Documente Academic
Documente Profesional
Documente Cultură
IN
CHITTIBOYINA BANGARI Under the guidance of Mr. Vijay S. Kumar, M.H.R.M, M.Phil, UGC NET.
Assistant Professor
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT COLLECGE OF MANGEMENT STUDIES GITAM (Affiliated to Andhra University) VISAKHAPATANAM-530045 2007-2009
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CERTIFICATE
This is to certify that dissertation report entitled A Study on Employees Satisfaction with reference to Employees in LEPRA Society, Hyderabad is a bonafied work done by Ch. Bangari under my guidance and supervision.
Visakhapatnam .
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DECLEARATION
I hereby declare that this project report title EMPLOYEE SATISFACTION in LEPRA Socitey, Hyderabad is prepared and submitted by me to the department of Human resource management, COLLEGE OF MANAGEMENT STUDIES GITAM,
VISAKHAPATNAM.
This is bonafide work undertaken by Bangari Chittiboyina and have neither copied nor submitted to any university nor institution for the award of any degree.
CHITTIBOYINABANGARI
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ACKNOWLEDGEMENT
In this endeavor, I would like to express my deep sense of gratitude to all those who helped me in carrying out this study and resenting this report successfully. I feel immense pleasure and pride of being part of CMS, GITAM that has nurtured me to the present state and I feel a deep sense of gratitude towards it. I would also wish to thank Prof. Siva Ramakrishna , Principal of CMS who has provided me the opportunity to do project and for the successful completion of my project. I am very much indebted to the great personality,Prof.G. Raghavaiah. Head of HR department whose cooperation has resulted in bringing out this work. I express my heartfelt thanks to S.Vijay Kumar Assistant Professor Project guide for having encouraged me to under gone this project and his excellent guidance given to me in completing project successfully. I am very earnestly acknowledge my deep sense of gratitude , thankfulness to Mr. T Hari Prasad , H R Executive who has a constant source of help and guidance to me in caring out this study and presenting this report successfully. I also wish to thank all other management staff of LEPRA Society who helped me in completion of my project.
BANGARI CHITTIBOYINA
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TABLE OF CONTENTS
S.No
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22
Content Chapter -I Conceptual frame work of Employee satisfaction Chapter -II Methodology
1.Title of the project 2.Significance of the study 3.Objective of the study 4.Scope of the study 5.Data collection 6.Statisstical tools & Data interpretation 7.Presentations of the study 8.Limitation of the study
Page No
11-23
25-28
25 25 25 26 26 27 27 27 28-48
chapter- III Society Profile chapter -IV Data analysis chapter -V Summery Findings & conclusions Bibliography Annexure Questionnaire
49-66
67-70 69 70 71
73
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S,No
Page No.
1.1
51
1.2
Office staff
52
1.3
project staff
53
2.1
Job dimension
54
2.2
55
2.3
56
2.4
Supervision dimension
57
2.5
58
2.6
59
10
3.1
Finance category
60
11
3.2
61
12
3.3
Program management
62
13
3.4
Program executive
63
14
3.5
IT &Admin
64
15
4.1
66
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PREFACE
Employees are the greatest assets for any companys success in the long run. Their satisfaction, dedication, commitment and more over their motivation levels towards the company are largely depended on their perception about their management supervision, working conditions, work group, work, salary & benefits and career development. It is important for any society or company to Employee satisfaction levels to secure the employees level of commitment towards organization, and today numbers of companies are showing their interest in understanding the Employees satisfaction, more developing favorable. The present project aimed at understanding the Employee satisfaction in LEPRA Society, Hyderabad. The whole report is organized into five chapters. The chapter wise presentation of information is as follows. The first chapter gives theoretical framework of the Employee satisfaction. It focuses in introduction, meaning and components of the employee satisfaction. The second chapter explains the methodology adapted to the study, objective of the study, sources of the data, etc. The Third chapter gives an overview of the LEPRA society that is profile of the Establishment projects, etc. The fourth chapter attempts to analyze the employee satisfaction in the LEPRA Society. Basing in the response received through questioner. The last chapter contains the final conclusion and findings of the study.
