COVER PAGE

A thesis on
A STUDY ON THE LEVELS OF EMPLOYEE
SATISFACTION IN ONGC AGARTALA.
By

Abhijit bhattacharjee
08ATPA011
MBA-2010 Batch
ICFAI UNIVERSITY TRIPURA

1
 TITLE PAGE
A thesis on
A STUDY ON THE LEVELS OF EMPLOYEE
SATISFACTION IN ONGC AGARTALA.

By

Abhijit bhattacharjee

08ATPA011

MBA-2010 Batch

ICFAI UNIVERSITY TRIPURA

A report submitted in the partial fulfillment of the requirement

of THE MBA PROGRAM.
The class of 2010.
ICFAI UNIVERSITY TRIPURA

2
Table of Contents

TOPIC
PAGE NO.

1. Cover page

2. Title page

3. Table of content

4. Acknowledgement

5. Abstract\summary

6. Introduction

7. Objective and limitation

8. Research design \methodology

9. Company profile

10. Review of literature

11. Empirical analysis

12. Findings and suggestions

13. Conclusion and recommendation

3
 14. Appendices

15. References

ACKNOWLEDGEMENT

I express my deepest gratitude to Mr. Sankha Raj for his extremely

valuable guidance and support for completing the management thesis as faculty
guide.

My heartiest regard to Mr. M.K.Dey our coordinator and Mrs.

Mousomi Biswas our MBA coordinator for their valuable advice and suggestions.

My sincere thanks to Mr. Sudip Singh HUMAN RESOURCE

DEPARTMENT executive of ONGC for his kind help and advice.

4
 SUMMARY AND ABSTRACT

In summary of the thesis first I am prepared a set of questionnaire keep in my mind

of my research objectives and after that I start my research work through survey

and asking the questions to the employees of the ONGC regarding their

satisfaction of doing the job in the organization.

I meet some of the HR executives to know about their HR policies and the steps

taken by the management to satisfy the employees. I directly or face to face

interview with the employees and collected the required information which is

essential for my thesis. I also come to know the problems faces by the employees

while doing the work in the organization and what are the requirements of the

employees and what the employees expectation from the organization.

5
 INTRODUCTION

ONGC believes that its human resource is its greatest strength and

wealth. Therefore, it is the Endeavour of ONGC to nurture and develop

this wealth.

ONGC continue to extend several welfare benefits to its employees and

their dependent by way of comprehensive medical care, education,

housing and social security. During the year 2007-08 ONGC

implemented 84 new and revised welfare policies for its employees.

Human resource is one of the most valuable and unique asset of an

organization.

According to Leon c. Megginson, the term human resource refers to the

total
6
 Knowledge, skills, creative abilities, talents and aptitude of an
organizations workforce as well as the values, attitude and beliefs of the
individuals involved.

Management as a process which involves planning, organizing, staffing,

leading and controlling activities that facilitates achievements of an

organizations objective. All these activities are accomplished through

efficient utilization of physical and financial resources by the company’s

human resource, so it is very important to satisfy the employees of the

organization because ultimately everything is implemented by the

employees and once the employees are happy in the organization their

productivity increases and achieve the organizational goal efficiently

and effectively.

In today’s competitive environment and world if any

company wants to achieve maximum profit at less cost than the

company’s main focus should be towards the human resource or

employees of the organization which provides a competitive edge over

its rivals. Now a day’s human resource considered as the most precious

among all the resources of an organization so, the organization should

7
give more concentration on the needs and wants of the employees and

simply we can say that the happy and satisfied employees are productive

employees. My topic of research is satisfaction level of employees in

ONGC Agartala and in ONGC there are well made HR policies are

present which give emphasis to the employee’s benefits.

OBJECTIVE OF THE STUDY

The main aim of this study I to get a clear picture of how much the

employees are satisfy in an ONGC company and what are the necessary

HR policies should be taken to provide high satisfaction level among the

employees of the organization. The motive or aim should what kind of

policies adopted by the company which benefit both organization as well

as the human resource of the organization.

8
 LIMITAION OF THE STUDY

The major delimitation of the study is some HR policies which are very

confidential and the management or HR department is very reluctant to

provide that information. So sometimes there is a need of taking some

assumption which might not give the actual and expected result. One

more limitation on the part of the employees is that they are not

providing the information correctly because of some kind of fear that if

they provide the exact information then the management might give

them some kind of unfamiliar restriction. So, because of these entire

problems the study might not give the desired level of accuracy.

