A PROJECT REPORT ONEMPLOYEES JOB SATISFACTIONINReliance Industries Limited (RIL)HOSHIARPUR IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE OFBACHELOR OF BUSINESS ADMINISTRATION (BBA)(2011-2014)SUPERVISED BY: SUBMITTED BY: (Assistant professor) RBIM

RAYAT-BAHRA INSTITUTE OF MANAGEMENTHOSHIARPUR(AFFILATED TO PUNJAB TECHNICAL UNIVERSITY)

ACKNOWLEDGEMENT

ItiswithadeepsenseofgratitudethatIacknowledge the supportofReliance Industries Limited (RIL) which gaveme the unique privilege ofcompleting myresearch project andprovided me with an opportunity to interact with the various personnel..IamparticularlygratefultoMs,Esha nakra for her valuable time to answer toallmyqueriespatiently.Isincerely express my gratitude to her. I am thankful to each and every employee ofreliance forco-operating intheirbest possible manner.

AbstractThis BBA project of humanresourcewill facilitate and enables the management to know the perceptions and inner feelings regarding the job they are performing on day-to-day basis. The term job satisfaction reveals and focuses on the likes and dislikes of the employees of reliance. In this particular study the researchers tries to identify the causes for satisfaction and dissatisfaction among the employees. So this is the most effective and selective instrument for diagnosing and peeping into the employees problems.

INDEXContentsPage Number

Acknowledgement2

Abstract3

Preface5

Chapter 1: Introduction 6-17

Chapter 2: Review of Literature 18-21

Chapter 3: Research Methodology22-24

Chapter 4: Analysis and Interpretations25-37

Chapter 5: Findings & Suggestions 5.1 Findings of the Study 5.2 Suggestions 5.3 Conclusion of the Study38-41

Annexure

42-45

PREFACE

The project title is employees job satisfaction in Reliance industry (ril).JobSatisfactionisthefavorablenessorun-favorablenesswith which the employee views his work. It expresses the amount of agreement between ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction influences ones general life satisfaction .Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However,morecomprehensive approachrequires thatmany factorsare tobe included before a complete understanding of job satisfaction can be obtained. Such factors as employees age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.

INTRODUCTIONOFPROJECT

RELIANCEHISTORY Reliance Industries GROWTH IS LIFEReliance industry limited is anIndianconglomerateholding companyheadquartered inMumbai, India. The company works under different business segments: Exploration and Production Petroleum Refining and Marketing Petrochemicals Textiles Retail

The Reliance Industries India group is India's largest private sectorconglomerate.TheRelianceIndustriesLimitedwas started by the legendary LateDhirubhaiH.Ambani. After a humble start in the late 1970's as a textile company its successs and now covers almostall industry verticals. Today, Reliance Industries generates revenues in excess of USD22 billion and exports products worth USD 7 billion to more than 100 countries .Reliance enjoys leadership inpolyester yarn & fiber produce and isamong the top 5 players in the world in major petrochemical products. Reliance Industries Limited holds largest Oil & Gas exploration area in India and has achieved 74 % success rate interms of discoveries. Reliance Industries India has been a pioneer in theequity and is highly deep marketpenetrationability,innovationsandaboveallforitsability to generate 'products & services' for all sections of the society.Italsobagged'GoldenPeacockAward'forCorporate Management in 2005-2006 and enjoys high corporate ranking in Fortune Global 500 Company

RELIANCE defines its vision, mission, values and objectives as follow:-

VISSION To become aworld class, innovative, competitive and profitable engineering enterprise providing total business solutions.

MISSION - To be theleading Indian engineering enterprise providing qualityproducts, systems and services in the field of energy, transportation, industry ,infrastructure and the potential areas.

VALUES

Meeting commitments makes to internal and external customers. Fostering learning, creativity and speed of response. Respect of dignity and potential of individuals. Loyalty and pride in the company. Team playing

Objectives Growth To ensure a steady growth by enhancing the competitive edge of Reliance in existing business, new area and international operations soas to fulfill national expectation for

Profitability To provide a reasonable andadequate return on capital employed,primarily through improvements in operationalefficiency, capacity utilization and productivity, and generates adequate, internal resources to finance the companys growth.

Customer focus To build a highdegree of customer confidence byproviding increased value for his money through international standards ofproduct quality,performance and superior customer services.

