UNIT-1

INTRODUCTION

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1.Introduction:

Employee perception is the aspect to know how much an employee is satisfied towards the
organization it is the most essential aspect that can drive the employees towards the organization.
It should be noted that a satisfied employees used his maximum effort for the company rather
than of the unsatisfied person.

Understanding Employee Perceptions. Getting the right perception from employees is essential
to success in any company. In a recent survey, it was found that only 5 percent of employees
believed that they had a say in the decisions that were made. However, a more accurate picture
of how employees view the organization is possible. By providing clear guidelines for employee
participation, you can avoid damaging negative employee perceptions. In addition, addressing
misperceptions early can improve the company's reputation.

According to Udai Pareek Perception can be defined as the process of receiving, selecting
organizing interpreting, checking and reaching to sensory stimuli or data.

In employee relations, perception is a major factor. Most of the time, it is formed by

organizational roles, styles of leadership, styles of communication at the workplace, etc. and so it
is very important that the organization be able to form the correct perception in the minds of its
employees. Thus, a proper and effective supervision is required to prevent employees from
having a wrong understanding.

As an important organizational strategy and action that affects employee perception and attitude,
corporate social responsibility is essential for small and medium-sized enterprises (SMEs) to
reduce turnover rate and achieve sustainable growth.

Perception is what you think of the world around you and vice versa. It is usually just an idea of
truth or reality and can differ from person to person. Due to its subjective nature, perceptions can
prove to be quite dangerous, if not controlled or clarified. If you’re an employer, it can be very
harmful for your business and your brand image if your employees do not understand your
values and culture.

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Managers and leaders in an organization have delegated the role of ensuring employees carry out
outlined tasks with the aim of attaining organizational goals and objectives (Ivancevich,
Konopaske & Matteson, 2011). Good managers should clearly outline the strategies and methods
used to attain the organization’s goals and vision. These strategies should be monitored closely
to ensure workers take the right course of action in achieving the organizational goals. Employee
perception is the understanding and being aware of sensory information affecting the
organization. Employees attitude and perception have a direct effect on an organization. For
example, poor perceptions made about a decision can easily spread through the organization.
This can create a negative impact on employees’ morale and consequently affect production.
Managers should take dynamic steps to change negative employee’s beliefs so that they
comprehend the logic in the organization’s course of action. Managers should understand the key
factors that are significant in attracting employees to retain and keep them more committed to the
development of the organization.

Managers can employ the following methods to change their employees’ perceptions of the
organization (Benjamin & Media, 2008). Managers should conduct surveys into the organization
and ascertain their employees’ view of the workforce. The managers should know how their
workers feel about the things that they do, and not just assume they are comfortable with the job.
Managers should include their employees in decision-making processes. This makes the
employees be part of the organization. It will motivate them to work in a positive direction
towards the attainment of the organization’s goals. Supervisors should also discuss issues
pertaining to the organization with the staff members. This builds trust among the workers and
their superiors.

Moreover, managers should ensure there is constant communication between them and their
employees (Blurt, 2011). A wide variety of methods can be applied, such as; internal memos and
in-person during staff meetings or e-mails. Communication helps to clarify information held by
employees about the decisions they perceive to be made wrong, or unfairly by their superiors.
Managers should also show appreciation and recognize the efforts their employees make by
rewarding them accordingly. Managers should develop social and cultural relationships among
workers in the organization. This will create a transparent environment where workers are free to
air out their opinions concerning matters affecting the organization.

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2.Objective:

 To evaluate the level of employee satisfaction based on their perception.

 To analyses what the employee perceive about the management.
 To examine about the interpersonal relationship among the workers.

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3.Research methodology:

Data collection:

The following techniques were adopted for data collection:

 Primary data:
Primary data was collected through face to face interview while filling up questionnaires.
Primary data are collected for the first time by the employees of the factory by
questionnaire method. It’s a first hand and fresh, in which for collecting the data 65
employees are chosen as a sample. Survey is conducted while working hours of the
employee and collected a primary data from them.

 Number of respondents:
65 (Respondents)

 Sample size:
The sample size is 65 employees are taken.

 Secondary data:
Relevant information was gathered from internet, books and company report.

 Communication approach:
Face to face interview was taken as the communication approach since it is a better
method in case where slight probing is required.

 Interviews:
Interviews consist of oral questions by the interviewer and oral responses by the research
participants.

