javra software

8/2/2019 Javra Software

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HRD Climate Survey

at JAVRA SoftwarePresented By:khusboo

RichaSami


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Javra Software is a software developmentcompany founded in 1999 in the Netherlands.

Javra Nepal was established in Nepal as anoutsourcing unit of Javra Software.

Enable companies to grow by acting as a businessenabler by offering innovative IT services andproducts

specialist in developing, maintaining andmodernizing innovative customer specificsoftware solutions

Javra simply deliver business empowerment to100+ companies around the world


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Software Development

Software Modernization

Software MaintenanceSoftware Testing

Software Innovation


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To understand the General HRD Climate Survey of theOrganization

To understand the HRD mechanism of the Organization

To see the OCTAPACE culture of the Organization


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The data were collected from primary sources.Comprehensive questionnaires for employeeswhere developed and interviews wereconducted with the help of these structuredquestionnaires.


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Total number of questionnaire: 50Form distributed at the different Level:

Low level - 10

Middle managers - 12

Officers - 5

Top level managers - 7

Support level - 10

Total number of questionnaire collected: 44Male 26

Female 18


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The study was conducted with a very limitedtime of one week only.

All employees and management representatives

were not considered due to time limit. Hence, asample of forty to fifty percent of thepopulation has been taken up for the purposeof the study.

Unable to do the comparative interpretationwith other organization in Nepal due to timelimitation.

Data collection consumed a lot of time.


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The survey questionnaire is to find out theextent to which such developmental climateexists in the organization.

A 44 HRD Climate Questionnaire was prepared

to conduct the survey the extent to whichdevelopment climate is existing in theorganizations.

These items can be grouped into three

categories: General Climate, OCTAPACE and HRDmechanisms.


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The questionnaire used a five-point scale

Average scores of 3 and around indicates a moderate tendencyon that dimension and giving substantial scope forimprovement.

Score 2 indicate less than 3 which indicate a poor HRD climateon that dimension

Scores around 4 indicate a good HRD climate, positive attitudeof employees to HRD policies and practices of the organizationand indicative of an HRD climate at a desirable level

5 indicate a fairly good degree of the dimension existing in theor anization


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Overall HRD climate = 3.49Overall Percentage Mean = 62.30%

The number indicates that it is slightly above average which meansthat the current HRD climate of the company is more towards apositive climate

It indicates the existence of a fairly good degree of HRD climateand most of the employees have positive attitudes to the HRDpractices of the organization


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General Climate

Q.N Mean Score Percentage

1 3.43 60.8

2 3.45 61.363 3.68 67.054 3.55 63.645 3.5 62.5

6 3.5 62.57 3.52 63.078 3.61 65.349 3.61 65.34

10 3.64 65.9111 3.7 67.6112 3.48 61.9313 3.52 63.07

18 3.45 61.36Mean Score 3.55 63.75

The Avg. score for General

climate is 3.55 on a 5 point

scale. This score is the highest

among the categories of HRD

climate.

Indicates that the

management of the company is

supportive towards thedevelopment of the employee

and wants that the employees

are satisfied with their job


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HRD Mechanism

Q.N

Mean

Score Percentage

14 3.57 64.2

15 3.5 62.5

16 3.41 60.23

17 3.59 64.77

19 3.52 63.07

20 3.61 65.34

21 3.5 62.5

22 3.66 66.48

23 3.39 59.66

24 3.39 59.66

25 3.39 59.66

26 3.41 60.23

37 3.41 60.23

38 3 50

Mean

Score 3.45 61.25

The average score of this category is

3.45, which is also the lowest amongthe three categories

When behavior feedback is given to

employees they take it seriously and

use if for development scores the

highest score of 3.66

Job-rotation in this organization

facilitates employee development is

the lowest with 3.00 score which is

lower than average

This indicates how job rotation is

degrading the HRD climate of theorganization


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Dimensions

Q.N Mean

Score Percentage

Openness 27 3.57 64.20

Confrontation 28 3.64 65.91

Trust 29 3.45 61.36Autonomy 30 3.43 60.80

Pro-activity 31 3.45 61.36

Authenticity 32 3.45 61.36

Collaboration 33 3.36 59.09

Experimentation 34 3.48 61.93

Pro-activity 35 3.43 60.80

Openness 36 3.41 60.23

Mean

Score 3.47 61.70

The avg. score forOCTAPACE is 3.47, which is

second highest among the

all three components

Indicates moderately a

good and open

environment where the

employee can express

their problem as well asthere is trust among the

employees


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Table 5: Level-wise Analysis of HRD Climate

