Project of welfare facilities and employee satisfaction surveyH L L
EXECUTIVE SUMMARY
Project consists of welfare facilities and employee satisfaction survey:-
It provides a channel for employees to communicate their views on wide range
of issues in total confidence.
Employee satisfaction survey is conducted to find out the satisfaction level of
the employees towards welfare facilities at HLL.
The other ojective is to find out the areas of low satisfaction level where corrective
actions can e ta!en to improve employee satisfaction.
"or this purpose a sample of #$ employees was selected % survey was done with the
help of &uestionnaire and the results are analy'ed for all the employees using
percentage method.
(ased on this analysis) oservations) given H* will e ta!ing corrective actions
to improve satisfaction level of the employees.
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Project of welfare facilities and employee satisfaction surveyH L L
INTRODUCTION
,f all the factors of production - -apital) land) laour. laour or man is undoutly the
crucial factor that ma!es or mars an organi'ation.
Employees are now a days seen as usiness partners of the organi'ation. They
empower the organi'ation to succeed. /t the threshold of this transformation) human
assets need to e chosen carefully) developed) nurtured) utili'ed and their
competencies multiplied.
High employee sais!a"io# le$els "a# %e&'"e '%#o$e% a#& a%iio# %ae i# he
i#&'s%ies(
People are the !ey to success in the new economy. -ompanies are attaching greater
importance to human performance today than ever efore. /nd while corporations
have presumaly always valued their employees) in today0s fast-moving new
economy) people have gained even greater stature and are now seen as possily the
most important factor in a company0s success or failure.
-ompanies are giving due importance to recogni'e and the e1traordinary efforts
related to retain the people in industry) some are ma!ing efforts to attract and retain
top talent) represent fundamental shifts in employer-employee relationships. /nd
nowhere has this een truer than in the high-tech sector) with its insatiale
demand for !nowledge wor!ers.
(ut the focus on human performance now stretches across all industries and all levels)
from the front lines of customer service to the highest e1ecutive ran!s. /lmost
industries are putting their est efforts to the !eep employees happy and engaged.
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,ne reason -E,s have egun investing in human performance improvement is that
they now have &uantifiale proof of a si'ale return. H* is fast changing from an
internal service department to a strategic partner in improving a company0s
competitive position. In this era of competition) if internal customers) i.e. employees
are not happy then the organi'ation will e out of competitive mar!et.
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LITERATURE REVIE)
4eaning and 5efinition:
Loc!e gives a comprehensive definition of Employee 6atisfaction
7/ pleasurale positive emotional state resulting from appraisal of ones perception of
how well their jo provides those things which are viewed as important. It is generally
recogni'ed in the organi'ational (ehavior field that employee0s satisfaction is the
most important and fre&uently studied attitude8.
5efinitions of the concepts:
To understand the concept clearly) it is etter to understand the literal
meaning of them. Therefore to understand the term
8Employee 6atisfaction8 it is very much important to !now the words 8Employee8
/nd 86atisfaction8 separately.
Employee: /ccording to the ,1ford 5ictionary the meaning of the
8Employee is a Person employed for 9ages8.
/ person who wor!s for another) in return) for financial or other compensation.
/ccording to Employees 6tate Insurance /ct) +:;<) /n Employee is defined as the
one who is directly employed y the principal employee or whose services are
temporarily lent to y another with whom the employee has a contract of service. The
act also says that employee also includes any person employed for the wages or any
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wor! connected with the administration of the factory or estalishment or any
department or ranch there of or with the purchase of raw materials for or the
distriution of scales of the products of the factory or estalishment. The act also
covers any person engaged as in apprentice) not eing an apprentice under the
/pprefltice /ct) +:=+ or under The 6tanding ,rders of the estalishment) ut does not
include any memer of the Indian >aval) 4ilitary or /ir-forces8.
6atisfaction: /ccording to the ,1ford 5ictionary the meaning of the satisfaction
means 8atonement or compensation or a situation where the e1pectations have een
met8.
/ccording to the 5ictionary of Psychology y ?. /!inson) E. (erne % *.6.
9oodworth) 6atisfaction means 8/ 6tate of pleasant % welleing conse&uent upon
having gratified an appetite or motive8.
9elfare means fairing or doing well. It is a comprehensive term) and refers to the
physical) mental % emotional well eing of an individual.
The IL, at its /sian *egional -onference defined 7Laours welfare as a term which
is understood to include such services) facilities and /menities and may e
estalished or in the vicinity in them with amenities conducive to good health % high
morale.
The ,1ford dictionary defines laours welfare as 7efforts to ma!e life worth living for
wor!men@.
-hamers dictionary defines as 7a state of fairing on doing well) freedom from
calamity) enjoyment of health) prosperity etc.
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Need for Labour welfare in India
The need for laours welfare was strongly felt y the committee of the royal
commitment to industrial wor! among the factory wor! and also the harsh treatment
receives from the employees since the developing country li!e India. This need was
emphasi'ed y the constitution of India in the chapter on the directive principle of
state policy in the following articles.
Impo%a#"e o! Employee Sais!a"io#:
+. Trac!ing the attitudes and opinions of employees can identify prolems areas and
solutions related to management and leadership) corporate policy) recruitment)
enefits) diversity) training) and professional development.
2. / comprehensive employee satisfaction study can e the !ey to a more a motivated
and loyal wor!force.
3. The first step is to understand e1actly which issues have the greatest impact on
employee satisfaction.
;. The findings of the employee satisfaction survey will tell you e1actly ow much
more important one issue is over another so that you can focus your performance
improvement initiatives appropriately.
#. In analy'ing the data) we can define and refine issues that need addressed) such as
overall jo satisfaction) professional fulfillment) employee motivation and
commitment) li!elihood to stay with the organi'ation) pay level) corporate goals and
,jectives.
=. 6urvey results can e segmented y employee position) length of employment) full-
time vs. part-time) etc.
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"/-T,*6 /""E-TI>A E4PL,BEE 6/TI6"/-TI,>.
+. /chievement
2. *ecognition
3. 9or! itself
;. *esponsiility
#. /dvancement
=. Personal growth
C. -ompany policy and administration
<. 6upervision
:. *elationship with supervisor
+$. 9or! conditions
++. 6alary
+2. *elationship with peers
+3. Personal life
+;. *elationship with suordinates
+#. 6tatus
+=. 6ecurity
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THE,*IE6 ," E4PL,BEE 6/TI6"/-TI,>.
5/DI5- 4--LELL/>506 4,TI/TI,>/L >EE56 THE,*B
5avid 4c-lelland is most noted for descriing three types of motivational need)
which he identified in his +:<< oo!) Human 4otivation:
• /chievement motivation En-achF)
• /uthority or power motivation En-powF)
• /ffiliation motivation En-affilF.
5avidic 4c-lellandGs needs-ased motivational model
These needs are found to varying degrees in all wor!ers and managers) and this mi1
of motivational needs characteri'es a person0s or manager0s style and ehavior) oth in
terms of eing motivated and in the management and motivation others.
The #ee& !o% a"hie$eme# *#+a"h,
The n-ach person is 0achievement motivated0 and therefore see!s achievement)
attainment of realistic ut challenging goals) and advancement in the jo. There is a
strong need for feedac! as to achievement and progress) and a need for a sense of
accomplishment.
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The #ee& !o% a'ho%iy a#& po-e% *#+po-,
The n-pow person is 0authority motivated0. This driver produces a need to e
influential) effective and to ma!e an impact. There is a strong need to lead and for
their ideas to prevail. There is also motivation and need towards increasing personal
status and prestige.
The #ee& !o% a!!iliaio# *#+a!!il,
The n-affil person is 0affiliation motivated0) and has a need for friendly relationships
and is motivated towards interaction with other people. The affiliation driver produces
motivation and need to e li!ed and held in popular regard. These people are team
players.
4c-lelland said that most people possess and e1hiit a comination of these
characteristics. 6ome people e1hiit a strong ias to a particular motivational need
and this motivational or needs 0mi10 conse&uently affects their ehavior and
wor!ingHmanaging style. 4c-lelland suggested that a strong n-affil 0affiliation-
motivation0 undermines a manager0s ojectivity) ecause of their need to e li!ed) and
that this affects a manager0s decision-ma!ing capaility. / strong n-pow 0authority-
motivation0 will produce a determined wor! ethic and commitment to the
organi'ation) and while n-pow people are attracted to the leadership role. they may
not possess the re&uired fle1iility and people-centered s!ills. 4c-lelland argues that
n-ach people with strong 0achievement motivation0 ma!e the est leaders) although
there can e a tendency to demand too much of their staff in the elief that they are all
similarly and highly achievement-focused and results driven) which of course most
people are not.
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4c-lellandGs particular fascination was for achievement motivation) and this
laoratory e1periment illustrates one aspect of his theory aout the affect of
achievement on people0s motivation. 4c-lelland asserted via this e1periment that
while most people do not possess a strong achievement-ased motivation) those who
do) display a consistent ehavior in setting goals:
Dolunteers were as!ed to throw rings over pegs rather li!e the "air ground game. no
distance was stipulated) and most people seemed to throw from aritrary) random
distances) sometimes close) 6ometimes farther away. However a small group of
volunteers) whom 4c-lelland suggested were strongly achievement-motivated) too!
6ome care to measure and test distances to produce an ideal challenge- not too easy)
and not impossile. Interestingly a parallel e1ists in iology) !nown as the 0overload
principle0) which is commonly applied to fitness and e1ercising) i.e.) in order to
develop fitness andHor strength the e1ercise must e sufficiently demanding to
increase e1isting levels) ut not so demanding as to cause damage or strain.
4c-lelland identified the same need for a 0alanced challenge0 the approach of
achievement-motivated people.
4c-lelland contrasted achievement-motivated people with gamlers) and dispelled a
common pre-conception that n-ach 0achievement motivated0 people are ig ris! ta!ers.
,n the contrary - typically) achievement-motivate din individuals set goals which they
can influence with their effort and aility) and as such the goal is considered to e
/chievale. This determined results-driven approach is almost invariale present in
the character ma!e-up of all successful usiness people and entrepreneurs.
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4c-lelland suggested other characteristics and achievement-motivate people:
attitudes of
• /chievement is more important than material or financial reward.
• /chieving the aim or tas! gives greater personal satisfaction than receiving
praise or recognition.
• "inancial reward is regarded as a measurement of success) not an end in itself.
• 6ecurityGs not not prime motivator) nor is status.
• "eedac! is essential) ecause it enales measurement of success) not for
reasons of praise or recognition Ethe implication here is that feedac! must e
reliale) &uantifiale and factualF.
• /chievement-motivated people constantly see! improvements and ways of
doing things etter.
• /chievement-motivated people will logically favor jos and responsiilities
that naturally satisfy their needs) i.e. offer fle1iility and opportunity to set and
achieve goals) e.g.) sales and usiness management) and entrepreneurial roles.
4c-lelland firmly elieved that achievement-motivated people are Aenerally the
ones who ma!e things happen and get results) and that This e1tends to getting results
through the organi'ation of other People and resources) although as stated earlier) they
often demand Too much of their staff ecause they priorities achieving the goal
aove the many varied interests and needs of their people.
Interesting comparisons and relationships can e drawn etween 4c-lelland0s
motivation types) and the characteristics defined in ,ther ehavioral models) e.g.
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Be#.ige%/s hi#0i#g a#& -o%0i#g syles1 /chievement-motivation is
/ doule-frontal rain mode style. affiliation-motivation is right asal
ErearF.authority-motivations argualy left asal ErearF.
A&ai%/s a"io#+"e#e%e& lea&e%ship mo&el1 /chievement-motivated
4anagers are firmly focused on the Tas!) often to the detriment of
The Individual and the Team. /ffiliation-motivation people are Team
/nd Individual centered.
Thomas I#e%#aio#al *Pe%!o%m a2, DISC sysem: /chievement motivated people
are 050 profiles - results-driven) decisive) dominant) etc. /ffiliation-motivated people
are I EproactiveF and 6 EreactiveFprofile /uthority-motivated people are 6and -
profiles. E4ore detail on the (en'iger page.F
He%sey3Bla#"ha%&/s Si'aio#al Lea&e%ship mo&el: /chievement motivated people
tend to favor the styles of the first and second modesE0telling0 an 0selling0F. affiliation-
motivated people tend to favors the third mode E0participating0F. and the authority-
motivated people tend to favor the style of mode four E0delegating0F.
E4ore detail on the Tuc!manpage.F
M"4%ego% XY Theo%y: /chievement-motivated people tend towards I-Theory style)
due to their high tas! focus. there is plenty of E1ception however) and training
definitely helps the n-ach manager to seethe value of employing Theory B style.
n-pow managers are 5efinitely Theory I. n-affil are typically Theory B and if not can
relatively easily e trained to e so.
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He%.5e%g moi$ao%s a#& hygie#e !a"o%s: n-ach people are more *esponsive to
the Hert'erg motivators Eespecially achievement oviouslyF an n-affil and n-pow
people.
ADAM6s( E7UITY THEORY
8oh# Sa"ey A&ams +e9'iy heo%y o#
5 moi$aio#
?ohn 6tacey /dams) wor!place and ehavioral psychologist) put "orward his E&uity
Theory on jo motivation in +:=3. There are 6imilarities with -harles Handy0s
e1tension and interpretation of Previous simpler theories of 4aslow) Her'erg and
other pioneers of 9or! place psychology) in that the theory ac!nowledges that sutle
and variale factors affect each individual0s assessment and perception of their
relationship with their wor!) and therey their employer. /wareness and cogni'ance
feature more strongly than in earlier models) as does the influence of colleagues and
friends) etc) in forming cogni'ance) and in this particular model) 0a sense of what
is fair and reasonale0.
A&ams/ e9'iy heo%y
9e each see! a fair alance etween what we put into our jo and what we get out of
it. /dams calls these inputs and outputs. 9e form perceptions of what constitutes a
fair alance or trade of inputs and outputs y comparing our own situation with other
0referents0Ereference points or e1amplesF in the mar!et place. 9e are also influenced
y colleagues) friends) partners in estalishing these enchmar!s and our own
responses to them in relation to our own ratio of inputs to outputs.
If we feel are that inputs are fairly and ade&uately rewarded y outputs Ethe fairness
enchmar! eing sujectively perceived from mar!et norms and other comparales
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referencesF then we are happy in our wor! and motivated to continue inputting at the
same level.
I#p's a%e ypi"ally1 O'p's a%e ypi"ally
Effort) loyalty) hard wor!)
commitment) s!ill) aility)
adaptaility) fle1iility)
tolerance) determination) heart
and soul) enthusiasm) trust in
our oss and superiors) support
of colleagues and suordinates)
personal sacrifice) etc.
People
need to
feel that
there is a
fair
alance
etween
inputs and
outputs.
"inancial rewards - pay) salary)
e1penses) per!s) enefits) pension
arrangements) onus and commission
J plus intangiles -recognition)
reputation) praise and than!s) interest)
responsiility) stimulus) travel)
training) development) sense of
achievement and advancement)
promotion) etc.
If we feel that our inputs out-weigh the outputs then we ecome demotivated in
relation to our jo and employer. People respond to this feeling in different ways:
generally the e1tent of demotivation is proportional to the perceived disparity etween
inputs and e1pected outputs. 6ome people reduce effort and application and ecome
inwardly disgruntled) or outwardly difficult) recalcitrant or even disruptive. ,ther
people see! to improve the outputs y ma!ing claims or demands for more reward) or
see!ing an alternative jo.
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/(*/H/4 4/6L,906HIE*/*-HB ,"
>EE56 4,TIB/TI,>/L.4,5EL
/raham 4aslow developed the Hierarchy of >eeds model in +:;$-#$0s K6/) and
the Hierarchy of >eeds theory remains valid today for understanding human
motivation) management training) and personal development. Indeed) 4aslow0s ideas
surrounding the Hierarchy of >eeds concerning the responsiility of employers to
provide a wor!place environment that encourages and enales employees to fulfill
their own uni&ue potential Eself-actuali'ationF are today more relevant than ever.
/raham 4aslow0s oo! 4otivation and Personality) pulished in +:#; Esecond
edition +:C$F introduced the Hierarchy of >eeds) and 4aslow e1tended his ideas in
other wor!) notaly his later oo! Toward / Psychology ,f (eing) a significant
and relevant commentary) which has een revised in recent times y *ichard Lowry)
who is in his own right a leading academic in the field of motivational psychology.
/raham 4aslow was orn in >ew Bor! in +:$< and died in +:C$)although various
pulications appear in 4aslow0s name in later years. 4aslow0s Ph5 in psychology in
+:3; at the Kniversity of 9isconsin formed the asis of his motivational research)
initially studying rhesus mon!eys. 4aslow later moved to >ew Bor!0s (roo!lyn
-ollege.
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4aslow0s original five-stage Hierarchy of >eeds model is clearly and directly
attriutale to 4aslow. later versions with added motivational stages are not so
clearly attriutale. 4aslow0s Hierarchy of >eeds has een e1tended through
interpretation of 4aslow0s wor! y other people) and these augmented models and
diagrams are shown as the adapted seven and eight-stage Hierarchy of >eeds models
elow. There is some uncertainty as to how and when these additional three stages
Esi1) seventh and eighth - 0-ognitive0) 0/esthetical0) and 0Transcendence0F came to e
added) and y whom) to The Hierarchy of >eeds model) and many people consider
4aslow0s 0original five-stage Hierarchy ,f >eeds model to e the definitive
Eand perfectly ade&uateF concept.
