Dissertations by Skyline MBA BBA students: Employee Satisfaction Survey at SAI Engineering Foundation

Name: Puneet Thakur (2008 – 2010)
Title: Employee Satisfaction Survey at SAI Engineering Foundation

Summary
Objectives of the Study:

Conduct Employee Expectancy Survey for the organization
To raise the Employee Satisfaction level based on the Analysis made
To bridge the gap between the management and the employees

Scope of the Study:
The research project will be undertaken at “Sai Engineering Foundation - New Shimla”. The study will be carried out in HR Department and the HR processes / functions of Sai Engineering Foundation.

Limitations of the Study:

The time limit within which the study has to be conducted is short for a real thorough analysis of the organization.
Since Ace has many co-partners under the Ace umbrella, it is not possible to extend the study on all its partners.
All the departments may not be contacted for the study. Most of the information will be sourced from HR department.
Organization may not disclose all information from the management.

Findings:

Overall the employees enjoy a good quality work life.
Work at the staff level requires to be enriched so as to provide opportunities to tap the employees’ skills and abilities.
Employees learn a lot of new things trust the management and are proud to be working for Sai Engineering Foundation.
Scores indicate that the employees are not very satisfied with the pay level.
Operators most unhappy about the pay, pay scale and educational opportunities, followed by the executives, staff and managers.
Operators more satisfied with the medical insurance and facilities followed by the staff, executives and managers.
All the groups indicate mild dissatisfaction with the retirement and recreational benefits.
All almost agree that pay hike is time bound but not linked to individual or team performance and could be based on Senior management’s impression about individual.
No significant satisfaction or dissatisfaction about the annual bonuses & performance based bonuses.
Executives, managers and operators disagree that the pay and fringe benefits are comparable with other organizations; staff more neutral in this regard.
Executives and staff neutral on most aspects and indicate dissatisfaction with career development prospects & opportunities for training and higher studies.
Managers not very satisfied with career development prospects though agree on quality training provided & neutral about intent to quit.

Recommendations:

Increase salary and yearly increments.
Pay & promotion to be based on :
Performance
Seniority (some against this)
Qualification (some against this)
More medical benefits, housing loans & tax beneficial salary structure.

Conclusion:

Overall employees are satisfied with the recruitment and training process that is followed in the organization.
There is not much difference in the opinions among the employees of various departments regarding the aspects of the interviewing process, the interviewer and their interaction during the interview, which is highly satisfactory and also the training, promotion basis is fairly good.
The employees of all the departments have assigned highest priority to company reputation and then the opportunity for advancement (career growth).
The company had been following the panel interview method, which can be cumbersome to the recruitment process.
There is wide acceptance that the functional knowledge of the employees is very important secondly the attitude of the employees and then compatibility of the employees, assessing style and lastly smartness and wit of the employees. We also noticed that the management takes good initiative for the development of the employee’s morale, status and quality of approach.