This ppt deals with the concept of employee satisfaction with special reference to Saija Finance Pvt. Ltd.

1. Presented by:
Akshay Kumar (70001)
PGDM- 2014-2016
Chandragupt Institute of
Management Patna
Held at:
Saija Finance Pvt. Ltd. (HR
department)

2. Measuring Actual Level of Employee Satisfaction
at Saija Finance Pvt. Ltd.
PROJECT TOPIC

3. • Important for the company to not only hire good people but also
ensure that they serve the organisation for longer periods.
• The study may help the company to get a clear picture about the
perception of its employees towards the company as a workplace
and also in understanding the factors that are affecting the work
related satisfaction levels of its employees.
• The study can have a positive impact on both, the company as
well as the employees.
IMPORTANCE OF THE PROJECT

4. • Identifying employee perceptions towards the
organisational and work related characteristics.
• Identifying employee satisfaction (ES) levels.
• Identifying areas of strengths and also opportunities for
improvement to provide relevant suggestions to the
organization.
OBJECTIVE OF THE STUDY

5. • Only NBFC-MFI to be based in the state of Bihar
• Headquartered in Patna
• Founded in April 2007 as Saija Vikas
• Transformed into a for-profit entity (NBFC) in April 2008
as Saija Finance Pvt. Ltd.
• Serves clients across 11 districts of Bihar & Jharkhand,
operating with 27 branches.
ABOUT THE COMPANY

6. • Vision: Saija’s vision is to be a value-driven company that creates significant social impact
through high-quality microfinance and allied services.
• Mission: Saija’s mission is to bring innovative and transparent microfinance to millions in
urban and rural India. Saija’s committed team will provide customer-focused and efficient
services to help their customers improve their quality of life.
• Core values:
VISION, MISSION & CORE VALUES
TRANSPARENCY
Trust
Honesty
Fair Practices
Non-discrimination
DISCIPLINE
Accountability
Responsibility
Professionalism
EXCELLENCE
Creativity
Innovation
Continuous Learning
SOCIAL
RESPONSIBILITY
Sensitivity
Awareness

7. • Refers to the level of contentment or satisfaction of
employees with their jobs.
• It is the terminology used to describe whether employees
are happy, contended and fulfilling their desires and needs
at work. (Heath, 1992)
EMPLOYEE SATISFACTION

8. Type of the study-
Cross Sectional, descriptive
study based on empirical
data
• Tools (Structured
Questionnaire)
• Techniques- Percentage
frequency distribution with
the help of MS-Excel and
SPSS
METHODOLOGY

9. • Total no. of employees : 323
• No. of respondents : 268
• No. of completely filled questionnaires : 196
• Response Rate : 73.13%
SAMPLING

10. PROFILE OF THE RESPONDENTS

11. GENDER
RESULTS AND FINDINGS
Gender N Mean Std.
Deviation
F Sig.
Satisfaction
Male 174 1.8161 .81217 .040 .843
Female 22 1.9545 .89853
Confidence level = 95%
Significance level = 0.05
•ES doesn’t vary too much with
gender as the means of both the
groups are similar.

12. EXPERIENCE
• ES varies with experience
CONTD…
N Mean Std.
Deviation
F Sig.
Less than a year 127 1.9370 .81404 3.313 0.021
1-3 years 49 1.7551 .80443
4-5 years 8 1.2500 .46291
More than 5
years
12 1.4167 .90034
Total 196 1.8316 .82102
Confidence level = 95%
Significance level = 0.05

13. JOB LEVEL
• ES varies with job level
CONTD….
N Mean Std.
Deviation
F Sig.
Lower level 152 1.8618 .83824 3.175 0.025
Supervisors 27 1.4444 .75107
Professionals 5 2.2000 .44721
Managers 12 2.1667 .57735
Total 196 1.8316 .82102
Confidence level = 95%
Significance level = 0.05

14. SUPERVISORY TRAITS

15. SALARY, BENEFITS AND GROWTH
OPPORTUNITIES

16. MISSION, VISION AND CORE
VALUES

17. JOB RELATED CHARACTERISTICS

18. • Interpersonal skills (27.40%)
• Cooperative and appreciative nature (25.96%)
• Knowledge of work (13.94%)
• Problem solving skills (5.77%)
SUPERVISOR TRAITS APPRECIATED
BY EMPLOYEES

19. • On an average 2-3 training sessions attended by all
employees
• Improvement in work efficiency
• Advancement of career
• No training received by 21.43% of the respondents
IMPACT OF TRAINING ON
EMPLOYEES

20. • Mission, vision and core values (transparency, discipline,
social responsibility, excellence) (26.99%)
• Working hours and work culture (23.90%)
• Support from the management and supervisors (9.29%)
• Timely payment of salaries (16.37%)
• Promotion policy (4.43%)
BEST THING ABOUT WORKING FOR
THE COMPANY

21. • Product related changes
• Expansion of operations
• Revision in salary and incentive structure, timely payment
of fuel charges
• Work-life balance
• Recruitment related
• Revision in travel and transfer policies
EMPLOYEE SUGGESTIONS FOR THE
BETTERMENT OF SAIJAAS A
WORKPLACE

22. • Product related changes
• Advertisement and promotion of the
company
• Maintaining a right mix of new and
experienced employees in branches
• Training opportunities for all the
employees
AREAS OF IMPROVEMENT

23. • Undertake CSR activities and advertise it through various
forms of media
• Focus on selection of right employees and also employee
retention to maintain a healthy balance of new and
experienced staff
• Keep a track of employees who haven’t had sufficient
training opportunities
• Work towards achieving better work-life balance.
• Changes in the travel and transfer policies
• Regular updation of branch data
SUGGESTIONS /
RECOMMENDATIONS

24. FIRM’S CSR ACTIVITY

25. THANK YOU