Maslo-/s hie%a%"hy o! #ee&s
Each of us is motivated y needs. ,ur most asic needs are inorn)Having evolved
over tens of thousands of years. /raham 4aslow0s Hierarchy of >eeds helps to
e1plain how these needs motivate us all. 4aslow0s Hierarchy of >eeds states that we
must satisfy each need In turn )starting with the first) which deals with the most
ovious needs for survival itself.
,nly when the lower order needs of physical and emotional well eing are satisfied
are we concerned with the higher order needs of Influence and personal development.
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-onversely) the things that satisfy our lower order needs are swept away) we are no
longer concerned aout the maintenance of our higher order needs. 4aslow0s original
Hierarchy of >eeds model was developed etween+:;3-+:#;.
"*E5E*I-LHE*M(E*A 4,TID/TI,>/LTHE,*B
;%e&e%i"0 He%.5e%g6s moi$aio# a#& hygie#e !a"o%s
"rederic! Hert'ergGs oo! 0The 4otivation to 9or!0) written with research
colleagues ( 4ausner and ( 6nyderman in +:#
first estalished his theories aout
motivation in the wor!place. Her'erg0s wor!) originally on 2$$ Pittsurgh engineers
and accountants) has ecome one of the most replicated studies in the field of
wor!place psychology.
Her'erg was the first to show that satisfaction and dissatisfaction at 9or! nearly
always arose from different factors) and were not simply ,pposing reactions to the
same factors) as had always previously eenEand still now y the unenlightenedF
elieved.
He showed that certain factors truly motivate E0motivators0F) whereas others tendedto
lead to dissatisfaction E0hygiene factors0F.
/ccordintog Her'erg) 4an has two sets of needs. one as an animal To avoid pain)
and two as a human eing to grow psychologically.
He illustrated this also through (ilical e1ample: /dam after his E1pulsion from Eden
having the need for food) warmth) shelter)safety) etc.) - the 0hygiene0 needs. and
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/raham) capale and achieving great things through self-development - the
0motivational0 needs.
Her'erg0s research proved that people will strive to achieve hygiene >eeds ecause
they they are unhappy without them) ut once 6atisfied the effect soon wears off -
satisfaction is temporary.
STATEMENT O; THE PROBLEM
<A S'&y o# )el!a%e !a"iliies A#& is Impa" o#5 Sais!a"io#=
This particular topic is selected ecause jo satisfaction is a very important element
necessary for the smooth functioning of an organi'ation .Employee surveys provide a
channel for employee to communicate their views on a wide range of issues in total
confidence .They help management to uild up an accurate picture of how employees
perceive the organi'ation and highlight the causes of employee dissatisfaction.
PURPOSE O; THE STUDY:
The study has een conducted for gaining practical !nowledge aout H* practices
and fulfillment of 4asters of 5egree in (usiness /dministration(
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SCOPE O; THE STUDY1
The survey was conducted on ,perative Level of HLL. The &uestionnaire for this
survey was framed considering those factors where corrective action can e ta!en at
HLL. "rom the result of the survey the H* department can ta!e the corrective action
to increase employee satisfaction and therey increase productivity.
SURVEY OB8ECTIVES:
• To understand the impact of welfare facilities on jo satisfaction.
• To measure employee satisfaction level from different perspectives.
• To identify the perceived importance of satisfaction factors and the issues
causing dissatisfaction.
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• To propose recommendations for enhancing employee satisfaction to improve
usiness performance.
• To !now the welfare facilities provided y HLL.
.
COMPANY PRO;ILE
-orporate Profile
Hindustan Late1 Limited EHLLF is a Aovernment of India -ompany) under the
4inistry of Health and "amily 9elfare.
HLL was incorporated on 4arch +) +:== with the ojective of producing and
providing good &uality condoms for the >ational "amily Planning Program. The
foundation stone for the plant to e set up with ?apanese Technology) in the natural
ruer rich state of Lerala was laid y the then Knion 4inister for Health and "amily
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9elfare) 5r. 6ushila >ayyar at peroor!ada in Thiruvananthapuram on ?anuary +
+:=C. -ommercial production at the plant commenced on /pril #) +:=:. HLL today is
one of the worldGs largest manufacturers of condoms with an annual production
capacity of <$$ million pieces.
Today over three decades and five years hence) HLL has developed an impressive
production infrastructure for a range of -ontraceptives and Health -are Products.
4anufacturing facilities of HLL have the prestigious I6, :$$2 and the I6, +;$$+
-ertifications) the -E 4ar! for HLLGs (lood (ags and -ondoms) and the #+$E!F
-ertification for its -ondoms from the K6 "5/. HLL rands are eing e1ported to
over C$ countries today.
HLL has set up a trust - Hindustan Late1 "amily Planning Promotion Trust
EHL"PPTF) which is implementing various 6ocial Projects with an ojective of
ringing aout planned ehavioral change in some of the most ac!ward areas in
India. HL"PPT has developed the e1pertise and has rich e1perience in successfully
carrying out various social projects in the field of *eproductive Health) 6afe 6e1 and
/I56 Prevention.
U#i9'e#ess o! HLL - ,ur wide range of products for -ontraceptive and Health -are
segments) which possily no organi'ation the world ever could offer. Today HLL
product range include:
Co#%a"epi$e Ai&s1
• -ondoms
• -opper Ts
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• ,ral -ontraceptive Pills - N6aheliG the ,nce-a-9ee! Pill) 4ala 5) and the
Preventol Emergency -ontraceptive Pills
Healh Ca%e Ai&s1
• (lood Transfusion (ags
• Hydrocephalus 6hunts
• 6urgical 6utures
• 6urgical and E1amination Aloves
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So"ial Ma%0ei#g P%o&'"s1
• "erro Plus-Iron and "olic /cid Talets
• ?al ?eevan ,ral *e-hydration salts
• Plast aid 4edicated Plasters
Hiso%y
To %a"e 5%ie!ly> HLL6s la#&ma%0s i# he ?@
h
yea% si#"e is "omme#"eme# o!
ope%aio#s1
ABCB + -ommences on /pril #) commercial production of -ondoms at its plant at
Thiruvananthapuram. Production capacity at +;; million pieces a year.
AB@C - Production capacity douled with the addition of two more lines in the
molding section. Production capacity doules to 2<< million pieces.
ABDE - The addition of the plants at (elgaum and Thiruvananthapuram with the latest
state-of-art ?apanese Technology) raises HLLGs total -ondom production capacity to
<$$ million pieces a year.
ABBA - HLL recogni'ed as a 4,K signing organi'ation y the Aovernment of India.
HLL granted the #+$E!F -ertification y "ood and 5rug /dministration E"5/F of the
K6) needed for e1port of its -ondoms to the K6/.
ABBF - 5iversifies into manufacture of 6urgical % E1amination Aloves. -ommences
formulation and taletting of 6aheli once-a-wee! pill at (elgaum.
ABB? - Plant for formulation and taletting of 4ala-5 ,ral pills) commissioned at
(elgaum.
ABBG - -ommences production of -opper-T Intra-Kterine device at its /a!!ulam
plant. -ommences commercial production of -eredrain Hydrocephalus 6hunts.
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ABBG+ABBE - Introduces 6urgical) 6ynthetic and -atgut 6utures.
ABBE+ABBC - Introduces HL-Haemopac! (lood Transfusion (ags. HLL awarded the
>" mar! y the Laoratoire >ational 5iseases) "rance) which is the certification
re&uired for e1port of its -ondoms to the European >ations.
ABBC - HLL granted I6, :$$2 - for its efficient Ouality 4anagement 6ystems - for its
Peroor!ada plant manufacturing -ondoms) and /a!!ulam plant manufacturing (lood
(ags) -opper-T and Hydrocephalus 6hunt.
ABB@ - HLL) the only -ompany from India selected y 9H, for otaining their
re&uirements of -ondoms-for reaching countries worldwide.
ABBD - HLL Peroor!ada plant granted the prestigious -E mar!- the prime re&uisite for
e1port of -ondoms to the European Economic -ommunity Efrom ?une +::<F - y
A4E5) "rance) the official "rench -ertification /gency.
HLLGs /a!!ulam plant also receives the -E mar! from 6A6 Barsley International
-ertification 6ervices) KL for its (lood (ags.
Hindustan Late1 "amily Planning Promotion Trust EHL"PPTF commences several
social mar!eting projects and services all over the country.
ABBB+FHHH - *eceives 4,K award and -ertificate of merit from the Dice President of
India) for e1cellence in the achievement of 4,K targets. HLLGs /a!!ulam plant
receives I6, +;$$+ certification.
This "e%i!i"aio# sig#i!ies 1 Commime# o
Protect environment and prevent pollution.
-ompliance with all Environment laws and regulations.
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Project of welfare facilities and employee satisfaction surveyH L L
Health and 6afety of Employees and)
-onservation of energy and natural resources.
FHHF - HLLGs Peroor!ada plant and (elgaum plant awarded the I6, +;$$+
certifications. HLLGs Lanagala E(elgaumF plant awarded the -E mar! for its
-ondoms. /warded the -ertificate of 4erit y -/PEIIL for e1port achievements for
2$$+-2$$2. Introduces HL H/E4,6/"E Instant >eedle and 6yringe 5estroyer) a
fool proof system for destroying used needles.
FHH? - HLL received on /pril #) 2$$3) the 4,K award of the Aovernment of India)
from His E1cellency the President of India 5r. /. P. ?. /dul Lalamji) for e1cellence
in the achievement of 4,K targets for 2$$+-2$$2. /chieves highest turnover of *s.
+#$ -rores. *ecords highest profits EP(5ITF of *s. 2$.3$ -rores. Paid dividend of
*s.2.#$ -rores to the Aovernment of India. Introduces of Preventola Emergency
-ontraceptive Pills. Introduces for (lood (an! automation) two specially designed
products - Hi-are (lood -ollection 4onitor and Hi-are Tue 6ealer for sealing
(lood (ags. HLL commences trial production of 6urgical 6utures and Tissue
E1panders at its plant at /a!!ulam in Thiruvananthapuram.
D'%i#g FHHF+FHH? - HLL e1ported *s.+3 -rores worth of its -ondoms) (lood (ags)
Hydrocephalus 6hunts) and Late1 Aloves to over =$ countries around the world. HLL
attains top position in the area of social mar!eting) with added thrust from the
Hindustan Late1 "amily Planning Promotion Trust EHL"PPTF. -ommercial
production of 6urgical 6utures launched on 6eptemer 2C) 2$$3 y the Knion
4inister for Health and "amily 9elfare 6mt. 6ushma 6waraj.
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FHHG+ Launched 4oods condoms in the 4iddle East on ?anuary 22. HLLGs "emale
-ondom launched on "eruary +3) 2$$ y the 6ecretary) 5ept. of "amily 9elfare
6ri P.L. Hota) I/6 at >ew 5elhi. HLL 6anitary >ap!ins 6a!hia launched at a special
function in Indore on "eruary 2:. HLL new Knit at -ochin 6pecial Economic Mone
E-6EMF inaugurated y the -hairman on 4arch 2$$;.
*ecords the highest turnover yet of *s. +=2.#; crores and profits Eafter ta1F of
*s.+<.<+ crores. -,>6/P -ontraceptive -ream for women) launched at -hennai in
?une 2$$;. *eceived from the Prime 4inister of India on 6eptemer 2$$ the
Aovernment of India 4,K /ward on eing adjudged amongst the top ten ,f the
-entral Pulic 6ector Knitsm) on the asis of 4,K targets achieved. Paid a 5ividend
of 2;.2+P to the Aovernment of India) amounting to *s.3<= la!hs on >ovemer 2#)
2$$;. Launched in collaoration with 4Hs (ecton and 5ic!inson) /utolo!a /uto
destructive syringes) a special function at >ew 5elhi on 5ecemer +=)2$$;.
HLLGs Peroor!ada Plant at Thiruvananthapuram awarded the Aolden Peacoc!
>ational Ouality /ward y the Institute of 5irectors) on the occasion of the +#th
9orld -ongress on Total Ouality organised at 4umai on ?anuary + 2$$#. Paid
Interim 5ividend of 2$P amounting to *s. 2;2.# la!hs for the period /pril -
>ovemer 2$$ to the Knion 4inister for Health and "amily 9elfare
6ri /numani *amdoss at >ew 5elhi on ?anuary + 2$$;. /lso contriuted *s 2$
la!hs to Prime 4inisters *elief "und.
2$$#-HLL have received est safety award from national safety council from state
laour minister. HLL also announced the launched of auto loc! syringes % made
alliance with female health company) -hicago.
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Project of welfare facilities and employee satisfaction surveyH L L
HLL has started mar!eting through it /ny Time -ondomE/T-F vending machine at
most all pulic places.
Lanagala plant
E1ecutive 5irectorE,perationsF
Hindustan Late1 Limited
Lanagala ) (elgaum - #:+22#
Larnata!a ) India
Ph: Q:+-<333- 2C:2; 2C:2$C
"a1: Q:+-<333-2C:2;#) 2C:2$=
E 4ail: hllnf!Rsancharnet.in
Lanagala Plant of HLL has een set up in such a place where 6evere unemployment
prolems were prevailed. Lanagala is small village in Hu!!eri Talu!a of (elgaum
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Project of welfare facilities and employee satisfaction surveyH L L
5istrict. It is on the >ational Highway >o.; and it is aout ## !m form (elgaum and
+# !ms from >ippani.
The population of Lanagala village is aout +#$$$ and majority of the villagers are
engaged in agriculture. The Lanagala area a is industrially and economically
ac!ward. In order to provide the employment to the native people and to improve the
standard of living of the village people) 6hri. (. 6hna!arananda) the "ormer 4inister
of Health and "amily 9elfare) Aovt. of India) who has from the village) too! the
Initiative in estalishment of Lanagala unit of HLL.
HLL unit of Lanagala plant is having an area of aout 2< /cres of land) aout 3H;th of
the total area is occupied y "actory uilding which consists of administrative
uilding) main factory uilding. HLL was incorporated as a company under the
ministry of Health and "amily welfare of Aovernment of India on 4arch) +:=:. HLL
has een assisting nations massive family planning program y providing
indigenously loco priced) high &uality contraceptive namely -,>5,46. HLL is
today the largest manufacturer of condoms in the country with its two plants at
(elgaum in Larnata!a state and one at Thiruvananthapuram in Lerala 6tate) set up in
collaoration with 4Hs. ,L/4,T, I>5K6T*IE6 I>-. ?/P/> having installed
capacity of =$< 4illion pieces of condoms annually.
HLL has moved on from the status of single product manufacturer to a multi product
one) stepping into the reaction of health aids. The product range of HLL includes
condom) copper- T) (lood (ags) Hydro cephalous shunts)>on-steroidal oral
contraceptive pills and taulating of 6teroidal contraceptive pills 84/L/ J5H>8.
HLL is also Engaged in the trading of premium &uality surgical sutures.
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Project of welfare facilities and employee satisfaction surveyH L L
Lanagala plant in (elgaum) Larnata!a commenced ,peration )with the production of
condoms in +:<# using ?apanese technology. It was e1panded with the taulating
facility for (irth control pills) 4ala-5H> and 6aheli commenced in +::2. The
taletting of Emergency -ontraceptive pills was started in 2$$3. 4anufacturing
"acility for -entchroman (ul! drug was added in 2$$;.
Electrical and maintenance department) oiler room) effluent plant) uilding) stores)
ammonia storage loc!er room) office)canteen) assistance aid room) and within that
area) there is a hostel for unmarried employees. The factory premises also include two
&uarters for A4H5A4 E,perations and ProductionF.There is separate uilding
constructed for the Production of 4ala -5I>. -oral contraceptive pills as the
5iversification project of HLL at Lanagala unit. The Estalished Lanagala unit of
HLL is to manufacture the Thinnest condoms and hence it is called condom factory
and also it provides contraceptive pills 4/L/ 5H>. the main oject of this is to
provide employment opportunity to those people) who are coming form rural areas.
The Lanagala unit of its industrial ac!ground oject is to develop the area and
improving the standard of living of the people.
The manufacturing unit has I6, :$$2 certification. The production facility for (irth
control pills has een set up in line with 9H, good manufacturing practice.
List of Ouality -ertifications
• I6,:$$+-2$$$ -ertificate
• A4P -ertificate
• -E 4ar! -ertificate
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Project of welfare facilities and employee satisfaction surveyH L L
• I6,+;$$+: 2$$; -ertificate
• I6, +3;<#: 2$$3
MANA4EMENTSTRUCTURE
The 4anagement of HLL Lanagala plant is similar to that of 4anagement of HLL
unit at Thiruvananthapuram of Lerala 6tate.
The -hief E1ecutive of the Lanagala Knit is the 5eputy Aenera 4anager EParma F is
6hri Padmanahan.
HLL VISION
"Innovating for Healthy Generations"
HLL MISSION FHAH
The vision statement is further crystallised through a mission statement focused
on the # identified drivers to achieve this vision) vi'.) customer) employees) usiness)
industry and social initiatives.
