1

EMPLOYEE SATISFACTION SURVEY IN

S.S. DEMPO COLLEGE OF COMMERCE & ECONOMICS

NAME: SONIA VAZE ROLL NO: 31 S.Y.B.B.A

Table of content

Sr. No 1

Contents Introduction Company Profile a) Problem Statement b) Research Objective c) Background Research

Page. No

Methodology a) Sample Design b) Research Design c) Data Collection d) Data Analysis Findings a) Conclusions b) Recommendations c) Limitations

Bibliography

ACKNOWLEDGEMENT

First & Foremost offer my gratitudes to the almighty who gave me strength, courage and blessing to carry out a successful study. I am also thankful to my project guide Mrs. Sharmila Swami for helping me to formulate this project and guiding me in its analysis and implementation. Equal thanks also go to all faculty and staff members of the institution for extending open support. I convey my sincere gratitude to my parents and friends for their encouragement and support.

MINING INDUSTRY The Mining industry in India is a major economic activity which contributes significantly to the economy of India. The GDP contribution of the mining industry varies from 2.2% to 2/5% only but going by the GDP of the total industrial sector it contributes around 10% to 11%. Even mining done on small scale contributes 6% to the entire cost of mineral production. Indian mining industry provides job opportunities to around 700,000 individuals. India is the largest producer of sheet mica, the third largest producer of iron ore and the fifth largest producer of bauxite in the world. India's metal and mining industry was estimated to be $106.4bn in 2010. MINING IN GOA
Mining in Goa is mostly concentrated in four talukas namely, Bicholim in North Goa district and Salcete, Sanguem and Quepem in South Goa district. Some 400 mining leases had been granted in Goa till 2002-03, covering approximately 30,325 ha -- this works out to almost eight per cent of the total geographical of the state. Number of mines is increasing every year; especially during last one year it has shown significant growth. Assuming that total mining project that came to expert committee since June 2007, gets cleared then another 8.4 per cent and 5.3 per cent geographical area of Sanguem Taluka and Quepem Taluka respectively will get converted into mine.

Since June 2007, 120 mining projects came up for clearance with ministry recommending clearance for overwhelming 48 per cent of the projects (see Graph 1: High rate of clearance). The remaining 52 per cent of the projects are still pending with ministry but the environment appraisal committee has not rejected any project. There were some projects which received specific attention such as Mahavir Mineral Bauxite Mine (lease area fell in CRZ) and Devapan Dongar Iron & Manganese mine (permission granted only for iron ore mine and not manganese ore mining because of its negative environmental impacts. However, still these projects were not rejected (refer: Annexure 1). In very small number of cases were asked by the appraisal committee to prepare a new EIA based on comment made during public hearing and resubmit for clearance such as Casarman manganese ore mine, Molio Dongor manganese ore mine etc (refer: Annexure 1). Although such cases are extremely rare and very few. Even in this case the clearance has not been outrightly rejected but the proponent has been asked to resubmit fresh information. If the proponent is able to furnish these, the appraisal committee in all likely will give green signal to the project.

Large number of clearance also means that a large areas of fertile agricultural land getting diverted for mining. Since June 2007, the total numbers of mining projects, which have been submitted for clearance, cover a huge area of 9,404 ha. This is only a years data. No data is available as to how much land was diverted for mining between 2002-03 and 2006-07. Adding this 9,404 ha to the total land under mining in Goa (till 2002-03), it works out to be 10.5 per cent of the total area leased out for mining major minerals in the state.

INTRODUCTION
Fomento Resources is a grand alliance of world-class businesses in a resource development (exploration, excavation, and mineral processing), logistics (surface and marine), and sales (international and domestic).

The member companies include Sociedade De Fomento (SFI), Fomento Karnataka (FKPL), Infrastructure Logistics (ILPL), Marine Infrastructure Goa (MIG) and Karnataka Ferro Concentrates (KFC). It operates 12 mines in Goa, 2 in Maharashtra & 4 in Karnataka. Cumulatively, in 2009-10 the member companies have exceeded 7.43 Million metric tons of sales including exports to countries such as Japan, China, and Romania. Cumulatively, in 2010-11, the member companies have exceeded 16.6 million tonnes in sales including exports to countries such as Japan, China, and Romania. Planning is a pass to success. The Success secret lies in Fomento's strength which is built on highly committed, skilled and efficient workforce. In addition, very importantly, our relationship with community living around our business locations. The bonds between alliance and community formed with mutual respect, active partnership and long term trust makes us more satisfied and successful. The requirement of business changes as the time progresses. Business growth, new products,the bussiess have gone now beyond the iron and Mn mining with the entry in Bauxite mining.

