PROJECT REPORT ON

JOB SATISFACTION OF EMPLOYEES

AT SJVN HAMIRPUR
SUBMITTED IN THE PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATIVE

(SESSION 2017-2019)

SUBMITTED TO: SUBMITTED BY:

Dr. Meghna Sood UMESH THAKUR

Department of MBA Exam Roll No 17MBA0121

Government Post Graduate College Dharamshala (176215)

 Table of Content

Chapter No. Title Page no.

Declaration iii
Certificate from organization iv
Certificate from guide v
Acknowledgement vi
List of tables vii
List of charts viii
I Introduction 1-9
1.1 Company profile 1-10
1.2 Introduction of topic 11-18
II Research methodology 19
2.1 Need of study 19
Objective of study 19
Research design 19
Data collection 19
Sources of data 19
Tools available 19
III Data Analysis and Interpretations 20-28
IV Findings Recommendation 32-33
4.1 Limitation 33
4.2 Conclusion 34
4.3 Bibliography 35
 DECLARATION

I Umesh Thakur hereby declare that this project report is the record of authentic work carried
out by me during the period from 28/05/2018 to 11/07/2018 and has not been submitted to
any other university or institute for the award of any degree / diploma etc.

Signature

Name – Umesh Thakur

Date

iii
 CERTIFICATE

This is to certify that Mr. Umesh Thakur of Department of MBA Government Post Graduate
College Dharamshala has successfully completed the project work titled Job satisfaction in
partial fulfillment of requirement for the completion of MBA course as prescribed by the
Himachal Pradesh Technical University.

This project report is the record of authentic work carried by him during the period from
28/05/2018 to 11/07/2018. He has worked under my guidance.

Signature

Name –

Project Guide (Internal)

Date:

v
 ACKNOWLEDGEMENT

It was a great opportunity for me to work with SJVN LIMITED Hamirpur. I am extremely
grateful to those who have shared their expertise and knowledge with me and without whom
the completion of this Project would have been virtually impossible. I would like to thank
Mr. Shailesh Dutt for the guidance and inspiration throughout 45 days of my training period
and during my training period they spent their precious time from their busy schedule. Last
but not least I would like to thankful to SJVN Limited Management who has permitted me
for summer training in DSHEP Hamirpur.

I am extremely grateful to my project guide Dr. Meghna Sood who assisted me in compiling
the project.

Date

Place-

vi
 List of tables

Table Title Page No.

No.
1.01 Beneficiary State 3
3.01 Satisfied with safety methods provided by company 22
3.02 Technology adopted by organization help to finished work smoothly 22
3.03 Satisfied with the working time of organization 23
3.04 Trained well in training programs 24
3.05 Getting help from superior 25
3.06 Satisfied with organization as workplace 26
3.07 Satisfied with the salary 27
3.08 Satisfied with parking space provided by organization 28
3.09 Get freedom to express view in front of superior 29
3.10 Get appraisals for good performance 29

vii
 List of chart

Chart Title Page No.

No.
1.01 Beneficiary State 3
3.01 Satisfied with safety methods provided by company 22
3.02 Technology adopted by organization help to finished 22
work smoothly
3.03 Satisfied with the working time of organization 23
3.04 Trained well in training programs 24
3.05 Getting help from superior 25
3.06 Satisfied with organization as workplace 26
3.07 Satisfied with the salary 27
3.08 Satisfied with parking space provided by organization 28
3.09 Get freedom to express view in front of superior 29
3.10 Get appraisals for good performance 30

vi
 Company Profile

SJVN – POWERING PROGRESS, INNOVATION & EXCELLENCE

SJVN Limited, a Mini Ratna, Category-I and Schedule –‘A’ CPSE under administrative
control of Ministry of Power, Govt. of India, was incorporated on May 24, 1988 as a joint
venture of the Government of India (GOI) and the Government of Himachal Pradesh
(GOHP). SJVN is now a listed Company having shareholders pattern of 63.93% with Govt.
of India, 26.85% with Govt. of Himachal Pradesh and rest of 9.22% with Public. The present
paid up capital and authorized capital of SJVN are Rs. 3,929.80 Crore and Rs. 7,000 Crore
respectively. The present Net Worth is Rs.10,694.71 Crore.
Beginning with a single Project and single State operation (i.e. India’s largest 1500 MW
Nathpa Jhakri Hydro Power Station in Himachal Pradesh) the Company has commissioned
projects namely 412 MW Rampur Hydro Power Station in Himachal Pradesh, 47.6 MW
Khirwire Wind Power Project in Maharashtra and 5.25 MW Charnakha Solar Power Plant in
Gujarat. SJVN is presently implementing Power Projects in Himachal Pradesh, Uttarakhand,
Bihar and Gujarat in India besides neighbouring countries viz. Nepal and Bhutan.

Portfolio

The present installed capacity of SJVN is 1,964 MW (comprising of 1912 MW Hydro + 47.6
MW Wind Power + 5 MW Solar Power).