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S%e#ghs a#& Capa5iliies
• ,ver thirty years e1perience in the manufacture of late1 ased products and
voer the past decade of Polymer ased products.
• Highly proficient e1pert team of Technical and other personnel to envision and
implement any tas!.
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• Hands of e1perience of having implemented three e1pansion projects.
• Thoroughly modernised its e1isting manufacturing units indigenously)
utilising the e1pertise of its own technical personnel.
• Technical e1pertise in the area of Technology Transfer. 6etup indigenously
world class production facilities for the manufacture of (lood Transfusion
(ags) Hydrocephalus 6hunt and -opper-TGs.
• Providing -onsultancy 6ervices for the setting up of a (lood (ag Knit in 9est
(engal.
4/>K"/-TK*I>A P*,-E66
The manufacturing process of condoms can e roadly
-lassified into 3 main operating vi'-
+F -ompounding of late1.
2F 4olding of compounded late1.
3F Dulcani'ation of molded project.
;FInspection Process
#FPac!ing
P%o&'"s o! HLL Ia#agala
Co#&oms ha$i#g $a%io's 5%a#& #ames1
+.>irodh-"ree supply
2.>irodh->ew Luricated
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Project of welfare facilities and employee satisfaction surveyH L L
3.5elu1e
;.6uper 5elu1e
#.4oods
=.*a!sha!
C.6hare
<.4asti
:.>ymph
+$.Kstad
++.6parsh
+2.Pic! me
+3.Maroor *angeela
O%al Co#%a"epi$e Pills !o% !emales
$+.4ala-5
$2.4ala->
$3.6aheli
$;./psara
$#.Preventol
$=./rpan
$C.-hoice
$<.4u!ti
$:.?ulie
+$.Lhushi
Healh "a%e Ai&s
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Project of welfare facilities and employee satisfaction surveyH L L
$+.(lood Transfussion (ags
$2.6urgical 6uteires
$3.6urgical % E1amination gloves
$;.Hand Aloves
H'ma# Reso'%"es
Visio#
"ostering employee e1cellence in support of uilding the >ationalGs est Health -are
-ompany.
Missio#
To provide company wide leadership in formulating human resource policies and
programmers that enhance the &uality of employee services and encouraging
employee contriutions towards sustaining HLLGs continued e1cellence.
To collaorate with all other departments in supporting effective recruitment)
development and maintenance of a highly competent wor!force.
To e a strategic partner in creating a wor! environment which fosters individual
achievements) teamwor!) integrity) professionalism and accountaility.
To foster a meaningful) environmental friendly and productive wor! environment and
ensure positive contriution to the community around us.
O5:e"i$es
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Project of welfare facilities and employee satisfaction surveyH L L
E1ercise leadership in modeling and implementing successful human resource
policies and practices that help unleash employee potential.
-reate an organi'ational amience where talents can loom and support the
managementGs efforts to foster a high performance wor!force.
6upport local efforts to recruit) develop and retain a highly &ualified wor! force y
uilding mar!et practices and effective employer practices into human resource
methodologies.
Encourage) support) reward and recogni'e creativity) innovation) individual and team
performance.
Provide competitive terms and conditions of employment to the wor! force through
uilding up a reward and recognition mechanism that provides value for people.
HR Philosophy
9e)
S (elieve in the potential of our most valuale assets- ,ur employees.
S (elieve and trust our employees.
S 6trive for e1cellence.
S E1hiit the values of honesty) integrity and respect among our employees and the
pulic in our wor! and conduct.
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Project of welfare facilities and employee satisfaction surveyH L L
OR4ANIJATION
CHART
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Project of welfare facilities and employee satisfaction surveyH L L
The Lanagala is divided into the following 5epartments:
+. ,perations and production
2. (oiler house
3. 4achine shop
;. H*
#. /ccounts
=. Purchase
C. 6tores
<. 5ispatch
:. 6ystems
+$. 6afety
++. Electrical
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Project of welfare facilities and employee satisfaction surveyH L L
SAMPLE K SAMPLIN4 TECHNI7UES
9hen the filed of en&uiry is large) a small representation of The larger whole is ta!en.
The selected respondents are ethnically called the sample and the selection process is
-alled 86ampling Techni&ue8. In this study the investigator Has selected fifty
respondents comprising aout +;.3P of the universe.
RESEARCH METHODOL4Y:
aFThe %esea%"h &esig# &es"%ipi$e: The primary information collected through
&uestionnaire. The &uestionnaire were personally given to each other.
FDaa Colle"io# Meho&: The information necessary for this survey is collected
y trapping primary and secondary sources.
Primary 6ources.
• Ouestionnaire
• Personal Interaction
6econdary sources
• Previous reports on employee satisfaction
• *elated information from internet.
• (oo!s and pulication
TOOL O; DATA COLLECTION
/ tool is an aid with which necessary and relevant Information can e fetched
systematically to the suject matter.
The interview method was the tool of data collection) which 9as used y investigator.
The schedule contains several Ouestion resulting to different aspects of the prolems
under analysis. ,pen and closed - ended &uestions were used for the interview.
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Project of welfare facilities and employee satisfaction surveyH L L
RESEARCH DESI4N
The research design is the conceptual structure within which research is conducted.
The preparation of such a design facilitates research to e as efficient as possile
yielding ma1imal information with minimal e1penditure of time)effort and money.
The present study is e1ploratory in nature) in the sense that /n attempt has een made
to e1plore the minds of the 9or!ers with respect to various parameters that affect the
Level of satisfaction.
the interview method was chosen primarily ecause:
It is more personal in nature. This facilitates etter response and thus effective
information can e gathered from the respondents It ma!es easier for the respondents
to understand the ojectives of the investigator and the study.
There is a certain amount of fle1iility) which can e helpful in gathering information
in greater depth. Proaility of securing spontaneous reactions is high.
LIMITATIONS O; THE STUDY
+. It applied to only permanent employees of the HLL.
2. ,nly #$ respondents were ta!en out of 3;<) so it may not resemle the total.
3. 6ome of the &uestions in the interview schedule were not responded since the
employee found it too sensitive to e answered.
Daa a#alysis1
5ata analysis was made ased on &uestionnaire. Araphs have een used to !now the
level of satisfaction of the employees towards welfare measures. This analysis is
helpful in recommending improvements in welfare measures
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Project of welfare facilities and employee satisfaction surveyH L L
ANALYSIS AND INTERPRETATION O; DATA
/nalysis and interpretation are central steps in the research process.
/nalysis of data means studying the taulated material in order to 5etermine inherent
facts or meanings. It involves rea!ing down E1isting comple1 factors in to simpler
parts and putting the parts Together in new arrangements for the purposes of
interpretation. Thus The gloal of analysis is to sumit summari'e the collected data
in 6uch a way that they provide answers to the &uestions that triggered
the research.
Interpretation is the search for the roader meaning of research findings. Through
interpretation) the meaning s and implications of the study ecome clear. /n analysis
is not complete without interpretation. and interpretation cannot proceed without
analysis.
This chapter aims at presenting the resulted of the study in a logical and convenient
form through simple tales) graphs and charts and e1plaining simple descriptive
measures. It also aims at pic!ing out the crucial results of the study. The entire chapter
has een ro!en down into several .su-chapters so as to facilitate easy understanding
of facts and figures.
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Project of welfare facilities and employee satisfaction surveyH L L
A( I !eel I am 5ei#g pai& a !ai% amo'# !o% he -o%0 I &o i# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately 3 =
3
5isagree slightly + 2
;
/gree slightly 2 ;
#
/gree moderately 33 ==
=
/gree very much = +2
Total #$ +$$
84oney@ as they say) 8Is the Life and (lood of Every (usiness8. Large part of money
of the profile or e it loss ma!es the part of the salaries to the employees and this is
,ne of the important reasons as to why an employee would do wor!.
In elow mentioned tale) the investigator has tried to gauge the employee0s
satisfaction towards the salary and reasons in it. 4ore <2P of employee say that they
agree that eing paid a fair amount for the wor! they do in HLL
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Project of welfare facilities and employee satisfaction surveyH L L
F( The%e is %eally oo lile "ha#"e !o% p%omoio# o# my5(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much + 2
2
5isagree moderately ; <
3
5isagree slightly + 2
;
/gree slightly # +$
#
/gree moderately # +$
=
/gree very much 3; =<
Total #$ +$$
/s they say 7Arowth is Life@ employee are also will to grow ahead what they are
today in order to meet future challenges. "rom the aove graph and tale we can see
that C< Pemployee of HLL see that there is too little -hance of growth and small
amount of employee say that <P say they have moderate chance of promotion.
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?( My s'pe%$iso% is 9'ie "ompee# i# &oi#g his3he%5(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately $ $
3
5isagree slightly ; <
;
/gree slightly +2 2;
#
/gree moderately 2+ ;2
=
/gree very much +3 2=
Total #$ +$$
4ore than =< P of employee say that there supervisor is &uite competent in doing
hisHher jo were as only 2;P employee say that they are slightly agree with the
statement and <P say do not agree.
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G( I am #o sais!ie& -ih he 5e#e!is I %e"ei$e i# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately 2C #;
3
5isagree slightly ; <
;
/gree slightly + 2
#
/gree moderately +; 2<
=
/gree very much $ $
Total #$ +$$
4ore the #;P of employee say that they are satisfied with the enefits I receive in
HLL only 2<P of the employee say that they are not satisfied with the enefits I receive
from the HLL
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Project of welfare facilities and employee satisfaction surveyH L L
E( )he# I &o a goo&5> I %e"ei$e he %e"og#iio# !o% i ha I sho'l& %e"ei$e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately $ $
3
5isagree slightly # +$
;
/gree slightly +: 3<
#
/gree moderately = +2
=
/gree very much +# 3$
Total #$ +$$
The aove graph show the relation with supervisor with the wor!er ;2P of employee
say that the receive the recognition for it that they should receive when they do good
jo. ,nly 2$ P employee say that they not receive the recognition for their jo.
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Project of welfare facilities and employee satisfaction surveyH L L
C( Ma#y o! o'% %'les a#& p%o"e&'%es i# HLL ma0e &oi#g a goo&5 &i!!i"'l(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much +3 2=
2
5isagree moderately + 2
3
5isagree slightly +2 2;
;
/gree slightly +$ 2$
#
/gree moderately 2 ;
=
/gree very much +2 2;
Total #$ +$$
*ules and procedures in HLL ma!e good jo difficult for some employee aout ;;P of
employee thin! that it ma!e the effect were as 2<P say it do not effect the jo
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Project of welfare facilities and employee satisfaction surveyH L L
@( I li0e he people I -o%0 -ih i# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately 2 ;
3
5isagree slightly $ $
;
/gree slightly # +$
#
/gree moderately +< 3=
=
/gree very much 2# #$
Total #$ +$$
the aove graph and tale show that the employee li!e the people who wor! with them
in HLL aout <=P of the employee say they li!e the people in HLL.
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Project of welfare facilities and employee satisfaction surveyH L L
D( I someimes !eel my5 is mea#i#gless(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 23 ;=
2
5isagree moderately +< 3=
3
5isagree slightly C +;
;
/gree slightly + 2
#
/gree moderately + 2
=
/gree very much $ $
Total #$ +$$
the employee say that the wor! they do in the HLL is 4eaningful and aout <2P of the
employee support the statement. In the other hand +;P say that they have some less
meaning.
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Project of welfare facilities and employee satisfaction surveyH L L
B( Comm'#i"aio#s seem goo& -ihi# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 3 =
2
5isagree moderately $ $
3
5isagree slightly 2 ;
;
/gree slightly +3 2=
#
/gree moderately ++ 22
=
/gree very much 2+ ;2
Total #$ +$$
/ good and healthy -ommunications is needed to a good smooth running of the
origination =;P and aove say that communication is good in HLL were as 2=P say it
is at satisfaction level.
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Project of welfare facilities and employee satisfaction surveyH L L
AH( Raises a%e oo !e- a#& !a% 5e-ee#.
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly 2+ ;2
;
/gree slightly ++ 22
#
/gree moderately +; 2<
=
/gree very much $ $
Total #$ +$$
*aises in the HLL are at a periodical period of time so some employee thin! it is too far
or ta!e more time were as other say that it is will ta!e the corrects time./out ;2P say
rases are few and #$P say
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Project of welfare facilities and employee satisfaction surveyH L L
AA( Those -ho &o -ell o# he5 sa#& a !ai% "ha#"e o! 5ei#g p%omoe&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately 3 =
3
5isagree slightly # +$
;
/gree slightly 22 ;;
#
/gree moderately += 32
=
/gree very much ; <
Total #$ +$$
Those who do good jo they will get fair chance for promotion in HLL aout #$P of
employees say that this statement is true.
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Project of welfare facilities and employee satisfaction surveyH L L
AF( My s'pe%$iso% is '#!ai% o me(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 2= #2
2
5isagree moderately = +2
3
5isagree slightly + 2
;
/gree slightly # +$
#
/gree moderately 2 ;
=
/gree very much +$ 2$
Total #$ +$$
The aove mentioned tale reveals that) the e1tent to which the employees are
satisfied with their supervisors) at HLL. /out #2P employees says that supervisors
act fair with them.
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Project of welfare facilities and employee satisfaction surveyH L L
A?( The 5e#e!is -e %e"ei$e i# HLL a%e as goo& as mos ohe% o%ga#i.aio#s o!!e%(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately $ $
3
5isagree slightly # +$
;
/gree slightly = +2
#
/gree moderately += 32
=
/gree very much 23 ;=
Total #$ +$$
The enefits we receive in HLL are as good as most other organi'ations offer this is
supported y the ma1imum employees are in HLL aout C<P.
BABASABPATIL
#3
Project of welfare facilities and employee satisfaction surveyH L L
AG( I &o #o !eel ha he -o%0 I &o is app%e"iae&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately +3 2=
3
5isagree slightly = +2
;
/gree slightly $ $
#
/gree moderately 2$ ;$
=
/gree very much C +;
Total #$ +$$
The large numer of employees feel that they are not appreciate y the good wor!
which they have done more then ;$P is are not happy with the appreciated done y
supervisor.
BABASABPATIL
#;
Project of welfare facilities and employee satisfaction surveyH L L
AE( I am sais!ie& 5y he -el!a%e ;a"iliies p%o$i&e& o yo' 5y HLL
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately 3 =
3
5isagree slightly $ $
;
/gree slightly C +;
#
/gree moderately +2 2;
=
/gree very much 2; ;<
Total #$ +$$
/lmost all the employees are satisfied with the welfare facility provided y the
company) ;<P are completely satisfied with the welfare facilities.
BABASABPATIL
##
Project of welfare facilities and employee satisfaction surveyH L L
AC( I !i#& I ha$e o -o%0 ha%&e% a my5 5e"a'se o! he i#"ompee#"e o! people I
-o%0 -ih(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ++ 22
2
5isagree moderately : +<
3
5isagree slightly $ $
;
/gree slightly +; 2<
#
/gree moderately ++ 22
=
/gree very much # +$
Total #$ +$$
Employees do not have to wor! harder at my jo ecause of the incompetence of
people I wor! with more then ;$P says that it does not have any effect
BABASABPATIL
#=
Project of welfare facilities and employee satisfaction surveyH L L
+C. I li0e &oi#g he hi#gs I &o a -o%0(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately : +<
3
5isagree slightly $ $
;
/gree slightly +; 2<
#
/gree moderately : +<
=
/gree very much +3 2=
Total #$ +$$
Employees li!e doing the things they do at wor! more then =$P li!e the place where
they wor!.
BABASABPATIL
#C
Project of welfare facilities and employee satisfaction surveyH L L
AD( The goals o! his HLL a%e #o "lea% o me(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 3$ =$
2
5isagree moderately +$ 2$
3
5isagree slightly $ $
;
/gree slightly ; <
#
/gree moderately + 2
=
/gree very much # +$
Total #$ +$$
4any employees of HLL have not communicated goals of company more then =$P
donGt !now the correct goals of company
BABASABPATIL
#<
Project of welfare facilities and employee satisfaction surveyH L L
AB( I !eel '#app%e"iae& 5y he HLL -he# I hi#0 a5o' -ha hey pay me(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly ++ 22
;
/gree slightly +# 3$
#
/gree moderately +# 3$
=
/gree very much # +$
Total #$ +$$
/ll the employees are agree that they have een paid right amount of salary with
reference to their scale C$P of employees are satisfied with their pay.
BABASABPATIL
#:
Project of welfare facilities and employee satisfaction surveyH L L
FH( People ge ahea& as !as he%e as hey &o i# ohe% pla"es
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately = +2
3
5isagree slightly # +$
;
/gree slightly +# 3$
#
/gree moderately +# 3$
=
/gree very much # +$
Total #$ +$$
People get ahead as fast here as they do in other places more then C$P of employees
agree with this statement.
BABASABPATIL
=$
Project of welfare facilities and employee satisfaction surveyH L L
FA( My s'pe%$iso% sho-s oo lile i#e%es i# he !eeli#gs o! s'5o%&i#aes.