The year 2011, has been marked by many achievements in business development, art and technology, continual progress in environmental management activities and so on. New opportunities into new business areas. On 28th September 2011, Fomento Resources signed a Business Transfer Agreement with Tata Metaliks for purchase of the pig iron plant at Redi - Maharashtra with a holding capacity of 3,00,000 tonnes. On 16-02-11, Fomento Resources commenced operations on its first bauxite mine at Gudeghar a village located within the Ratnagiri District of Maharashtra. Gudeghar is located 475 Kms from Goa the base headquarters of Fomento Resources. Besides this, Group Vocational Training centre is established at Sacorda Mines. This is and many more activities which brought community close to our business making really the successful sustainable mining operations at Fomento Resources.

The alliance's activities include resource development (exploration, excavation, and mineral processing), logistics (surface and marine), and sales (international and domestic).

All our locations have diligently worked on continual improvement efforts in the area of environmental management. Such efforts have focused on not only minimizing impact on the environment and complying with multiple environmental laws and regulations to improve the environmental quality. Underlying all our mineral, production and subsequent operations is the belief that mineral wealth can be utilized for human progress in harmony with conservation of resources and recreation. Recommended Environmental Management practices such as dust suppression, controlled blasting, settling ponds for pit discharge, dump rehabilitation, tailing management & environment monitoring are being practiced from the early stage of mining at all our mines. All these practices are updated with the available technical know-how. Our in-house research and development studies contribute to effective planning and achievement of all the targets in the business, environment and social activities.

Founder: Late Mr. Madhusudhan D K Timblo Chairman Mr. Auduth Timblo

Managing Director Mr. Ambar Timblo

Fomento Resources Exports Ore to China, Japan, Western Europe, In the past it used to export to Middle East. Operation areas at 1) Goa 2) Karnataka 3) Maharashtra 4) Andhra Pradesh Competitors Sesa Goa, Salgaocar Mining Industries Pvt Limited , Panduranga Timblo Industries , chowgule mines, Rajaram N S Bandekar & Co Pvt Ltd etc, sell the same Products to the same countries which Fomento Exports.

7 ENVIRONMENTAL AWARENESS:The World Environment Day 2011 was celebrated with great enthusiasm by Fomento Resources at Cuddegalivoril Soddo Iron Ore Mine, located at Village Santona, Taluka Sanguem, District South Goa, Goa. The theme for World Environment Day 2011 is 'Forests: Nature at Your Service' underscores the intrinsic link between quality of life and the health of forests and forest ecosystems. The WED theme also supports this year's UN International Year of Forests. India named Global Host of the World Environment Day 2011. As a part of environmental awareness among workers, officers the event was organized by the Environment Department at our Cuddegalivoril Soddo Mines. Catch them a youngSo, the younger generation too joined our celebration. The event was marked by the plantation with the hands of our little guests, our officers and workers.

Also, to boost the plantation in surroundings, 8000 local fruit bearing saplings such as coconut, cashew, guava, cocum, arecanut have been distributed to the local villagers through Panchayat. Garbage disposal system is organized and maintained at Village Shigao. SOCIAL SUPPORT ENDEAVOUR
At Fomento Resources, we call Corporate Social Responsibility as Social Support Endeavor.All location teams have worked tirelessly over the years to enhance standards in health, education and social development for the benefit of the communities. Empowering the youth to earn their livelihoods thinking beyond the mining and hand of help to the needy. Health, Education, Employment and infrastructure facilities are the main sectors we touch to make better, the same are briefed as follows:1. Employment to locals: - Our activities and community works are completely local. 90 % of the people are employed directly or indirectly in our operations are local, in our neighbors. 2 Out sourcing of jobs: -Policy of the organization is to give preference to locals in case of their suitability in the jobs outsourced, presently company has engaged about 1000 Tata tippers at our various places. 3. Water Supply: - Company supplies water for all the purposes to surrounding villages. Also open wells have been dug in the neighborhood. We completed one Water Supply Project

8 dedicated to the village of Redi, of Maharashtra. Fomento Resources completed construction of a water treatment plant; the modern Thermax plant will deliver 12, 00,000 litres of water per day. The plant will be in the Shree Devi Mauli Water Supply Scheme, named after the local goddess. The scheme will supply water to 1000 houses in the village of Redi. 4. Medical Facilities:- Fomento Resources is the second largest provider of health care in the state of Goa, supports the operations of 24 dispensaries in the state, serving the health needs to close to 1,00,000 people. We not only care for the health of our every employee but also of every member of our community. Almost every village where we operate has a medical clinic, a doctor and round the clock ambulance. Part time practitioner and free medicine is provided in our clinics. Medical Camps are organized for the people from surrounding villages. 5. Education & Training:The Alliances sincere commitment to relationships with students, families and teachers is reflected in their educational activities. The Alliance lends support to almost every student in its locations through the distribution of school uniforms, books, dictionaries and monsoon gear. The Ashiyana trust of the Alliance funds and administers the Gyan Jyoti Puraskar scholarships for low income students till the completion of their higher education.