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4.Scope of the study:

 This study is aimed at understanding the employees perception at Allianz Biosciences Pvt
Ltd. This study confined to the employees of Allianz Biosciences Pvt Ltd. This study
tries to address the relationship between employees perception and its impact on job
satisfaction in Allianz Biosciences Pvt Ltd.
 The need of the study is to analyses various dimension of employees perception and its
impact on job satisfaction in Allianz Biosciences Pvt Ltd.

5.Limitation of the study:

 The survey was done for a period of one week. Hence limited time was spent for doing
survey.
 Sample size is restricted to only 65 due to non-availability of permission to take study in
other section of the company.

6. Chapterisation:

 Unit-1 Introduction
 Unit-2 Review of literature
 Unit-3 Company profile, Theoretical framework
 Unit-4 Data analysis and interpretation
 Unit-5 Finding suggestions and conclusion

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 UNIT-2

REVIEW OF LITERATURE

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Brad Shuck and Karen Wollard (2010) studied about the Employee Development and HRD: A
Seminal Review of the Foundations. This article explored the development of employee through
a historical lens using an integrated literature review to define and situate the concept within the
HRD field by systematically reviewing and organizing literature across various disciplines and
fields of study.

Mishra,( 2011) In her study Recruitment and Selection does not have any impact on
organizational commitment. There is good relationship of commitment between employees and
Management with perks and packages. Salary and other benefits are important for employee.

Ruchi Goyal,( 2012) Their research paper investigated influence of HR practices on the
employee job satisfaction and organizational commitment in pharmaceutical companies in India.
Five factors were obtained, companies are motivating their employees thru rewards and
recognitions, and they also undertook several welfare activities. Pharma companies are in
forefront to reward their employees.

Mathew,( 2013) The researcher discussed about the employee challenges in Information
Technology , workforce productivity is influenced by changing environment , it is inevitable to
expect challenges out of such working conditions, later on such challenges becomes very
important for better work environment, she concluded that employees are facing lot of challenges
.

Appa Rao, Narayana and Murty (2014) in their article on A study on HRD System in Public
Enterprises in India- An Analysis described on the identification of the HRD Practices, their
implications, perception and attitude of the employees towards HRD practices implemented by
PSU.

Kennedy Alusa, Anne Kariuki (2015) The study has been understand to know Human
Resource Management Practices, Employee Outcome and Performance of Coffee Research
Foundation, Kenya. The data has been collected 78 employee of a government organization. The
descriptive research design has been used for this study. Stratified sampling method was used for
collecting the data. The tools used to analyse the data are multiple regression analysis and
correlation. The study established that employee outcome fully mediates the influence of HRM
practices on organizational performance.

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Salman Iqbal (2016) The study has been undertaken to know Employees’ Perception Regarding
the Role of specific HRM Practices in Knowledge Intensive Firms. The data has been collected
among 390 employees in intensive firms. The empirical research has been used. The tools used
to analyse the data Multivariate Analysis, Amos version 19. The study explained the results
revealed that employees’ perceive that in this dynamic business environment organisational
recruitment practices should be on priority. Fair recruitment and selection processes may boost
employees’ confident to collaborate and share their skills and with colleagues.

Dr. S. Fabiyola kavitha, R. R. (2017) A STUDY ON EMPLOYEES PERCEPTION

TOWARDS JOB SATISFACTION under HR practices and perception .Stratified random
sampling Employees perception is formed by organizational roles, styles of leadership, styles of
communication at the workplace etc. and so it is very important that the organization be able to
form the correct perception in the minds of its employees.The survey depicts that 38%of the
employees felt that there is good work culture in their organization and 12% of the employees
felt that they have excellent Work culture in the organization.

Mehvish Mehmood (2017) The study has been understand to know the Impact of human
resource development (HRD) practices on employee’s performance in textile industry. The
descriptive research design has been used for this study. The data has been collected 149
employees working in Textile Company. Convince sampling method has been used. The tools
used to analyse the data are linear regression, Regression Analysis, Pearson Correlation,
ANOVA, T-test. The findings highlighted that there is a significant impact of HR policies and
practices on the performance of employees in selected textile companies.

Bhavana raina, d. a.(2019) A Study of Employee’s Perception Of Human Resource Practices

And Work Engagement. Questionnaires were given to employees working in hotels in-front of
the house and at - back of the house at different levels in different hotels. 425 responses have
been obtained after sending 600 questionnaires with a response rate of 71%. After data cleaning,
418 useful samples have been used for data analysis purpose different levels in different
departments was taken. As we were looking at the relationships between Human Resource
Practices and Work Engagement, two sets of questionnaires were given.