Top

Level

Officer Middle

Level

Lower

Level

Support

Officer

Mean Score 3.55 3.55 3.43 3.35 3.64

Percentage 63.75 63.75 60.75 58.75 66

Overall level wise HRD climate analysis shows that the top level and officer level

employee has mean score of 3.55 and middle level, lower level and support officer has

mean score of 3.43, 3.35 and 3.64 respectively

The mean score shows that all the level of employee has slightly above average HRD

climate.

Lies in the higher end of the scale.

Indicates that the organization has a good working environment


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Table 6: HRD CLIMATE AT TOP LEVEL

General Climate HRD Mechanism OCTAPACE Culture

Q.NMean

ScorePercentage Q.N

Mean

ScorePercentage Q.N

Mean

ScorePercentage

1 3.14 53.57 14 3.29 57.14 27 3.71 67.86

2 3.29 57.14 15 3.43 60.71 28 3.86 71.43

3 3.86 71.43 16 3.43 60.71 29 3.57 64.29

4 3.57 64.29 17 3.71 67.86 30 3.43 60.71

5 3.43 60.71 19 3.86 71.43 31 3.43 60.71

6 3.43 60.71 20 3.86 71.43 32 3.43 60.71

7 3.57 64.29 21 3.43 60.71 33 3.43 60.71

8 3.57 64.29 22 3.71 67.86 34 3.29 57.14

9 3.57 64.29 23 3.57 64.29 35 3.57 64.29

10 3.71 67.86 24 3.71 67.86 36 3.14 53.57

11

3.71 67.86

25

3.57 64.29

Mean

Score/% 3.49 62.14

12 3.71 67.86 26 3.57 64.29

13 3.71 67.86 37 3.43 60.71

18 3.71 67.86 38 3.29 57.14

Mean

Score/% 3.57 64.29

Mean

Score/% 3.56 64.03


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Table 7: HRD CLIMATE AT OFFICER- LEVEL


Q.NMean

ScorePercentage Q.N

Mean

ScorePercentage Q.N

Mean

ScorePercentage

1 3.40 60.00 14 3.40 60.00 27 3.80 70.00

2 3.20 55.00 15 3.20 55.00 28 3.60 65.00

3 3.60 65.00 16 3.20 55.00 29 3.60 65.00

4 3.80 70.00 17 3.80 70.00 30 3.40 60.00

5 3.60 65.00 19 3.60 65.00 31 3.60 65.00

6 4.00 75.00 20 3.40 60.00 32 3.60 65.00

7 4.00 75.00 21 3.60 65.00 33 3.40 60.00

8 3.80 70.00 22 3.80 70.00 34 3.20 55.00

9 3.60 65.00 23 3.40 60.00 35 3.20 55.00

10 3.40 60.00 24 3.60 65.00 36 3.60 65.00

11 3.80 70.00 25 3.20 55.00Mean

Score/% 3.50 62.50

12 3.40 60.00 26 3.60 65.00

13 3.60 65.00 37 3.20 55.00

18 4.00 75.00 38 3.60 65.00

Mean

Score/% 3.66 66.43

Mean

Score/% 3.47 61.79


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Table 8: HRD CLIMATE AT Mid- LEVEL