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 RESEARCH STRATEGY&METHODOLOGY

RESEARCH METHODOLOGY

CHOICE OF THE SUBJECT

The choice of I very obvious that in the field of HRM because my

interest is very much lies on this subject and I want to understand or

know about what are the most important factors which plays a vital role

towards satisfying the employees of any organization and in turn give

maximum productivity to the organization and achieve the goals. As my

specialization is in HRM so it’s give me an opportunity or scope to do

some research work on the field of human resource. As we know that

human resource considered as a very valuable and unique asset for an

organization in today’s context of competitive environment. So, I choose

this subject for my research work.

10
RESEARCH PERSPECTIVE

Here both organization and employees plays a considerably vital role.

My research perspective is the human resource of ONGC Agartala and

at the same time without organization this research cannot complete. So

m y research work gives more emphasis the human resource e because

without the human resource all other resources are useless because

everything is doing by the employees of the organization. So there are

some responsibilities of the organization that they provide or give at

most priority to the employees and try to satisfy their expectations and at

the same time the employees should give more importance to the

organizational goals and try to achieve those goals efficiently and

effectively by utilizing all the resources at maximum level. So my

research perspective is focus mostly on employee’s satisfaction through

different benefits provided by the organization.

11
Research philosophy

In this research philosophy there are some basic questions arises while

doing my research. The first question is why the research is needed?

The next question is what the research all about? Then the next

question is where to study? And apart from these there are some more

questions arises like how to do the research? And the last question is

when to do the research? To answer the first question the research is

needed because as I am a student of MBA and my specialization in

HRM. So I need to know each and e very aspect related with the human

resource in the organizations. The second answer is research is all about

the level of satisfaction and employees is getting from the ONGC

Agartala. The third answer is I am doing my research in Agartala

because it is very convenient for me to do the research in a well manner.

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There are some other questions answer is that to do the research by

taking some non probability judgmental sampling and also preparing

some questionnaire and taking face to face interview. The next answer is

to do the research after completing the 1st year of MBA as it is a part of

our curriculum.

Criticism of the secondary data

Lack of availability- even though secondary data might be available

many research studies, it might happen that there is no secondary data

available for special cases or that the organization holding such data is

not willing to make it accessible to outsiders. Some, it is sometimes

difficult to get the required information.

Lack of relevance- sometimes secondary data irrelevant because of the

changes in competitive e situation, changing trends and other variables

13
in research environment from the time the data was initially collected.

Thus, its usage for current research study might be limited.

Inaccurate data- secondary data can be subject to doubt because of the

error that can occur in any of the step or due to personal bias. Errors of

this sort can make the secondary data inaccurate and therefore unusable.

COLLECTION OF PRIMARY DATA

I have been collected the data up to 70-80 sample by using

questionnaire and face to face interview and survey method. The

primary data collected from the employees of the ONGC and also I got

some related information from the human resource department of the

ONGC. The employees respond positively in my questions and in their

view the ONGC is providing a benefit which is satisfying their needs.

While collecting the primary data the employees talks freely and give all

the answer by citing the examples from the ONGC provide benefits.

14
SAMPLING METHOD

Simple random sampling.

Interview process

In the interview process first I went to the employees house and then
talking with the employee informally after I gave the printed
questionnaire to the employee and explain him\her each and every
question after that he tick mark the questions and also there are two three
open ended questions I asked him\her and whatever he\she said I note
down in my note book. The interview was very structured and the mode
of communication is totally in English.

Criticism of primary data

15
 1. The number of potential respondent is low in a population where the
employee is work outside the home.

2. Due to some fear respondent reluctant to give the correct answers.

COMPANY PROFILE
Foundation

In August 1956, the Oil and Natural Gas Commission was formed. Raised from

mere Directorate status to Commission, it had enhanced powers. In 1959, these

powers were further enhanced by converting the commission into a statutory body

by an act of [Indian Parliament]

1960-1990

Since its foundation stone was laid, ONGC is transforming India’s view towards

Oil and Natural Gas by emulating the country’s limited upstream capabilities into a

large viable playing field. ONGC, since 1959, has made its presence noted in most

parts of India and in overseas territories. ONGC found new resources in Assam

and also established the new oil province in Cambay basin (Gujarat). In 1970 with

the discovery of Bombay High (now known as Mumbai High), ONGC went

offshore. With this discovery and subsequent discovery of huge oil fields in the

16
Western offshore, a total of 5 billion tonnes of hydrocarbon present in the country

was discovered. The most important contribution of ONGC, however, is its self-

reliance and development of core competence in exploration and production

activities at a globally competitive level.