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Soni, S. (2019) Engagement of employees is considered as a robust indicator of outcomes that
are highly valued by any business in any sector of the industry. Therefore, employee engagement
and effectiveness could prove to be an excellent parameter to assess the health of the
organization as such with regards to satisfaction, innovation, commitment, retention and
productivity. This study was outlined on the basis of the structural approach theory and adopted a
secondary research methodology where the data for the study was gathered through secondary
sources derived from researches conducted by researchers in the past and available from
scholarly sites. The findings of this research indicated that the culture of the organization had a
largely positive and significant impact on engagement and effectiveness of employees.

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 UNIT-3

COMPANY PROFILE,
THEORITICAL FRAMEWORK

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Allianz Biosciences Pvt LTD
Company Profile:

Allianz Biosciences is an exclusive Probiotic Research and Manufacturing facility, dedicated to

manufacturing high quality probiotic formulations complying with Global Standards. The state-
of-the-art facility employs qualified microbiologists with international experience in Probiotic
research and development.

Currently, we manufacture probiotics for leading Indian companies like Tablets (India) Ltd,
USV, Dr Reddy’s, Sun Pharma, Mankind, Abbott, Cipla, Torrent, Lupin, Himalaya Drugs,
Curatio, Corona Remedies, etc., and are the preferred partners for international probiotic giants
like CHR Hansen, DuPont Nutrition, TOA pharmaceuticals, Lesaffre, Kerry, Morinaga etc. Our
state of the art probiotic manufacturing and research facility uses Japanese technology and rigid
process engineering and controls to ensure high quality and stable formulations.

The major activities of this company as per the listed official records are Chemical substances
used in the manufacture of anti-biotic, manufacturing, Chemical substances used in the
manufacture of basic vitamins, manufacturing ,Chemical substances used in the manufacture of
chemically pure sugar, manufacturing, Chemical substances used.

Allianz Biosciences Private Limited is one of the leading supplier company of high quality
products / business services such as Astymin Z Forte Nutritional Supplement Capsule, 20
capsule/strip, Astymin SN.

There are three sections in the company they are:

 Manufacturing
 Packaging
 Research and Development

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Manufacturing:

We manufacture probiotics in form of capsules, capsule in capsule, sachets, sachet in sachet,

tablets, lozenges, dry syrup, drops and latest development is that of probiotic liquid.

Packaging:

We currently have primary packaging done in Alu-Alu pack, Blisters, Aluminum Strips, Bottles,
Aluminum Canisters with moisture sieve cap, Special canisters with desiccant coating.

Research and Development:

Allianz Biosciences Private Limited is at the forefront of Probiotic research & development in
India with full fledged R&D department. doing pioneering work in the field of Probiotics and
also nutraceuticals.

Products & Services:

Parenteral Amino Acid Solutions, Bodyfuelz Supplements, Oral Amino Acid Supplements,
Paediatric Drugs, Gastrointestinal Drugs, Probiotic Dietary Supplements, Ambrolite Medicines.

Description:

The company is a manufacturer of pharmaceutical products such as parenteral & enteral

nutrition, pro-biotic and herbal based formulations.

Competitors:

Allianz Biosciences's competitors include Health-Ade, OLIPOP, The Nue Co, BCD Bioscience.
Allianz Biosciences ranks 115th among 170 active competitors.

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Major Production Equipments:

Equipments used at the ABPL plant, along with strict adherence to processing parameters
guarantee that our probiotic strains maintain a desired level of viable cell counts during the
processing and throughout the shelf-life as stated on the labels.

 Extruder and Marumeriser

 Blender
 Capsules filling Machines – SA9, AF25T, AF90T / AF40
 FFS filling machine – Powder / Liquid
 Auto Coater
 Pakona Sachet High End machine
 Automatic Alu / Alu & Blister Packing machine With NFD
 Pack in pack / Twin Pack sachet filling machine
 Various Packaging machines – Flat Bed Blister machine and Strip packaging machines
 Capsules-in Capsules filling machine
 Tablet department with tablet punching machines
 Lozenges manufacturing and packaging machinery
 Various Packaging options in blisters, strips, Activ CSP Vials, plastic bottles, canisters,
HTS stick pack, sachets , “etc.” with online labeling and coding facility.

Probiotic Friendly:

Our dedicated Probiotic facility is fully geared up to handle tricky microbes. For e.g., We are
currently handling and manufacturing probiotic strains which are very sensitive to humidity and
often due to nature of the strain, its efficacy is lost during production processes.