Q.NMean

ScorePercentage Q.N

Mean

ScorePercentage Q.N

Mean

ScorePercentage

1 3.75 68.75 14 3.75 68.75 27 3.50 62.50

2 3.75 68.75 15 3.67 66.67 28 3.58 64.58

3 3.83 70.83 16 3.58 64.58 29 3.50 62.50

4 3.33 58.33 17 3.50 62.50 30 3.42 60.42

5 3.08 52.08 19 3.33 58.33 31 3.42 60.426 3.50 62.50 20 3.83 70.83 32 3.42 60.42

7 3.33 58.33 21 3.75 68.75 33 3.33 58.33

8 3.58 64.58 22 3.67 66.67 34 3.33 58.33

9 3.58 64.58 23 3.42 60.42 35 3.25 56.25

10 3.42 60.42 24 3.00 50.00 36 3.33 58.33

11

3.58 64.58

25

3.17 54.17

Mean

Score/%

3.41 60.21

12 3.08 52.08 26 3.33 58.33

13 3.25 56.25 37 3.33 58.33

18 3.25 56.25 38 2.75 43.75

Mean

Score/

%

3.45

61.31

Mean

Score/

%

3.43

60.86


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Table 9: HRD CLIMATE AT SUPPORT- LEVEL


Q.NMean

ScorePercentage Q.N

Mean

ScorePercentage Q.N

Mean

ScorePercentage

1 3.40 60.00 14 3.80 70.00 27 3.60 65.00

2 3.50 62.50 15 3.60 65.00 28 3.70 67.50

3 3.50 62.50 16 3.50 62.50 29 3.40 60.00

4 3.90 72.50 17 3.50 62.50 30 3.60 65.005 3.90 72.50 19 3.60 65.00 31 3.90 72.50

6 3.60 65.00 20 3.40 60.00 32 3.70 67.50

7 3.70 67.50 21 3.70 67.50 33 3.50 62.50

8 3.60 65.00 22 3.60 65.00 34 3.90 72.50

9 3.60 65.00 23 3.40 60.00 35 3.90 72.50

10 3.90 72.50 24 3.70 67.50 36 3.90 72.50

113.90 72.50

253.60 65.00

MeanScore/%

3.71 67.75

12 3.80 70.00 26 3.50 62.50

13 3.70 67.50 37 3.70 67.50

18 3.50 62.50 38 3.10 52.50

Mean

Score/% 3.68 66.96

Mean

Score/% 3.55 63.75


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Table 10: HRD CLIMATE AT LOWER- LEVEL


Q.NMean

ScorePercentage Q.N

Mean

ScorePercentage Q.N

Mean

ScorePercentage

1 3.30 57.50 14 3.40 60.00 27 3.40 60.00

2 3.30 57.50 15 3.40 60.00 28 3.50 62.50

3 3.60 65.00 16 3.20 55.00 29 3.30 57.50

4 3.30 57.50 17 3.60 65.00 30 3.30 57.505 3.60 65.00 19 3.40 60.00 31 3.00 50.00

6 3.20 55.00 20 3.50 62.50 32 3.20 55.00

7 3.30 57.50 21 3.00 50.00 33 3.20 55.00

8 3.60 65.00 22 3.60 65.00 34 3.50 62.50

9 3.70 67.50 23 3.20 55.00 35 3.20 55.00

10 3.70 67.50 24 3.20 55.00 36 3.10 52.50

11

3.60 65.00

25

3.40 60.00

Mean

Score/%3.27 56.75

12 3.50 62.50 26 3.20 55.00

13 3.50 62.50 37 3.30 57.50

18 3.20 55.00 38 2.70 42.50

Mean

Score/% 3.46

61.43

Mean

Score/% 3.29

57.32


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Table 12: Gender Wise Analysis of HRD Climate

Male Female

Mean Score 3.53 3.43

Percentage 63.25 60.75

Male respondents perceive that they are well supported by the top management and

there is an open environment in the organization.

However the there needs to be further improvement in HRD tools and mechanisms to

improve the overall HRD climate of the organization.

In female, the General climate has the highest mean score of 3.52. The HRD climate

and OCTAPACE has 3.39 and 3.35 respectively.

