Professional Documents
Culture Documents
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
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
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
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.
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
Finally some concrete steps to improve the level of job satisfaction were recommended. These steps were:
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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
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
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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.
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.
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
SOLUTIONS :
The one stop shop solution center for all your IT needs, customized to meet and scale with your unique
Business Needs.
SERVICES :
SUPPORT :
Pan-India footprint of support and logistics locations. Over 260 Direct service support locations.
STANDARDS :
World Class Quality standards maintained for PPP (People, Processes & Performance). Alliance
SAVINGS:
Help in reducing costs & “do more with less” by maximizing the value of the technology and personal
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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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
solutions and services to enable its customers to serve their customers better, HCL Technologiesis
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,
Established in 1994,HCL info system PSO provides single-window enterprise solutions in key
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.
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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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
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
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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
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
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
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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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,
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
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
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
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,
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
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
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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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Every work has an objective to prove its worth. Any work done without an objective is a
To find out the problems which are leading to dissatisfaction among the employee.
To provide certain measures that would increase the satisfaction level of employees.
To see how the presence of job satisfaction among the employees has contributed to the
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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
making deductions and reaching conclusion; and at least carefully testing the conclusions to
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
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Types of Research
25 Design
1. Exploratory Research
3. Experimental Research
An extensive study of the topic through various sources such as Internet, data available in the books
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.
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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
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
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
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.
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.
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,
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 Leadership
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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
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
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
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thus to attain job satisfaction. Thus, job satisfaction is an individual's emotional reaction to an
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employees.
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PERSONAL33 FACTORS
Personal factors exercise a significant influence on job satisfaction. The main elements of personal
(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
(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.
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(5) Experience: - Job satisfaction tends to increase with increasing years of experience. But it may
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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: -
11. Degree of autonomy and responsibility The greater these are, the higher
satisfaction tends to be.
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avoided.
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satisfaction study importance can be understood as they answer the following questions: -
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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: -
Harrell points out that management may take several measures to increase job satisfaction. He
Personal factors
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(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
As regards to relationship between education of an individual and his job satisfaction, there is no
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,
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(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
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: -
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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
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research evidence indicates that employees in those jobs are relatively more dissatisfied which have less
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
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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
The criteria of selection, placement, transfer, promotion and various rewards have been viewed
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.
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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 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.
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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
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
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jobs. As we might expect, they are usually better paid, have better working conditions and hold jobs that
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
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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
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
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d. 5-10 Years 5%
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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%
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a. Strongly Disagree 0%
b. Disagree 17.5%
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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
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3. Individual Differences are respected here (e.g.-gender, race, educational qualifications, etc.).
b. Disagree 20%
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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.
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Yes 75%
No 25%
25%
Yes
No
75%
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20
a. Strongly Disagree 0%
b. Disagree 15%
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60%
52.50%
50%
40%
32.50%
30% Series1
20%
15%
10%
0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree
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6. You are satisfied with your level of salary according to your work.
a. Strongly Disagree 0%
b. Disagree 43%
d. Strongly Agree 0%
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60% 57.00%
50%
43%
40%
30% Series1
20%
10%
0% 0.00%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree
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b. Disagree 35%
d. Strongly Agree 0%
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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
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8. You get necessary help and support from your superior as and when required.
a. Strongly Disagree 0%
b. Disagree 10%
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60%
53%
50%
40%
37%
30%
Series1
20%
10%
10%
0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree
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9. Your job provides you with the authority to make decisions in accordance with your
responsibility.
a. Strongly Disagree 0%
b. Disagree 15%
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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.
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b. Disagree 15%
50%
45%
45%
40%
35%
30%
30%
25%
Series1
20%
15%
15%
10%
10%
5%
0%
Strongly Disagree Sdisagree Some What Agree Strongly Agree
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11. Your department gets a lot of support and teamwork from other areas within HCL.
b. Disagree 22%
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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
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12. Your experience with other departments in the company is very good.
b. Disagree 18%
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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.
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a. Strongly Disagree 0%
b. Disagree 20%
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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
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a. Strongly Disagree 0%
b. Disagree 13%
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50%
47%
45%
40%
40%
35%
30%
25%
Series1
20%
15% 13%
10%
5%
0%
0%
Strongly Disagree Disagree Some What Agree Strongly Agree
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15. You will rate your company as a place to work as compared with other companies you know
about.
c. Average 30%
d. Below Average 0%
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30%
25%
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16. How long do you see yourself being with this company.
e. 10 or More 0%
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0%
20.00% 0%
35%
45.00%
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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: -
and surveys at equal interval of time. This will ensure growth and progress on part of the
2. A personal informal meeting between the employees and their supervisors will help in
3. The management should fix the level of salary of employees with reference to their
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order to boost up their moral. It thus, helps in motivating the employees by identifying and
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
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
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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
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
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12. Steps should be taken so that the personal life of the employee does not get disturbed due
13. Every employee requires a mode of appreciation for the task achieved. This motivates the
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
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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
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.
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BIBLIOGRAPHY
Search sites
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- Google.co.in
- altavista.com
- insightlink.com
HCL websites
- WWW.hcl.in
- WWW.hclinfosystems.in
- WWW.hcltechnologies.in
QUESTIONNAIRE
PERSONAL DETAILS:
NAME:
DESIGNATION:
AGE:
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DEPARTMENT:
b. 1-2 Years
c. 2-5 Years
d. 5-10 Years
a. Strongly Disagree
b. Disagree
d. Strongly Agree
3. Individual Differences are respected here (e.g.-gender, race, educational qualifications, etc.).
a. Strongly Disagree
b. Disagree
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d. Strongly Agree
4.The communication and level of information flow in the firm is very transparent and smooth.
Yes
No
a. Strongly Disagree
b. Disagree
d. Strongly Agree
6. You are satisfied with your level of salary according to your work.
a. Strongly Disagree
b. Disagree
d. Strongly Agree
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a, Strongly Disagree
b.Disagree
d. Strongly Agree
8.You get necessary help and support from your superior as and when required.
a. Strongly Disagree
b. Disagree
d. Strongly Agree
9.Your job provides you with the authority to make decisions in accordance with your responsibility.
a. Strongly Disagree
b. Disagree
d. Strongly Agree
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10.You are satisfied with the methodology by which changes/innovations is implemented in HCL.
a. Strongly Disagree
b. Disagree
d. Strongly Agree
11.Your department gets a lot of support and teamwork from other areas within HCL.
a. Strongly Disagree
b. Disagree
d. Strongly Agree
a. Strongly Disagree
b. Disagree
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d. Strongly Agree
13.You receive regular and timely feedback about your performance in a formal environment.
a. Strongly Disagree
b. Disagree
d. Strongly Agree
a. Strongly Disagree
b. Disagree
d. Strongly Agree
15.You will rate your company as a place to work as compared with other companies you know about.
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b. Above Average
c. Average
d. Below Average
b. 1-2 Years
c. 2-5 Years
d. 5-10 Years
e. 10 or More
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