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CHAPTER-I
Conceptual frame work of Employee satisfaction
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Employee Satisfaction
The father of scientific management, F.W Taylor (1911) approach to job satisfaction was based on most essentially pessimistic philosophy that man is motivated by money alone. Over the years we have moved away from Taylors society solely monetary approach to amore humanistic orientation.
Method of application:
Administer a questionnaire to all the employees, whose responses are anonymous, and measure employee satisfaction once a year. Employee satisfaction, it can be statically proved, is directly correlated to customer satisfaction, we have to know how satisfied our employees really are working for us. Then we can take it for granted that many of our employees and our customers are not perfectly happy either. Every Hewlett Packard (HP) company across the world goes through an ESS at least once in 18 months while MX Conducts one every year. Actuarially the frequency is important since such an exercise enjoys credibility only if the areas of weakness thrown up by previous surveys have been acted upon. Before quoting popular definitions on Employee-Satisfaction, it is useful to highlight its important aspects. There are three important aspects. There are three important dimensions to employee satisfaction. 1. Employee Satisfaction refers to ones feeling towards ones job. It can only be inferred but not seen 2. Employee Satisfaction is often determined by how well outcomes meet or exceed expectations Satisfaction in ones job means increased commitment in the fulfillment of formal requirements. There is greater willingness to invest personal energy and time in job performance. 3. The terms of employee-satisfaction and attitudes are typically used interchangeably. Both refer to effective orientations on the part of individuals towards their work roles, which they are presently occupying. Positive attitudes towards the job are conceptually equivalent to employee satisfaction and negative attitudes towards the job indicate employee dissatisfaction. Though the terms employee satisfaction and attitudes are used interchangeably, there are differences between the two. Attitudes, As was motioned earlier, refers to predisposition to respond factors. Attitudes reflect ones feeling towards individuals, organizations and objects. But satisfaction is, therefore, a specific subset of attitudes.
Attitudes endure generally, but employee satisfaction is dynamic, it can decline even more quickly that it developed. Managers, therefore, cannot establish the conditions leading to high satisfaction now and then neglect it, for employee needs may change suddenly. Managers need to pay attention to employee satisfaction constantly.
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Supervision
Team work
Employee Satisfaction
Career develop
Working conditions
Job
SALARY:
Salary plays a significant role in influencing Employee Satisfaction. This is because of two reasons. First, money is an important instrument in fulfilling ones needs; And two, employees often have seen pay as a reflection of managements concern for them.
NATURE OF WORK:
Most employees crave intellectual challenges on jobs. They tend to prefer being given opportunities to use their skills and abilities and being offered a variety of tasks, freedom, and feedback on how well they are doing. These characteristics make jobs mentally challenging. Job that has too little challenge creates boredom. But too much challenge creates frustration and a feeling of failure. Under conditions of moderate challenge, experience pleasure and satisfaction.
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PROMOTIONS:
Promotional opportunities affect employee satisfaction considerably. The desire for promotion is generally strong among employees as it involves change in job content, pays, responsibility, independence, status and the like. It is no surprise that the employee takes promotion as the ultimate achievements in his career and when it is realized, he feels extremely satisfied.
SUPERVISION:
There is a positive relationship between the quality of supervision and Employee Satisfaction. Supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them contribute to their Employee Satisfaction.
WORK GROUP:
The work group does serve as a source of satisfaction to individual employees. It does so, primarily by providing group members, with opportunities for interaction, with each other. It is well known that, for many employees work fills the need for social interaction.
WORKING CONDITIONS:
Working conditions that are compatible with an employees physical comfort and that facilitate doing a good job contribute to Employee Satisfaction. Temperature, humidity, ventilation, lighting and noise, hours of work, cleanliness of the work place, and adequate tools and equipment are the features which affect Employee Satisfaction.