SJVN has expanded its horizons and envisions developing itself into a fully diversified
transnational Power Sector Company in all types of conventional & non-conventional forms
of energy along with Power Transmission. The Company, at present, is implementing (under
various stages of development) 10 Hydro Power Projects totalling 3,200 MW (7 Projects-
1,130 MW in India, 3 Projects of 2,070 MW in neighbouring countries of Nepal & Bhutan),
one 1320 MW Thermal Power Project at Buxar in State of Bihar and 50 MW Sadla Wind
Power Project in Gujarat. SJVN commissioned 86 ckm 400 kV double circuits Indo-Nepal
Cross Border Power Transmission corridor between Dhalkebar (Nepal) and Muzzafarpur
(India) on 17.02.2016 in JV with Power Grid, IL&FS, and Nepal Electricity Authority. The
same was dedicated to nation by Hon’ble Prime Minister of India on 20.02.2016. In addition
to above, Company is engaged in implementation of 400 kV double circuit associated
transmission line of 310 km length for its 900 MW Arun-3 Project in Nepal.
Cabinet Committee on Economic Affairs (CCEA) accorded investment approval on
21.03.2017 to 900 MW Arun-3 Project in Nepal. Naitwar Mori HEP (60 MW ) in
Uttarakhand is in the process of investment decision with all clearances in hand while the
investment decision for pre-construction activities and other statutory clearances in respect of
rest of survey and investigations projects is also in progress

Subsidiaries
 SJVN Arun -3 Power Development Company Pvt. Ltd. (SAPDC)–Fully owned subsidiary
incorporated in Nepal for implementation of 900 MW Arun-3 Project in Nepal.

 SJVN Thermal Private Limited –Fully owned subsidiary incorporated for execution of

1
 1320 MW Buxar Thermal Power Project in Bihar

Joint Ventures

 Cross Border Power Transmission Company Limited (CPTC)-To construct and maintain
86 ckm long, Twin Moose, 400 kV D/C transmission line from Muzaffarpur Nepal
connection point and a bay extension at Muzaffarpur Sub Station.

Kholongchhu Hydro Energy Limited-for execution of 600 MW Kholongchu Hydro

Electric Project in Bhutan. Infrastructure works viz roads and bridges for the project are in
progress and bids invited for main civil works.

 Bengal Birbhum Coal Fields Ltd - for mining of Coal from the Coal Block allocated to the
six power utilities including Buxar TPP of SJVN.

Financial Performance
The total Income of the Company for the FY 2015-16 was Rs. 2,908.21 Crore and earned
profit after Tax @ Rs. 1,408.48 Crore. SJVN has declared dividend (excluding Dividend
Tax), of Rs. 455.03 Crore. Interim dividend of Rs. 930.74 Crores paid for the FY 2016-17.

SJVN – A Mini Ratna Company

SJVN Limited was conferred with "Mini Ratna: Category-I" status by the Government of
India in the year 2008.

SJVN – Schedule 'A' Company

Meeting the criteria laid down by the Department of Public Enterprises, SJVN on qualifying
both qualitative and quantitative parameters was upgraded as Schedule 'A' PSU in 2008.

Our Vision
To be best-in-class Indian Power Company globally admired for developing affordable clean
power and sustainable value to all stake holders.

Our Mission
To drive socio-economic growth and optimize shareholders and stakeholders interest
by:
 Developing and operating projects in cost effective and socio-environment friendly manner.
 Nurturing human resources talent with care.
 Adopting innovative practices for technological excellence.
 Focusing on continuous growth and diversification.

Our Objectives
In the pursuit of above mission, the company had set for itself the following corporate
objectives:
Operating and maintaining power stations with maximum performance efficiency.
Establishing and following sound business, financial and regulatory policies.
Taking up of other hydro power projects.
2
Completion of the new projects allocated to SJVN in an efficient and cost effective manner.
Use of the best project management practices for the project implementation by applying
latest universally accepted Project Management Techniques, and by enabling its Engineers, to
become certified Project Managers through further trainings. Dissemination of available in-
house technical and managerial expertise to other utilities / projects.

SJVN Stakeholder (1.1)

Govt. of India

Employees Govt. of H.P.

Beneficiary Project
affected
states people

Beneficiary State ( 1.1)

S.No. Beneficiary State % of power to be given

1. Uttarakhand 10.58
2. Punjab 5.62
3. Utter Pradesh 13.76
4. Rajasthan 7.72
5. Haryana 4.15
6. Jammu & Kashmir 7.12
7. Un-allocated 9.14

3
 SJVN Projects

Project Portfolio

Sr. No. Project Detail Location Capacity

A. Under Operation
1. Nathpa Jhakri Hydro Power Station Himachal Pradesh 1500MW
2. Rampur Hydro Power Station Himachal Pradesh 412 MW
3. Khirvire Wind Power Plant Maharashtra 46.6MW
4. Charnakha Solar Power Plant Gujarat 5MW
5. 400Kv, D/C Cross Border Transmission Line Muzaffarpur 86MW
B. Under Construction
1. Arun - 3 Hydro Electric Project Nepal 900MW
2. Kholongchu Hydro Electric Project Bhutan 600MW
3. Sadla Wind Power Project Gujarat 50MW
C. Under Pre – Construction
1. Buxar Thermal Power Plant Bihar 1320MW
2. Naitwar Mori Hydro Electric Project Uttarakhand 60MW
3. Devsari Hydro Electric Project Uttarakhand 252MW
4. Dhaulasidh Hydro Electric Project Himachal Pradesh 66MW
D. Under Survey & Investigation
1. Luhri Hydro Electric Project (Three Stages) Himachal Pradesh 708MW
2. Jakhol Sankri Hydro Electric Project Uttarakhand 44MW

