which

were reflected through their knowledge and experience

11
12

FINDINGS AND SUREYS

1. How long have you been working in the organization?

a. Less Than 1 year 45%

b. 1-2 Years 35%

c. 2-5 Years 15%

d. 5-10 Years 5%

e. 10 or more than 10 Years 0%

12
13

5.00% 0%
15.00%

45%
Less Than One Year
1-2 Years
2-5 years
5-10 Years
10 or More Years

35%

13
14

2. The working environment enables you to work effectively and efficiently.

a. Strongly Disagree 0%

b. Disagree 17.5%

c. Some What Agree 45%

d. Strongly Agree 37.5%

14
15

45%

45%

40% 37.50%

35%

30%

25%
Series1

20% 17.50%

15%

10%

5%
0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

15
16

3. Individual Differences are respected here (e.g.-gender, race, educational qualifications, etc.).

a. Strongly Disagree 17.5%

b. Disagree 20%

c. Some What Agree 35%

d. Strongly Agree 27.5%

16
17

35%

35.00%

30.00% 27.50%

25.00%

20%

20.00% 17.50%
Series1

15.00%

10.00%

5.00%

0.00%
Strongly Disagree Disagree Some What Agree Strongly Agree

4. The communication and level of information flow in the firm is very transparent and smooth.

17
18

Yes 75%

No 25%

25%

Yes
No

75%

18
19

19
20

5. Your job is meaningful in terms of meeting companies goals.

a. Strongly Disagree 0%

b. Disagree 15%

c. Some What Agree 52.5%

d. Strongly Agree 32.5%

20
21

60%

52.50%

50%

40%

32.50%

30% Series1

20%
15%

10%

0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

21
22

6. You are satisfied with your level of salary according to your work.

a. Strongly Disagree 0%

b. Disagree 43%

c. Some What Agree 57%

d. Strongly Agree 0%

22
23

60% 57.00%

50%

43%

40%

30% Series1

20%

10%

0% 0.00%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

23
24

7. You are getting sufficient benefits (incentives, perquisites, etc.)

a. Strongly Disagree 40%

b. Disagree 35%

c. Some What Agree 25%

d. Strongly Agree 0%

24
25

40%

40%

35%

35%

30%

25.00%

25%

20% Series1

15%

10%

5%

0.00%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

25
26

8. You get necessary help and support from your superior as and when required.

a. Strongly Disagree 0%

b. Disagree 10%

c. Some What Agree 47%

d. Strongly Agree 53%

26
27

60%

53%

50%

40%
37%

30%
Series1

20%

10%
10%

0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree

27
28

9. Your job provides you with the authority to make decisions in accordance with your

responsibility.

a. Strongly Disagree 0%

b. Disagree 15%

c. Some What Agree 35%

d. Strongly Agree 50%

28
29

50.00%

50%

45%

40%
35.00%

35%

30%

25% Series1

20%
15%

15%

10%

5%
0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

10. You are satisfied with the methodology by which changes/innovations is implemented in HCL.

29
30

a. Strongly Disagree 10%

b. Disagree 15%

c. Some What Agree 45%

d. Strongly Agree 30%

50%

45%
45%

40%

35%

30%
30%

25%
Series1

20%

15%
15%

10%
10%

5%

0%
Strongly Disagree Sdisagree Some What Agree Strongly Agree

30
31

11. Your department gets a lot of support and teamwork from other areas within HCL.

a. Strongly Disagree 13%

b. Disagree 22%

c. Some What Agree 45%

d. Strongly Agree 20%

31
32

45.00%

45%

40%

35%

30%

25% 22%
20.00% Series1

20%

15% 13%

10%

5%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

32
33

12. Your experience with other departments in the company is very good.

a. Strongly Disagree 10%

b. Disagree 18%

c. Some What Agree 45%

d. Strongly Agree 27%

33
34

50%

45%
45%

40%

35%

30%
27%

25%
Series1

20% 18%

15%

10%
10%

5%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

13. You receive regular and timely feedback about your performance in a formal environment.

34
35

a. Strongly Disagree 0%

b. Disagree 20%

c. Some What Agree 50%

d. Strongly Agree 30%

35
36

50.00%

50%

45%

40%

35%
30.00%

30%

25% Series1
20%

20%

15%

10%

5%
0%

0%
Strongly Disagree Disagree Some What Agree Strongly Agree

36
37

14. You recommend this brand to your friends or colleagues.

a. Strongly Disagree 0%

b. Disagree 13%

c. Some What Agree 47%

d. Strongly Agree 40%

37
38

50%
47%

45%

40%
40%

35%

30%

25%
Series1

20%

15% 13%

10%

5%

0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree

38
39

15. You will rate your company as a place to work as compared with other companies you know

about.

a. One of the best 25%

b. Above Average 45%

c. Average 30%

d. Below Average 0%

e. One of the Worst 0%

39
40

30%

One Of The Best


Above Average
Average
Below Average
0% One of the worst
45%
0%

25%

40
41

16. How long do you see yourself being with this company.

a. Less Than 1 Year 0%

b. 1-2 Years 35%

c. 2-5 Years 45%

d. 5-10 Years 20%

e. 10 or More 0%

41
42

0%

20.00% 0%

35%

Less Than One Year


1-2 Years
2-5 years
5-10 Years
10 or More Years

45.00%

42
43

RECOMMENDATIONS

Job satisfaction plays significant role in the organization. Therefore, managers should take

concrete steps to improve the level of job satisfaction. These steps are: -

1. The top-level managers, the personal department is recommended to conduct interviews

and surveys at equal interval of time. This will ensure growth and progress on part of the

employees and the organization as a whole.