Due to our experience, expertise and continuously learning new techniques, we have been able to
set up several process control measures which are “Probiotic friendly” which help these
microbes to go through the entire chain of production without losing its efficacy, so that we are
able to “ensure life until end of shelf life”, which is also part of our corporate policy.

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Manufacturing Experience:

Our manufacturing experience is that we produce about 350 million Probiotic capsules, about
150 million Probiotic Sachets every year and we have also produced more than 1 billion tablets /
Lozenges in the last five years. We currently manufacture Best Probiotic Contract Manufacturer
formulations for various international companies on a toll and contract manufacturing basis.

Bulk Packaging:

In terms of flexibility of packaging, we currently have primary packaging done in Alu-Alu pack,
Blisters, Aluminum Strips, Bottles (Plastic/Glass), Aluminum Canisters with moisture sieve cap,
Special canisters with desiccant coating, Pillow wrap (i.e. Additional protection after blistering),
High Tensile Strength stick packs, triple laminate sachets, FFS vials etc. These are in turn packed
into individual boxes, intermediate boxes and finally shippers depending upon the requirement of
the client. Bulk Packaging of any dosage form can also be carried out.

Company Name Allianz Biosciences Private Limited

Director  Murugesan Senthil Kumar

 Srinivasan Balamurugan
Company Registered 17-JAN-2003

Company Class Private

Industries Wellness and Fitness Service
Company Size 501-1000 Employees
Specialties Probiotic Formulations-Contract
manufacturing and JV & Co-Development
Headquarters Chennai, Tamil Nadu
Status Active

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Theoretical Framework:

Employee:

 An employee is a worker hired by an employer to do a specific job. Employers control

how employees are paid, when employees work, and how employees work. In exchange,
employees get benefits that contractors don't.

 An employee is a worker that performs specific tasks for a business in exchange for
regular pay.

 Employees negotiate a salary with their employer and typically receive benefits,
including overtime pay and vacation.

 Employees differ from independent contractors in that employers take on the financial
risk of the venture in exchange for more control over the employee's work.

 What do employees do? Employees complete tasks for organization leaders . They use
their skills, knowledge and expertise to fulfill a certain role at a firm. They usually work
within a specific department like customer service, marketing, accounting or information
technology.

Perception:

 “Perception is the process through which the information from outside environment is
selected, received, organised and interpreted to make it meaningful to you. This input of
meaningful information results in decisions and actions.”

 Perception may be defined as a process by which individuals organize and interpret their
sensory impressions in order to give meaning to their environment.”

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  According to Joseph Reitz, “Perception includes all those processes by which an
individual receives information about his environment—seeing, hearing, feeling, tasting
and smelling. The study of these perpetual processes shows that their functioning is
affected by three classes of variables—the objects or events being perceived, the
environment in which perception occurs and the individual doing the perceiving.”

Employee perception:

 When an individual looks at a target and attempts to interpret what he or she sees that
Interpretation is heavily influence by the Personal characteristics of the individual
Perceiver. Personal characteristics that effect Perception include a person’s attitudes,
Personality, motives, interests, past experience and expectation.

Workplace:

 A workplace is a location where someone works, for their employer or themselves, a

place of employment. Such a place can range from a home office to a large office
building or factory.

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 UNIT-4

DATA ANALYSIS AND

INTERPRETATION

1.Response percentage based on gender:

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Table No:4.1

Variable Frequency Percentage

Male 14 22
Female 51 78
Others 0 0
Total 65 100

Figure No:4.1

Less than 20 years

30 to 40 years 27%
40%

20 to 30 years
33%

Interpretation:

From the above responses there are Male respondents are low. Female respondents are high
while comparing the respondents of the employees. Male respondents are notified as blue colour
in the Pie chart. Female respondents are notified as red colour in the Pie chart. Male respondents
of the employees are 14 in frequency and 22%. Female respondents of the employees are 51 in
frequency and 78%.

2. Response percentage based on age:

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Table No:4.2

Variable Frequency Percentage

Less than 20 years 08 12
20 to 30 years 10 15
30 to 40 years 12 19
More than 40 35 54
Total 65 100

Figure No:4.2

Less than 20 years 20 to 30 years 30 to 40 years More than 40

12%

15%

54%

18%

Interpretation:

The Above pie chart explains that the measures of respondents belong to the categories provided.
08 members of respondents in the employees belongs to the category of below 20 years at 12%.
Then 10 members of the respondents in the employees belongs to the category of 20 to 30 years
at 15%. And 12 members of the respondents in the employees belongs to the category of 30 to 40
years at 19%. 35members of the respondents in the employees belongs to the category more than
40 years at 54%.