Female respondent feels that they are well supported by the top management. But

lacks an open environment


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TABLE 13: General Climate

TOP LEVEL OFFICER LEVEL MID-LEVEL SUPPORT LEVEL LOWER LEVELQ.N

Mean

Score Level

Mean

Score Level

Mean

Score Level

Mean

Score Level

Mean

Score Level

13.14 AVERAGE 3.40 AVERAGE 3.75 Nearly Good 3.40 AVERAGE 3.30 AVERAGE

23.29 AVERAGE 3.20 AVERAGE 3.75 Nearly Good 3.50 AVERAGE 3.30 AVERAGE

33.86 Nearly Good 3.60 AVERAGE 3.83 Nearly Good 3.50 AVERAGE 3.60 AVERAGE

4

3.57 AVERAGE 3.80 Nearly Good 3.33 AVERAGE 3.90 Nearly Good 3.30 AVERAGE5

3.43 AVERAGE 3.60 AVERAGE 3.08 AVERAGE 3.90 Nearly Good 3.60 AVERAGE

63.43 AVERAGE 4.00 AVERAGE 3.50 AVERAGE 3.60 AVERAGE 3.20 AVERAGE


83.57 AVERAGE 3.80 Nearly Good 3.58 AVERAGE 3.60 AVERAGE 3.60 AVERAGE


103.71 Nearly Good 3.40 AVERAGE 3.42 AVERAGE 3.90 Nearly Good 3.70 AVERAGE

113.71 Nearly Good 3.80 Nearly Good 3.58 AVERAGE 3.90 Nearly Good 3.60 AVERAGE



183.71 Nearly Good 4.00 AVERAGE 3.25 AVERAGE 3.50 AVERAGE 3.20 AVERAGE

Mean Score/%



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Top level employees score average (8 items) and nearlygood (6) degree of the dimension existing in theorganizationOfficer Level score average (11) and nearly good (3),Mid-level score average (11) and nearly good (3),

Support level score average (8), and nearly good (6),Lower level score average ( 12) degree of the dimensionexisting in the organizationIndicates that there is similar kind of employees at all levels.Overall moderate tendency existing in this organization and

giving substantial scope for improvementThe employees are moderately competent, enthusiastic,needs to have more leadership and management style andalso have good personnel policies and positive attitudestowards development attitudes supportive of HRD at all

levels.


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TABLE 14: HRD Mechanism

TOP LEVEL OFFICER LEVEL MID-LEVEL SUPPORT LEVEL LOWER LEVEL

Q.N Mean

Score Level

Mean

Score Level

Mean

Score Level

Mean

Score Level

Mean

Score Level

14

3.29 Avearage 3.40 Avearage 3.75 Nearly Good 3.80

Nearly

Good 3.40 Avearage

15 3.43 Avearage 3.20 Avearage 3.67 Avearage 3.60 Avearage 3.40 Avearage


17

3.71 Nearly Good 3.80

Nearly

Good 3.50 Avearage 3.50 Avearage 3.60 Avearage

19 3.86 Nearly Good 3.60 Avearage 3.33 Avearage 3.60 Avearage 3.40 Avearage

20 3.86 Nearly Good 3.40 Avearage 3.83 Nearly Good 3.40 Avearage 3.50 Avearage

21 3.43 Avearage 3.60 Avearage 3.75 Nearly Good 3.70 Avearage 3.00 Avearage

22

3.71 Nearly Good 3.80

Nearly

Good 3.67 Avearage 3.60 Avearage 3.60 Avearage


24 3.71 Nearly Good 3.60 Avearage 3.00 Avearage 3.70 Avearage 3.20 Avearage




38

3.29 Avearage 3.60 Avearage 2.75

Below

average 3.10 Avearage 2.70

Below

average

Mean

Score/% 3.56 Avearage 3.47 Avearage 3.43 Avearage 3.55 Avearage 3.29 Avearage


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Top level employees score average (9 items), and nearly good (5)

Officer level employees score average (12) and nearly good (2)

Mid-level employees score below average (1), average (10) and nearly good(1), support level employees score average (13), and nearly average (1)

Lower level employees score below average (1) and average (13)

Indicates that there is similar kind of employees at all levels. However,The top level employees are having more positive attitude and moving todesirable point of HRD climate than all other levels of employees.

Overall there is moderate tendency existing in this organization and givingsubstantial scope for improvement.

Employees are moderately having positive attitudes and needs to have moresupportive, encouraging, career planning, feedback, employee welfare forquality work life, and coaching, counselling, training kinds of attributes at alllevels in the organization.