Post-1990

Post 1990, the liberalized economic policy was brought into effect; subsequently

partial disinvestments of government equity in Public Sector Undertakings were

sought. As a result, ONGC was re-organized as a limited company and after

conversion of business of the erstwhile Oil & Natural Gas Commission to that of

Oil and Natural Gas Corporation Ltd in 1993, 2 percent of shares through

competitive bidding were disinvested. Further expansion of equity was done by 2

percent share offering to ONGC employees. Another big leap was taken in March

1999, when ONGC, Indian Oil Corporation (IOC) and Gas Authority of India Ltd.

(GAIL) agreed to have cross holding in each other’s stock. Consequently the

Government sold off 10 per cent of its share holding in ONGC to IOC and 2.5 per

cent to GAIL. With this, the Government holding in ONGC came down to 84.11

per cent. In 2002-03 ONGC took over Mangalore Refinery and Petrochemicals

17
Limited (MRPL) from Birla Group and announced its entrance into retailing

business. ONGC also went to global fields through its subsidiary, ONGC Videsh

Ltd. (OVL). ONGC has made major investments in Vietnam, Sakhalin and Sudan

and earned its first hydrocarbon revenue from its investment in Vietnam.

In 2009, ONGC discovered a massive oil field, with up to 1 billion barrel reserves

of heavy crude, in the Persian Gulf off the coast of Iran. Additionally, ONGC also

signed a deal with Iran to invest US$3 billion to extract 1.1 billion cubic feet of

natural gas from the Farzad B gas field

International rankings

• ONGC has been ranked at 1 by the Forbes Magazine in their Forbes Global

2000 list for the year 2007.

• ONGC has featured in the 2008 list of Fortune Global 500 companies at

position 335, a climb of 34 positions from rank of 369 in 2007.

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• ONGC is ranked as Asia’s best Oil & Gas company, as per a recent survey

conducted by US-based magazine ‘Global Finance’

• 2nd biggest E&P company (and 1st in terms of profits), as per the Platts

Energy Business Technology (EBT) Survey 2004

• Ranks 24th among Global Energy Companies by Market Capitalization in

PFC Energy 50 (December 2004).

• Economic Times 500, Business Today 500, Business Baron 500 and

Business Week recognizes ONGC as most valuable Indian corporate, by

Market Capitalization, Net Worth Net Profits

ONGC India

ONGC (Oil and Natural Gas Corporation Limited) is India's leading oil & gas

exploration company. ONGC has produced more than 600 million metric

tonnes of crude oil and supplied more than 200 billion cubic meters of gas since

its inception. Today, ONGC is India's highest profit making corporate. It has a

share of 77 percent in India's crude oil production and 81 per cent in India's

natural gas production.

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The origins of ONGC can be traced to the Industrial Policy Statement of 1948,

which called for the development of petroleum industry in India. Until 1955,

private oil companies such as Assam Oil Company at Digboi, Oil India Ltd (a

50% joint venture between Government of India and Burmah Oil Company) at

Naharkatiya and Moran in Assam, and Indo-Stanvac Petroleum project (a joint

venture between Government of India and Standard Vacuum Oil Company of

USA) at West Bengal, were engaged in exploration work. The vast sedimentary

tract in other parts of India and adjoining offshore were largely unexplored. In

1955, Government of India decided to develop the oil and natural gas resources

in the various regions of the country as part of the Public Sector development.

To achieve this objective an Oil and Natural Gas Directorate was set up in1955,

as a subordinate office under the then Ministry of Natural Resources and

Scientific Research.

The Industrial Policy Resolution of 1956 placed mineral oil industry among the

schedule 'A' industries. In August 1956, to ensure efficient functioning of the

Oil and Natural Gas Directorate, the Directorate was raised to the status of a

commission with enhanced powers. In October 1959, the Commission was

converted into a statutory body by an act of the Indian Parliament, which

enhanced powers of the commission further. In 1960s, ONGC found new

20
resources in Assam and established new oil province in Cambay basin

(Gujarat). In early 1970s went offshore and discovered a giant oil field in the

form of Bombay High. After liberalization in 1991, ONGC was re-organized as

a limited Company under the Company's Act, 1956 in February 1994. Today,

ONGC has grown into a full-fledged horizontally integrated petroleum

company. Recently, ONGC has made six new discoveries, at Vasai West (oil

and gas) in Western Offshore, GS-49 (gas) and GS-KW (oil and gas) in

Krishna-Godavari Offshore, Chinnewala Tibba (gas) in Rajasthan, and

Laipling-gaon (oil and gas) and Banamali (oil), both in Assam.