3. Response based on marital status:

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Table No:4.3

Variable Frequency Percentage

Unmarried 14 22
Married 51 78
Total 65 100

Figure No:4.3

Unmarried Married

22%

78%

Interpretation:

The above chart represent married person are high with 78% and unmarried person are low with
22%. Married person are pointed as blue colour and unmarried person are pointed as red colour.

4. Response percentage based on experience:

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Table No:4.4

Variable Frequency Percentage

Less than 1 year 30 46
1 to 5 years 25 39
Above 5 years 10 15
Total 65 100

Figure No:4.4

Less than 1 year 1 to 5 years Above 5 years

15%

46%

38%

Interpretation:

The above pie chart explains about the respondents of employees belongs to the experience of
the employees. Here, the experiences have been categorized to three portions and they are less
than 1 years, 1 to 5 years, and above 5 years. 30 persons and the proportion of percentage is 46%
for below 1 years’ experience. 25 persons and 39% of the respondents belongs to 1 to 5 years
experiences. 10 persons and 15% of the respondents belongs to above 5 years experiences.

5. Response based on departments:

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Table No:4.5

Variable Frequency Percentage

Manufacturing 32 49
Packaging 28 43
Research and development 05 08
Total 65 100

Figure No:4.5

Manufacturing Packaging
Research and development

8%

49%
43%

Interpretation:

The above table explains about the respondents of employees belongs to the specific Department
of the company. That company has three category of departments and they are Manufacturing,
Packaging, and Research and development.32 members of the employees belongs to
manufacturing department 49%. 28 members belongs to packaging department 43%. 05
members belongs to the research and development 08%.

6. Responses based on your organization make your task easier &

comfortable:

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Table No:4.6

Variable Frequency Percentage

Strongly disagree 02 03
Disagree 20 28
Neutral 25 36
Agree 11 16
Strongly agree 12 17
Total 65 100

Figure No:4.6

Strongly disagree Disagree Neutral

Agree Strongly agree
3%
17%
29%

16%

36%

Interpretation:

From the above table and chart shows the strongly disagree are 02 in frequency and 03%,
disagree are 20 frequency and 28% , neutral are 25 in frequency and 36%, agree are 11
frequency and 16%and strongly agree are 12 in frequency and 17%.

7. Responses based on satisfaction from my job:

Table No:4.7

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 Variable Frequency Percentage
Strongly disagree 11 17
Disagree 11 17
Neutral 10 15
Agree 12 19
Strongly agree 21 32
Total 65 100

Figure No:4.7

Strongly agree

Agree

Neutral
Series1

Disagree

Strongly disagree

0 5 10 15 20 25

Interpretation:

The above table and chart shows that 17% of the employee did not satisfaction from their job.
15% of the employee gained satisfaction from their job to an extent. 32% of the employee
strongly felt that they gained satisfaction from their work.

8. Responses based on my job is challenging:

Table No:4.8

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 Variable frequency Percentage
Strongly disagree 12 18
Disagree 15 23
Neutral 22 33
Agree 11 17
Strongly agree 05 09
Total 65 100

Figure No:4.8

25

20

15

Series1
10

0
Strongly Disagree Neutral Agree Strongly
disagree agree

Interpretation:

The above table shows that 18% of the employee felt that their job was not challenging, 33% of
the employee felt that their job was challenging to a certain extent, 09% of the employees felt
strongly that their job was challenging.

9. Responses based on employees support each other:

Table No:4.9

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 Variable Frequency Percentage
Strongly disagree 03 05
Disagree 08 12
Neutral 23 35
Agree 22 34
Strongly agree 09 14
Total 65 100

Figure No:4.9

25

20

15

Series1
10

0
Strongly Disagree Neutral Agree Strongly
disagree agree

Interpretation:

The above table shows that 05% of the employees felt that support from each other was not
there, 35% of the employees felt that support from each other was there to a certain extent and
14% of the employee felt strongly that support from each other was there.

10. Responses based on quality is given important:

Table:4.10

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 Variable Frequency Percentage
Strongly disagree 03 05
Disagree 05 08
Neutral 12 18
Agree 23 35
Strongly agree 22 34
Total 65

Figure No:4.10

Strongly disagree Disagree Neutral

Agree Strongly agree

5%
8%

34%
18%

35%

Interpretation:

The above table shows the 34% of the employee strongly agree quality is given important, 35%
of the employee agree, 18% of the employee is neutral, 8% of the employee disagree and 5% of
the employee is strongly disagree.