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately ++ 22
3
5isagree slightly = +2
;
/gree slightly ; <
#
/gree moderately : +<
=
/gree very much +# 3$
Total #$ +$$
Emplyees of HLL says that supervisor shows interest in the feelings of suordinates
more ;<P says that supervisor do not shows interest in the feelings of suordinates
BABASABPATIL
=+
Project of welfare facilities and employee satisfaction surveyH L L
FF( The 5e#e!i pa"0age -e ha$e is e9'ia5le(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly # +$
;
/gree slightly = +2
#
/gree moderately 2+ ;2
=
/gree very much +; 2<
Total #$ +$$
/lmost all the employees thin! that the enefits are sufficient which are given y the
HLL more then C$P employees are satisfied.
BABASABPATIL
=2
Project of welfare facilities and employee satisfaction surveyH L L
F?( The%e a%e !e- %e-a%&s !o% hose -ho -o%0 he%e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately +; 2<
3
5isagree slightly ++ 22
;
/gree slightly $ $
#
/gree moderately +$ 2$
=
/gree very much +# 3$
Total #$ +$$
There are few rewards for those who wor! here more then #$P that this statement is
true and the rewards and awards should e increased.
BABASABPATIL
=3
Project of welfare facilities and employee satisfaction surveyH L L
FG(I ha$e oo m'"h o &o a -o%0(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly : +<
#
/gree moderately 2+ ;2
=
/gree very much += 32
Total #$ +$$
4ore then C$P employees thin! that the wor! load is not too much
BABASABPATIL
=;
Project of welfare facilities and employee satisfaction surveyH L L
FE( I e#y my "o-o%0e%s(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly = +2
#
/gree moderately +: 3<
=
/gree very much 2# #$
Total #; +$<
This is one of the factors which the investigator thin!s would affect the satisfaction
level of employees at wor!. / person might e happy or might not e happy relating
with people a this wor! place) such as relations with- his 6upervisors)% his co-
wor!ers
BABASABPATIL
=#
Project of welfare facilities and employee satisfaction surveyH L L
FC( I o!e# !eel ha I &o #o 0#o- -ha is goi#g o# -ih he o%ga#i.aio#(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately : +<
3
5isagree slightly < +=
;
/gree slightly # +$
#
/gree moderately +# 3$
=
/gree very much : +<
Total #$ +$$
Employees often feel that they !now what is going on with the organi'ation aout ;$P
employees support the statement .
BABASABPATIL
==
Project of welfare facilities and employee satisfaction surveyH L L
2C. I !eel a se#se o! p%i&e i# &oi#g my5(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 2 ;
2
5isagree moderately = +2
3
5isagree slightly 3 =
;
/gree slightly ; <
#
/gree moderately +# 3$
=
/gree very much 2$ ;$
Total #$ +$$
Employees feel a sense of pride in doing my jo more then C$P feel pride wor!ing in
HLL.
BABASABPATIL
=C
Project of welfare facilities and employee satisfaction surveyH L L
FD( I !eel sais!ie& -ih my "ha#"es !o% sala%y i#"%eases(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately : +<
3
5isagree slightly $ $
;
/gree slightly ++ 22
#
/gree moderately +$ 2$
=
/gree very much += 32
Total #$ +$$
4ore then C;P employees feel satisfied with my chances for salary increases in future
BABASABPATIL
=<
Project of welfare facilities and employee satisfaction surveyH L L
FD( The%e a%e 5e#e!is -e &o #o ha$e -hi"h -e sho'l& ha$e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately : +<
3
5isagree slightly = +2
;
/gree slightly = +2
#
/gree moderately 2# #$
=
/gree very much ; <
Total #$ +$$
4ore then #$P feel that there are enefits we do not have which we should have.
BABASABPATIL
=:
Project of welfare facilities and employee satisfaction surveyH L L
FB( I li0e my s'pe%$iso%(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately $ $
3
5isagree slightly : +<
;
/gree slightly ++ 22
#
/gree moderately +# 3$
=
/gree very much +# 3$
Total #$ +$$
/ll the employees of HLL li!e their supervisor more then =$P supervisor
BABASABPATIL
C$
Project of welfare facilities and employee satisfaction surveyH L L
?H( I &o#/ !eel my e!!o%s a%e %e-a%&e& he -ay hey sho'l& 5e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately +: 3<
3
5isagree slightly $ $
;
/gree slightly += 32
#
/gree moderately +$ 2$
=
/gree very much # +$
Total #$ +$$
4ore then =2P of HLL employees don0t feel my efforts are rewarded the way they
should e.
BABASABPATIL
C+
Project of welfare facilities and employee satisfaction surveyH L L
?A( I am sais!ie& -ih my "ha#"es !o% p%omoio# i# HLL.
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 2+ ;2
2
5isagree moderately $ $
3
5isagree slightly : +<
;
/gree slightly = +2
#
/gree moderately ; <
=
/gree very much +$ 2$
Total #$ +$$
;2P of employees are not satisfied with my chances for promotion in HLL.
BABASABPATIL
C2
Project of welfare facilities and employee satisfaction surveyH L L
?F( The%e is oo m'"h 5i"0e%i#g a#& !ighi#g a -o%0(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much += 32
2
5isagree moderately +; 2<
3
5isagree slightly = +2
;
/gree slightly ++ 22
#
/gree moderately 3 =
=
/gree very much $ $
Total #$ +$$
4ajority of the employees say there is too much ic!ering and fighting at wor!.=$P
says that there is no fighting in HLL.
BABASABPATIL
C3
Project of welfare facilities and employee satisfaction surveyH L L
??( My5 is e#ya5le(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately = +2
3
5isagree slightly $ $
;
/gree slightly : +<
#
/gree moderately 2= #2
=
/gree very much # +$
Total #$ +$$
<$P employees says that jo is enjoyale.
BABASABPATIL
C;
Project of welfare facilities and employee satisfaction surveyH L L
?G( )o%0 assig#me#s a%e #o !'lly e2plai#e&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately += 32
3
5isagree slightly $ $
;
/gree slightly ++ 22
#
/gree moderately +3 2=
=
/gree very much +$ 2$
Total #$ +$$
;<P of employees says that 9or! assignments are not fully e1plained
BABASABPATIL
C#
Project of welfare facilities and employee satisfaction surveyH L L
?E( I am sais!ie& -ih Res %oom K Sii#g ;a"iliies p%o$i&e&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much : +<
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly +$ 2$
#
/gree moderately +# 3$
=
/gree very much += 32
Total #$ +$$
<2P of employees are satisfied with *est room % 6itting "acilities provided.
BABASABPATIL
C=
Project of welfare facilities and employee satisfaction surveyH L L
?C( I am sais!ie& -ih A%%a#geme# !o% D%i#0i#g )ae%
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much : +<
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly $ $
#
/gree moderately 2: #<
=
/gree very much +2 2;
Total #$ +$$
<2P of employees are satisfied with /rrangement for 5rin!ing 9ater
BABASABPATIL
CC
Project of welfare facilities and employee satisfaction surveyH L L
?@( I am sais!ie& -ih U#i!o%m P%oe"o% K Sa!ey E9'ipme#
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately # +$
3
5isagree slightly $ $
;
/gree slightly $ $
#
/gree moderately ;+ <2
=
/gree very much ; <
Total #$ +$$
:$P of employees are satisfied with Kniform Protector % 6afety E&uipment
BABASABPATIL
C<
Project of welfare facilities and employee satisfaction surveyH L L
?D( I am sais!ie& -ih Ca#ee# ;a"iliies
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately +; 2<
3
5isagree slightly # +$
;
/gree slightly $ $
#
/gree moderately 2+ ;2
=
/gree very much +$ 2$
Total #$ +$$
=2P of employees are satisfied with -anteen "acilities
BABASABPATIL
C:
Project of welfare facilities and employee satisfaction surveyH L L
?B( I am sais!ie& -ih E&'"aio#al Loa# K Allo-a#"e !o% E&'"aio#
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly = +2
;
/gree slightly +$ 2$
#
/gree moderately += 32
=
/gree very much +; 2<
Total #$ +$$
<$P of employees are satisfied with Educational Loan % /llowance for Education
BABASABPATIL
<$
Project of welfare facilities and employee satisfaction surveyH L L
GH( I am sais!ie& -ih A""ommo&aio# ;a"iliies K T%a#spo% ;a"iliies
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately # +$
3
5isagree slightly $ $
;
/gree slightly $ $
#
/gree moderately 2= #2
=
/gree very much +: 3<
Total #$ +$$
:$P of employees are satisfied with /ccommodation "acilities % Transport "acilities
BABASABPATIL
<+
Project of welfare facilities and employee satisfaction surveyH L L
;INDIN4S
• <2P of the employees say that they satisfied with the salary
• C<P of the employees say that there are no growth opportunities.
• =<P of the employees say that their supervisor does his wor! competently.
• #;P of the employees say that they are satisfied with the enefits received
from HLL.
• ;2P of the employees say that they receive recognition for doing a good jo.
• #2P of the employees say that the policies of the company do not affect their
jo performance.
• <=P of the employees say that they li!e their suordinates in HLL.
• ==P of the employees say that their supervisor ehaves fairly with them.
• :$P of the employees say that they receive very good enefits from HLL.
• <2P of the employees are satisfied with the rest room and sitting facilities.
• :$P of the employees are satisfied with uniform) protector and safety
e&uipments.
• =2P of the employees are satisfied with canteen facilities
• <$P of the employees are satisfied with education loan and allowances for
education.
• :$P of the employees are satisfied with the accommodation facilities and
transport facilities.
BABASABPATIL
<2
Project of welfare facilities and employee satisfaction surveyH L L
SU44ESTIONS
The investigator has discussed with the sample respondents covered regarding their
satisfaction level focusing on five major aspects namely: Place of wor! and wor!
itself) *elation of people you wor! with) amenities provided) *ewards received and
,pportunities for growth in oneself.
6ince The -ompany has not started in late +:<$0s) the management has ta!en proper
care to create a conducive atmosphere for the employees wor!ing in all sections of the
organi'ation. Employees wor!ing in the administration are housed in a separate
uilding) where all the amenities are made availale to the employees. 6imilarly the
company has also a technically drawn H* policy which as consolidated manpower
management issues) such as reward system) suggestion scheme) promotion policy and
facilities etc. Bet certain amount of discontent has een noticed in the employees
regarding certain aspects of their wor! life) which in-turn influence on their jo
satisfaction. ..
+.-/>TEE>: -anteen is a statutory re&uirement as per "actories /ct of) +:;<. HLL)
Lanagala has put up a nice canteen to cater the re&uirements of the wor!force.
Employees have a say aout the style of management of the canteen) lot of
dissatisfaction is eing e1pressed on the &uality of food served y the canteen on the
price fi1ed. Though there is a canteen committee consisting of oth the management
and employees) which monitor and supervise the general administration of the
canteen) the food stuff prepared and served seems to lac! in &uality.
The canteen committee may e directed to loo! into these aspects as to see that the
menu and the &uality of food is maintained up to the satisfaction of employees.
BABASABPATIL
<3
Project of welfare facilities and employee satisfaction surveyH L L
There are other issues pertaining to facility of drin!ing water on which) some of the
employees have e1pressed their dissatisfaction. However the &uality of dissatisfaction
do not seems to e very high.
3.,n relationship etween the su-ordinates % top management) the employees seem
to have positive opinion. 6uch relationship need to fostered and maintained for the
future growth of the company.
BABASABPATIL
<;
Project of welfare facilities and employee satisfaction surveyH L L
7UESTIONNAIRE ;OR EMPLOYEE SATIS;ACTION
SURVEY
This survey is eing conducted to !now employees satisfaction. your
are re&uested to please spare some time to complete the &uestioner %
help this survey.
Please tic! the correct answer
E.g.: /re you employee of HLL E+ F Bes or E2F >o
Personal Profile:
A( Name
F( Se2 E+F4ale or E2F"emale
?( Age LLL
G( E&'"aio#al Sa's1LLLLLLLLLLLLL
E( Ma%ial sa's:
E+F 4arried E2F Knmarried
C( Religio#:
E+FHindu E2F 4uslim E3F-hristian E;F,therTTTTTTTTTTTTTT
@( P%ese# Desig#aio#1LLLLLLLLLL
D( Yea% o! e2pe%ie#"e1
BABASABPATIL
<#
Project of welfare facilities and employee satisfaction surveyH L L
8OB SATIS;ACTION SURVEY
PLE/6E -I*-LE THE ,>E >K4(E* ",* E/-H
OKE6TI,> TH/T -,4E6 -L,6E6T T,
*E"LE-TI>A B,K* ,PI>I,>
/(,KT IT.
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:
I feel I am eing paid a fair amount for the wor! I do in
HLL.
+ 2 3 ; # =
+$
There is really too little chance for promotion on my jo.
+ 2 3 ; # =
++
4y supervisor is &uite competent in doing hisHher jo.
+ 2 3 ; # =
+2
I am not satisfied with the enefits I receive in HLL.
+ 2 3 ; # =
+3
9hen I do a good jo) I receive the recognition for it that I
should receive.
+ 2 3 ; # =
+;
4any of our rules and procedures in HLL ma!e doing a
+ 2 3 ; # =
BABASABPATIL
<=
Project of welfare facilities and employee satisfaction surveyH L L
good jo difficult.
+#
I li!e the people I wor! with in HLL.
+ 2 3 ; # =
+=
I sometimes feel my jo is meaningless.
+ 2 3 ; # =
+C
-ommunications seem good within HLL.
+ 2 3 ; # =
+<
*aises are too few and far etween.
+ 2 3 ; # =
+:
Those who do well on the jo stand a fair chance of eing
promoted.
+ 2 3 ; # =
2$
4y supervisor is unfair to me.
+ 2 3 ; # =
2+
The enefits we receive in HLL are as good as most other
organi'ations offer.
+ 2 3 ; # =
22
I do not feel that the wor! I do is appreciated.
+ 2 3 ; # =
23
I am satisfied y the welfare "acilities provided to you y
HLL
+ 2 3 ; # =
2;
I find I have to wor! harder at my jo ecause of the
incompetence of people I wor! with.
+ 2 3 ; # =
2#
I li!e doing the things I do at wor!.
+ 2 3 ; # =
2=
The goals of this HLL are not clear to me.
+ 2 3 ; # =
BABASABPATIL
<C
Project of welfare facilities and employee satisfaction surveyH L L
PLE/6E -I*-LE THE ,>E >K4(E* ",* E/-H
OKE6TI,> TH/T -,4E6 -L,6E6T T,
*E"LE-TI>A B,K* ,PI>I,>
/(,KT IT.
D
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$
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%
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m
'
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2C
I feel unappreciated y the HLL when I thin! aout what
they pay me.
+ 2 3 ; # =
2<
People get ahead as fast here as they do in other places.
+ 2 3 ; # =
2:
4y supervisor shows too little interest in the feelings of
suordinates.
+ 2 3 ; # =
3$
The enefit pac!age we have is e&uitale.
+ 2 3 ; # =
3+
There are few rewards for those who wor! here.
+ 2 3 ; # =
32
I have too much to do at wor!.
+ 2 3 ; # =
33
I enjoy my cowor!ers.
+ 2 3 ; # =
3;
I often feel that I do not !now what is going on with the
organi'ation.
+ 2 3 ; # =
3#
I feel a sense of pride in doing my jo.
+ 2 3 ; # =
3=
I feel satisfied with my chances for salary increases.
+ 2 3 ; # =
BABASABPATIL
<<
Project of welfare facilities and employee satisfaction surveyH L L
3C
There are enefits we do not have which we should have.
+ 2 3 ; # =
3<
I li!e my supervisor.
+ 2 3 ; # =
3:
I don0t feel my efforts are rewarded the way they should
e.
+ 2 3 ; # =
;$
I am satisfied with my chances for promotion in HLL.
+ 2 3 ; # =
;+
There is too much ic!ering and fighting at wor!.
+ 2 3 ; # =
;2
4y jo is enjoyale.
+ 2 3 ; # =
;3
9or! assignments are not fully e1plained.
+ 2 3 ; # =
;;
I am satisfied with *est room % 6itting "acilities provided.
+ 2 3 ; # =
;#
I am satisfied with /rrangement for 5rin!ing 9ater
+ 2 3 ; # =
;=
I am satisfied with Kniform Protector % 6afety E&uipment
+ 2 3 ; # =
;C
I am satisfied with -anteen "acilities
+ 2 3 ; # =
;<
I am satisfied with Educational Loan % /llowance for
Education
+ 2 3 ; # =
;:
I am satisfied with /ccommodation "acilities % Transport
"acilities
+ 2 3 ; # =
CONCLUSION
Employees at Hindustan Late1 Ltd. are satisfied with the present welfare facilities
provided to them) yet they need some improvements li!e clean drin!ing water and
lunch room
? The management should provide canteen facility to employees.
? The welfare facility provided y the HLL are good) and company should try
to maintain same.
? The transport facility provided y HLL should e improved.
? 4anagement should ma!e arrangements for water filter E/&ua guardF to
provide clean drin!ing water to the employees.
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BIBILOGRAPHY
+F 4otivation to wor! Her'erg "rederic!
2F 8*esearch 4ethodology8 2nd Edition) 2$$ Lothari -*
3F ,1ford 5ictionary)
;F /pplied Human *elations8) ?ac! Hollran)
BABASABPATIL
:$
doc_735148764.doc
EXECUTIVE SUMMARY
Project consists of welfare facilities and employee satisfaction survey:-
It provides a channel for employees to communicate their views on wide range
of issues in total confidence.