This year 77 students across Goa , Maharashtra and Karnataka we awarded Gyan Jyoti Puraskar taking the total no. of recipients to 212, since it s inception at 2007. The year 2011 is special for Fomento Resources, for achieving a high book value in donating a record number of school books to the stakeholders who mattered. These stakeholders were meritocratic students from schools in all Fomento Resource locations, who received their best share yet of uniforms, books, school bags, rain gear and other stationary needed for their schooling. 23590 books, 2753 school bags, 1295 school uniforms, 1341 rain gears and 899 other stationary articles were distributed to all the schools in Goa and Maharashtra by Fomento Resources. Our school bus takes children to the school. Help is at hand in the classroom too. For children who are behind in their studies and need to catch up. A teacher has been appointed by us takes extra classes. We thought of empowering the dropouts to find their right way in life, so started with driving and training school. Fomentos Manav Vikas Kendra, established in the year 2007, a developed centre which runs a government recognized driving school at its Sacorda Mines for young boys of the village and surrounding areas. On September 15, 2011, we have opened one more set up of driving-cum-technical school at Pissurlem Village.

9 Empowering the ladies, we have started one sewing class at Cormonem Village. In driving school, even ladies are given opportunities to learn driving and technical aspects. Along with Technical schools opening of computer centre (on 15th September 2011) at village of Pissurlem joined the existing network of computer training schools located at Redi, Sacorda, Advalpal,Shirsaim and Colomba Village. In addition to these activities, we have also established schemes/trusts like Ashiyana trust, Ashadeep, Old Age Homes to support the needy people at the state levels. 6. Recreation Facilities:1. Assistance to Sports Clubs in surrounding villages. Also, Sport goods & infrastructure facilities are provided to local clubs. 2. During Ganesh Chaturthy Festival, informative and educational lectures on community health, agriculture, horticulture, career guidance are conducted. Dramas are stage, folk dance and singing competitions are conducted. Culinary and floral decorations are nurtured through competitions. 3. Need based help in the form of donations for construction of temples, bus stops, community halls & also to Sarvajanic Ganeshotsav Mandals, Sarvojanic Shardotsav Mandals etc.

PROCESS FLOW CHART OF HR DEPARTMENT Manpower Planning Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows Steps in Manpower Planning 1. Analysing the current manpower - Before a manager makes forecast of future manpower, the current manpower status has to be analyzed. Once these factors are registered by a manager, it goes for the future forecasting. Manpower requirement analysis .

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2. Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units. Recruitment Is the process of finding and attracting capable applications for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

Sources of Recruitment 1) Internal Transfers Shifting of an employee from one job to the other, one department to the other without a substantive change in responsibility or pay Promotions It is Shifting of employee from a lower position to a higher position ,carrying higher responsibilities ,status and pay. This practice helps to improve the motivation, loyalty and satisfaction level of employees. 2) External Advertisements Advertisements in Local Newspapers it is used when a wide choice of candidates are required to choose from. Web Publications Advertisement in the company Web site i.e. www.Fomento Resources.com And The Company also has Tie up with Naukari.com

Preliminary Screening This screening is Done by the panel of HR and function head based on the information
supplied in the application form and bio Data that helps the company to eliminate those candidates who do not qualify for the job.

Round 2 screening is done By the General Manager and Head Of Department Employment Interviews

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A formal conversation conducted to evaluate the applicants suitability for the job. The role of the Interviewer is to seek information and of the interviewee is to provide information but if the interviewee an also seek information from the interviewer

Reference and Background Checks Verifying information and gaining additional information on an applicant from previous employees, known persons, teachers /university professors can act as references .

Selection Decision The Final decision has to be made from among the candidates who pass the interviews and reference checks. The views of the concern manager will be generally considered in the final selection because it is She/he who is responsible for the performance of the new employee.

Medical Examination After the selection decision and before the job offer is made, the candidate is required to undergo a medical fitness test. Job Offer Job Offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. Contract of Employment On the 1st day of the employee is given basic information which includes the written contract of employment it includes headings such as Job Tittle, Duties ,Responsibilities , rates of pay ,allowances ,hours of work ,lever les , sickness, Grievance procedure ,Disciplinary Procedure, Work rules , etc. Orientation Introducing the selected employee to other employees and familiarizing him with the rules and policies of the organization, whom she/he has to report to Training It is concerned with the upgrading of knowledge and skills of the employee so that their ability to perform improves. On the job and Off- the Job training is given after doing the Trainee Need Analysis - training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Given to the group of employees according to their requirements.