11. Responses based on individual initiative is encouraged:

Table No:4.11

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 Variable Frequency Percentage
Strongly disagree 02 05
Disagree 06 08
Neutral 11 18
Agree 24 35
Strongly agree 22 34
Total 65 100

Figure No:4.11

Strongly disagree Disagree Neutral

Agree Strongly agree

5%
8%

34%
18%

35%

Interpretation:

The above table shows the 34% of the employee strongly agree individual initiative is
encouraged, 35% of the employee agree, 18% of the employee is neutral, 8% of the employee
disagree and 5% of the employee is strongly disagree.

12. Responses based on management treats fairly:

Table No:4.12

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 Variable Frequency Percentage
Strongly disagree 0 0
Disagree 04 06
Neutral 11 17
Agree 20 31
Strongly agree 30 46
Total 65 100

Figure No:4.12

Strongly disagree Disagree Neutral

Agree Strongly agree

6%

17%

46%

31%

Interpretation:

The above table shows the 46% of the employee strongly agree management treats fairly, 31% of
the employee agree, 17% of the employee is neutral, 06% of the employee disagree and 0% of
the employee is strongly disagree.

13. Responses based on management recognize my work:

Table No:4.13

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 Variable Frequency Percentage
Strongly disagree 05 09
Disagree 10 15
Neutral 18 28
Agree 21 32
Strongly agree 11 16
Total 65 100

Figure No:4.13

25

20

15

Series1
10

0
Strongly Disagree Neutral Agree Strongly agree
disagree

Interpretation:

The above table shows the 16% of the employee strongly agree management recognize my work,
32% of the employee agree, 28% of the employee is neutral, 15% of the employee disagree and
09% of the employee is strongly disagree.

14. Responses based on working condition are good:

Table No:4.14

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 Agree working condition are good

Frequency Percent Valid Cumulative

Percent Percent

Valid strongly agree 32 49.2 49.2 49.2

Agree 18 27.7 27.7 76.9

Neutral 8 12.3 12.3 89.2

Disagree 3 4.6 4.6 93.8

Strongly disagree 4 6.2 6.2 100.0

Total 65 100.0 100.0

Figure No:4.14

Interpretation:

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The above table shows the 49.2% of the employee strongly agree working condition are good,
27.7% of the employee agree, 12.3% of the employee is neutral, 4.6% of the employee disagree
and 6.2% of the employee is strongly disagree.

15. Responses based on workload is reasonable:

Table No:4.15

Agree workload is reasonable

Frequency Percent Valid Percent Cumulative

Percent

Valid Strongly argee 24 36.9 36.9 36.9

Agree 17 26.2 26.2 63.1

Neutral 14 21.5 21.5 84.6

Disagree 5 7.7 7.7 92.3

Strongly disagree 5 7.7 7.7 100.0

Total 65 100.0 100.0

Figure No:4.15

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Interpretation:

The above table shows the 36.9% of the employee strongly agree workload is reasonable, 26.2%
of the employee agree, 21.5% of the employee is neutral, 7.7% of the employee disagree and
7.7% of the employee is strongly disagree.

16. Responses based on deadline are realistic:

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Table No:4.16

Agree deadlines are realistic

Frequency Percent Valid Percent Cumulative

Percent

Valid strongly agree 15 23.1 23.1 23.1

Agree 27 41.5 41.5 64.6

Neutral 13 20.0 20.0 84.6

Disagree 6 9.2 9.2 93.8

strongly disagree 4 6.2 6.2 100.0

Total 65 100.0 100.0

Figure No:4.16

Interpretation:

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The above table shows the 23.1% of the employee strongly agree deadline are realistic, 41.5% of
the employee agree, 20% of the employee is neutral, 9.2% of the employee disagree and 6.2% of
the employee is strongly disagree.

!7. Responses based on salary is adequate:

Table No:4.17

Agree salary is adequate

Frequency Percent Valid Percent Cumulative

Percent

Valid Strongly agree 9 13.8 13.8 13.8

Agree 36 55.4 55.4 69.2

Neutral 15 23.1 23.1 92.3

Disagree 3 4.6 4.6 96.9

Strongly disagree 2 3.1 3.1 100.0

Total 65 100.0 100.0

Figure No:4.17

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Interpretation:

The above table shows the 13.8% of the employee strongly agree salary adequate, 55.4% of the
employee agree, 23.1% of the employee is neutral, 4.6% of the employee disagree and 3.1% of
the employee is strongly disagree.