People orientation To enable each employee to achieve his potential, improve his capabilities, perceive his role and responsibilities and participate and contribute positively to the growth and success of thecompany. To invest inhuman resource continuously and be alive to their needs.

Technology To achieve technological excellence in operation by development of indigenous technologies and efficient absorption andadaptation of imported technologies to sustain needs and priorities, and providea competitive advantage to the company.

Image To fulfill the expectation whichshareholders like government as owner ,employees, customers and the country at large have from RELIANCE

Introduction1.1BackgroundoftheStudyHRM is a term used to refer the philosophy, policies, procedures and practices related to the management ofpeople begin anorganization.Today everyorganization hasto facehighly competition. Therefore organizations try to do right thing at the right time. In that situation HRMplaysmajorrolltoachieveorganizationalgoals.SatisfactionistheoneofmajorconceptinHuman Resource Management. Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups, pay, work responsibilities, variety oftasks, promotional opportunities the work itself and co-workers. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal ofones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2002) has argued that job satisfaction is anattitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviour s. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The following documentation is a research report completed based on analyzing the impact ofphysical ,psychologicalandenvironmentalfactorsonthejobsatisfactionofnon managerial members who are working at Politex garments. Furthermore, with an intensive study of those factors with use of questionnaires, data will be gathered which will be analyzed for the impact

1.2ProblemIdentification&FormulationThis reports show that 7% absenteeism value per month. This value is higherthan the company standard value. Expected absenteeism rate of the company is 1.5% per month. Therefore that situation is not good for the company. Therefore researcher can formulate following problem statement. How do physical, psychological & environmental factors impact on job satisfaction of non-managerial employees,Definitions

Job satisfaction is a general attitude towards ones job: the difference between the amount of reward workers receive andthe amount they believe they should receive.-P. RobbinsJob satisfaction is not the same as motivation. It is more if anattitude, an internal state of the person concerned. It could, for example, be associated with a personal feeling of achievement .Job satisfaction is an individuals emotional reaction to the job itself. It is his attitude towards his job.Job satisfaction refers to ones feeling towards ones job. It can only be inferred but not seen .Job satisfaction is often determined by how well outcomes meet or exceed expectations .Satisfaction in ones job means increased commitment in the fulfilment of formal requirements. There is greater willingness to invest personal energy and time in job performance. The terms job satisfaction and job attitudes are typically used interchangeably. Both refer to effective orientation on the part of individuals towards their work roles which they are presently occupying. Positive attitudes towards the job are conceptually equivalent to job satisfaction and negative attitudes towards the job indicate job dissatisfaction.

Consequences of Job Satisfaction:High job-satisfaction may lead to improved productivity, increased turnover, improved attendance, reduced accidents, less job stress and lower unionisation.

ProductivityThe relationship between satisfaction and productivity is not definitely established. The consensus, however, is that in the long run job-satisfaction leads to increased productivity. But ,four decades of research into this issue, unfortunately does not support to this belief.

Satisfaction and absences:Correlation of satisfaction to absenteeism is also improved conclusively. Absenteeism is high when satisfaction id low. The degree to which people feel that their jobs are important has influence on their absences. While high job-satisfaction will not necessarily result in low absenteeism, low satisfaction is likely to bring about high absenteeism.

Satisfaction and job stress:Chronic job-dissatisfaction is a powerful source of job stress. The employee may see no satisfactory short-term solution to escaping this type of stress. An employee trapped in a dissatisfying job may withdraw by such means as high absenteeism and tardiness, or the employee may quit.

Measurement of Job satisfactionThis provides an index of organisational effectiveness. The three primary methods of measuringjob satisfaction are: AttitudeSurveys Observing actual behaviour Conducting executive rapport sessions

Sources of Job Satisfaction: Wage structure Nature of work Promotions Work group Working conditions Supervision

DIMENSIONS OF JOB SATIFACTION Job satisfaction is a complex concept and difficult to measure objectively. The level ofjob satisfaction is affected by a wide range of variables relating to individual, social, cultural, organizational factors as stated below:-

DIMENSIONSa) IndividualPersonality,education,intelligenceandabilities,age,maritalstatus, orientation to work.

b) SocialfactorsRelationshipwithcoworkers,groupworkingandnorms,opportunities for interaction, informal relations etc.

c) Organizational factorsNature and size, formal structure, personnel policiesandprocedures,industrialrelation,natureofwork,technologyandworkorganization, supervision and styles of leadership, management systems, working conditions.

d) EnvironmentalfactorsEconomic,social,technicalandgovernmental influences.

e) Cultural factorsAttitudes, beliefs and values.Thesefactorsaffectjobsatisfactionofcertainindividualsinagivenset ofcircumstances but not necessarily in others. Some workers may be satisfied with certain aspects of their work and dissatisfied with other aspects .Thus, overall degree of job satisfaction may differ from person to person.