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Performance Appraisal Is a systematic and periodic process that assesses an individual employees job performance and productivity . Appraisal where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job. Self appraisal- gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superiors appraisal- where the employees responsibilities and actual performance is rated by the superior.

Benefits Offered 1) Basic

This forms the very basis of your salary. This is the core of your salary, and many other components may be calculated based on this amount. Basic usually depends on your grade within the companys salary structure.

2) PF- provident fund

Is a statutory body of the Government of India under the Ministry of Labor and Employment. It administers a compulsory contributory Provident Fund Scheme.12% PF is deducted from the salary every month and 12% is contributed by the Organization.

3) Medical Allowance Medical allowance is paid out to help the employee with the amount that He/she spends on medical treatment and medicines. Medical allowance are paid out monthly or yearly. However, if you receive reimbursement of your medical expenses against submission of bills. 4)HRA House Rent Allowance
House Rent Allowance (HRA) is paid out to meet full or part of the employees expenditure on renting a house. House Rent Allowance is paid out every month.

5) DA- Dearness Allowance

The Dearness Allowance is paid out to compensate for increase in the general cost of living due to inflation .DA is paid out every month

6) ESI Employee State Insurance This provides medical benefits to the employees and can avail the facilities by the govt. 7) Bonuses

13 Bonuses are paid out depending on the employees performance. Bonuses are paid out monthly or paid out once a year.

8) LTA -Leave Travel allowance LTA is paid to encourage you to take periodic vacations and travel with your family. Leave Travel Allowance is usually paid out once a year.

9)Personal Car for Higher Authorities

This is given to the employee so that it will be convenient for the employee to come and reach on work on time also for Site Visitation

10) Mobile Allowance This is an allowance given to the employee so that they can maintain a cell phone. For office use. It is usually paid out monthly depending on the positions. 11)Canteen Facility Canteen facility in which food is provided for free to the employees 12)Securities Insurance Human and machine

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ORGANISATIONAL STRUCTURE
Chairman

Managing Director

Mining

General Manager (3) Senior Manager General Manager HR Senior manager

HOD (3) North,South Maha

DY General Manager

Managers (3) IT Trainee

IT

Assistant manager DY General Manager HR manager (4)

Assistant managers (9) Hardware Technician Manager (4)

Executives

Finance

Senior manager Assistant HR (6)

Asst. Manager (6)

Human Resources Geology

Executive

Geologist

Geologist (3) Sampler

Surveyor (4)

Quality Assurance Marketing

Manager (4)
General Manager Road Rail shipping Dy general manager

Senior chemist (8)

Senior manager Senior manager Senior manage Managers

Manager (4) managers

Asst. Manager (5) (4)

Logistics

Purchase

Purchase managers Assistant manager

manager

Legal

Sr. manager

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SWOT Analysis Strengths Fomento is One of the Largest Exporter of Iron Ore in the Private Sector .Fomento Resources Export 2 products i.e. Fines and Lumps the capacity to produce the product in large quantity which have great demand from the international markets Have an advantage of River Transport in Goa It has a Long Stand relationship with the MPT logistics and infrastructure and uses its potential to the fullest in capturing ,revering transport also being an established exporter it enjoys certain plot facilities. It Extracts only one Product therefor can concentrate on it. Availability of ore is High in Goa Fomento utilizes this ore in the best possible manner Because of the Dedicated work team There is a high demand for ore since it is the basic product for Iron and steel industries This company is also involves in Corporate Social Responsibilities to develop the State

Weaknesses It has to depend on its exports for profits since it exports 98% of its product In export they have a large dependency on Chinese market for sales of iron ore since they export 84% ore to China They face inadequacy in rail and road transport facilities to transport its ore within the country. This results in high inland Logistic Costs Iron ore industry is linked to Global steel industry,90%of iron ore is used to make steel. Thus their demand and market prices are linked to Global Steel Industry Fomento is a Price taker and not the price setter .In the International market Fomento dont announce its price, whenever ore is available they go to the market and sell the ore at market determined price which depends on the Demand and Supply.