4
 SJVN’s Hydro Projects

Nathpa Jhakri Hydro Power station

Nathpa Jhakri Hydroelectric Station of 1500 MW capacity is the country’s largest
hydropower plant. The run of the river project is located on River Sutlej, a major tributary on
the Indus basin, in Shimla district of Himachal Pradesh in North India.
The Nathpa Jhakri plant is designed to generate 6950.88 (6612) million units of electricity
each year but quality management at the plant has enabled generation to exceed yearly
targets.
A Memorandum of Understanding for execution of the Nathpa-Jhakri project was signed
between Government of India and Government of Himachal Pradesh in July, 1991.
The Nathpa Jhakri Hydroelectric project has been financed on a 50:50 debt equity ratio basis.
The project had the backing of World Bank. The project was completed at a cost of Rs 8187
Crore.
The Nathpa Jhakri project was commissioned in May, 2004 and officially dedicated to the
nation by Prime Minister Manmohan Singh on May 28, 2005.
Power allocation from Natpha Jhakri hydroelectric plant to the North Indian states of
Haryana, Himachal Pradesh, Punjab, Jammu & Kashmir, Rajasthan, Uttar Pradesh,
Uttarakhand and the cities of Delhi and Chandigarh has enabled the grid to overcome power
shortages in the region.

Rampur HPS
Rampur Hydro Power Station of 412 MW installed capacity is located on River Satluj, a
major tributary of Indus basin, in Shimla and Kullu district of Himachal Pradesh in North
India.
The plant is designed in tandem with run of the river plant Nathpa Jhakri (1500 MW) .

Jakhol Sankri HEP

The Jakhol Sankri HEP with proposed capacity of 44 MW is located on River Supin, a
tributary of River Tons and part of river Yamuna on the Ganga basin, in Uttarkashi district of
Uttarakhand.The project is designed as run of river project and has the potential to generate
166.19 MU of energy in a year. A Memorandum of Understanding for execution of project
was signed with the Government of Uttarakhand in November 21, 2005. Construction period
of the project is 48 months.

Sunni Dam HEP

Sunni Dam HEP is a run of river type scheme and a part of multi-stage development of Luhri
HEP. The project is situated on Satluj River near Khaira village in Shimla and Mandi districts
of Himachal Pradesh.The Project is proposed to generate 1369 MU of electric energy in a
90% dependable year.

Luhri HEP Stage-II

( 163 MW) is a run of river proposed on Satluj river near Nanj village, in Shimla, Kullu &
Mandi districts of Himachal Pradesh. Investment approval for pre-construction activities of
Rs 72.478 Crore received from GOI on 16.03.18.

5
Pre-DPR chapters are under preparation and five out of six aspects submitted to CEA for
holding 1st consultation meeting. TOR for EIA & EMP studies has been approved by MOEF
on 27.03.18.

Devsari HEP

Devsari HEP with installed capacity of 252 MW is located on River Pinder, on Ganga basin,
in Chamoli district of Uttarakhand. The project is designed as Run of the River project and
has the potential to generate 910.16 MU of electricity in a year.

Dhaulasidh HEP

The Dhaulasidh Project with a generation potential of 66 MW is located on River Beas, part
of the Indus basin, in Hamirpur & Kangra districts of Himachal Pradesh. The project is
designed as a Run of the River project with a small live storage that would be utilized for
peaking power during the lean season.

The project holds potential of generating 247.25 million units of electric energy in a 90%
dependable year.
A Memorandum of Understanding for execution of project was signed with the Government
of Himachal Pradesh on 27th October, 2008. Govt. of Himachal Pradesh accorded TEC of the
project on 25.06.2011. Stage-I forest clearance accorded by MoEF, GoI on 06.03.2012 and
further extended up to 01.11.2018. Environment clearance accorded on 21.02.2013.
Acquisition of private land as per LAAR Act 2013 is in process. Application for carrying out
SIA study submitted to GoHP on 11.05.17. Fresh revenue papers for SIA study submitted to
GoHP on 04.04.2018.
Construction period of the project is 54 months including infrastructure works.

Financial Detail of DSHEP-

The Project shall be financed on 70 : 30 debt equity ratio. The equity portion is to be shared
between the Govt. of India ( GOI ) and Govt. of Himachal Pradesh (GOHP).