Benefits of job satisfaction study

Job satisfaction surveys can producepositive, neutral or negative results. If planned properly andadministered, they will usually produce a number of important benefits, such as-1.It gives management an indication of general levels of satisfaction in a company .Surveys also indicate specific areas of satisfaction or dissatisfaction as compared to employee services and particular group of employee.2.It leads to valuable communication brought by a jobsatisfaction survey. Communication flow in all direction as peopleplan the survey, take it anddiscuss the result. Upward communication is especially fruitful when employee are encouraged to comment about what is on their minds instead of merely answering questions about topics important to management.3.as a survey is safety value, an emotional release. A chance to things gets off. The survey is an intangible expression of managements interest in employee welfare, which gives employees a reason tofeel better towards management.4.Job satisfaction surveys are a useful way to determine certain training needs.5.Job satisfaction surveys are useful for identifying problem that may arise, comparing the response to several alternatives and encouraging manager to modify their original plans. Follow up surveys allows management to evaluate the actual response to a change and study its success or failure.

Background of the studyJob satisfaction is a widespread problem. Productivity, efficiency are related to work force. To achieve those one should be committed to the organisation to the long term. This in turn depends on the level of job satisfaction and the morale ofthe employees .Job satisfaction improves the performance of an organisation.

Statement of the problemThe research problem selected is entitled as Job satisfaction of employees in, reliance industry.

Need and importance of studyI. This study is undertaken to find out the level of job satisfaction among the employees .Moreover, this study is to know the impact of working conditions, company policies and its impact on the job satisfaction.

II. This study will help the organisation to design their job satisfaction programme.

III. Managementcandecidewhethertheexistingjobsatisfactionprogrammeshould be continued or revised.

OBJECTIVES OF STUDIES

Primary ObjectiveI. To studythe levelofjob satisfaction Secondary Objectives1. To study the effects and outcomes of job dissatisfaction

2. To identify potential causes for job satisfaction

3. To measure the level of job satisfaction in relation to various factors like the physical and social environment, training and development, goals, rewards remuneration .

Limitation

1. The sample size was limitation2. Itincludesthe officersandclerksonlyandnotthe organisation as a whole.3. Respondents did not answer a few questions.4. Opinion of the respondents may be raised.

Thestudy issensitiveinnatureandthere mightbe acolourofbiasin answering the questionnaire

SignificanceoftheStudyThere are many industries, which are enriching our economy. Among those industries, apparel industry is most important to us. Because it has generated many jobs towards the Sri Lanka work force, especially women, who are in rural areas. Apparel industry is one of the giant in the Sri Lankan economy in attracting foreign currency in to the economy beside tea plantations which rank the first. It has also helped the Balance of Payment to maintain a positive figure by enhancing income generated by exports. The significance of the research is that selected organization has not undertaken any research in area of the job satisfaction of non managerial employees until this. spends considerable amount of money and time for their employeesbenefits and services.It is most importantfor the organization to understandthose factors which may improve its employee satisfaction where in carrying out an empirical study aboutpsychologicalandenvironmentalfactorsaffectingjobsatisfactionlevelofnon-managerial employees will make it easy for the management to understand those factors.ResearchProjectfocused more on in increasing the job satisfaction level of its employees in which the organization performance can be enhanced and achieve organization goals. By this research I identify and further study what are the individual factors falling under themain three (physical, psychological & environmental) affecting the job satisfaction

REVIEW OF LITERATURE

(Vroom, 1964).Vroom in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus he defines job satisfaction as affective orientations on the part of individuals toward work roles which they are presently occupying .