Opportunities The Company is planning in expanding in the future It is adapting new technology i.e. SAP to enhance performance It is also Diversifying into other Products i.e. Bauxite and Limestone

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Threats Build up in Iron Ore Inventory in China: China has been Steadily pulling up Iron ore Inventory to reduce its dependency on Imports. Competitors such as Sesa Goa, Salgaocar Mining Industries Pvt Limited ,Panduranga Timblo Industries , chowgule mines sell the same Products to the same countries which Fomento Exports Iron Ore is an exhaustible mineral Product/natural resource which also forms a major threat to the company Central Government Regulations and Policies which suppress the smooth and continuous Business activities.

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Porter Five Forces Threat of Intense Segment Rivalry Iron Ore companies don't compete on price, mainly because the prices are determined by market forces. But or companies do compete for land. The backbone of a precious mineral company is its reserves, and the only way to build up reserves is to explore for good mining areas. Companies go to great lengths to discover ore deposits, and the discovery is on a firstcome-first-serve basis.

Threat of New Entrants Both Entre and Exist Barriers are High. Entre Barriers are High because Financing is a principal barrier to entry in the mining industry, which is heavily capital intensive. Constructing mines, production facilities, exploration and development and mining equipment all require large sums of capital. This capital is required before the mine is in production. Therefore, favorable financing terms are extremely important. In short, long-term survival in the Mining market requires significant capital. Exist berries are high due to (1) Asset-write-offs e.g. the expense associated with writing-off items of machinery ,land /locations, building (2) Closure costs including redundancy costs organization tells some of its employees to leave because their jobs are no longer necessary and paying them), and the penalty costs from ending leasing arrangements for property (3) The loss of business reputation and consumer goodwill - a decision to leave a market can seriously affect goodwill among customers and in the market.

Threat of Substitute Due to non-availability of any substitute for minerals , mining industry is not faced by any threat from substitutes.

Threat of buyers Bargaining Power Even through these natural resources are unrenewable and limited, there are other mining companies producing them and these resources are undifferentiated from other companies products. This makes the buyers have high level of negotiation.

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Threat of Suppliers Bargaining Power In the mining industry, the suppliers are usually mining equipment companies. They usually have high powers to the mining companies. Even though there are many mining equipment suppliers, and the concentration level of the suppliers is lower than the mining industry, the suppliers still have significant influence to the mining company. One of the reasons is that the switching cost is extremely high. While the price of mining equipment is high, the mining companies also need the suppliers technical support in maintaining and upgrading the equipments after purchasing them. When the switching cost is high, the mining companies may find it hard to play suppliers off against one another.

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Objective
To measure the employees job satisfaction level in Fomento Resources Identifying organisational strengths and areas for improvements To find out the factors which dissatisfies the employees? To know about the relationship with the superiors

Data Collection
The methodology used for the collection of data has been divided into two groups : Primary Data Secondary Data

Primary Data
In this project he primary data was collected through questionnaire method. A structured questionnaire was administered and employees were asked to fill it. A total 80 employees responded to the questionnaire.

Secondary data
Apart from primary data collected, the past data collected through the records of Fomento Resources and internet is used for the study.

Questionnaire
The survey was designed to measure the level of satisfaction employees had with to respect to 7 parameters. Compensation and promotion potential Satisfaction Workplace and resources Welfare Facilities Teamwork Opportunities for Growth Work/Life Balance; Stress and Work Pace Feedback

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It was intended to study the employees satisfaction in Fomento Resources for 7 categories for respondents. Those categories are: Mining Engineers General Managers Deputy General Managers Senior Managers Managers Assistant Managers Senior Executives

Research methodology
The purpose of methodology is to describe the process involved in research work. This includes the overall research design, data collection method, conducting survey, the analysis of data. Analysing Data: Various responses to objective type questions were ranked from 1 to 5 whereby point 1 was given to highly dissatisfied response and point 5 marked for highly satisfied response. The responses were evaluated under four categories: 1. Highly dissatisfied 2. Dissatisfied 3. Neutral 4. Satisfied 5. Highly dissatisfied

The responses to various questions were placed in these four categories and percentage was taken out for the four categories for various dimensions. It is shown in the form of table as follows Analyzing and Interpretation of Data After the data has been collected, classified, the next step is to analyze and interpretation of data. In order to make the analysis and interpretation part simple , Bar Diagrams and tabular formats were constructed for each dimension, same are enclosed here

Sampling Sample Design

In this research they were approached and given a brief explanation about the study and the purpose of the study. The employees were then asked to fill a questionnaire with 26 questions

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including the basic detail which had more close ended questions, so that the respondents can easily fill the questionnaires. The purpose of this survey is to measure the employees job satisfaction level in Fomento Resources.

Sampling Population
There are totally 350 employees working in the organisation.

Sample Size
Sample size is 80 The sample population comprises of all the employees working in Fomento Resources Pvt. Ltd. 2 different Corporate office (CDS). Total 80 employees responded to the questionnaire, which would be further used for the analysis.