2. Discrepancy Theory:
In this theory it discuss that the satisfaction is the function of what a person actually receives from his job situation and what he thinks he should receive or what he expects to receives. When the actual satisfaction derived is less than expected satisfaction, it results in dissatisfaction.
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The Employee Satisfaction and dissatisfaction are functions of the perceived relationship between what one wants from ones job and what one perceives it is offering, this led to the development of equity theory of Employee Satisfaction.
3. Equity Theory:
It focuses that the persons satisfaction is determined by his perceived equity which in turn is determined by his input-output balance compared to his comparison of others input-output balance. Input-output balanced is the perceived ratio of what a person receives form his job relative to what he contributes to the job. The under and over rewards leads to dissatisfaction, while the under reward causes feeling of unfair treatment, over reward lead to feeling of guilt and discomfit.
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4.An unexpected benefit from an employee-satisfaction survey is improved attitudes. For example an employee, the survey is a safety valve, an emotional release, a chance to get things off their chest. For others, the survey is a tangible expression of managements interest in employee welfare, which gives employees a reason to feel better towards management. 5. Another benefit of satisfaction survey is that help management assess training needs. Usually, employees are given an opportunity to report how they feel this supervisor performs certain parts of the jobs, such as delegating work and giving adequate job instructions. Since employees experience these supervisory acts, their perceptions may provide useful data about the training of their supervisors. 6. Another benefit of satisfaction survey is that help management assess training needs. But the benefits discussed about would be realized subject to certain prerequisites. Following are the conditions: Top management actively supports the survey. Employees are fully involved in planning the survey. A clear objective exists for conducting the survey. The study is designed and administered consistent with standards of sound research. Management is capable and willing to take follow up action. Both the results and action plans are communicated to employees. Ways of measuring employee satisfaction: There is a number of measuring Employeesatisfaction. This is not surprising since hundreds of studies have been techniques .The most common ways of measurement include Rating scales, critical incidents, interviews, and action tendencies. Measurement of employee satisfaction has come to acquire the same fate as the as the measurement of intelligence .We can measure employee satisfaction by questionnaire. Perhaps the earliest of all the known scales of measuring employee satisfaction is that by Hoppock (1935)
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Human Relations
Human relations are the medium through which both employees and company usually cooperate for the maximum satisfaction of the Economic, social and psychological wants of the people having relations with an organization which has the objectives of increasing productivity. Measures to maintain sound human relations: Promoting honesty Frankness Effective communication Manager becoming a good leader Praising the subordinates publicly Treating the subordinates with dignity and respect By helping people in performing their duties.
Communication:
It is defined as a process of meaningful interaction among human beings. The transfer of interaction and understanding is from person to person.
Significance:
It acts as a basis for action It facilities planning It helps in decision making It acts as a means of coordination It improves motivation
Motivation:
Motivation refers to the degree of readiness of organization to pursue some designation goal and the determination of the nature and locus of the forces including the degree of readiness.
Types:
Positive Motivation Negative Motivation
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Steps in Motivation:
Sizing up situations requiring motivation Preparing a set motivation tools Selecting and applying motivators Feedback
Empowerment:
It is the process of giving employees more power to exercise control over and take responsibilities for their work. It is can speed up decisions making processes and of accelerate the response time to meet the changing needs of the customer, creativity of the employees provide for greater job satisfaction, motivation and commitment gives people more responsibility.
Factories Act, 1948, stipulated requirements regarding working conditions with a view to provide safe working environment.
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Health Benefits:
Hospital, clinical and dispensary facilities are provided to employees and their members.
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It is one of the social security schemes to the employee, which is given by the employer to the employee .For this scheme contribution is not necessary from the employee for the payment of gratuity. The employee depending upon employees service only gives it .For the eligibility of gratuity employee has rendered continuous services for not less than 5 years. On certain cases like due to accident or disease or death of the employee minimum qualifying service is not necessary for eligibility of the gratuity.