(Davis et al.,1985).Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Meanwhile, when a worker employed in a business organization, brings with it the needs, desires and experiences which determinates expectations that he has dismissed. Job satisfaction represents the extent which expectations are and match the real awards. Job satisfaction is closely linked to that individual's behaviour in the work place

Kaliski,(2004).Job satisfaction is a workers sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for ones efforts. Job satisfaction further implies enthusiasm & happiness with ones work. Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfilment.

Mullins,(2005) Job satisfaction is a complex and multifaceted concept wich can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of an attitude, an internal state. It could ,for example, be associated with a personal feeling of achievement, either quantitative or qualitative).

Ali Mohammed (2005) A study conducted by Ali Mohammed (2005) on the relationship between job satisfaction , organizational commitment and turnover intention among hospital employees in Iran identified that employees job satisfaction and organizational commitment were closely inter related and correlated with turnover intention.

Statt,(2007) Job satisfaction can be defined also as the extent to which a worker is content with the rewards he or she gets out of her job, particularly in terms of intrinsic motivation 5- The term job satisfactions refers to the attitute and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction.George et al., (2008).Job satisfaction is the collection of feeling and beliefs that people have about their current job. Peoples levels of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a whole. People also can have attitudes about various aspects of their jobs such as the kind of work they do, their co workers, supervisors or subordinates and their pay.

Aziri,(2008). We consider that job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs .

Spector ,(2009) Job satisfaction can be considered as one of the main factors when it comes to efficiently and effectiveness of business organizations. In fact the new managerial paradigm which insists that employees should be treated and considered primarily as human beans that have their own wants, needs, personal desires is a very good indicator for the importance of job satisfaction in companies. When analysing job satisfaction the logic that a satisfied employee is a happy employee and a happy employee is a succesful employee.

Catherine.T.Kwantes(2009) The comparative study conducted by Catherine.T. Kwantes(2009) among engineers on job satisfaction and organizational commitment in india and in America revealed that job satisfaction is found to relate to affective commitment in both the Indian and America samples.Adeyinka Tella :C.O Ayeni: and S.O Popoola (2009) Adeyinka Tella ; C.O Ayeni : and S.O Popoola (2007) conducted a study on Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. The findings of this study reveal that a correlation exists between perceived motivation, job satisfaction and commitment, although correlation between motivation and commitment, was negative . No difference was observed in the perceived motivation of professional and non-professional library personnel.

Chartered Institute of Personnel and Development (CIPD) 2009 The study conducted by the Chartered Institute of Personnel and Development (CIPD) in 2009 reports that job satisfaction among employees in UK has increased despite of Recession. CIPD suggest that rise could be attributed to the fact that people are more likely to adopt a grin and bear it attitude during recession. The survey also suggest that there are some underlying problems that could cause weakened morale in the near future 75% of respondents have stated that their organization has been affected by the recession with half of them reporting an increase in work-related stress as a consequence. According to the results of a job satisfaction survey conducted by Execu Net nearly two-thirds (64 percent) of the 306 IT executives who responded to the survey said they were satisfied with their jobs.

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood has a science of studying how research is done scientifically. In it we study the various steps that all generally adoptedby aresearcher instudying hisresearch problem alongwith the logicbehind them. The scope of research methodologyis wider than that of research method. Research Design :A research design is the arrangement of condition for collection analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Research design is the conceptual structure within which research is conducted , constitutes blue print for collection, measurement and analysis of data. The research design used here is descriptive research design. Descriptive Research Design Descriptive research is also called Statistical Research. The main goal of this type of research is to describe the data and characteristics about what is being studied. The idea behind this type of research is to study frequencies , averages and other statistical calculation. DATA COLLECTIONFor any study there must be data for analysis purpose. Without data there is no means ofstudy. Data collection plays an important role in any study. It can be collected from various sources. I have collected the data from two sources which are given below1. Primary Data:Primarydatahasbeencollectedthroughadministeringthequestionnaires personally toemployees ofreliance. The response will be analysed and evaluated to extract the required information.2. Secondary Data:Secondary data has been collected by way of personal meeting with managers of reliance industry(hoshiarpur). Informationwasalsocollectedfromwebsites,brochures,journals,magazines etc.

Sample size:The sample size considered for the research is 30.The questionnaire was filled in the officeand vital information was collected which was then subjects to:-I. pilot survey was conducted before finalizing the questionnaire.