Sample Area Sampling Techniques

The research instrument used is a questionnaire. The questionnaire has more close ended questions as the study was specific. Through the questionnaire the measurement of the customers level of satisfaction and opinion would be easier. The techniques used in the questionnaire were category scaling techniques.

Limitations
Since whole population of employees is not considered in sampling and only a segment is considered, there is a probability of biasness. The employees have attempted to fill the questionnaires as an act of formality.

22 How long have you worked in this organisation? Less than 1 year 1-5 years 5-15 years 15-25 years More than 25 years 11 19 31 8 11

Column1
Less than 1 year 1-5 years 5-15 years 15-25 years More than 25 years

14% 10%

13%

24%

39%

Employees working for 0-1 years are 13%. The analysis shows that 24% of total employees interviewed are employees of Fomento Resources for 1-5 years.39% of employees have been working in thin organisation for 5 to 15 years. Employees working for 15-25 years are 10% and 14% of employees for more than 25 years. Highest number employees interviewed are the employees working for 5 to 15 years.

Age Less than 35 36-45 46-60 Over 60 39 29 12 0

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COMPENSATION AND PROMOTION POTENTIAL SATISFACTION My pay package is competitive compared to other organizations in the same line of work Highly dissatisfied 0 dissatisfied 1 neutral 6 satisfied 19 Highly satisfied 54

60 50 40 30 19 20 10 0 0 highly dissatisfied dissatisfied neutral satisfied 6 1

54

Highly satisfied

Series 1

Column2

Column1

Interpretation: Majority of the employees (68%) say that their pay package is competitive compared to other similar organisations. 24 % of employees are satisfied with their pay package compared to the other organisation in the same line of work. Employees are very much satisfied with their pay package of Fomento Resources

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I am satisfied with the benefits my organisation extends to me Highly dissatisfied 4 dissatisfied 21 neutral 15 satisfied 27 Highly satisfied 13

30 25 20 15 15 10 4 5 0 Highly dissatisfied dissatisfied neutral

27

21

13

satisfied

Highly satisfied

Column1

34% of employees agreed that are satisfied with benefits which organisation extends to them but 26% of employees said that they are dissatisfied with the benefits which organisation extents to them. 19% of employee neither satisfied nor dissatisfied whereas 16% of respondent are highly satisfied.

25 My organisation has fair promotion policy Highly dissatisfied 9 dissatisfied 21 neutral 25 satisfied 20 Highly satisfied 5

25 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied 9 5 21 20

Series 1

Only 31% of interviewed employees thought that the organisation has the fair promotion policy while 31% of employees are satisfied with the promotion policy of Fomento Recourses and 26% felt neutral and dissatisfied respectively about the promotion policy of this organisation. Whereas 36% of employees are dissatisfied with the policy.

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Overall I am satisfied with the salary package Highly dissatisfied 0 dissatisfied 6 neutral 22 satisfied 13 Highly satisfied 39

Series 1
40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

Series 1

Most employees (49%) said that they were highly satisfied with the salary package whereas only 7% of employees disagreed that they were satisfied with the salary package. 28% of respondents are neither satisfied nor satisfied with the overall salary package. Maximum number of employee is satisfied with the overall salary package of Fomento resources.

27 WORKPLACE AND RESOURCES I Have the Resources and information I need to do my job well Highly dissatisfied 0 dissatisfied 2 neutral 5 satisfied 47 Highly satisfied 26

Series 1
50 45 40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

Majority of employees (92%) said that they are satisfied with information and resources provided by this organisation to do their job well. This shows that information system in this organisation is very strong and management provides good resources to their employees need to do their job well.

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My Workplace is well maintained Highly dissatisfied 0 dissatisfied 0 neutral 9 satisfied 17 Highly satisfied 54

60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

68% of employees are highly satisfied with the workplace whereas 21% of employees are satisfied with the maintenance of the work place. 11% are neither satisfied not dissatisfied.

29 My Workplace is a physically comfortable place to work Highly dissatisfied 0 dissatisfied 5 neutral 19 satisfied 29 Highly satisfied 27

30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

70% of employees are highly satisfied with the workplace. 36% of employees felt that their workplace is physically comfortable place to work they are satisfied with this workplace but 24% of employees said that their workplace is not so physically comfortable workplace

30 My workplace is safe Highly dissatisfied 0 dissatisfied 2 neutral 4 satisfied 21 Highly satisfied 53

60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

Majority of employees (92%) agreed that their workplace is safe. Employees are very much satisfied with

the workplace, its environment, and security.