Employee satisfaction survey is conducted to find out the satisfaction level of
the employees towards welfare facilities at HLL.
The other ojective is to find out the areas of low satisfaction level where corrective
actions can e ta!en to improve employee satisfaction.
"or this purpose a sample of #$ employees was selected % survey was done with the
help of &uestionnaire and the results are analy'ed for all the employees using
percentage method.
(ased on this analysis) oservations) given H* will e ta!ing corrective actions
to improve satisfaction level of the employees.
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INTRODUCTION
,f all the factors of production - -apital) land) laour. laour or man is undoutly the
crucial factor that ma!es or mars an organi'ation.
Employees are now a days seen as usiness partners of the organi'ation. They
empower the organi'ation to succeed. /t the threshold of this transformation) human
assets need to e chosen carefully) developed) nurtured) utili'ed and their
competencies multiplied.
High employee sais!a"io# le$els "a# %e&'"e '%#o$e% a#& a%iio# %ae i# he
i#&'s%ies(
People are the !ey to success in the new economy. -ompanies are attaching greater
importance to human performance today than ever efore. /nd while corporations
have presumaly always valued their employees) in today0s fast-moving new
economy) people have gained even greater stature and are now seen as possily the
most important factor in a company0s success or failure.
-ompanies are giving due importance to recogni'e and the e1traordinary efforts
related to retain the people in industry) some are ma!ing efforts to attract and retain
top talent) represent fundamental shifts in employer-employee relationships. /nd
nowhere has this een truer than in the high-tech sector) with its insatiale
demand for !nowledge wor!ers.
(ut the focus on human performance now stretches across all industries and all levels)
from the front lines of customer service to the highest e1ecutive ran!s. /lmost
industries are putting their est efforts to the !eep employees happy and engaged.
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,ne reason -E,s have egun investing in human performance improvement is that
they now have &uantifiale proof of a si'ale return. H* is fast changing from an
internal service department to a strategic partner in improving a company0s
competitive position. In this era of competition) if internal customers) i.e. employees
are not happy then the organi'ation will e out of competitive mar!et.
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LITERATURE REVIE)
4eaning and 5efinition:
Loc!e gives a comprehensive definition of Employee 6atisfaction
7/ pleasurale positive emotional state resulting from appraisal of ones perception of
how well their jo provides those things which are viewed as important. It is generally
recogni'ed in the organi'ational (ehavior field that employee0s satisfaction is the
most important and fre&uently studied attitude8.
5efinitions of the concepts:
To understand the concept clearly) it is etter to understand the literal
meaning of them. Therefore to understand the term
8Employee 6atisfaction8 it is very much important to !now the words 8Employee8
/nd 86atisfaction8 separately.
Employee: /ccording to the ,1ford 5ictionary the meaning of the
8Employee is a Person employed for 9ages8.
/ person who wor!s for another) in return) for financial or other compensation.
/ccording to Employees 6tate Insurance /ct) +:;<) /n Employee is defined as the
one who is directly employed y the principal employee or whose services are
temporarily lent to y another with whom the employee has a contract of service. The
act also says that employee also includes any person employed for the wages or any
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wor! connected with the administration of the factory or estalishment or any
department or ranch there of or with the purchase of raw materials for or the
distriution of scales of the products of the factory or estalishment. The act also
covers any person engaged as in apprentice) not eing an apprentice under the
/pprefltice /ct) +:=+ or under The 6tanding ,rders of the estalishment) ut does not
include any memer of the Indian >aval) 4ilitary or /ir-forces8.
6atisfaction: /ccording to the ,1ford 5ictionary the meaning of the satisfaction
means 8atonement or compensation or a situation where the e1pectations have een
met8.
/ccording to the 5ictionary of Psychology y ?. /!inson) E. (erne % *.6.
9oodworth) 6atisfaction means 8/ 6tate of pleasant % welleing conse&uent upon
having gratified an appetite or motive8.
9elfare means fairing or doing well. It is a comprehensive term) and refers to the
physical) mental % emotional well eing of an individual.
The IL, at its /sian *egional -onference defined 7Laours welfare as a term which
is understood to include such services) facilities and /menities and may e
estalished or in the vicinity in them with amenities conducive to good health % high
morale.
The ,1ford dictionary defines laours welfare as 7efforts to ma!e life worth living for
wor!men@.
-hamers dictionary defines as 7a state of fairing on doing well) freedom from
calamity) enjoyment of health) prosperity etc.
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Need for Labour welfare in India
The need for laours welfare was strongly felt y the committee of the royal
commitment to industrial wor! among the factory wor! and also the harsh treatment
receives from the employees since the developing country li!e India. This need was
emphasi'ed y the constitution of India in the chapter on the directive principle of
state policy in the following articles.
Impo%a#"e o! Employee Sais!a"io#:
+. Trac!ing the attitudes and opinions of employees can identify prolems areas and
solutions related to management and leadership) corporate policy) recruitment)
enefits) diversity) training) and professional development.
2. / comprehensive employee satisfaction study can e the !ey to a more a motivated
and loyal wor!force.
3. The first step is to understand e1actly which issues have the greatest impact on
employee satisfaction.
;. The findings of the employee satisfaction survey will tell you e1actly ow much
more important one issue is over another so that you can focus your performance
improvement initiatives appropriately.
#. In analy'ing the data) we can define and refine issues that need addressed) such as
overall jo satisfaction) professional fulfillment) employee motivation and
commitment) li!elihood to stay with the organi'ation) pay level) corporate goals and
,jectives.
=. 6urvey results can e segmented y employee position) length of employment) full-
time vs. part-time) etc.
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"/-T,*6 /""E-TI>A E4PL,BEE 6/TI6"/-TI,>.
+. /chievement
2. *ecognition
3. 9or! itself
;. *esponsiility
#. /dvancement
=. Personal growth
C. -ompany policy and administration
<. 6upervision
:. *elationship with supervisor
+$. 9or! conditions
++. 6alary
+2. *elationship with peers
+3. Personal life
+;. *elationship with suordinates
+#. 6tatus
+=. 6ecurity
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THE,*IE6 ," E4PL,BEE 6/TI6"/-TI,>.
5/DI5- 4--LELL/>506 4,TI/TI,>/L >EE56 THE,*B
5avid 4c-lelland is most noted for descriing three types of motivational need)
which he identified in his +:<< oo!) Human 4otivation:
• /chievement motivation En-achF)
• /uthority or power motivation En-powF)
• /ffiliation motivation En-affilF.
5avidic 4c-lellandGs needs-ased motivational model
These needs are found to varying degrees in all wor!ers and managers) and this mi1
of motivational needs characteri'es a person0s or manager0s style and ehavior) oth in
terms of eing motivated and in the management and motivation others.
The #ee& !o% a"hie$eme# *#+a"h,
The n-ach person is 0achievement motivated0 and therefore see!s achievement)
attainment of realistic ut challenging goals) and advancement in the jo. There is a
strong need for feedac! as to achievement and progress) and a need for a sense of
accomplishment.
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The #ee& !o% a'ho%iy a#& po-e% *#+po-,
The n-pow person is 0authority motivated0. This driver produces a need to e
influential) effective and to ma!e an impact. There is a strong need to lead and for
their ideas to prevail. There is also motivation and need towards increasing personal
status and prestige.
The #ee& !o% a!!iliaio# *#+a!!il,
The n-affil person is 0affiliation motivated0) and has a need for friendly relationships
and is motivated towards interaction with other people. The affiliation driver produces
motivation and need to e li!ed and held in popular regard. These people are team
players.
4c-lelland said that most people possess and e1hiit a comination of these
characteristics. 6ome people e1hiit a strong ias to a particular motivational need
and this motivational or needs 0mi10 conse&uently affects their ehavior and
wor!ingHmanaging style. 4c-lelland suggested that a strong n-affil 0affiliation-
motivation0 undermines a manager0s ojectivity) ecause of their need to e li!ed) and
that this affects a manager0s decision-ma!ing capaility. / strong n-pow 0authority-
motivation0 will produce a determined wor! ethic and commitment to the
organi'ation) and while n-pow people are attracted to the leadership role. they may
not possess the re&uired fle1iility and people-centered s!ills. 4c-lelland argues that
n-ach people with strong 0achievement motivation0 ma!e the est leaders) although
there can e a tendency to demand too much of their staff in the elief that they are all
similarly and highly achievement-focused and results driven) which of course most
people are not.
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4c-lellandGs particular fascination was for achievement motivation) and this
laoratory e1periment illustrates one aspect of his theory aout the affect of
achievement on people0s motivation. 4c-lelland asserted via this e1periment that
while most people do not possess a strong achievement-ased motivation) those who
do) display a consistent ehavior in setting goals:
Dolunteers were as!ed to throw rings over pegs rather li!e the "air ground game. no
distance was stipulated) and most people seemed to throw from aritrary) random
distances) sometimes close) 6ometimes farther away. However a small group of
volunteers) whom 4c-lelland suggested were strongly achievement-motivated) too!
6ome care to measure and test distances to produce an ideal challenge- not too easy)
and not impossile. Interestingly a parallel e1ists in iology) !nown as the 0overload
principle0) which is commonly applied to fitness and e1ercising) i.e.) in order to
develop fitness andHor strength the e1ercise must e sufficiently demanding to
increase e1isting levels) ut not so demanding as to cause damage or strain.
4c-lelland identified the same need for a 0alanced challenge0 the approach of
achievement-motivated people.
4c-lelland contrasted achievement-motivated people with gamlers) and dispelled a
common pre-conception that n-ach 0achievement motivated0 people are ig ris! ta!ers.
,n the contrary - typically) achievement-motivate din individuals set goals which they
can influence with their effort and aility) and as such the goal is considered to e
/chievale. This determined results-driven approach is almost invariale present in
the character ma!e-up of all successful usiness people and entrepreneurs.
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4c-lelland suggested other characteristics and achievement-motivate people:
attitudes of
• /chievement is more important than material or financial reward.
• /chieving the aim or tas! gives greater personal satisfaction than receiving
praise or recognition.
• "inancial reward is regarded as a measurement of success) not an end in itself.
• 6ecurityGs not not prime motivator) nor is status.
• "eedac! is essential) ecause it enales measurement of success) not for
reasons of praise or recognition Ethe implication here is that feedac! must e
reliale) &uantifiale and factualF.
• /chievement-motivated people constantly see! improvements and ways of
doing things etter.
• /chievement-motivated people will logically favor jos and responsiilities
that naturally satisfy their needs) i.e. offer fle1iility and opportunity to set and
achieve goals) e.g.) sales and usiness management) and entrepreneurial roles.
4c-lelland firmly elieved that achievement-motivated people are Aenerally the
ones who ma!e things happen and get results) and that This e1tends to getting results
through the organi'ation of other People and resources) although as stated earlier) they
often demand Too much of their staff ecause they priorities achieving the goal
aove the many varied interests and needs of their people.
Interesting comparisons and relationships can e drawn etween 4c-lelland0s
motivation types) and the characteristics defined in ,ther ehavioral models) e.g.
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Be#.ige%/s hi#0i#g a#& -o%0i#g syles1 /chievement-motivation is
/ doule-frontal rain mode style. affiliation-motivation is right asal
ErearF.authority-motivations argualy left asal ErearF.
A&ai%/s a"io#+"e#e%e& lea&e%ship mo&el1 /chievement-motivated
4anagers are firmly focused on the Tas!) often to the detriment of
The Individual and the Team. /ffiliation-motivation people are Team
/nd Individual centered.
Thomas I#e%#aio#al *Pe%!o%m a2, DISC sysem: /chievement motivated people
are 050 profiles - results-driven) decisive) dominant) etc. /ffiliation-motivated people
are I EproactiveF and 6 EreactiveFprofile /uthority-motivated people are 6and -
profiles. E4ore detail on the (en'iger page.F
He%sey3Bla#"ha%&/s Si'aio#al Lea&e%ship mo&el: /chievement motivated people
tend to favor the styles of the first and second modesE0telling0 an 0selling0F. affiliation-
motivated people tend to favors the third mode E0participating0F. and the authority-
motivated people tend to favor the style of mode four E0delegating0F.
E4ore detail on the Tuc!manpage.F
M"4%ego% XY Theo%y: /chievement-motivated people tend towards I-Theory style)
due to their high tas! focus. there is plenty of E1ception however) and training
definitely helps the n-ach manager to seethe value of employing Theory B style.
n-pow managers are 5efinitely Theory I. n-affil are typically Theory B and if not can
relatively easily e trained to e so.
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He%.5e%g moi$ao%s a#& hygie#e !a"o%s: n-ach people are more *esponsive to
the Hert'erg motivators Eespecially achievement oviouslyF an n-affil and n-pow
people.
ADAM6s( E7UITY THEORY
8oh# Sa"ey A&ams +e9'iy heo%y o#
5 moi$aio#?ohn 6tacey /dams) wor!place and ehavioral psychologist) put "orward his E&uity
Theory on jo motivation in +:=3. There are 6imilarities with -harles Handy0s
e1tension and interpretation of Previous simpler theories of 4aslow) Her'erg and
other pioneers of 9or! place psychology) in that the theory ac!nowledges that sutle
and variale factors affect each individual0s assessment and perception of their
relationship with their wor!) and therey their employer. /wareness and cogni'ance
feature more strongly than in earlier models) as does the influence of colleagues and
friends) etc) in forming cogni'ance) and in this particular model) 0a sense of what
is fair and reasonale0.
A&ams/ e9'iy heo%y
9e each see! a fair alance etween what we put into our jo and what we get out of
it. /dams calls these inputs and outputs. 9e form perceptions of what constitutes a
fair alance or trade of inputs and outputs y comparing our own situation with other
0referents0Ereference points or e1amplesF in the mar!et place. 9e are also influenced
y colleagues) friends) partners in estalishing these enchmar!s and our own
responses to them in relation to our own ratio of inputs to outputs.
If we feel are that inputs are fairly and ade&uately rewarded y outputs Ethe fairness
enchmar! eing sujectively perceived from mar!et norms and other comparales
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referencesF then we are happy in our wor! and motivated to continue inputting at the
same level.
I#p's a%e ypi"ally1 O'p's a%e ypi"ally
Effort) loyalty) hard wor!)
commitment) s!ill) aility)
adaptaility) fle1iility)
tolerance) determination) heart
and soul) enthusiasm) trust in
our oss and superiors) support
of colleagues and suordinates)
personal sacrifice) etc.
People
need to
feel that
there is a
fair
alance
etween
inputs and
outputs.
"inancial rewards - pay) salary)
e1penses) per!s) enefits) pension
arrangements) onus and commission
J plus intangiles -recognition)
reputation) praise and than!s) interest)
responsiility) stimulus) travel)
training) development) sense of
achievement and advancement)
promotion) etc.
If we feel that our inputs out-weigh the outputs then we ecome demotivated in
relation to our jo and employer. People respond to this feeling in different ways:
generally the e1tent of demotivation is proportional to the perceived disparity etween
inputs and e1pected outputs. 6ome people reduce effort and application and ecome
inwardly disgruntled) or outwardly difficult) recalcitrant or even disruptive. ,ther
people see! to improve the outputs y ma!ing claims or demands for more reward) or
see!ing an alternative jo.
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/(*/H/4 4/6L,906HIE*/*-HB ,"
>EE56 4,TIB/TI,>/L.4,5EL
/raham 4aslow developed the Hierarchy of >eeds model in +:;$-#$0s K6/) and
the Hierarchy of >eeds theory remains valid today for understanding human
motivation) management training) and personal development. Indeed) 4aslow0s ideas
surrounding the Hierarchy of >eeds concerning the responsiility of employers to
provide a wor!place environment that encourages and enales employees to fulfill
their own uni&ue potential Eself-actuali'ationF are today more relevant than ever.
/raham 4aslow0s oo! 4otivation and Personality) pulished in +:#; Esecond
edition +:C$F introduced the Hierarchy of >eeds) and 4aslow e1tended his ideas in
other wor!) notaly his later oo! Toward / Psychology ,f (eing) a significant
and relevant commentary) which has een revised in recent times y *ichard Lowry)
who is in his own right a leading academic in the field of motivational psychology.
/raham 4aslow was orn in >ew Bor! in +:$< and died in +:C$)although various
pulications appear in 4aslow0s name in later years. 4aslow0s Ph5 in psychology in
+:3; at the Kniversity of 9isconsin formed the asis of his motivational research)
initially studying rhesus mon!eys. 4aslow later moved to >ew Bor!0s (roo!lyn
-ollege.
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4aslow0s original five-stage Hierarchy of >eeds model is clearly and directly
attriutale to 4aslow. later versions with added motivational stages are not so
clearly attriutale. 4aslow0s Hierarchy of >eeds has een e1tended through
interpretation of 4aslow0s wor! y other people) and these augmented models and
diagrams are shown as the adapted seven and eight-stage Hierarchy of >eeds models
elow. There is some uncertainty as to how and when these additional three stages
Esi1) seventh and eighth - 0-ognitive0) 0/esthetical0) and 0Transcendence0F came to e
added) and y whom) to The Hierarchy of >eeds model) and many people consider
4aslow0s 0original five-stage Hierarchy ,f >eeds model to e the definitive
Eand perfectly ade&uateF concept.