ONGC has a fully owned subsidiary, ONGC Videsh Ltd (OVL) that looks for

exploration opportunities in other parts of the world. OVL is pursuing

exploration of oil and gas in Russia, Iran, Iraq, Libya Myanmar and other

countries. ONGC has also acquired 72% stake in MRPL with full management

control of the 9.69 tonne, state-of-the-art refinery.

Major Achievements of ONGC

• Judged as Asia's best Oil & Gas company, as per a recent survey conducted

by US-based magazine 'Global Finance'

21
• Ranked as the 2nd biggest E&P company (and 1st in terms of profits), as per

the Platts Energy Business Technology (EBT) Survey 2004.

• Leads the list of Indian companies listed in Forbes 400 Global Corporate and

Financial Times Global 500 by Market Capitalization.

• Only fully-integrated petroleum company in India, operating along the entire

hydrocarbon value chain.

• Holds largest share of hydrocarbon acreages in India.

REVIEW OF LITERATURE-

I take the help of a book human resource management, organizational

behavior, performance measurement and reward system case study book and

internet etc.

What is employee satisfaction-?

Employee Satisfaction, also known as 'temperature check', 'employee

measurement' or 'employee survey', helps employers measure and

understand their employees' attitudes, opinions, motivation, expectations and

satisfaction. The perceived confidentiality of employee responses to the

22
survey is critical to the success of the measurement. Survey topics often

include: Communication, feedback, quality, focus, mission & purpose,

opportunities for growth, fairness, respect for management & employees and

personal expression. Such evaluations are often conducted on an annual

basis.

Definition of employee satisfaction-

Employee satisfaction is the terminology used to describe whether

employees are happy and contented and fulfilling their desires and needs at

work. Many measures purport that employee satisfaction is a factor in

employee motivation, employee goal achievement, and positive employee

morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can

also be a downer if mediocre employees stay because they are satisfied with

your work environment.

23
EMPIRICAL ANALYSIS-

In this analysis part I use all the respondent views and opinions and answers, so

that it gives my thesis more authentic and also give more value to my thesis. Here I

got several kinds of responses like some are good and some are bad and some are

how to improve the employee satisfaction, so based on all these feedback from the

employees of ONGC I prepare the analysis.

Here in this analysis I find out that 60% of the people are very much satisfy in the

organization and 25% employees are partially satisfy and partially dissatisfy and

15% employees are totally dissatisfy with the organization. In this analysis I find

24
out that there are two kind of working environment is present in ONGC, one is

those employees who are totally working in the offices and another is those

employees who are working in the drill sides, as we know the main work of ONGC

is to find out the oil and natural gas in the hilly and remote areas. So, the workers

who are doing duty in the drill side areas among them the work satisfaction is

considerably low against those employees who are doing duty in the proper offices.

According to my analysis the ONGC management is showing great support to their

employees but in spite of that some of the employees are dissatisfy and which is

common in every organization as it is not possible to satisfy each and every

employee of the organization but the ONGC human resource department is taking

so many measures and steps to satisfy those employees who are not satisfy for

some reasons. As ONGC believes that a happy worker is productive worker and

employees are their greatest strength, so the organization tried their level best to

satisfy all the employees of the organization and also ONGC continuously doing

the human resource accounting which help them to identify that the employees are

satisfy or not in the organization and also with this method and technique it is very

easy to measure the potential or ability of the employees across the organization, to

produce value out of their knowledge and skills. ONGC employees are getting lots

of other benefits like interest free loan, free medical benefits and free oil for the

vehicles of the employees. There are some of the problematic areas are like the

25
employees those have to work in the drill sides they were not getting proper food ,

clean water and the security as the places are so remote which are so far from the

main city. Another very important problem in front of the ONGC is the high

retention rate during the past few years because in Middle East the oil companies

are paying more and also no need to pay income tax but in India the employees

have to the income tax and these figures shown the same thing as in 2006-07 the

361employees are given the resignation and in 2007-08 261 employees are given

the resignation which shows the employees are not very satisfy with the

organizational policies. So the ONGC management need to identify the ways to

retain the good and experience employees in the organization and they need to give

focus on paying more salary to employees and other extra incentives and more

support to their families these strategies might proven to be excellent tools to retain

and improving the bottom line and other employees in the organization. In PNGC

the quality of an employee benefits schemes determine and enhance its image as a

caring employer. Employee’s benefits that an ONGC offer are a long-term

investment that can result in a sustained competitive advantage for the

organization.