31 WELFARE FACILITIES The company provides excellent benefits and welfare facilities for the employees and their families Highly dissatisfied 0 dissatisfied 7 neutral 19 satisfied 38 Highly satisfied 17

40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

47% of employees are satisfied with the types of benefits and welfare facilities provided to them and 21% of employees are highly satisfied with welfare facilities which they get whereas 23% of employees are not very satisfied with the welfare facilities provided to them.

32 If all the required documents are furnished property, applications for various loans are processed promptly Highly dissatisfied 0 dissatisfied 2 neutral 13 satisfied 36 Highly satisfied 29

40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

36% of employees said that they are highly satisfied with loan facilities provided by this organisation and 45% of employees are satisfied with this facility.

33 All the allowances and advances are provided on time Highly dissatisfied 0 dissatisfied 15 neutral 6 satisfied 31 Highly satisfied 28

35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

74% of employees agreed that they are satisfied with the allowance provided to them whereas 19% of employees said that organisation does not provide them all the allowances and advances on time.

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Medical facilities are adequate and provided on time Highly dissatisfied 0 dissatisfied 0 neutral 9 satisfied 7 Highly satisfied 64

Series 1
70 60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

80% of employees are highly satisfied with the medical facilities and they said that organisation provide them medical facilities on time.

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Proper health and safety training is provided Highly dissatisfied 0 dissatisfied 23 neutral 20 satisfied 13 Highly satisfied 24

25

20

15

10

0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

According to the analysis 30% of employees agreed that they are satisfied with health and safety training provided by the organisation. Whereas 29% are dissatisfied with health and safety training provided to them.

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Teamwork Teamwork is encourages and practiced in this organisation Highly dissatisfied 0 dissatisfied 0 neutral 3 satisfied 18 Highly satisfied 59

60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

Majority of employees (74%) said that teamwork is encourages and practiced in this organisation. 22% employees said that organisation encourages and practiced in this organisation.

37 There is a strong feeling of teamwork and cooperation in this organisation

Highly dissatisfied 1

dissatisfied 5

neutral 7

satisfied 44

Highly satisfied 23

45 40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

44% of employees said that there is strong feeling of teamwork and cooperation in the organisationj.

38 OPPORTUNITIES AND GROWTH I have adequate opportunities for professional growth in this organisation Highly dissatisfied 7 dissatisfied 36 neutral 23 satisfied 5 Highly satisfied 9

40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

45% of employees said that they dont have adequate opportunities for professional growth in this organisation.

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I receive the training I need to do my job well Highly dissatisfied 3 dissatisfied 4 neutral 19 satisfied 11 Highly satisfied 43

45 40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

54% of employees are highly satisfied with the training which thy get

40 My manager is actively interested in my professional development and advancement Highly dissatisfied 1 dissatisfied 33 neutral 15 satisfied 10 Highly satisfied 21

35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

41% of employees say that their manager is not interested in their professional development and advancement. Whereas 26% of employees agree that their manager is actively interested in their professional development and advancement.

41 My manager encourages and supports my development Highly dissatisfied 6 dissatisfied 25 neutral 18 satisfied 17 Highly satisfied 14

25

20

15

10

0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

31% of employees say that their manager does not encourages and supports my development whereas 39% of employees says that their manager encourages and support their development.

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My work is challenging Highly dissatisfied 2 dissatisfied 23 neutral 36 satisfied 7 Highly satisfied 12

Series 1
40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

Less amount of employee(24%) says that their work is challenging

43 WORK/ LIFE BALANCE; STRESS AND WORK PACE The environment in this organization supports a balance between work and personal life Highly dissatisfied 0 dissatisfied 0 neutral 7 satisfied 19 Highly satisfied 54

Series 1
60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

Interpretation: Majority of the employees (67%) say that the environment in this organisation supports a balance between work and personal life.

44 The pace of the work in this organisation enables me to do a good job Highly dissatisfied 0 dissatisfied 3 neutral 6 satisfied 13 Highly satisfied 58

Series 1
60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

73% of employees agree that pace of the work in the organisation enables them to do their job well.

45 The amount of work I am asked to do is reasonable Highly dissatisfied 0 dissatisfied 11 neutral 16 satisfied 36 Highly satisfied 17

Series 1
40 35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied Neutral satsfied Highly satisfied Series 1

66% of employees say that the amount of work management asked them to do is reasonable.

46 My job does not cause unreasonable amounts of stress in my life Highly dissatisfied 0 dissatisfied 8 neutral 7 satisfied 10 Highly satisfied 55

Series 1
60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

Majority of employees (69%) that their job does not cause unreasonable amount of stress in their life.