18. Responses based on safety:

Table No:4.18
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 Agree your organization give safety

Frequency Percent Valid Percent Cumulative

Percent

Valid Strongly agree 8 12.3 12.3 12.3

Agree 15 23.1 23.1 35.4

Neutral 19 29.2 29.2 64.6

Disagree 15 23.1 23.1 87.7

Strongly disagree 8 12.3 12.3 100.0

Total 65 100.0 100.0

Figure No:4.18

Interpretation:

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The above table shows the 12.3% of the employee strongly agree based on safety, 23.1% of the
employee agree, 29.2% of the employee is neutral, 23.1% of the employee disagree and 12.3% of
the employee is strongly disagree.

19. Responses based on organization give you a feeling on security:

Table No:4.19

Agree your organization give you a feeling on security

Frequency Percent Valid Percent Cumulative

Percent

Valid Strongly agree 19 29.2 29.2 29.2

Agree 19 29.2 29.2 58.5

Neutral 9 13.8 13.8 72.3

Disagree 11 16.9 16.9 89.2

Strongly disagree 7 10.8 10.8 100.0

Total 65 100.0 100.0

Figure No:4.19

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Interpretation:

The above table shows the 12.3% of the employee strongly agree based on feeling security,
23.1% of the employee agree, 29.2% of the employee is neutral, 23.1% of the employee disagree
and 12.3% of the employee is strongly disagree.

20. Responses based on overall satisfaction:

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Table No:4.20

Rate us your overall satisfaction

Frequency Percent Valid Percent Cumulative

Percent

Valid strongly agree 18 27.7 27.7 27.7

agree 21 32.3 32.3 60.0

neutral 13 20.0 20.0 80.0

disagree 5 7.7 7.7 87.7

strongly disagree 8 12.3 12.3 100.0

Total 65 100.0 100.0

Figure No:4.20

Interpretation:

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The above table shows the 27.7% of the employee strongly agree based on overall satisfaction,
32.3% of the employee agree, 20.0% of the employee is neutral, 7.7% of the employee disagree
and 12.3% of the employee is strongly disagree.

Chi-Square:

Null hypothesis (H0):

There is no significant relationship between department and workload in the

company.

Alternative hypothesis (H1):

There is a significant relationship between department and workload in the

company.

Table No:4.21

Department

Observed N Expected N Residual

Manufacturing 32 21.7 10.3
Packaging
28 21.7 6.3
Research and development 5 21.7 -16.7
Total
65

Workload

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 Observed N Expected N Residual
Stongly disagree 5 13.0 -8.0
Disagree 5 13.0 -8.0
Neutral 14 13.0 1.0
Agree 16 13.0 3.0
Strongly agree 25 13.0 12.0
Total 65

Test Statistics

Department Workload
Chi-Square 19.600a 21.692b
df 4 4
Asymp. Sig.
.000 .000

a. 0 cells (0.0%) have expected frequencies less than 5. The minimum expected cell
frequency is 21.7.

b. 0 cells (0.0%) have expected frequencies less than 5. The minimum expected cell
frequency is 13.0.

Degree of Freedom = (r-1) * (c-1)

= (3-1) * (3-1)

= 2*2

=4

At 5% level of significance and df (4) the table value 0.00

Calculated value (p) = 0.00

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Significance value = 0.05

Calculated value > significance value

Z= 0.00 < 0.05

Hence, the null hypothesis (H0) is rejected.

Interpretation

Since the calculated value is higher than the significance value, so null hypothesis is rejected and hence
there is no relationship between education qualification and years of working in company.

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 UNIT-5

FINDING SUGGESTIONS AND

CONCLUSION

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Findings:

1. There are grater number of female in a company

2. The age group of employees are above 40 years is high
3. 49% of employees are working in a manufacturing section
4. 36% of employees are neutral in organization make your task easier and comfortable,
17% of employees are strongly agree and only 03% of employees are strongly disagree.
5. In job satisfaction most employees are strongly agree and least employees are disagree.
6. In job challenging most people are neutral and least people are strongly disagree.
7. Employee support each other are most employees are neutral and least employees are
strongly disagree.
8. In quality, most employees are strongly agree and least employees are strongly disagree
this statement.
9. Most employees are strongly agree individual initiative is strongly agree and least are
strongly disagree.
10. Most employees are strongly agree management treats fairly and least are strongly
disagree.
11. Management recognize my work are strongly agree by many employees and no one are
strongly disagree this statement.
12. Work condition are good is strongly agree by many employees and least employees are
disagree.
13. 36.9% of employees are strongly agree workload is reasonable, 21.5% of employees are
neutral and 7.7% of employees are strongly disagree.
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 14. Most employees are agree deadlines are realistic and least people are strongly disagree.
15. Most employees are agree salary is adequate and least number of employees are strongly
disagree.
16. 12.3% of employees are strongly agreed about the safety and 12.3% of employees are
strongly disagreeing.
17. 29.2% employees are agree about feeling safety and 16.9% of employees are disagree.
18. 20% of employees are neutral about overall satisfaction, 27.7% of employees are
strongly agree and 12.3% of employees are strongly disagree.