2. A personal informal meeting between the employees and their supervisors will help in

building up the morale of the workers and mutual understanding.

3. The management should fix the level of salary of employees with reference to their

qualifications, experience and responsibilities.

43
44

4. Sufficient benefits (Incentives, perquisites, etc.) should be given to the employees in

order to boost up their moral. It thus, helps in motivating the employees by identifying and

satisfying their unsatisfied needs.

5. The management should focus its attention on the concept of reward and recognition. The

recognition should take the form of rewards. Financial and non-financial awards play a very

important part in satisfying employees. A judicious blend of these two must be employed for

satisfying employees.

6. Management should try to keep all the welfare facilities up to date and try to make the

working environment friendlier and comfortable so that the employees enjoy doing their work

and do not feel stressed up.

7. The management should make improvement in communication and information flow in

HCL because all the functions in an organization involves the act of communication without

which they cannot be performed at all. Communication is essential to integrate and co-ordinate

the activity of the people in the organization.

44
45

8. Management should allow the employees to participate in important decisions related to

them. They will feel that they are given importance by the management.

9. The management should give adequate freedom and authority in accordance with their

responsibilities.

10. Proper training should be given to the employees so that they can improve upon their

skills. The management should organize Training and Development Programme for improving

job knowledge and skills at all levels of the organization.

11. Most of the employees in HCL are dissatisfied with the Performance Management

System. This means they do not get timely feedback about their performance nor do they get

timely promotions. Management should consider these points and should try to improve its

Performance Management System.

45
46

12. Steps should be taken so that the personal life of the employee does not get disturbed due

to the work profile.

13. Every employee requires a mode of appreciation for the task achieved. This motivates the

employees and encourages them to perform better for the future.

14. Some of the employees were dissatisfied with the number of working hours and days. So

management should try to reduce the number of working hours and days so that the employees

enjoy doing their work and do not feel stressed up.

46
47

CONCLUSION

The study aims at finding out the employee’s satisfaction within the organization, which affects the

productivity, morale and willingness to co-operate with organization and to enhance the working of the

employees by providing them different provisions by the management.

Most of the employees of the HCL Technologies are satisfied with the facilities provided to them. The

ones who are dissatisfied, the HR Department is doing their level best to overcome their dissatisfaction

by various programs.

47
48

BIBLIOGRAPHY

 Research Methodology Methods & Techniques – C. R. Kothari.

 Human Resource Management – Dr. C.B. Gupta

 Principles And Practice of Management – L.M. Prasad

 Human Resource Management – S. Saiyadain Mirza

 Human Resource Management – Dr. V.P. Michael

 Search sites

48
49

- Google.co.in

- altavista.com

- insightlink.com

 HCL websites

- WWW.hcl.in

- WWW.hclinfosystems.in

- WWW.hcltechnologies.in

QUESTIONNAIRE

PERSONAL DETAILS:

NAME:

DESIGNATION:

AGE:

49
50

DEPARTMENT:

1. How long have you been working in the organization?

a. Less Than 1 year

b. 1-2 Years

c. 2-5 Years

d. 5-10 Years

e.10 or more than 10 Years

2. The working environment enables you to work effectively and efficiently.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

3. Individual Differences are respected here (e.g.-gender, race, educational qualifications, etc.).

a. Strongly Disagree

b. Disagree

50
51

c. Some What Agree

d. Strongly Agree

4.The communication and level of information flow in the firm is very transparent and smooth.

Yes

No

5. Your job is meaningful in terms of meeting companies goals.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

6. You are satisfied with your level of salary according to your work.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

51
52

7.You are getting sufficient benefits (incentives, perquisites, etc.)

a, Strongly Disagree

b.Disagree

c. Some What Agree

d. Strongly Agree

8.You get necessary help and support from your superior as and when required.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

9.Your job provides you with the authority to make decisions in accordance with your responsibility.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

52
53

10.You are satisfied with the methodology by which changes/innovations is implemented in HCL.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

11.Your department gets a lot of support and teamwork from other areas within HCL.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

12.Your experience with other departments in the company is very good.

a. Strongly Disagree

b. Disagree

53
54

c. Some What Agree

d. Strongly Agree

13.You receive regular and timely feedback about your performance in a formal environment.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

14.You recommend this brand to your friends or colleagues.

a. Strongly Disagree

b. Disagree

c. Some What Agree

d. Strongly Agree

15.You will rate your company as a place to work as compared with other companies you know about.

a. One of the best

54
55

b. Above Average

c. Average

d. Below Average

e. One of the Worst

16.How long do you see yourself being with this company.

a. Less Than 1 Year

b. 1-2 Years

c. 2-5 Years

d. 5-10 Years

e. 10 or More

55
56

56

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