Luhri Stage- I HEP

Luhri Hydro Electric Project is located on river Satluj in Shimla/Kullu/Mandi districts of
Himachal Pradesh. Initially LHEP was contemplated as single stage project and
Implementation Agreement with Govt. of Himachal Pradesh was signed on 27.10.08. Govt.
of H.P. in March, 2015 advised SJVN to review/explore the possibility of executing the
LHEP as multi-stage project instead of single stage on account of social and environmental/
ecological concerns. Accordingly three stages / projects (i.e. Luhri HEP Stage- I - 210 MW,
Luhri HEP Stage-II – 163MW and Sunni Dam HEP - 373 MW) envisaged to harness the
Hydel potential of Satluj river between Rampur and Kol Dam Hydro Electric Projects. Govt.
of H.P. reallocated all three projects on "Stand Alone Basis" to SJVN on 29.08.17.

Kholongchu HEP
Kholongchhu HEP was allocated to SJVN for the preparation of DPR on 22.07.2008. The DPR for

6
 600MW was approved by CEA and RGoB on 05.11.12 and 23.05.13 respectively. Kholongchhu
HEP with the proposed capacity of 600MW on the river Kholongchu in Bhutan will generate
2568.88 MU annually

Naitwar Mori HEP

The Naitwar Mori Hydro Electric Project with a generation potential of 60 MW is located on
River Tons, a major tributary of River Yamuna on the Ganga basin, in Uttarkashi district of
Uttarakhand state in North India. The project is designed as a standalone run of the river
project.
The Naitwar Mori project has the potential to generate 265.5 million units of electricity each
year. A Memorandum of Understanding for execution of Naitwar Mohri project was signed
with the Government of Uttarakhand in November 21, 2005.

Arun III HEP

Memorandum of Understanding (MOU) with a construction period of 5 years from date of

financial closure of the project & operation period of –25 years. was signed with the Govt. of
Nepal for the execution of 900 MW Arun – III HE Project on 02.03.08. The project was
allotted to SJVN on BOOT basis based on competitive bidding. GoN will get 21.9 % of free
power. Project is located in the Sankhuwasabha Distt. of Nepal which is 657 Km from
Kathmandu via Birat Nagar. SJVN Arun-3 Power Development Company Pvt. Ltd (SAPDC)
was incorporated & registered on 25.04.13 as a private limited company under the Nepalese
Companies Act 2063 duly floated by single shareholder company SJVN Ltd with an aim to
plan, promote, organize & execute the Arun-3 Hydro-electric Project

Thermal Project -

Buxar Thermal Power Project - SJVN signed MoU with Bihar State Power Holding
Company Limited (BSPHCL) and Bihar Infrastructure Company (BPIC) on 17.01.13 for
setting up Buxar Thermal Power Plant (2X 660 MW) at village Chausa, Distt. Buxar. SJVN
took over Buxar Bijli Company Private Limited on 04.07.13 and name changed to SJVN
Thermal Private Limited (a wholly owned subsidiary of SJVN Ltd) on 17.10.13. Power
Purchase Agreement (PPA) has been signed with Bihar State Power Holding Company
Limited (BSPHCL) for 85% share of power generation on bus bar rate.

Wind Power Project-

SJVN has diversified into Wind Power generation with commissioning of its first project in
Maharashtra. The 47.6 MW Khirvire Wind Power Project has been installed at Khirvire and
Kombhalne village in Ahmednagar district of Maharashtra. In all the 56 Wind Power turbines
will annually generate 85.65 million units (MU) of renewable power. Each wind power
turbine has the capacity to generate 850 kV of energy. The electricity generated at these wind
energy farms is being pooled at Akole Grid Sub-station through a 132 KV transmission line.
The project was executed on a turnkey basis.

Sadla Wind Power Project-The Sadla Wind Power Project with an installed capacity of 50
MW is situated in village Sadla, Taluka Muli, District Surendranagar in the state of

7
Gujarat.EPC contract was awarded to M/s Inox Wind Limited. Total cost of EPC contract is
Rs. 330.00 crores and Rs. 41.77 crores for Operation and Maintenance contract for 10 years.

Solar Power

SJVN has diversified into Solar Power generation with commissioning of its first project in
Charanka Solar Park, Gujarat. The 5 MW Charanka Solar Power Project has been
commissioned on 31.03.2017. An MOU has also been signed between SJVN Limited and
Solar Energy Corporation of India (SECI) on 19.06.2015 to set up 500 MW grid connected
solar power projects. SECI shall facilitate for the development of Solar PV Power Project and
sale of power as well.

Captive Solar Power Plant at NJHPS-Main features of 230KWp, Grid Connected, Solar
Power Plant (Captive Solar Power Plant) at surge shaft of 1500MW NJHPS

Charanka 5 MW Solar PV Power Project

SJVN has commissioned its first solar Plant i.e. 5MW Charanka Solar Power Project on
31.03.2017. The project has been developed under REC Mechanism and the PPA for brown
power has been signed with GUVNL on 03.03.2017 for a period of 25 years.