Suggestions:

1. The company should recruit more male employees

2. The company should recruit many fresher for manufacturing section, because more
number of aged female employees are in that section.
3. Most employees (36%) are neutral in organization make your task easier and
comfortable. So, make your task more easier and comfortable to the employees.
4. 33% of employees are neutral in job challenging, so try to remove the work burdens
of the employees.
5. 12.3% of employees are neutral in work condition are good, so try to make your work
easier.
6. 12.3% of employees are strongly disagree in overall satisfaction, so try to remove the
work burdens, make you task easier and comfortable and remove challenges in our
work.

Conclusion:

From the above study the conclusion is manager and leader should know how to motivate and
inspire teamwork in the organization. They should create an effective work atmosphere and
organization culture that involves the employees. This will motivate the employees to work at
their best. Manager should act like trainer or coaches by providing examples of themselves in the
general work done.

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This will build employees confidence with their leaders and they will lok up to them as their role
models. It will help organization improve its performance tremendously. Moreover, the
improved level of motivation among employees help them to develop their individual and
professional attributes. These attributes would enable employees to interact with one other, thus
developing flourishing working relations amongst themselves.

Reference:

1. Brad Shuck and Karen Wollard (2010). “How do Recognition Programs Impact Employee
Engagement and How have companies with a Large Global Footprint structured such
Programs to Drive Results?” Cornell University ILR school, Digital Commons @ ILR,
Student Works ILR Collection, spring
2. Mishra, R.K. and Singh, A. (2011) International Journal of Research and Review in
Applied Sciences.
3. Ruchi Goyal, D. M. (2012). A study of HR practices and their impact on employee job
satisfaction and organizational commitment in pharmaceutical industires. International
journal of Business trends and technology.
4. Mathew, P. a. (2013). Employee challenges in IT technology. International Journal of
research in computer science and IT.
5. Appa Rao S., Narayana M.S. and Murty T.N., (2014), “A Study on HRD System in Public
enterprises in India- An Analysis” Intercontinental Journal of Human Resource Research
Review.
6. Bhavan Raina, Dr Anjali Kalse (2019) ”A Study of Employee’s Perception of Human
Resource Practices And Work Engagement in Hospitality Industry (Mumbai)”
International Journal of scientific & Technology Research.
7. Mehvish Mehmood (2017) “Impact of human resource development (HRD) practices on
employee’s performance in textile industry” International Journal of Academic Research
and Development.
8. Kennedy Alusa, Anne Kariuki (2015) “Human Resource Management Practices,
Employee Outcome And Performance of Coffee Research Foundation, Kenya” European
Journal of Business and Management.

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Questionnaire:

Name: --------------------

1. Gender: ---------------
Male
Female
Others

2. Age: ---------------
Less than 20 years
20 to 30 years
30 to 40 years
More than 40

3. Marital status: ---------------

Unmarried
Married

4. Experience: ---------------
Less than 1 year
1 to 5 years
Above 5 years

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 5. Department: ---------------
Manufacturing
Packaging
Research and development

Kindly tick the appropriate box of the followings:

SD – Strongly Disagree

D – Disagree

N – Neutral

A – Agree

SA – Strongly Agree

SL.N Questions SD D N A SA
O
06. Do you agree your organization make your task
easier and comfortable?

07. Do you satisfy with your job?

08. Do you agree your job is challenging?

09. Do you agree employees support each others?

10. Do you agree quality is given important?

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11. Do you agree individual initiative is encouraged?

12. Do you agree management treats fairly?

13. Do you agree management recognize you work?

14. Do you agree working condition are good?

15. Do you agree workload is reasonable?

16. Do you agree deadlines are realistic?

17. Do you agree salary is adequate?

18. Do you agree your organization give safety?

19. Do you agree your organization give you a feeling

on security?

20. Rate us your overall satisfaction.

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