Maslo-/s hie%a%"hy o! #ee&s
Each of us is motivated y needs. ,ur most asic needs are inorn)Having evolved
over tens of thousands of years. /raham 4aslow0s Hierarchy of >eeds helps to
e1plain how these needs motivate us all. 4aslow0s Hierarchy of >eeds states that we
must satisfy each need In turn )starting with the first) which deals with the most
ovious needs for survival itself.
,nly when the lower order needs of physical and emotional well eing are satisfied
are we concerned with the higher order needs of Influence and personal development.
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-onversely) the things that satisfy our lower order needs are swept away) we are no
longer concerned aout the maintenance of our higher order needs. 4aslow0s original
Hierarchy of >eeds model was developed etween+:;3-+:#;.
"*E5E*I-LHE*M(E*A 4,TID/TI,>/LTHE,*B
;%e&e%i"0 He%.5e%g6s moi$aio# a#& hygie#e !a"o%s
"rederic! Hert'ergGs oo! 0The 4otivation to 9or!0) written with research
colleagues ( 4ausner and ( 6nyderman in +:#
first estalished his theories aoutmotivation in the wor!place. Her'erg0s wor!) originally on 2$$ Pittsurgh engineers
and accountants) has ecome one of the most replicated studies in the field of
wor!place psychology.
Her'erg was the first to show that satisfaction and dissatisfaction at 9or! nearly
always arose from different factors) and were not simply ,pposing reactions to the
same factors) as had always previously eenEand still now y the unenlightenedF
elieved.
He showed that certain factors truly motivate E0motivators0F) whereas others tendedto
lead to dissatisfaction E0hygiene factors0F.
/ccordintog Her'erg) 4an has two sets of needs. one as an animal To avoid pain)
and two as a human eing to grow psychologically.
He illustrated this also through (ilical e1ample: /dam after his E1pulsion from Eden
having the need for food) warmth) shelter)safety) etc.) - the 0hygiene0 needs. and
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/raham) capale and achieving great things through self-development - the
0motivational0 needs.
Her'erg0s research proved that people will strive to achieve hygiene >eeds ecause
they they are unhappy without them) ut once 6atisfied the effect soon wears off -
satisfaction is temporary.
STATEMENT O; THE PROBLEM
<A S'&y o# )el!a%e !a"iliies A#& is Impa" o#
5 Sais!a"io#=This particular topic is selected ecause jo satisfaction is a very important element
necessary for the smooth functioning of an organi'ation .Employee surveys provide a
channel for employee to communicate their views on a wide range of issues in total
confidence .They help management to uild up an accurate picture of how employees
perceive the organi'ation and highlight the causes of employee dissatisfaction.
PURPOSE O; THE STUDY:
The study has een conducted for gaining practical !nowledge aout H* practices
and fulfillment of 4asters of 5egree in (usiness /dministration(
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SCOPE O; THE STUDY1
The survey was conducted on ,perative Level of HLL. The &uestionnaire for this
survey was framed considering those factors where corrective action can e ta!en at
HLL. "rom the result of the survey the H* department can ta!e the corrective action
to increase employee satisfaction and therey increase productivity.
SURVEY OB8ECTIVES:
• To understand the impact of welfare facilities on jo satisfaction.
• To measure employee satisfaction level from different perspectives.
• To identify the perceived importance of satisfaction factors and the issues
causing dissatisfaction.
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• To propose recommendations for enhancing employee satisfaction to improve
usiness performance.
• To !now the welfare facilities provided y HLL.
.
COMPANY PRO;ILE
-orporate Profile
Hindustan Late1 Limited EHLLF is a Aovernment of India -ompany) under the
4inistry of Health and "amily 9elfare.
HLL was incorporated on 4arch +) +:== with the ojective of producing and
providing good &uality condoms for the >ational "amily Planning Program. The
foundation stone for the plant to e set up with ?apanese Technology) in the natural
ruer rich state of Lerala was laid y the then Knion 4inister for Health and "amily
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9elfare) 5r. 6ushila >ayyar at peroor!ada in Thiruvananthapuram on ?anuary +
+:=C. -ommercial production at the plant commenced on /pril #) +:=:. HLL today is
one of the worldGs largest manufacturers of condoms with an annual production
capacity of <$$ million pieces.
Today over three decades and five years hence) HLL has developed an impressive
production infrastructure for a range of -ontraceptives and Health -are Products.
4anufacturing facilities of HLL have the prestigious I6, :$$2 and the I6, +;$$+
-ertifications) the -E 4ar! for HLLGs (lood (ags and -ondoms) and the #+$E!F
-ertification for its -ondoms from the K6 "5/. HLL rands are eing e1ported to
over C$ countries today.
HLL has set up a trust - Hindustan Late1 "amily Planning Promotion Trust
EHL"PPTF) which is implementing various 6ocial Projects with an ojective of
ringing aout planned ehavioral change in some of the most ac!ward areas in
India. HL"PPT has developed the e1pertise and has rich e1perience in successfully
carrying out various social projects in the field of *eproductive Health) 6afe 6e1 and
/I56 Prevention.
U#i9'e#ess o! HLL - ,ur wide range of products for -ontraceptive and Health -are
segments) which possily no organi'ation the world ever could offer. Today HLL
product range include:
Co#%a"epi$e Ai&s1
• -ondoms
• -opper Ts
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• ,ral -ontraceptive Pills - N6aheliG the ,nce-a-9ee! Pill) 4ala 5) and the
Preventol Emergency -ontraceptive Pills
Healh Ca%e Ai&s1
• (lood Transfusion (ags
• Hydrocephalus 6hunts
• 6urgical 6utures
• 6urgical and E1amination Aloves
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So"ial Ma%0ei#g P%o&'"s1
• "erro Plus-Iron and "olic /cid Talets
• ?al ?eevan ,ral *e-hydration salts
• Plast aid 4edicated Plasters
Hiso%y
To %a"e 5%ie!ly> HLL6s la#&ma%0s i# he ?@
h
yea% si#"e is "omme#"eme# o!
ope%aio#s1
ABCB + -ommences on /pril #) commercial production of -ondoms at its plant at
Thiruvananthapuram. Production capacity at +;; million pieces a year.
AB@C - Production capacity douled with the addition of two more lines in the
molding section. Production capacity doules to 2<< million pieces.
ABDE - The addition of the plants at (elgaum and Thiruvananthapuram with the latest
state-of-art ?apanese Technology) raises HLLGs total -ondom production capacity to
<$$ million pieces a year.
ABBA - HLL recogni'ed as a 4,K signing organi'ation y the Aovernment of India.
HLL granted the #+$E!F -ertification y "ood and 5rug /dministration E"5/F of the
K6) needed for e1port of its -ondoms to the K6/.
ABBF - 5iversifies into manufacture of 6urgical % E1amination Aloves. -ommences
formulation and taletting of 6aheli once-a-wee! pill at (elgaum.
ABB? - Plant for formulation and taletting of 4ala-5 ,ral pills) commissioned at
(elgaum.
ABBG - -ommences production of -opper-T Intra-Kterine device at its /a!!ulam
plant. -ommences commercial production of -eredrain Hydrocephalus 6hunts.
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Project of welfare facilities and employee satisfaction surveyH L L
ABBG+ABBE - Introduces 6urgical) 6ynthetic and -atgut 6utures.
ABBE+ABBC - Introduces HL-Haemopac! (lood Transfusion (ags. HLL awarded the
>" mar! y the Laoratoire >ational 5iseases) "rance) which is the certification
re&uired for e1port of its -ondoms to the European >ations.
ABBC - HLL granted I6, :$$2 - for its efficient Ouality 4anagement 6ystems - for its
Peroor!ada plant manufacturing -ondoms) and /a!!ulam plant manufacturing (lood
(ags) -opper-T and Hydrocephalus 6hunt.
ABB@ - HLL) the only -ompany from India selected y 9H, for otaining their
re&uirements of -ondoms-for reaching countries worldwide.
ABBD - HLL Peroor!ada plant granted the prestigious -E mar!- the prime re&uisite for
e1port of -ondoms to the European Economic -ommunity Efrom ?une +::<F - y
A4E5) "rance) the official "rench -ertification /gency.
HLLGs /a!!ulam plant also receives the -E mar! from 6A6 Barsley International
-ertification 6ervices) KL for its (lood (ags.
Hindustan Late1 "amily Planning Promotion Trust EHL"PPTF commences several
social mar!eting projects and services all over the country.
ABBB+FHHH - *eceives 4,K award and -ertificate of merit from the Dice President of
India) for e1cellence in the achievement of 4,K targets. HLLGs /a!!ulam plant
receives I6, +;$$+ certification.
This "e%i!i"aio# sig#i!ies 1 Commime# o
Protect environment and prevent pollution.
-ompliance with all Environment laws and regulations.
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Project of welfare facilities and employee satisfaction surveyH L L
Health and 6afety of Employees and)
-onservation of energy and natural resources.
FHHF - HLLGs Peroor!ada plant and (elgaum plant awarded the I6, +;$$+
certifications. HLLGs Lanagala E(elgaumF plant awarded the -E mar! for its
-ondoms. /warded the -ertificate of 4erit y -/PEIIL for e1port achievements for
2$$+-2$$2. Introduces HL H/E4,6/"E Instant >eedle and 6yringe 5estroyer) a
fool proof system for destroying used needles.
FHH? - HLL received on /pril #) 2$$3) the 4,K award of the Aovernment of India)
from His E1cellency the President of India 5r. /. P. ?. /dul Lalamji) for e1cellence
in the achievement of 4,K targets for 2$$+-2$$2. /chieves highest turnover of *s.
+#$ -rores. *ecords highest profits EP(5ITF of *s. 2$.3$ -rores. Paid dividend of
*s.2.#$ -rores to the Aovernment of India. Introduces of Preventola Emergency
-ontraceptive Pills. Introduces for (lood (an! automation) two specially designed
products - Hi-are (lood -ollection 4onitor and Hi-are Tue 6ealer for sealing
(lood (ags. HLL commences trial production of 6urgical 6utures and Tissue
E1panders at its plant at /a!!ulam in Thiruvananthapuram.
D'%i#g FHHF+FHH? - HLL e1ported *s.+3 -rores worth of its -ondoms) (lood (ags)
Hydrocephalus 6hunts) and Late1 Aloves to over =$ countries around the world. HLL
attains top position in the area of social mar!eting) with added thrust from the
Hindustan Late1 "amily Planning Promotion Trust EHL"PPTF. -ommercial
production of 6urgical 6utures launched on 6eptemer 2C) 2$$3 y the Knion
4inister for Health and "amily 9elfare 6mt. 6ushma 6waraj.
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FHHG+ Launched 4oods condoms in the 4iddle East on ?anuary 22. HLLGs "emale
-ondom launched on "eruary +3) 2$$
y the 6ecretary) 5ept. of "amily 9elfare6ri P.L. Hota) I/6 at >ew 5elhi. HLL 6anitary >ap!ins 6a!hia launched at a special
function in Indore on "eruary 2:. HLL new Knit at -ochin 6pecial Economic Mone
E-6EMF inaugurated y the -hairman on 4arch
2$$;. *ecords the highest turnover yet of *s. +=2.#; crores and profits Eafter ta1F of
*s.+<.<+ crores. -,>6/P -ontraceptive -ream for women) launched at -hennai in
?une 2$$;. *eceived from the Prime 4inister of India on 6eptemer
2$$ theAovernment of India 4,K /ward on eing adjudged amongst the top ten ,f the
-entral Pulic 6ector Knitsm) on the asis of 4,K targets achieved. Paid a 5ividend
of 2;.2+P to the Aovernment of India) amounting to *s.3<= la!hs on >ovemer 2#)
2$$;. Launched in collaoration with 4Hs (ecton and 5ic!inson) /utolo!a /uto
destructive syringes) a special function at >ew 5elhi on 5ecemer +=)2$$;.
HLLGs Peroor!ada Plant at Thiruvananthapuram awarded the Aolden Peacoc!
>ational Ouality /ward y the Institute of 5irectors) on the occasion of the +#th
9orld -ongress on Total Ouality organised at 4umai on ?anuary +
2$$#. PaidInterim 5ividend of 2$P amounting to *s. 2;2.# la!hs for the period /pril -
>ovemer 2$$
to the Knion 4inister for Health and "amily 9elfare 6ri /numani *amdoss at >ew 5elhi on ?anuary +
2$$;. /lso contriuted *s 2$la!hs to Prime 4inisters *elief "und.
2$$#-HLL have received est safety award from national safety council from state
laour minister. HLL also announced the launched of auto loc! syringes % made
alliance with female health company) -hicago.
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Project of welfare facilities and employee satisfaction surveyH L L
HLL has started mar!eting through it /ny Time -ondomE/T-F vending machine at
most all pulic places.
Lanagala plant
E1ecutive 5irectorE,perationsF
Hindustan Late1 Limited
Lanagala ) (elgaum - #:+22#
Larnata!a ) India
Ph: Q:+-<333- 2C:2;
2C:2$C"a1: Q:+-<333-2C:2;#) 2C:2$=
E 4ail: hllnf!Rsancharnet.in
Lanagala Plant of HLL has een set up in such a place where 6evere unemployment
prolems were prevailed. Lanagala is small village in Hu!!eri Talu!a of (elgaum
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5istrict. It is on the >ational Highway >o.; and it is aout ## !m form (elgaum and
+# !ms from >ippani.
The population of Lanagala village is aout +#$$$ and majority of the villagers are
engaged in agriculture. The Lanagala area a is industrially and economically
ac!ward. In order to provide the employment to the native people and to improve the
standard of living of the village people) 6hri. (. 6hna!arananda) the "ormer 4inister
of Health and "amily 9elfare) Aovt. of India) who has from the village) too! the
Initiative in estalishment of Lanagala unit of HLL.
HLL unit of Lanagala plant is having an area of aout 2< /cres of land) aout 3H;th of
the total area is occupied y "actory uilding which consists of administrative
uilding) main factory uilding. HLL was incorporated as a company under the
ministry of Health and "amily welfare of Aovernment of India on 4arch) +:=:. HLL
has een assisting nations massive family planning program y providing
indigenously loco priced) high &uality contraceptive namely -,>5,46. HLL is
today the largest manufacturer of condoms in the country with its two plants at
(elgaum in Larnata!a state and one at Thiruvananthapuram in Lerala 6tate) set up in
collaoration with 4Hs. ,L/4,T, I>5K6T*IE6 I>-. ?/P/> having installed
capacity of =$< 4illion pieces of condoms annually.
HLL has moved on from the status of single product manufacturer to a multi product
one) stepping into the reaction of health aids. The product range of HLL includes
condom) copper- T) (lood (ags) Hydro cephalous shunts)>on-steroidal oral
contraceptive pills and taulating of 6teroidal contraceptive pills 84/L/ J5H>8.
HLL is also Engaged in the trading of premium &uality surgical sutures.
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Project of welfare facilities and employee satisfaction surveyH L L
Lanagala plant in (elgaum) Larnata!a commenced ,peration )with the production of
condoms in +:<# using ?apanese technology. It was e1panded with the taulating
facility for (irth control pills) 4ala-5H> and 6aheli commenced in +::2. The
taletting of Emergency -ontraceptive pills was started in 2$$3. 4anufacturing
"acility for -entchroman (ul! drug was added in 2$$;.
Electrical and maintenance department) oiler room) effluent plant) uilding) stores)
ammonia storage loc!er room) office)canteen) assistance aid room) and within that
area) there is a hostel for unmarried employees. The factory premises also include two
&uarters for A4H5A4 E,perations and ProductionF.There is separate uilding
constructed for the Production of 4ala -5I>. -oral contraceptive pills as the
5iversification project of HLL at Lanagala unit. The Estalished Lanagala unit of
HLL is to manufacture the Thinnest condoms and hence it is called condom factory
and also it provides contraceptive pills 4/L/ 5H>. the main oject of this is to
provide employment opportunity to those people) who are coming form rural areas.
The Lanagala unit of its industrial ac!ground oject is to develop the area and
improving the standard of living of the people.
The manufacturing unit has I6, :$$2 certification. The production facility for (irth
control pills has een set up in line with 9H, good manufacturing practice.
List of Ouality -ertifications
• I6,:$$+-2$$$ -ertificate
• A4P -ertificate
• -E 4ar! -ertificate
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Project of welfare facilities and employee satisfaction surveyH L L
• I6,+;$$+: 2$$; -ertificate
• I6, +3;<#: 2$$3
MANA4EMENTSTRUCTURE
The 4anagement of HLL Lanagala plant is similar to that of 4anagement of HLL
unit at Thiruvananthapuram of Lerala 6tate.
The -hief E1ecutive of the Lanagala Knit is the 5eputy Aenera 4anager EParma F is
6hri Padmanahan.
HLL VISION
"Innovating for Healthy Generations"
HLL MISSION FHAH
The vision statement is further crystallised through a mission statement focused
on the # identified drivers to achieve this vision) vi'.) customer) employees) usiness)
industry and social initiatives.
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S%e#ghs a#& Capa5iliies
• ,ver thirty years e1perience in the manufacture of late1 ased products and
voer the past decade of Polymer ased products.
• Highly proficient e1pert team of Technical and other personnel to envision and
implement any tas!.