8
 Board of Director

Sh. Nand Lal Sharma

Chairman cum Managing Director

Functional Directors

Mr. Amarjit Singh Bindra Mr. Rakesh Kumar Bansal Mr. Kanwar Singh

Director(Finance) Director(Electrical) Director(Civil)

Government Nominee Directors

Mrs Archana Agrawal

Nominee Director(GoI)

9
 Human Resource Management

Human Resource Management is a function within an organization which focuses mainly on

the recruitment of, management of, and providing guidelines to the manpower in a company.
It is a function of the company or organization which deals with concerns that are related to
the staff of the company in terms of hiring, compensation, performance, safety, wellness,
benefits, motivation and training.

Human Resource Management is also a premeditated approach to manage people and the
work culture. An efficient human resource management enables the workforce of an
organization to contribute efficiently and effectively towards the overall achievement of a
company’s goals and objectives.

The traditional method of human resource management involved planned exploitation of

staffs. This new function of human resource management involves HRM Metrics and
measurements and strategic direction to display value. Under the influence of giving away the
traditional method, HRM has got a new terminology called Talent Management.

Nature of Human Resource Management:

HRM has the following features:

A part of Management Discipline: It is not a discipline in itself but is only a field of study.

HRM, being a part of management process, draws heavily from management concepts,

principles and techniques and apply these in the management of human resources.

Concerned with People:

HRM is all about people at work, both as individuals and groups. It tries to put people on

assigned job in order to produce goods results. The resultant gains are used to reward people
and motivate them towards further improvement is productivity.

Action oriented:
HRM focuses attention on action, rather than on record keeping, written procedures or rules.
The problems of employees are solved through rational policies.

Directed towards Achievement of Objectives:

HRM is directed towards achievement of organisational objectives by providing tools and
techniques of managing people in the organisation effectively.

10
Development Oriented:
HRM intends to develop the full potential of employees. The reward structure is turned to the

needs of employees. Training is provided to improve the skill of employees. Every attempt is
made to use their talents fully in the service of organisational goals.

Continuous Process:
HRM is not a one short deal. It cannot be practised only one hour each day or one day a

week. It requires constant alertness and awareness of human relations and their importance in
every day operations.

Universal Existence: HRM is pervasive in nature. It is present in all enterprises. It permeates

all levels of management in an organisation.

Functions of Human Resource Management

1.Operative Functions.
2.Managerial Functions.
3.Advisory Functions.

1.Operative Functions-
Recruitment: This is the most challenging task for any HR manager. A lot of attention
and resources are required to draw, employ and hold the prospective employees. A lot of
elements go into this function of recruitment, like developing a job description,
publishing the job posting, sourcing the prospective candidates, interviewing, salary
negotiations and making the job offer.

Training and Development: On the job training is the responsibility of the HR

department. Fresher training may also be provided by some companies for both new hires
and existing employees. This Fresher training is mainly done to make the employees up
to date in their respective areas as required by the company. This function makes the
employees understand the process and makes it easy for them to get on their jobs with
much ease. During the process of the training and development, the results are monitored
and measured to find out if the employees require any new skills in addition to what
he/she has.

Professional Development: This is a very important function of Human Resource

Management. This function helps the employees with opportunity for growth, education,
and management training. The organization undertakes to sponsor their employees for
various seminars, trade shows, and corporal responsibilities. This, in turn, makes the
employees feel that they have been taken care by their superiors and also the
organization.
11
 Compensation and Benefits: A company can attain its goals and objectives if it can
acclimatize to new ways of providing benefits to the employees. Some of the benefits
given by companies are listed below for our understanding:
1. Working hour flexibility
2. Extended vacation
3. Dental/Medical Insurance
4. Maternal/Paternal Leave
5. Education Reimbursement for children

Performance Appraisal: The employees of any organization will be evaluated by the HR

department as per the performance. This function of Human Resource Management is to
help the organization in finding out if the employee they have hired is moving towards
the goals and objectives of the organization. On the other hand, it also helps the company
to evaluate whether the employees needs improvement in other areas. It also helps the HR
team in drawing certain development plans for those employees who have not met the
minimal requirements of the job.

Ensuring Legal Compliance: To protect the organization this function plays a crucial
role. The HR department of every organization should be aware of all the laws and
policies that relate to employment, working conditions, working hours, overtime,
minimum wage, tax allowances etc. Compliance with such laws is very much required
for the existence of an organization.

Managerial Functions
1. Planning: This function is very vital to set goals and objectives of an organization. The
policies and procedures are laid down to achieve these goals. When it comes to planning
the first thing is to foresee vacancies, set the job requirements and decide the recruitment
sources. For every job group, a demand and supply forecast is to be made, this requires
an HR manager to be aware of both job market and strategic goals of the company.
Shortage versus the excess of employees for that given job category is determined for a
given period. In the end, a plan is ascertained to eliminate this shortage of employees.

2. Organizing: The next major managerial function is to develop and design the structure
of the organization. It fundamentally includes the following:
1. Employees are grouped into positions or activities they will be performing.
2. Allocate different functions to different persons.
3. Delegate authority as per the tasks and responsibilities that are assigned.