II. Data collection was also done with the help of personal observation.

III. After completion of survey the data was analyzedand conclusion was drawn.

IV. At the end all information was compiled to complete the project report.

Sampling technique:The sampling technique used is simple random sampling.

Research Instrument:The instruments used for research are mainly questionnaires and interviews.A set of questionnaires was presented to respondents. Because of its flexibility, it is by far the most common instrument used to collect primary data. Questions were carefully developed, tested and debugged before administering in a large scale. The questions and their form, wording and sequence were carefully chosen. Close ended questions were chosen specifying all possible answers Under close-ended questions, thefollowing typesof questions were asked inthe questionnaire.

DATA ANALYSIS&INTERPRETATION

DATA ANALYSIS & INTERPRETATIONThe analysis and interpretation of the Questionnaire to the Participants (format is as per Annexure I to this report) is enumerated in succeedingparagraphs

Q-1Are youclear about theresults expected of youin yourjob?The responses showed that majority of the employees were clear about their job. The response was asunder:

ResponseNumber of employeesPercentage

Yes 2893.3

No26

Cant say00

Total

30100

InterpretationEmployees of the company are aware of the managements expectations from them.

Q-2 Areyousatisfiedwithyourjobassignment?The response was as under:-

ResponseNumber of employeesPercentage

Yes 1963.33

No516.67

Cant say620

Total

30100

Interpretation

While a large proportion of the employees are happy and satisfied with their work assignment, a fairly large proportion do not appear to be happy and satisfied.

Q-3Doesyourjobmakeuseofyourskills andabilities?The response was as under:-

ResponseNumber of employees

Percentage

Yes 2170

No310

Cant say620

Total

30100

Interpretation

Skills and abilities of employees are being utilised by the company. However these skills and abilities are not being optimally utilised.

Q-4Doyouget asense ofaccomplishmentfromyourwork?The response was as under:-ResponseNumber of employees

Percentage

Yes 1756.67

No516.67

Cant say826.67

Total

30100

Interpretation

Higher order needs of a large number of employees needs more attention. Majority of employees appear to be getting a sense of accomplishment in their respective jobs.

Q-5 Would youlike tocontinue inyourcurrent areaofwork?

ResponseNumber of employees

Percentage

Yes 2686.67

No26.67

Cant say26.67

Total

30100

Interpretation

Attitude of Employees towards their current job is reasonably satisfactory.

Q-6Doesyourjob,throughvarietyandchallenge, provideopportunities for learning and growth?The response was as under:-

ResponseNumber of employees

Percentage

Yes 1860

No413.33

Cant say826.67

Total

30100

Interpretation

More attention needs to be given to individual growth of employees of the company. A fair proportion of the respondents seemed to be unsure oflearning and growth prospects in the company.

Q-7Is theenvironment ofyourworkplacesafe clean,healthyand hygienic?The response was as under:-ResponseNumber of employees

Percentage

Yes 2893.33

No00

Cant say26.67

Total

30100

Interpretation

The environment at the work place is neat, clean, tidy and hygienic.

Q-8Doesyourjobleaveyouwithsufficient timeforyourpersonal/family and social life?The response was as under:-

ResponseNumber of employees

Percentage

Yes 2697

No13

Cant say00

Total

30100

Interpretation

Majority of employees are satisfied with availability of personal time ,however , a fair proportion is not satisfied with the same.

Q-9 Haveyourperformanceappraisalsbeenfair? The response was as under:-

ResponseNumber of employees

Percentage

Yes 2066.67

No516.67

Cant say516.67

Total

30100

Interpretation

Reveals, a fair proportion of employees are not satisfied with theirappraisal.

Q-10Arethereclearcriteriaforgivingrewards?The response was as under:-

ResponseNumber of employeesPercentage

Yes 2686.67

No33.33

Cant say110

Total

30100

Interpretation

Reflects a healthy system of rewards inthe company.

Q-11Howsatisfiedareyouwithyourtotalremuneration package considering your duties and responsibilities?The response was as under:-

Response

Number of employees

Percentage

Extremely satisfied1343.33

Satisfied723.33

Neutral413.33

Dissatisfied413.33

Extremely satisfied26.67

Total

30100

Interpretation.While compensation package of the company is by and large fair, there is room for improvement.