47 FEEDBACK The management periodically provides feedback on the good and bad aspects of the employees work and where he/she must improve by the way of performance appraisal Highly dissatisfied 0 dissatisfied 0 neutral 0 satisfied 7 Highly satisfied 73

Series 1
80 70 60 50 40 30 20 10 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied Series 1

All the employees say that management periodically provides feedback on good and bad aspects of the employees work and where he must improve by the way of performance appraisal.

48 I receive feedback that helps me improve my performance Highly dissatisfied 3 dissatisfied 7 neutral 17 satisfied 31 Highly satisfied 22

35 30 25 20 15 10 5 0 Highly dissatisfied dissatisfied neutral satisfied Highly satisfied

34 % of employees are not very satisfied with the feedback they receive from the management whereas 53% of employees that they receive good quality feedback which helps them to improve their performance.

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Research Findings Employees self-esteem is high to work in this organization but a few employees do not find their future with this company. Many employees do not find their professional growth in this organization. One reason for this could be that they find their work not to be challenging and stimulating. The information system in the organization is very strong. Employees find that the Promotion policies of the company are fair enough but there is an issue of favoritism and the actual process is not that fair enough. Some employees are dissatisfied with the promotion policy of this organization. Many employees also feel that manager is not interested in their professional growth but their work and talent is valued at Fomento Resources. This shows that employees do not have very great views about their manager. Approx. 62% employees agree that the feedback about their performance is adequate enough while 38% feel that they are not given adequate feedback. On the other side, 81% employees accept that whatever feedback is provided to them is constructive. Teamwork is very much encouraged in this company and that most of the employees accept that there is strong feeling of Teamwork in this organization. Employees are very much satisfied with the salary structure of this organization and they also find it competitive enough with other similar king of job profile but many employees are unaware of their benefit plan 19% of employees are neither satisfied nor dissatisfied with the benefit plan. Employees are very much satisfied with the workplace, its environment, and security. Most of the people believe that their workplace is physically comfortable place to work. Employees accept that the work life balance is maintained in their life and that they dont have any difficulty in satisfying both job and family responsibilities. Most of the employees are satisfied with the extra welfare facilities provided and they are also Highly satisfied with the medical facilities provided by the company

CONCLUSION

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The result of this employee satisfaction survey provides feedback on employees opinion about Fomento resources as an organisation. On the basis of analysis, we can conclude that employees at Fomento are satisfied with the compensation, promotion policies, Workplace and resources, Teamwork, work life balance and Feedback provided by management. But there are certain dissatisfaction factors. They are:Employees do not find any career advancement prospects. Employees are not recognised for their efforts. Managers and subordinates have poor relationship Employees feel that there are fewer development opportunities.

There is a feeling that the Performance Appraisal system is not open to the employees. It does not help the employees in their improvement; moreover the Self-Appraisal seems to be a formality RECOMMENDATIONS: Based on the feedback & as per the interaction with the people, I endeavor certain recommendations as a remedy to the problems faced by the employees working in the organization: There has to be a proper work distribution among the staff. It should not happen that some are sitting idle and some are slogging under the pressure of work. Providing those Benefits that meet the individuals needs and ensuring that they are communicated and understood. At the time of their entry in the organization, the employees should be made aware of the career opportunities in the organization. The superiors should continuously update their subordinate about the various opportunities and how to exploit them. Decision making power must be handed down to the employees. In return employees should be made more responsible and accountable for the job than before. This will fetch a new culture in the organization.

It is necessary that Job rotation is practiced in the organization. Time to Time new opportunities should be given to the individuals, so as to sustain their interest and enthusiasm. It is necessary that every employee be given a chance to go for training & development programs as suitable for him. This privilege should not be limited to a few people.

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Giving employees access to the latest technology and tools. Providing work/life that allow employees to balance work with family, education, hobbies,etc.

programs

There should be improvement in the relationship between management and the employees. It is managements responsibility to make each employee feel his/her importance in the organization and treat the organization as his or her own. If it h a p p e n s , e v e r y e m p l o ye e w o u l d t r y t o g i v e h i s b e s t t o t h e o r g a n i z a t i o n a n d organization performance would automatically improve. LEARNINGS As my project involved visiting various departments atFomento Resources, it gave me an opportunity to k n o w a b o u t t h e i r i n f r a s t r u c t u r e , r e s o u r c e s , w o r k i n g e n v i r o n m e n t & i t s workforce. Thereby it gave me wide exposure into the HR field. It gave me an opportunity to study different HR practices prevalent in Fomento resources in detail. Also gave me a real time experience of dealing with different people Above all I learnt to be patient & the persuasive skill to get people to interact with medespite their busy schedule