3. Directing: This function is preordained to inspire and direct the employees to achieve
the goals. This can be attained by having in place a proper planning of career of
employees, various motivational methods and having friendly relations with the
manpower. This is a great challenge to any HR manager of an organization; he/she
should have the capability of finding employee needs and ways to satisfy them.
Motivation will be a continuous process here as new needs may come forward as the old
ones get fulfilled.
12
4. Controlling: This is concerned with the apprehension of activities as per plans, which
was formulated on the basis of goals of the company. The controlling function ends the
cycle and again prompts for planning. Here the HR Manager makes an examination of
outcome achieved with the standards that were set in the planning stage to see if there
are any deviations from the set standards. Hence any deviation can be corrected on the
next cycle.

Advisory Functions

1. Top Management Advice: HR Manager is a specialist in Human Resource

Management functions. She/he can advise the top management in formulating policies
and procedures. He/she can also recommend the top management for the appraisal of
manpower which they feel apt. This function also involves advice regarding maintaining
high-quality human relations and far above the ground employee morale.

2. Departmental Head advice: Under this function, he/she advises the heads of various
departments on policies related to job design, job description, recruitment, selection,
appraisals.

13
 Introduction of topic

Job Satisfaction

Job satisfaction refers to how well a job provides fulfilments of a need or a want, or how well
it serve as a source or means of enjoyments. Job satisfaction is the degree to which
individuals feel positively or negatively about their job.

MEANING

The term “Job satisfaction” refers to an employee’s general attitude towards his job. Locke
defines job satisfaction as a “pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experiences.” To the extent that a person’s job fulfils his
dominant need and is consistent with his expectations and values, the job will be satisfying.

CONCEPTS OF JOB SATISFACTION:

There are so many definitions regarding job satisfaction. It is also a fact that job satisfaction
is nothing but the favourable attitude or high industrial morale. But “job satisfaction” is an
elaborate composite concept including individual’s mental disposition, interpersonal relations
that exists in the industry”. It may be defined as “the satisfaction where in one derives from
doing his which is the composite product of favourable attitude, high level morale and the
positive job related and even social factors.” Job satisfaction is an important factor in
industrial environment. The satisfied workers produce more; the industrial climate is
relatively smooth and conductive. The satisfied workers are creative and innovative. The
factors that contribute to the positive morale and attitude also result in higher degree of job
satisfaction.

The important factors contribute to the higher level of job satisfaction.

1. Challenging and responsible job.

2. Numerous promotional opportunities.

3. Impartial treatment by the management.

4. Creativity and innovative ideas of job security.

5. Attractive salary and perks.

6. Freedom in work situation.

7. Participative management.

8. Welfare facilities like medical, uniform, canteen etc.

9. Spontaneous “TOP TO BOTTOM” and “BOTTOM TO TOP” communication pattern.

14
PROCESS OF JOB SATISFACTION

Every human being has his own needs and desires of them, some are conscious and some are
unconscious. These needs become strong in the individual and create tension, which stimulate
a behaviour towards fulfilling those needs. But all needs never completely of permanently
satisfied entertains extraordinary high hope and needs which are beyond his capacity to
fulfill.

EFFECT OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE:-

The following are the effect of job satisfaction on employee performance.

• High productivity

• Turn over

• Less absenteeism

SATISFACTION AND PRODUCTIVITY:-

Historically, the concept of human relations assumed that high job satisfaction leads to high
productivity but later research indicated that it was an in correct perception. The question that
has been often is whether job satisfaction leads to performance or performance leads to job
satisfaction.

Job Satisfaction Factors

Job satisfaction is related to the psychology of an employee. A happy & content employee at
a job is always motivated to contribute more. On the other hand, a dissatisfied employee is
lethargic, makes mistakes & becomes a burden to the company. The elements & factors
which contribute to job satisfaction are:
1. Compensation & Working conditions: One of the biggest factors of job satisfaction are
the compensation and benefits given to an employee. An employee with a good salary,
incentives, bonuses, healthcare options etc is happier with their job as compared to someone
who doesn’t have the same. A healthy workplace environment also adds value to an
employee.
2. Work life balance: Every individual wants to have a good workplace which allow them
time to spend with their family & friends. Job satisfaction for employees is often due a good
work life balance policy, which ensures that an employee spends quality time with their
family along with doing their work. This improves the employee's quality of work life.
3. Respect & Recognition: Any individual appreciates and feels motivated if they are
respected at their workplace. Also, if they are awarded for their hard work, it further
motivates employees. Hence recognition is one of the job satisfaction factors.
4. Job security: If an employee is assured that the company would retain them even if the
market is turbulent, it gives them immense confidence. Job security is one of the main
reasons for job satisfaction for employees.
15
5. Challenges: Monotonous work activities can lead to dissatisfied employees. Hence, things
like job rotation, job enrichment etc can help in job satisfaction of employees as well.
6. Career Growth: Employees always keep their career growth part as a high priority in their
life. Hence, if a company helps groom employees and gives them newer job roles, it enhances
the job satisfaction as they know they would get a boost in their career.