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• Hands of e1perience of having implemented three e1pansion projects.
• Thoroughly modernised its e1isting manufacturing units indigenously)
utilising the e1pertise of its own technical personnel.
• Technical e1pertise in the area of Technology Transfer. 6etup indigenously
world class production facilities for the manufacture of (lood Transfusion
(ags) Hydrocephalus 6hunt and -opper-TGs.
• Providing -onsultancy 6ervices for the setting up of a (lood (ag Knit in 9est
(engal.
4/>K"/-TK*I>A P*,-E66
The manufacturing process of condoms can e roadly
-lassified into 3 main operating vi'-
+F -ompounding of late1.
2F 4olding of compounded late1.
3F Dulcani'ation of molded project.
;FInspection Process
#FPac!ing
P%o&'"s o! HLL Ia#agala
Co#&oms ha$i#g $a%io's 5%a#& #ames1
+.>irodh-"ree supply
2.>irodh->ew Luricated
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Project of welfare facilities and employee satisfaction surveyH L L
3.5elu1e
;.6uper 5elu1e
#.4oods
=.*a!sha!
C.6hare
<.4asti
:.>ymph
+$.Kstad
++.6parsh
+2.Pic! me
+3.Maroor *angeela
O%al Co#%a"epi$e Pills !o% !emales
$+.4ala-5
$2.4ala->
$3.6aheli
$;./psara
$#.Preventol
$=./rpan
$C.-hoice
$<.4u!ti
$:.?ulie
+$.Lhushi
Healh "a%e Ai&s
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Project of welfare facilities and employee satisfaction surveyH L L
$+.(lood Transfussion (ags
$2.6urgical 6uteires
$3.6urgical % E1amination gloves
$;.Hand Aloves
H'ma# Reso'%"es
Visio#
"ostering employee e1cellence in support of uilding the >ationalGs est Health -are
-ompany.
Missio#
To provide company wide leadership in formulating human resource policies and
programmers that enhance the &uality of employee services and encouraging
employee contriutions towards sustaining HLLGs continued e1cellence.
To collaorate with all other departments in supporting effective recruitment)
development and maintenance of a highly competent wor!force.
To e a strategic partner in creating a wor! environment which fosters individual
achievements) teamwor!) integrity) professionalism and accountaility.
To foster a meaningful) environmental friendly and productive wor! environment and
ensure positive contriution to the community around us.
O5:e"i$es
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Project of welfare facilities and employee satisfaction surveyH L L
E1ercise leadership in modeling and implementing successful human resource
policies and practices that help unleash employee potential.
-reate an organi'ational amience where talents can loom and support the
managementGs efforts to foster a high performance wor!force.
6upport local efforts to recruit) develop and retain a highly &ualified wor! force y
uilding mar!et practices and effective employer practices into human resource
methodologies.
Encourage) support) reward and recogni'e creativity) innovation) individual and team
performance.
Provide competitive terms and conditions of employment to the wor! force through
uilding up a reward and recognition mechanism that provides value for people.
HR Philosophy
9e)
S (elieve in the potential of our most valuale assets- ,ur employees.
S (elieve and trust our employees.
S 6trive for e1cellence.
S E1hiit the values of honesty) integrity and respect among our employees and the
pulic in our wor! and conduct.
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OR4ANIJATION
CHART
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Project of welfare facilities and employee satisfaction surveyH L L
The Lanagala is divided into the following 5epartments:
+. ,perations and production
2. (oiler house
3. 4achine shop
;. H*
#. /ccounts
=. Purchase
C. 6tores
<. 5ispatch
:. 6ystems
+$. 6afety
++. Electrical
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Project of welfare facilities and employee satisfaction surveyH L L
SAMPLE K SAMPLIN4 TECHNI7UES
9hen the filed of en&uiry is large) a small representation of The larger whole is ta!en.
The selected respondents are ethnically called the sample and the selection process is
-alled 86ampling Techni&ue8. In this study the investigator Has selected fifty
respondents comprising aout +;.3P of the universe.
RESEARCH METHODOL4Y:
aFThe %esea%"h &esig# &es"%ipi$e: The primary information collected through
&uestionnaire. The &uestionnaire were personally given to each other.
FDaa Colle"io# Meho&: The information necessary for this survey is collected
y trapping primary and secondary sources.
Primary 6ources.
• Ouestionnaire
• Personal Interaction
6econdary sources
• Previous reports on employee satisfaction
• *elated information from internet.
• (oo!s and pulication
TOOL O; DATA COLLECTION
/ tool is an aid with which necessary and relevant Information can e fetched
systematically to the suject matter.
The interview method was the tool of data collection) which 9as used y investigator.
The schedule contains several Ouestion resulting to different aspects of the prolems
under analysis. ,pen and closed - ended &uestions were used for the interview.
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Project of welfare facilities and employee satisfaction surveyH L L
RESEARCH DESI4N
The research design is the conceptual structure within which research is conducted.
The preparation of such a design facilitates research to e as efficient as possile
yielding ma1imal information with minimal e1penditure of time)effort and money.
The present study is e1ploratory in nature) in the sense that /n attempt has een made
to e1plore the minds of the 9or!ers with respect to various parameters that affect the
Level of satisfaction.
the interview method was chosen primarily ecause:
It is more personal in nature. This facilitates etter response and thus effective
information can e gathered from the respondents It ma!es easier for the respondents
to understand the ojectives of the investigator and the study.
There is a certain amount of fle1iility) which can e helpful in gathering information
in greater depth. Proaility of securing spontaneous reactions is high.
LIMITATIONS O; THE STUDY
+. It applied to only permanent employees of the HLL.
2. ,nly #$ respondents were ta!en out of 3;<) so it may not resemle the total.
3. 6ome of the &uestions in the interview schedule were not responded since the
employee found it too sensitive to e answered.
Daa a#alysis1
5ata analysis was made ased on &uestionnaire. Araphs have een used to !now the
level of satisfaction of the employees towards welfare measures. This analysis is
helpful in recommending improvements in welfare measures
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Project of welfare facilities and employee satisfaction surveyH L L
ANALYSIS AND INTERPRETATION O; DATA
/nalysis and interpretation are central steps in the research process.
/nalysis of data means studying the taulated material in order to 5etermine inherent
facts or meanings. It involves rea!ing down E1isting comple1 factors in to simpler
parts and putting the parts Together in new arrangements for the purposes of
interpretation. Thus The gloal of analysis is to sumit summari'e the collected data
in 6uch a way that they provide answers to the &uestions that triggered
the research.
Interpretation is the search for the roader meaning of research findings. Through
interpretation) the meaning s and implications of the study ecome clear. /n analysis
is not complete without interpretation. and interpretation cannot proceed without
analysis.
This chapter aims at presenting the resulted of the study in a logical and convenient
form through simple tales) graphs and charts and e1plaining simple descriptive
measures. It also aims at pic!ing out the crucial results of the study. The entire chapter
has een ro!en down into several .su-chapters so as to facilitate easy understanding
of facts and figures.
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Project of welfare facilities and employee satisfaction surveyH L L
A( I !eel I am 5ei#g pai& a !ai% amo'# !o% he -o%0 I &o i# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately 3 =
3
5isagree slightly + 2
;
/gree slightly 2 ;
#
/gree moderately 33 ==
=
/gree very much = +2
Total #$ +$$
84oney@ as they say) 8Is the Life and (lood of Every (usiness8. Large part of money
of the profile or e it loss ma!es the part of the salaries to the employees and this is
,ne of the important reasons as to why an employee would do wor!.
In elow mentioned tale) the investigator has tried to gauge the employee0s
satisfaction towards the salary and reasons in it. 4ore <2P of employee say that they
agree that eing paid a fair amount for the wor! they do in HLL
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Project of welfare facilities and employee satisfaction surveyH L L
F( The%e is %eally oo lile "ha#"e !o% p%omoio# o# my
5(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much + 2
2
5isagree moderately ; <
3
5isagree slightly + 2
;
/gree slightly # +$
#
/gree moderately # +$
=
/gree very much 3; =<
Total #$ +$$
/s they say 7Arowth is Life@ employee are also will to grow ahead what they are
today in order to meet future challenges. "rom the aove graph and tale we can see
that C< Pemployee of HLL see that there is too little -hance of growth and small
amount of employee say that <P say they have moderate chance of promotion.
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?( My s'pe%$iso% is 9'ie "ompee# i# &oi#g his3he%
5(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately $ $
3
5isagree slightly ; <
;
/gree slightly +2 2;
#
/gree moderately 2+ ;2
=
/gree very much +3 2=
Total #$ +$$
4ore than =< P of employee say that there supervisor is &uite competent in doing
hisHher jo were as only 2;P employee say that they are slightly agree with the
statement and <P say do not agree.
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G( I am #o sais!ie& -ih he 5e#e!is I %e"ei$e i# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately 2C #;
3
5isagree slightly ; <
;
/gree slightly + 2
#
/gree moderately +; 2<
=
/gree very much $ $
Total #$ +$$
4ore the #;P of employee say that they are satisfied with the enefits I receive in
HLL only 2<P of the employee say that they are not satisfied with the enefits I receive
from the HLL
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Project of welfare facilities and employee satisfaction surveyH L L
E( )he# I &o a goo&
5> I %e"ei$e he %e"og#iio# !o% i ha I sho'l& %e"ei$e(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately $ $
3
5isagree slightly # +$
;
/gree slightly +: 3<
#
/gree moderately = +2
=
/gree very much +# 3$
Total #$ +$$
The aove graph show the relation with supervisor with the wor!er ;2P of employee
say that the receive the recognition for it that they should receive when they do good
jo. ,nly 2$ P employee say that they not receive the recognition for their jo.
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Project of welfare facilities and employee satisfaction surveyH L L
C( Ma#y o! o'% %'les a#& p%o"e&'%es i# HLL ma0e &oi#g a goo&
5 &i!!i"'l(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much +3 2=
2
5isagree moderately + 2
3
5isagree slightly +2 2;
;
/gree slightly +$ 2$
#
/gree moderately 2 ;
=
/gree very much +2 2;
Total #$ +$$
*ules and procedures in HLL ma!e good jo difficult for some employee aout ;;P of
employee thin! that it ma!e the effect were as 2<P say it do not effect the jo
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Project of welfare facilities and employee satisfaction surveyH L L
@( I li0e he people I -o%0 -ih i# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately 2 ;
3
5isagree slightly $ $
;
/gree slightly # +$
#
/gree moderately +< 3=
=
/gree very much 2# #$
Total #$ +$$
the aove graph and tale show that the employee li!e the people who wor! with them
in HLL aout <=P of the employee say they li!e the people in HLL.
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D( I someimes !eel my
5 is mea#i#gless(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 23 ;=
2
5isagree moderately +< 3=
3
5isagree slightly C +;
;
/gree slightly + 2
#
/gree moderately + 2
=
/gree very much $ $
Total #$ +$$
the employee say that the wor! they do in the HLL is 4eaningful and aout <2P of the
employee support the statement. In the other hand +;P say that they have some less
meaning.
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Project of welfare facilities and employee satisfaction surveyH L L
B( Comm'#i"aio#s seem goo& -ihi# HLL(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 3 =
2
5isagree moderately $ $
3
5isagree slightly 2 ;
;
/gree slightly +3 2=
#
/gree moderately ++ 22
=
/gree very much 2+ ;2
Total #$ +$$
/ good and healthy -ommunications is needed to a good smooth running of the
origination =;P and aove say that communication is good in HLL were as 2=P say it
is at satisfaction level.
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AH( Raises a%e oo !e- a#& !a% 5e-ee#.
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly 2+ ;2
;
/gree slightly ++ 22
#
/gree moderately +; 2<
=
/gree very much $ $
Total #$ +$$
*aises in the HLL are at a periodical period of time so some employee thin! it is too far
or ta!e more time were as other say that it is will ta!e the corrects time./out ;2P say
rases are few and #$P say
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Project of welfare facilities and employee satisfaction surveyH L L
AA( Those -ho &o -ell o# he
5 sa#& a !ai% "ha#"e o! 5ei#g p%omoe&(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately 3 =
3
5isagree slightly # +$
;
/gree slightly 22 ;;
#
/gree moderately += 32
=
/gree very much ; <
Total #$ +$$
Those who do good jo they will get fair chance for promotion in HLL aout #$P of
employees say that this statement is true.
BABASABPATIL
#+
Project of welfare facilities and employee satisfaction surveyH L L
AF( My s'pe%$iso% is '#!ai% o me(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 2= #2
2
5isagree moderately = +2
3
5isagree slightly + 2
;
/gree slightly # +$
#
/gree moderately 2 ;
=
/gree very much +$ 2$
Total #$ +$$
The aove mentioned tale reveals that) the e1tent to which the employees are
satisfied with their supervisors) at HLL. /out #2P employees says that supervisors
act fair with them.
BABASABPATIL
#2
Project of welfare facilities and employee satisfaction surveyH L L
A?( The 5e#e!is -e %e"ei$e i# HLL a%e as goo& as mos ohe% o%ga#i.aio#s o!!e%(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately $ $
3
5isagree slightly # +$
;
/gree slightly = +2
#
/gree moderately += 32
=
/gree very much 23 ;=
Total #$ +$$
The enefits we receive in HLL are as good as most other organi'ations offer this is
supported y the ma1imum employees are in HLL aout C<P.
BABASABPATIL
#3
Project of welfare facilities and employee satisfaction surveyH L L
AG( I &o #o !eel ha he -o%0 I &o is app%e"iae&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately +3 2=
3
5isagree slightly = +2
;
/gree slightly $ $
#
/gree moderately 2$ ;$
=
/gree very much C +;
Total #$ +$$
The large numer of employees feel that they are not appreciate y the good wor!
which they have done more then ;$P is are not happy with the appreciated done y
supervisor.
BABASABPATIL
#;
Project of welfare facilities and employee satisfaction surveyH L L
AE( I am sais!ie& 5y he -el!a%e ;a"iliies p%o$i&e& o yo' 5y HLL
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately 3 =
3
5isagree slightly $ $
;
/gree slightly C +;
#
/gree moderately +2 2;
=
/gree very much 2; ;<
Total #$ +$$
/lmost all the employees are satisfied with the welfare facility provided y the
company) ;<P are completely satisfied with the welfare facilities.
BABASABPATIL
##
Project of welfare facilities and employee satisfaction surveyH L L
AC( I !i#& I ha$e o -o%0 ha%&e% a my
5 5e"a'se o! he i#"ompee#"e o! people I-o%0 -ih(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ++ 22
2
5isagree moderately : +<
3
5isagree slightly $ $
;
/gree slightly +; 2<
#
/gree moderately ++ 22
=
/gree very much # +$
Total #$ +$$
Employees do not have to wor! harder at my jo ecause of the incompetence of
people I wor! with more then ;$P says that it does not have any effect
BABASABPATIL
#=
Project of welfare facilities and employee satisfaction surveyH L L
+C. I li0e &oi#g he hi#gs I &o a -o%0(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately : +<
3
5isagree slightly $ $
;
/gree slightly +; 2<
#
/gree moderately : +<
=
/gree very much +3 2=
Total #$ +$$
Employees li!e doing the things they do at wor! more then =$P li!e the place where
they wor!.
BABASABPATIL
#C
Project of welfare facilities and employee satisfaction surveyH L L
AD( The goals o! his HLL a%e #o "lea% o me(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 3$ =$
2
5isagree moderately +$ 2$
3
5isagree slightly $ $
;
/gree slightly ; <
#
/gree moderately + 2
=
/gree very much # +$
Total #$ +$$
4any employees of HLL have not communicated goals of company more then =$P
donGt !now the correct goals of company
BABASABPATIL
#<
Project of welfare facilities and employee satisfaction surveyH L L
AB( I !eel '#app%e"iae& 5y he HLL -he# I hi#0 a5o' -ha hey pay me(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly ++ 22
;
/gree slightly +# 3$
#
/gree moderately +# 3$
=
/gree very much # +$
Total #$ +$$
/ll the employees are agree that they have een paid right amount of salary with
reference to their scale C$P of employees are satisfied with their pay.
BABASABPATIL
#:
Project of welfare facilities and employee satisfaction surveyH L L
FH( People ge ahea& as !as he%e as hey &o i# ohe% pla"es
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately = +2
3
5isagree slightly # +$
;
/gree slightly +# 3$
#
/gree moderately +# 3$
=
/gree very much # +$
Total #$ +$$
People get ahead as fast here as they do in other places more then C$P of employees
agree with this statement.
BABASABPATIL
=$
Project of welfare facilities and employee satisfaction surveyH L L
FA( My s'pe%$iso% sho-s oo lile i#e%es i# he !eeli#gs o! s'5o%&i#aes.
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much # +$
2
5isagree moderately ++ 22
3
5isagree slightly = +2
;
/gree slightly ; <
#
/gree moderately : +<
=
/gree very much +# 3$
Total #$ +$$
Emplyees of HLL says that supervisor shows interest in the feelings of suordinates
more ;<P says that supervisor do not shows interest in the feelings of suordinates
BABASABPATIL
=+
Project of welfare facilities and employee satisfaction surveyH L L
FF( The 5e#e!i pa"0age -e ha$e is e9'ia5le(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly # +$
;
/gree slightly = +2
#
/gree moderately 2+ ;2
=
/gree very much +; 2<
Total #$ +$$
/lmost all the employees thin! that the enefits are sufficient which are given y the
HLL more then C$P employees are satisfied.