Q-12 Superiorsinthecompanywelcomefreeandfrankcommunicationfrom employees?The response was as under:-

Response

Number of employees

Percentage

Extremely satisfied1446.67

Satisfied620

Neutral26.67

Dissatisfied413.33

Extremely satisfied413.33

Total

30100

Interpretation.Free and frank opinions from employees are welcome in the company.

Finding,Suggestions&Conclusion

FINDING Majority(90%)oftheemployees were clearabouttheir own role and the company goals. Only 63 percent of the employees weresatisfiedwith their job assignments. Only70percent oftheemployeesfeel that the company is utilising their skills and abilities . 87 percent oftheemployees wantto continue in theircurrent area of work. 60percent ofrespondentsfelt thattheirjob provided opportunities for learning and growth. 93 percent of respondents felt that environment of your workplace safe clean, healthy andhygienic. 97 percent ofrespondents feltadequate privatetime for selfand family was available. 90percent ofemployees wereoftheopinionthat their employees were fair and equitable in their dealings with people. Only 63 percent of employees thought that credit for work well done was given timely. 67percent ofemployeeswere satisfiedwith their remuneration package considering their job and responsibilities.

SUGGESTIONS

Systemofrewardandrecognitionmaybeimproved.Though there is no bias in rewards, employees have a feeling that their good work is not given credit in time. Remuneration toemployees may beimproved, if feasible. Communication may be given more attention. Opportunitiesfor personal learning, growthand personal development of the employees deserves due attention. Investment in employees is indirectly investment in the company. Jobassignmentneedstobe reviewed periodically in order to avoid monotony and boredom.

CONCLUSION

itwasveryhearteningtoexperiencethatallconceptsandtheories mentioned in various books are actually implemented by the Company under a different name tosuit its needs/style/culture. Also, undertaking this project has helped me in learning to think of subject/issueinalogicalmannerandexaminingtheissuein its totality.This hasalso promotedinteractionwith peoplefrom differentwalksoflife,experiencesandoutlooksthusgivingmeabroaderperspectivetotheissueoftraininginparticularandthebusiness environment in general. Finallytoconclude,I would like to submitthatwhile pursuing this research, I learnt that itis very important to learn thebackground/genesis of the topic/subject/issues first, so as tounderstand the requirement/problem at hand and then consider its present status and future prospects so as to arrive at a suggested set ofsolutions/recommendations/suggestions so vital to the purpose of such studies.

BIBLIOGRAPHY

BOOKS:

Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw HillPublication Company Ltd.115 Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninthedition. Kothari C.R., Research Methodology, New Delhi; New Age InternationalPublication, second edition.

Website: http://www.ril.com/ www.google.com http://www.wikipedia.org/

Annexure

QuestionnaireQ-1Areyouclear abouttheoverall goalsofthecompany?a) Yesb) Noc) Cant sayQ-2Areyousatisfiedwithyourjobassignment?a) Yesb) Noc) Cant say

Q-3Doesyourjobmakeuseofyourskills andabilities?a) Yesb) Noc) Cant sayQ-4Doyouget asense ofaccomplishmentfromyourwork?a) Yesb) Noc) Cant sayQ-5 Would youlike tocontinue inyourcurrent areaofwork?a) Yesb) Noc) Cant say

Q-6 Doesyourjob,throughvarietyandchallenge, provideopportunities for learning and growth?a) Yesb) Noc) Cant say

Q-7 Is theenvironment ofyourworkplacesafe clean,healthyand hygienic?a) Yesb) Noc) Cant sayQ-8 Doesyourjobleaveyouwithsufficient timeforyourpersonal/family and social life?a) Yesb) Noc) Cant sayQ-9Haveyourperformanceappraisalsbeenfair?a) Yesb) Noc) Cant sayQ-10Arethereclearcriteriaforgivingrewards?a) Yesb) Noc) Cant say

Q-11Howsatisfiedareyouwithyourtotalremuneration package considering your duties and responsibilities?a) Extremely satisfiedb) Satisfiedc) Neutrald) Dissatisfiede) Extremely satisfied

Q-12 Superiorsinthecompanywelcomefreeandfrank communication from employees?a) Extremely satisfiedb) Satisfiedc) Neutrald) Dissatisfiede) Extremely satisfied

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