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TABLE 15: OCTAPACE CULTURE

DIMENSIONS TOP LEVEL OFFICER LEVEL MID-LEVEL SUPPORT LEVEL LOWER LEVEL

Q.N Mean

Score Level

Mean

Score Level

Mean

Score Level

Mean

Score Level

Mean

Score Level

27 Trust 3.71Nearly

Good3.80

Nearly

Good3.50 Average 3.60 Average 3.40 Average

28 Openness 3.86Nearly

Good

3.60 Average 3.58 Average 3.70 Average 3.50 Average

29 Openness 3.57 Average 3.60 Average 3.50 Average 3.40 Average 3.30 Average

30 Pro-activity 3.43 Average 3.40 Average 3.42 Average 3.60 Average 3.30 Average

31 Autonomy 3.43 Average 3.60 Average 3.42 Average 3.90Nearly

Good3.00 Average

32 Pro-activity 3.43 Average 3.60 Average 3.42 Average 3.70 Average 3.20 Average

33 Collaboration 3.43 Average 3.40 Average 3.33 Average 3.50 Average 3.20 Average

34 Confrontation 3.29 Average 3.20 Average 3.33 Average 3.90Nearly

Good3.50 Average

35 Pro-activity 3.57 Average 3.20 Average 3.25 Average 3.90Nearly

Good3.20 Average

36 Authenticity 3.14 Average 3.60 Average 3.33 Average 3.90Nearly

Good3.10 Average

Mean

Score/%

3.49 Average 3.50 Average 3.41 Average 3.71Nearly

Good3.27 Average


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Trust is moderately higher officer level and toplevel employees than mid-level, support leveland lower level employees

Top level and officer level employees are feelingfree to discuss than all other levels ofemployees

Confrontation is slightly higher among support

level employees than all other levels ofemployees.

Trust is at slightly higher among top level and

officer level employees


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Autonomy is higher among support level employees;there is a good freedom to let people workindependently with responsibility

Pro-activity is average among all levels of employees.

Authenticity is slightly higher among support levelemployees in comparison to all other levels ofemployees.

Research shows OCTAPACE culture is more on support

level employees followed by top level, officer level,mid-level, and lower level employees respectively.


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Managers need training and lessons on open communication with subordinates,seniors

Management course should be given to supervisors.

High value of team spirit should be maintained

Make work environment conducive to change or experiments (ChangeManagement)

Ensure trust in the work environment in the organization

Top management should further improve the HR policy, motivate staff members totake interest in self development activities and educate on benefits of good HRDclimate through several orientation or training sessions

Introduce motivational package for good performance

Management should also ensure effective organizational and HRD climate to makeemployees proactive in self development

Employees should move from Traditional kind of work culture where do as told ispracticed. Seniors should also encourage Employees to be proactive and encouragecreativity

Ensure fair and just promotion practice based on performance appraisal


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The overall HRD climate of Javra Software is encouraging

keen interest of top management in HRD

high team spirit and employees take training seriously.

training transfer is in practice and organizational belonging of employees is high.

Despite of such positive base for HRD to take up in a highly professional manner,

HRD mechanism needs improvisation in a systematic way.

Both male and female correspondent are positive about top managements supportbut the problem lies in the organizations culture regarding openness and autonomyenjoyed by employee and HRD tools used in the organization.


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HRD systems needs to be introduced such asTraining plan for regular staff

Career development

Incentive scheme

Training effectiveness evaluation

Fair promotional system

so that HRD climate of Javra will be more supportive on theadministrative employees.

Moderate level of HRD Climate is found in Javra Software.

seen some deficiency in terms of HRD mechanisms. Since the lowest

rating is given in regard to job rotation (question 38).


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The mean score of female employee is slightlylower than that of male which indicates that thefemale employees perceive the HRD climate ofthe organization to be lower than how male

perceive it. Among the component, femaleemployee has given lower rating to HRDmechanism and OCTAPAC which indicates that

the company needs to give attention to theirHRD tools and also try to have open and friendlyenvironment for female employees too.


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