One of the vital things which I notice while talking with the ONGC employees is

those employees who are basically from other states they are not satisfy as there

are several reasons for that like in other states lots of shopping malls and

26
multiplexes etc are there but in Tripura this things are not present, so they might

feel bad but the employees who are belongs to Tripura they are much more satisfy.

The ONGC employees are getting enough holidays and also their training and

development program for the employees is also very good and the transfer policy

of the ONGC are very effective.

ONGC provides some benefits to the employees which leads to the satisfaction of

the employees like medical facilities to the employee and his families free of cost.

in case of the employee avails of external medical facilities reimbursement of the

incurred express is made to the employees. The employee are getting paid holidays

or vacation and the employee insurance is also provided by the organization, then

the maternity leave to the women employees of the organization. Then educational

allowance for employee’s children as ONGC provides a fixed educational

allowance towards the school and colleges related expenses of the employees’

children. Merit scholarships for employee’s children and ONGC encourage the

children of employees to excel n their studies by awarding merit scholarship.

Company transportation facilities as ONGC provides facilities to their workforce

buses or company cars and serve to ease the difficulties associated with commuting

to work. ONGC provides the facilities to many workers in urban and semi-urban

areas have to commute long distance between their place of work and their homes

and with employees working late and night shifts, ONGC providing the benefits of

27
transportation. Club membership of the ONGC employees. Interest free loans

provided by the company to its employees. ONGC provides housing loans to its

employees at a rate of 4% even when the market rate was as high as 12%. ONGC

provides recreational facilities like vary from T.V room to well-equipped gym and

can include facilities for yoga, sports and games and cultural program.

FINDINGS-

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 Here the percentage of satisfied employees is 62% which shows that the ONGC
employees very much satisfied with the human resource policies and
25%employees are partially satisfy and partially dissatisfied and the remaining
15% employees are totally dissatisfy.

HUMAN RESOURCE VALUE-

Employees as on 31st March 2008

Employee Age distribution total

group
<30 31-40 41-50 51-60 2007- 2006-07
08
564 1494 9703 6618 18379 18305
(A)techni
cal
executive
Non 42 762 2571 622 3997 5072
executive
Total (A) 606 2256 12274 7240 22376 23377

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(B)non – 154 435 1912 2137 4638 4365
technical
executive

Non- 86 876 2945 2075 5982 6068

executive
e
Total (B ) 240 1311 4857 4212 10620 10433
Grand 846 3507 17131 11452 32996 33810
total
(A+B)l
Valuation as on 31st March, 2008 (RS. IN
MILLION)

Employee Age Distribution Total

Value per
group employee
<30 31-40 41-50 51-60 200 200
7- 6-
08 07
(A)Techn 10091. 23745. 10767 36973 17848 9.7 9.4
ical 91 90 3.4 .8 5.1
executive
Non- 455.7 7669.7 22484. 2781. 33390. 8.4 7.7
executive 0 0 4
TOTAL 10547. 31415. 13015 39754 21187 9.5 9.0
(A) 5 6 7.4 .8 5.1

30
 (B)Non- 2670.1 6689.8 19720. 11344 40424. 8.7 8.3
technical 1 .5 5
executive
Non- 899.5 8404.8 21742. 7487 38228. 6.4 6.2
executive 4 9
TOTAL 3564.6 14794. 41462. 18831 78653. 7.4 7.1
(B) 6 5 .7 5

GRAND 14112. 46210. 17161 58586 29052 8.8 87.4

TOTAL 2 3 9.4 .6 8.9
(A+B)

The human resource value in ONGC till 31st march 2008 is 290528.9 million.

Welfare trust-
Employee’s contributory provident fund (ECPF) Trust, managing provident fund

accounts of employees of ONGC Company has settled 1639 cases of final

withdrawal and 2029 cases for non-refundable withdrawal during the year.

The post retirement benefits schemes (PRBS) Trust of ONGC Company, set up to

provide financial security to super annuating employees separating on or after

01.04.2007, is to enhance the pension amount by almost 45%.

The composite social security scheme (CSSS) formulated by ONGC provides an

assured ex-gratia payment in the event of unfortunate death or permanent disability

31
of an employee in service. A family of deceased employees gets a financial

assistance under the scheme ranging between Rs.1.5 million to Rs02.0 million.

During the year 61 bereaved families were supported through this scheme.

