A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
Compensation policy of tata consultancy servicesHumsi Singh
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A project study report on the training undertaken at Aerial Telecom Solutions titled ' Employee Engagement at Aerial Telecom.' - QUESTIONNAIRE BASED STUDY
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Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
A project study report on the training undertaken at Aerial Telecom Solutions titled ' Employee Engagement at Aerial Telecom.' - QUESTIONNAIRE BASED STUDY
A Case Study on Employees Motivation at the Standard Chartered Bank of KenyaKiumba Hsc
The case study aimed at examining how the said bank motivates its employees and how that affects employees retention. The relevance of the study was that other organizations can borrow from the bank for it has a record of employees retention.
Factors impacting new hire performance and engagementNick Murphy
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Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
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Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
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2. An Analysis of Job Satisfaction Among
Employees in Hewlett Packard
Enterprise, Mohali
3. Company Profile
• Industry : Information Technology
• Predecessor : Hewlett Packard
• Founded : November 1, 2015
• Headquarters : California, United States
• Area served : Worldwide
• Key People : Patricia Russo (chairwomen)
Meg Whitman (CEO)
• Revenue : US $50.1 Billion
• Number of Employees : 1,95,000
4. Objective Of Study
• To study job satisfaction among employees in Hewlett
Packard.
• To know the job satisfaction level towards the organization
regarding the working condition, compensation and other
facilities.
• To understand the problem of employees in working condition
and to analyze various factors affecting job satisfaction level.
5. Research Methodology
SAMPLING PLAN
• Sample Area: Hewlett Packard Enterprise, Mohali
• Sample Unit : Employees Of Hewlett Packard
• Sample Size : 30
• Sample Design :Convenient Sampling
RESEARCH DESIGN : Descriptive
DATA COLLECTION :
• Primary : Questionnaire , interview
• Secondary : Internet, Company Website
• Procedure : Survey Method
7. Q.1 ). Are you proud to work for the
company?
Option Yes No
Response 14 16
Percentage 46.67% 53.33%
46.67%
53.33%
Response
Yes
No
8. Q2: Do you think that company cares
about you?
Option yes No
Responses 13 17
Percentage 43.33% 56.67%
43.33%
56.67%
Response
Yes
No
9. Q.4) Do you feel that working for the company
will lead to the kind future you want ?
Option yes No
Response 16 14
Percentage 53.33% 46.67%
53.33%
46.67%
Response
Yes
No
10. Q5 : The leaders in your work environment are
positive role models ?
Option Strongly
Agree
Agree Neutral Strongly
Disagree
Disagree
Response 3 4 5 7 11
Percentage 10% 13.33% 16.67% 23.33% 36.67%
10%
13.33%
16.67%
23.33%
Response
Strongly agree
agree
neutral
strongly disagree
Disagree
16. Q11:How often do you consider quitting your
job?
Option Extremely
Often
Quite Often Moderately
Often
Slightly
Often
Not At all
Often
Response 14 3 3 9 1
% 46.7% 10% 10% 30% 3.3%
46.70%
10%
10%
30%
33.30%
Response
Extremply Often
Quite Often
Moderately often
Slightly Often
Not at all Often
17. Q12 : I am satisfied that supervisor keeps me
well informed about what’s going on in the
company?
Option Strongly
agree
agree neutral Strongly
disagree
Disagree
Response 5 8 2 10 5
Percentage 16.67% 26.67% 6.67% 33.33% 16.67%
16.67%
26.67%
6.67%
33.33%
16.67%
Response
strongly agree
agree
neutral
strngly disagree
disagree
18. Q13: How much satisfied are you with that your
views and participation are valued?
Option More Satisfied satisfied Less satisfied
Response 7 10 13
Percentage 25% 33.33% 43.33%
25%
33.33%
43.33%
Response
more satisfied
satisfied
less satisfied
19. Q14: How much satisfied are you with the
professionalism of the people with whom you
work?
Option More Satisfied satisfied Less satisfied
Response 13 10 7
Percentage 43.33% 33.33% 23.34%
43.33%
33.33%
23.34%
Response
more satisfied
satisfied
less satisfied
20. Q15:Did you feel that your education and skills
are properly utilized in HP?
Option yes No
Responses 10 20
Percentage 33.33% 66.67%
33.33
66.67
Response
YES
NO
21. Q16: Are you Satisfied with your job ?
Option Yes No
Response 8 22
Percentage 26.67% 73.33%
26.67%
73.33%
Response
Yes
No
22. Findings
73.33% employees are not satisfied with their job.
Most of the employees feel neglect able.
Data collected indicated that employees in HP can be
motivated with :
• Rewards and Recognition
• Job Security
Non-Financial incentives motivates them more than Financial
Incentives.
Most of the Employees are not satisfied with their Pay-scale.
66.7% employees disagrees that the medical and other benefits
provided to them are satisfactory
23. Cont.
• Career Advancement opportunities are not
provided to employees.
• Their education and skills are not properly
utilized.
• 43% of employees believed that their
participation is not valued.
• Supervisors have good relations with the
employees
24. Limitations
• Sample size was too small
• Respondents were not reluctant to disclose complete
and correct information.
• Employees were busy with the work therefore they
could not give enough time for interview.
25. Suggestions
• Rewards and recognition should be provided
timely.
• Salary should be according to employees
qualification and experience.
• Proper medical and other benefits should be
provided to employees.
• Promotion should be given to deserved
employees.
• Employees must be involved in the decision
that effects their department or work.
26. Cont.
• Proper skills and education of employees
should be utilized.
• Their participation should be valued.
• Views of employees must be considered while
making any change.
• Training and development opportunities
should be given to the employees.
• Seminars and learning programs should be
conducted to keep them motivated.