BABASABPATIL
=2
Project of welfare facilities and employee satisfaction surveyH L L
F?( The%e a%e !e- %e-a%&s !o% hose -ho -o%0 he%e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately +; 2<
3
5isagree slightly ++ 22
;
/gree slightly $ $
#
/gree moderately +$ 2$
=
/gree very much +# 3$
Total #$ +$$
There are few rewards for those who wor! here more then #$P that this statement is
true and the rewards and awards should e increased.
BABASABPATIL
=3
Project of welfare facilities and employee satisfaction surveyH L L
FG(I ha$e oo m'"h o &o a -o%0(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly : +<
#
/gree moderately 2+ ;2
=
/gree very much += 32
Total #$ +$$
4ore then C$P employees thin! that the wor! load is not too much
BABASABPATIL
=;
Project of welfare facilities and employee satisfaction surveyH L L
FE( I e#
y my "o-o%0e%s(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly = +2
#
/gree moderately +: 3<
=
/gree very much 2# #$
Total #; +$<
This is one of the factors which the investigator thin!s would affect the satisfaction
level of employees at wor!. / person might e happy or might not e happy relating
with people a this wor! place) such as relations with- his 6upervisors)% his co-
wor!ers
BABASABPATIL
=#
Project of welfare facilities and employee satisfaction surveyH L L
FC( I o!e# !eel ha I &o #o 0#o- -ha is goi#g o# -ih he o%ga#i.aio#(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately : +<
3
5isagree slightly < +=
;
/gree slightly # +$
#
/gree moderately +# 3$
=
/gree very much : +<
Total #$ +$$
Employees often feel that they !now what is going on with the organi'ation aout ;$P
employees support the statement .
BABASABPATIL
==
Project of welfare facilities and employee satisfaction surveyH L L
2C. I !eel a se#se o! p%i&e i# &oi#g my
5(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 2 ;
2
5isagree moderately = +2
3
5isagree slightly 3 =
;
/gree slightly ; <
#
/gree moderately +# 3$
=
/gree very much 2$ ;$
Total #$ +$$
Employees feel a sense of pride in doing my jo more then C$P feel pride wor!ing in
HLL.
BABASABPATIL
=C
Project of welfare facilities and employee satisfaction surveyH L L
FD( I !eel sais!ie& -ih my "ha#"es !o% sala%y i#"%eases(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately : +<
3
5isagree slightly $ $
;
/gree slightly ++ 22
#
/gree moderately +$ 2$
=
/gree very much += 32
Total #$ +$$
4ore then C;P employees feel satisfied with my chances for salary increases in future
BABASABPATIL
=<
Project of welfare facilities and employee satisfaction surveyH L L
FD( The%e a%e 5e#e!is -e &o #o ha$e -hi"h -e sho'l& ha$e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately : +<
3
5isagree slightly = +2
;
/gree slightly = +2
#
/gree moderately 2# #$
=
/gree very much ; <
Total #$ +$$
4ore then #$P feel that there are enefits we do not have which we should have.
BABASABPATIL
=:
Project of welfare facilities and employee satisfaction surveyH L L
FB( I li0e my s'pe%$iso%(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately $ $
3
5isagree slightly : +<
;
/gree slightly ++ 22
#
/gree moderately +# 3$
=
/gree very much +# 3$
Total #$ +$$
/ll the employees of HLL li!e their supervisor more then =$P supervisor
BABASABPATIL
C$
Project of welfare facilities and employee satisfaction surveyH L L
?H( I &o#/ !eel my e!!o%s a%e %e-a%&e& he -ay hey sho'l& 5e(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately +: 3<
3
5isagree slightly $ $
;
/gree slightly += 32
#
/gree moderately +$ 2$
=
/gree very much # +$
Total #$ +$$
4ore then =2P of HLL employees don0t feel my efforts are rewarded the way they
should e.
BABASABPATIL
C+
Project of welfare facilities and employee satisfaction surveyH L L
?A( I am sais!ie& -ih my "ha#"es !o% p%omoio# i# HLL.
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much 2+ ;2
2
5isagree moderately $ $
3
5isagree slightly : +<
;
/gree slightly = +2
#
/gree moderately ; <
=
/gree very much +$ 2$
Total #$ +$$
;2P of employees are not satisfied with my chances for promotion in HLL.
BABASABPATIL
C2
Project of welfare facilities and employee satisfaction surveyH L L
?F( The%e is oo m'"h 5i"0e%i#g a#& !ighi#g a -o%0(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much += 32
2
5isagree moderately +; 2<
3
5isagree slightly = +2
;
/gree slightly ++ 22
#
/gree moderately 3 =
=
/gree very much $ $
Total #$ +$$
4ajority of the employees say there is too much ic!ering and fighting at wor!.=$P
says that there is no fighting in HLL.
BABASABPATIL
C3
Project of welfare facilities and employee satisfaction surveyH L L
??( My
5 is e#ya5le(S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much ; <
2
5isagree moderately = +2
3
5isagree slightly $ $
;
/gree slightly : +<
#
/gree moderately 2= #2
=
/gree very much # +$
Total #$ +$$
<$P employees says that jo is enjoyale.
BABASABPATIL
C;
Project of welfare facilities and employee satisfaction surveyH L L
?G( )o%0 assig#me#s a%e #o !'lly e2plai#e&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately += 32
3
5isagree slightly $ $
;
/gree slightly ++ 22
#
/gree moderately +3 2=
=
/gree very much +$ 2$
Total #$ +$$
;<P of employees says that 9or! assignments are not fully e1plained
BABASABPATIL
C#
Project of welfare facilities and employee satisfaction surveyH L L
?E( I am sais!ie& -ih Res %oom K Sii#g ;a"iliies p%o$i&e&(
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much : +<
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly +$ 2$
#
/gree moderately +# 3$
=
/gree very much += 32
Total #$ +$$
<2P of employees are satisfied with *est room % 6itting "acilities provided.
BABASABPATIL
C=
Project of welfare facilities and employee satisfaction surveyH L L
?C( I am sais!ie& -ih A%%a#geme# !o% D%i#0i#g )ae%
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much : +<
2
5isagree moderately $ $
3
5isagree slightly $ $
;
/gree slightly $ $
#
/gree moderately 2: #<
=
/gree very much +2 2;
Total #$ +$$
<2P of employees are satisfied with /rrangement for 5rin!ing 9ater
BABASABPATIL
CC
Project of welfare facilities and employee satisfaction surveyH L L
?@( I am sais!ie& -ih U#i!o%m P%oe"o% K Sa!ey E9'ipme#
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately # +$
3
5isagree slightly $ $
;
/gree slightly $ $
#
/gree moderately ;+ <2
=
/gree very much ; <
Total #$ +$$
:$P of employees are satisfied with Kniform Protector % 6afety E&uipment
BABASABPATIL
C<
Project of welfare facilities and employee satisfaction surveyH L L
?D( I am sais!ie& -ih Ca#ee# ;a"iliies
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately +; 2<
3
5isagree slightly # +$
;
/gree slightly $ $
#
/gree moderately 2+ ;2
=
/gree very much +$ 2$
Total #$ +$$
=2P of employees are satisfied with -anteen "acilities
BABASABPATIL
C:
Project of welfare facilities and employee satisfaction surveyH L L
?B( I am sais!ie& -ih E&'"aio#al Loa# K Allo-a#"e !o% E&'"aio#
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately ; <
3
5isagree slightly = +2
;
/gree slightly +$ 2$
#
/gree moderately += 32
=
/gree very much +; 2<
Total #$ +$$
<$P of employees are satisfied with Educational Loan % /llowance for Education
BABASABPATIL
<$
Project of welfare facilities and employee satisfaction surveyH L L
GH( I am sais!ie& -ih A""ommo&aio# ;a"iliies K T%a#spo% ;a"iliies
S%
NH Opio# Respo#&e#s Pe%"e#age
+
5isagree very much $ $
2
5isagree moderately # +$
3
5isagree slightly $ $
;
/gree slightly $ $
#
/gree moderately 2= #2
=
/gree very much +: 3<
Total #$ +$$
:$P of employees are satisfied with /ccommodation "acilities % Transport "acilities
BABASABPATIL
<+
Project of welfare facilities and employee satisfaction surveyH L L
;INDIN4S
• <2P of the employees say that they satisfied with the salary
• C<P of the employees say that there are no growth opportunities.
• =<P of the employees say that their supervisor does his wor! competently.
• #;P of the employees say that they are satisfied with the enefits received
from HLL.
• ;2P of the employees say that they receive recognition for doing a good jo.
• #2P of the employees say that the policies of the company do not affect their
jo performance.
• <=P of the employees say that they li!e their suordinates in HLL.
• ==P of the employees say that their supervisor ehaves fairly with them.
• :$P of the employees say that they receive very good enefits from HLL.
• <2P of the employees are satisfied with the rest room and sitting facilities.
• :$P of the employees are satisfied with uniform) protector and safety
e&uipments.
• =2P of the employees are satisfied with canteen facilities
• <$P of the employees are satisfied with education loan and allowances for
education.
• :$P of the employees are satisfied with the accommodation facilities and
transport facilities.
BABASABPATIL
<2
Project of welfare facilities and employee satisfaction surveyH L L
SU44ESTIONS
The investigator has discussed with the sample respondents covered regarding their
satisfaction level focusing on five major aspects namely: Place of wor! and wor!
itself) *elation of people you wor! with) amenities provided) *ewards received and
,pportunities for growth in oneself.
6ince The -ompany has not started in late +:<$0s) the management has ta!en proper
care to create a conducive atmosphere for the employees wor!ing in all sections of the
organi'ation. Employees wor!ing in the administration are housed in a separate
uilding) where all the amenities are made availale to the employees. 6imilarly the
company has also a technically drawn H* policy which as consolidated manpower
management issues) such as reward system) suggestion scheme) promotion policy and
facilities etc. Bet certain amount of discontent has een noticed in the employees
regarding certain aspects of their wor! life) which in-turn influence on their jo
satisfaction. ..
+.-/>TEE>: -anteen is a statutory re&uirement as per "actories /ct of) +:;<. HLL)
Lanagala has put up a nice canteen to cater the re&uirements of the wor!force.
Employees have a say aout the style of management of the canteen) lot of
dissatisfaction is eing e1pressed on the &uality of food served y the canteen on the
price fi1ed. Though there is a canteen committee consisting of oth the management
and employees) which monitor and supervise the general administration of the
canteen) the food stuff prepared and served seems to lac! in &uality.
The canteen committee may e directed to loo! into these aspects as to see that the
menu and the &uality of food is maintained up to the satisfaction of employees.
BABASABPATIL
<3
Project of welfare facilities and employee satisfaction surveyH L L
There are other issues pertaining to facility of drin!ing water on which) some of the
employees have e1pressed their dissatisfaction. However the &uality of dissatisfaction
do not seems to e very high.
3.,n relationship etween the su-ordinates % top management) the employees seem
to have positive opinion. 6uch relationship need to fostered and maintained for the
future growth of the company.
BABASABPATIL
<;
Project of welfare facilities and employee satisfaction surveyH L L
7UESTIONNAIRE ;OR EMPLOYEE SATIS;ACTION
SURVEY
This survey is eing conducted to !now employees satisfaction. your
are re&uested to please spare some time to complete the &uestioner %
help this survey.
Please tic! the correct answer
E.g.: /re you employee of HLL E+ F Bes or E2F >o
Personal Profile:
A( Name
F( Se2 E+F4ale or E2F"emale
?( Age LLL
G( E&'"aio#al Sa's1LLLLLLLLLLLLL
E( Ma%ial sa's:
E+F 4arried E2F Knmarried
C( Religio#:
E+FHindu E2F 4uslim E3F-hristian E;F,therTTTTTTTTTTTTTT
@( P%ese# Desig#aio#1LLLLLLLLLL
D( Yea% o! e2pe%ie#"e1
BABASABPATIL
<#
Project of welfare facilities and employee satisfaction surveyH L L
8OB SATIS;ACTION SURVEY
PLE/6E -I*-LE THE ,>E >K4(E* ",* E/-H
OKE6TI,> TH/T -,4E6 -L,6E6T T,
*E"LE-TI>A B,K* ,PI>I,>
/(,KT IT.
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:
I feel I am eing paid a fair amount for the wor! I do in
HLL.
+ 2 3 ; # =
+$
There is really too little chance for promotion on my jo.
+ 2 3 ; # =
++
4y supervisor is &uite competent in doing hisHher jo.
+ 2 3 ; # =
+2
I am not satisfied with the enefits I receive in HLL.
+ 2 3 ; # =
+3
9hen I do a good jo) I receive the recognition for it that I
should receive.
+ 2 3 ; # =
+;
4any of our rules and procedures in HLL ma!e doing a
+ 2 3 ; # =
BABASABPATIL
<=
Project of welfare facilities and employee satisfaction surveyH L L
good jo difficult.
+#
I li!e the people I wor! with in HLL.
+ 2 3 ; # =
+=
I sometimes feel my jo is meaningless.
+ 2 3 ; # =
+C
-ommunications seem good within HLL.
+ 2 3 ; # =
+<
*aises are too few and far etween.
+ 2 3 ; # =
+:
Those who do well on the jo stand a fair chance of eing
promoted.
+ 2 3 ; # =
2$
4y supervisor is unfair to me.
+ 2 3 ; # =
2+
The enefits we receive in HLL are as good as most other
organi'ations offer.
+ 2 3 ; # =
22
I do not feel that the wor! I do is appreciated.
+ 2 3 ; # =
23
I am satisfied y the welfare "acilities provided to you y
HLL
+ 2 3 ; # =
2;
I find I have to wor! harder at my jo ecause of the
incompetence of people I wor! with.
+ 2 3 ; # =
2#
I li!e doing the things I do at wor!.
+ 2 3 ; # =
2=
The goals of this HLL are not clear to me.
+ 2 3 ; # =
BABASABPATIL
<C
Project of welfare facilities and employee satisfaction surveyH L L
PLE/6E -I*-LE THE ,>E >K4(E* ",* E/-H
OKE6TI,> TH/T -,4E6 -L,6E6T T,
*E"LE-TI>A B,K* ,PI>I,>
/(,KT IT.
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h
2C
I feel unappreciated y the HLL when I thin! aout what
they pay me.
+ 2 3 ; # =
2<
People get ahead as fast here as they do in other places.
+ 2 3 ; # =
2:
4y supervisor shows too little interest in the feelings of
suordinates.
+ 2 3 ; # =
3$
The enefit pac!age we have is e&uitale.
+ 2 3 ; # =
3+
There are few rewards for those who wor! here.
+ 2 3 ; # =
32
I have too much to do at wor!.
+ 2 3 ; # =
33
I enjoy my cowor!ers.
+ 2 3 ; # =
3;
I often feel that I do not !now what is going on with the
organi'ation.
+ 2 3 ; # =
3#
I feel a sense of pride in doing my jo.
+ 2 3 ; # =
3=
I feel satisfied with my chances for salary increases.
+ 2 3 ; # =
BABASABPATIL
<<
Project of welfare facilities and employee satisfaction surveyH L L
3C
There are enefits we do not have which we should have.
+ 2 3 ; # =
3<
I li!e my supervisor.
+ 2 3 ; # =
3:
I don0t feel my efforts are rewarded the way they should
e.
+ 2 3 ; # =
;$
I am satisfied with my chances for promotion in HLL.
+ 2 3 ; # =
;+
There is too much ic!ering and fighting at wor!.
+ 2 3 ; # =
;2
4y jo is enjoyale.
+ 2 3 ; # =
;3
9or! assignments are not fully e1plained.
+ 2 3 ; # =
;;
I am satisfied with *est room % 6itting "acilities provided.
+ 2 3 ; # =
;#
I am satisfied with /rrangement for 5rin!ing 9ater
+ 2 3 ; # =
;=
I am satisfied with Kniform Protector % 6afety E&uipment
+ 2 3 ; # =
;C
I am satisfied with -anteen "acilities
+ 2 3 ; # =
;<
I am satisfied with Educational Loan % /llowance for
Education
+ 2 3 ; # =
;:
I am satisfied with /ccommodation "acilities % Transport
"acilities
+ 2 3 ; # =
CONCLUSION
Employees at Hindustan Late1 Ltd. are satisfied with the present welfare facilities
provided to them) yet they need some improvements li!e clean drin!ing water and
lunch room
? The management should provide canteen facility to employees.
? The welfare facility provided y the HLL are good) and company should try
to maintain same.
? The transport facility provided y HLL should e improved.
? 4anagement should ma!e arrangements for water filter E/&ua guardF to
provide clean drin!ing water to the employees.
BABASABPATIL
<:
Project of welfare facilities and employee satisfaction surveyH L L
BIBILOGRAPHY
+F 4otivation to wor! Her'erg "rederic!
2F 8*esearch 4ethodology8 2nd Edition) 2$$
Lothari -*3F ,1ford 5ictionary)
;F /pplied Human *elations8) ?ac! Hollran)
BABASABPATIL
:$
doc_735148764.doc