16

There are several theories given which help in evaluating & measuring job satisfaction of
employees at workplace. Some of them are:

Measuring Job Satisfaction

It is critical for any company to measure job satisfaction as the efficiency, productivity and
loyalty of an employee depends on it. Companies can conduct surveys with questionnaires
asking the employees about their feedback and understand if they are satisfied or dissatisfied
with their job. Companies can ask the following questions to measure job satisfaction and can
give multiple options like Satisfied, somewhat satisfied, neutral, somewhat dissatisfied,
dissatisfied:
16
1. Are you happy with your salary/incentives?
2. Is your contribution to the company recognized with awards?
3. Do you find your workplace conditions good, hygienic, competitive?
4. Do you have a good work life balance?
5. Are you happy with company policies for your career growth & training and development?
Apart from the above questions, specific open-ended questions about job satisfaction can also
help in understanding employee pain-points and how the company can improve to ensure a
happy employee.
Hence, this concludes the definition of Job Satisfaction along with its overview.

17
 Research Methodology

Research Methodology-The data needed for study is collected from the employees, through
questionnaire Analysis and interpretation has been done by using the statistical tools and data
presented through tables and charts.

Research Design- The study was based on survey method. The aim of study is to find
satisfaction level of employees.

Sample Design – A sample design is a definite plan for obtaining a sample from a given
Population.

Period of study- The study on employees satisfaction was conducting during the period of 45
days .

Sample size – The sample size for this study is 25 respondents.

Data collection – the data collection for the study is primary.

Primary data – In this study primary data were collected through personnel interview using
questionnaire. The questionnaire was administered to twenty five employees of SJVN
Limited.

Questionnaire – In this study the research have used a questionnaire consisting of 10

multiple choice based questions.

Tools used for analysis – Percentage analysis are used for statistical tools for the analysis.

Representation of data- Representation tools such as and Charts have been used for the
data analysis.

18
 NEED OF STUDY

Job satisfaction is in a way of feeling of fulfillment that one gets on performing or

doing one’s job. Some of the factors, which influence job satisfaction, are like.

1.The study helps to make the work atmosphere more effective.

2.This study builds the good organization structure in future.

3.Specific work environment.

2. Specific individual targets.

3. Capacity of an individual.

4. Targets or other types of yardstick to measure one’s performance.

5. Compensation package.

This also has relevant to the cultural economical, ecological environment. It won’t be
extravagant to state that a sound and successful management is the result of job satisfaction
of the cross section of its employees. Eventually management policy should be in consonance
with deriving maximum job satisfaction

19
SCOPE OF THE STUDY

1. This will focus on the organization top needs and wants towards there employees.
2. This will suggest the organization to take appropriate measures to improve the various
attributes which increase satisfaction level of employees .
3. It will give benefits to both the employers and the employees to improve their
satisfaction level with in the organization.
4. This study enables the higher authorities in giving more support to increase the
employees productivity.

20
Objective of the study-
1.To find that whether the employees are satisfied or not.
2.To analyse the company’s working environment.
3.To find that employees are working with their full capabilities or not.
4.To Study the employer and employees relationship.
5.To Study the factors which motivates the employees.

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 Data Analysis

Q.1 Are you satisfied with the safety method that are provided by the company ?

Employees Opinion No. Of Respondents Percentage

Highly Satisfied 15 60
Satisfied 4 16
Neutral 2 8
Dissatisfied 4 16
Highly Dissatisfied 0 0
Total 25 100
Table No 3.01

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Chart No. 3.01

Interpretation - In the above table, over 75% of employees are satisfied with the safety
method provided by the Organization.

Q.2 The technology adopted by the organization helps you to finished your work smoothly?

Employees Opinion No. Of respondents Percentage

Highly Satisfied 12 48
Satisfied 8 32
Neutral 2 8
Dissatisfied 2 8
Highly Dissatisfied 1 4
Total 25 100
Table No. 3.02

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 Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Chart No.3.02

Interpretation- 80% of Employees are satisfied with technology adopted by the company 8%
are undecided and 12 % are dissatisfied with the technology adopted by organization.

Q3. Are you satisfied with your working time ?

Workers Opinion No. Of Respondents Percentage

Highly Satisfied 10 40
Satisfied 5 20
Neutral 5 20
Dissatisfied 2 8
Highly Dissatisfied 3 12
Total 25 100
Table No 3.03

23
 Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Chart No. 3.03

Interpretation – From the above table, 60% of employees are satisfied with the working time
and 20% of employees are not satisfied with the working of the organization.

Q.4 Have you been trained well in your training program in the organization ?

Employees Opinion No. Of respondents Percentage

Highly Satisfied 15 60
Satisfied 5 20
Neutral 4 16
Dissatisfied 1 4
Highly Dissatisfied 0 0
Total 25 100
Table No. 3.04

24
 Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Graph No. 3.04

Interpretation - 80% of employees are satisfied with their training program 16 % are
undecided and 4% are dissatisfied with their training program.

Q.5 Do you get help from your superiors ?