ONGC Sahayog Trust has been created for welfare of secondary workforce or their

heirs, who are in financial distress. Approximately Rs.1 million was disbursed

during 2007-08 among 23 such beneficiaries.

HR VISSION, MISSION AND OBJECTIVES

 HR VISSION–

• To build and nurture a world class Human Capital for leadership

in energy business.

 HR MISSION-

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• To adapt and continuously innovate best-in-class HR practices to
support business leaders through engaged empowered and
enthused employees.

 HR OBJECTIV ES-

1. Enrich and sustain the culture of integrity,

belongingness, team work, accountability
and innovations.

2. Attract, nurture, engage and retain talent for

competitive advantage.

3. Enhance employee competencies

continuously.

4. Build a joyous work place.

33
5. Promote high performance work system.

6. Upgrade and innovate HR practices, system

and procedure to global benchmark.

7. Promote work life balance.

8. Measure and audit HR performance.

9. Promote work life balance. Integrate the

employee family into the organization
fabric.

10. Inculcate a sense of corporate social

responsibilities among the employees.

34
 In 2006-07 the number of employees resign was 361 and in 2007-08 the
number of employees was resign was 261.

Employee satisfaction survey

Surveying employee satisfaction and commitment provides an opportunity for the

company to reveal its employees’ real needs, which is a material element of
business efficiency. The purpose of the survey is to explore and understand the
factors and fields that affect employee satisfaction, and what all or a group of
employees are dissatisfied with despite considering it important for their activities.
Another goal of the survey is to compare the extent of satisfaction across
organisational units.
35
Customized solutions offered to employees on their real problems are attached
particular significance for all employees. In the course of our analyses, we provide
our clients with an accurate, detailed and comprehensive view of the current
situation; at the same time, it is not only the present that is addressed, but also
future tendencies are outlined, as well as the key areas of intervention identified.
The company management is provided information on employees’ judgments of
their workplace, on the timescale they reckon with the company and the extent
they feel motivated.
For our surveys, we use a customized questionnaire, which facilitates surveying
the employees’ real satisfaction (i.e. the areas attached high importance and low
satisfaction). In the survey, these are the factors represented that affect satisfaction
most. Areas with bad or deteriorating results can be paid particular attention in
strategic planning.

The survey reveals the positive tendencies seen in the field of employee
satisfaction and commitment, and the inhibiting factors regarding the whole
company and various employee groups.
On surveying employee satisfaction, the following aspects are examined:
• the relationship of employees to the company (commitment, loyalty)
• factors that affect performance (working environment, motivation)
• processes that affect company operations (coordination, decision-making,
flow of information)

36
The survey is anonymous, which ensures that employees’ names are not revealed,
and also provides an opportunity to publish individual opinions. Employees
evaluate the various areas on a scale of satisfaction. They assess each question in
terms of importance and their satisfaction.
The results of employee satisfaction are of key importance to senior management
and the HR management, as these levels of management have an influence on the
resources that affect satisfaction, in addition to managing such resources and
operating any related processes and systems (salaries and fringe benefits, training -
education, performance appraisal systems, career management, etc. )
Employee satisfaction surveys may equally contain standard and company-
specific aspects. The former provide an opportunity for comparison with the data
of other companies, using external criteria, i.e. benchmarking.

SUGGESTIONS-
As it is seen through survey, research and analysis that still 15% of employees are

not satisfied with the organization so, I suggested the company to take several

steps or strategy which will help the employee to satisfy their needs and wants. The

ONGC human resource department needs to set up the GRIEVENCE

REDRESSAL DEPARTMENT so that the employee’s grievance can be handling

37
with care and immediate result should be given by the department. To retain the

employees the organization needs to ESOPs (EMPLOYEE STOCK OPTIONS)

tools come handy for the organization to retain the employees.

APPENDICES

1. What is your name?

2. In which department you work in ONGC?

3. What is your marital status?

4. Overall how satisfy you are as an employee of ONGC?

5. How much satisfy are you with communication and planning of ONGC?

6. How is the corporate culture in ONGC?

38
7. How is your relation with your immediate superior?

8. How is the training program in ONGC?

9. Are you satisfied with the pay structure and other benefits of ONGC?

10.Are you satisfied with the leave and vacation given b y ONGC?

11.Your working environment is conducive for work smoothly?

12. What is your role at ONGC?

13.What can the company do to increase satisfaction as an employee?

14.Are there any benefit would you like to add in benefit package?

15.How long have you work with ONGC?

39