Employees Opinions No. Of respondents Percentage

Highly Satisfied 17 68
Satisfied 5 20
Neutral 0 0
Dissatisfied 3 12
Highly Dissatisfied 0 0
Total 25 100
Table No 3.05

25
 Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Disatisfied

Chart No. 3.05

Interpretation- Over 85% of employees are getting help from their superiors

Q.6 Are you satisfied with the organization as a place to work ?

Workers Opinion No. Of respondents Percentage

Highly Satisfied 2 8
Satisfied 8 32
Neutral 5 20
Dissatisfied 4 16
Highly Dissatisfied 6 24
Total 25 100
Table No. 3.06

26
 Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Chart No. 3.06

Interpretation – 40% of employees are satisfied with organization as a work to place 20 % are
undecided and 40% are dissatisfied.

Q.7 Are you satisfied with your salary ?

Employees Opinion No. of Respondents Percentage

Highly Satisfied 8 32
Satisfied 4 16
Neutral 3 12
Dissatisfied 2 8
Highly Dissatisfied 8 32
Total 25 100
Table No.3.07

27
 Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Chart No.3.07

Interpretation- 32% of employees are highly satisfied with their salary and 40% of
employees are dissatisfied with their salary

Q8. Are you satisfied the parking space provided for vehicles?

S.No. Response Respondents

1. Yes 40%
2. No 60%
Table No. 3.08

Yes
No

Chart No. 3.08

28
Interpretation – 60 % of employees are not satisfied with Parking Facility for vehicle

Q.9 Do you get freedom to express your view in front of your superiors in organization?

S.No. Response Respondents

1 Yes 75 %
2 No 25%
Table No.3.09

Yes
No

Chart No.3.09

Interpretation- 75% of employees agreed that they are get freedom to express their view in
front of your superiors in organization

Q.10 Will you get appraisals for your good performance in the organization?

S.No. Response Respondents

1 Yes 75
2 No 25
Table No.3.10

29
 Yes
No

Chart No. 3.10

Interpretation- 75% of employees said they got appraisals for good performance in the
organization

30
 Findings

1.80% of employees are satisfied with their working hours.

2.Most of the employees are satisfied with the safety methods provided by the company.

3. 66% of employees are satisfied with their salary.

4. More then 70% employees are satisfied technology adopted by the organization.

5.Most of the employees are not satisfied with the parking facilities for vehicles.

6. Respondents are satisfied with the environment and nature of work factors .

7. The respondent’s relationship with the superiors and colleagues are quite good .

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 SUGGESTIONAND RECOMMENDATION

In the organization most of employees are satisfied with all the facilities
provided by company. But there are some employees also who are not satisfied
with the
company.M a n a g e m e n t s h o u l d t r y t o c o n v e r t u n s a t i s f i e d e m p l o ye e s i n t o
s a t i s f i e d e m p l o ye e s Because if employee is not satisfied than the he is not able to give
his 100% to his work and the productivity of employee decrease. So management
should try to satisfied his employees because employees are the assets of the company
not a liabilities

1. Ideal employees should concentrate on their job.

2. Educational qualification can be the factor of not an effective job.
3. Company should give promotion to those employees who deserves it.
4. To increase the job satisfaction level of the employees the company should concentrate
mainly on the incentive and reward structure rather than them motivational session.

Because if employee is not satisfied than the he is not able to give his 100% to his work and
the productivity of employee decrease. So management should try to satisfied his
employees because employees are the assets of the company not a liabilities.

32
LIMITATIONS OF THE STUDY

Limitation are as follows-

1. The number of employees in SJVN HEP Hamirpur is less, so sample size is
limited by 25.
2.Some respondents hesitated to give the actual situation; they feared that management
would take any action against them.
3.On few occasion some hesitated and were unwilling to give information as they are busy.
 33

CONCLUSION

Employees are the key resources of any organization. A study on employees job satisfaction
is necessary to achieve the organization goal effectively and efficiently.
The main aim of analyzing the effectiveness of job satisfaction of employees is to create
positive attitude among employees of SJVN Limited.
A better job satisfaction method makes the employees to work energetic which will improve
the organization productivity and profitability.
 34

Bibliography

WEBSITES
Search Engine www.google.com
SJVN Ltd official website www.sjvn.nic.in
SJVN LIMITED ANNUAL REPORT 2016-2017
 35
Questionnaire

Topic : Job Satisfaction

Name:

Designation :

Department :

Gender:

Q.1 Are you satisfied with the safety method that are provided by the company ?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q.2 The technology adopted by the organization helps you to finished your work smoothly?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q3. Are you satisfied with your working time ?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q4.Have you been trained well in your training program in the organization ?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q.5 Do you get help from your superiors ?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q.6 Are you satisfied with the organization as a place to work ?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q.7 Are you satisfied with your salary ?

a) Highly Satisfied b) Satisfied c)Undecided d) Dissatisfied e) Highly Undecided ( )

Q8. Are you satisfied the parking space provided for vehicles?

a) Yes b) No ( )

Q.9 Do you get freedom to express your view in front of your superiors in organization?

a) Yes b) No ( )

Q.10 Will you get appraisals for your good performance in the organization?

a) Yes b) No ( )