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Performance Appraisal:
It is a method of evaluating the behavior of employees in the work spot, including both the qualitative and quantitative aspects of job performance. \
Important features:
It is systematic description of an employees job relevant strengths and weakness. To find out how well the employee is performing the job It is a continuous process in every large scale organization.
Objectives:
To improve sound industrial relations To motivate employees To provide qualitative work environment To provide security To protect health of employees
Employee Security:
Job security to the employees is provided with a view to promoting security to the employee and his family members. Minimum and continuous wage or salary gives a sense of security to the life.
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CHAPTER-II Methodology
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Type of Research
The research conducted is descriptive and analytical. As each and every concept about employee satisfaction has been described it is descriptive and it is analytical because it is trying to know the level of satisfaction to analyze it and give suggestions and conclusion.
Sampling Technique
The sampling technique adopted is random sampling that is few employees are selected randomly and were interviewed to understand issues specific to the organization .This process is known as discovery phase is part of our standard methodology .Feedback from these interviews are incorporated in the questionnaire. The method of sampling adopted is random sampling.
Sample Size:
The sample size selected for the study was 48 employees and the response was obtained from all the 1500 employees.
Sample Description:
The sample size selected for the study was 48 employees comprising both from management and non-management.
Sources of Data:
Primary Data
Primary data was collected from employees of the Society. To collect primary data structured and instructed questionnaires were administered to the employees to suit the objectives of the study. Primary data was collected as follows Questionnaire Personal interview
Secondary Data:
Study of the existing system through company records Discussion with the human resource manager , HR Executive, and employees Studying companys human resource manuals and HR policies Company websites Reference books
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Instrumentation Technique
The study was conducted by personal interview with the employees. The questionnaire was distributed among the employees of the project & office. The instrumentation technique used in this project was: Structured Questionnaire Personal interaction
Plan of Analysis:
1. Collection of primary and secondary data from the sample size and media respectively. 2. The data was processed, so that they can be suitably represented. 3. Tabulation and graphs of the various data were made. 4. The conclusions were drawn based on the interpretation made.
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INTRODUCTION
LEPRA Society is a non-governmental organization that promotes quality health care, initiates and fosters new developments and implementation. The Society aims to support the National Health Programmers in the prevention and control of diseases such as Leprosy, Tuberculosis, Malaria, Lymphatic filariasis, HIV/AIDS and Blindness. The Society focuses health improvement activities in the community that are marginalized or poor, especially women and children, young people, slum populations and migrants affected by the above mentioned diseases and tries to bring about positive changes in their life-style. The work in Andhra Pradesh, Orissa, Madhya Pradesh and Bihar states targets a population of nearly 12 million people.
SOCIETY BACKGROUND
Is a part of the worldwide LEPRA network based in UK which is a member of International Federation of Anti-Leprosy Association (ILEP). Established in 1989, LEPRA Society is an independent not-for-profit NGO, with no religious, ideological or political affiliation. The Management Committee formulates policies which are implemented by the Chief Executive of the organization. Registered under the Andhra Pradesh (Telangana areas) Public Societies Act 1350 Fasli (Act of 1350 F) on 22nd February 1989. It works in close coordination with the Government of India, Ministry of Health, and Family Welfare, at the Central, State and district levels. It is a member of the State leprosy and TB societies of the Government of Andhra Pradesh & Orissa. Registered under section 12A of the Income Tax Act and has also been granted exemption certificates under sections 80G (Valid up to 31/03/2008, now under renewal) of the Income Tax Act 1961 and permitted to accept foreign contributions by the Ministry of Home Affairs, Government of India. Recognized as a Scientific and Industrial Research Organization (SIRO), by the Government of India, Ministry of Science, and Technology, for the research activities being carried out by its research wing, the Blue Peter Research Centre LEPRA Society has been initiating interventions in health care over the last 18 years. It is reaching the un-reached in inaccessible and inhospitable areas, looking after the betterment of those afflicted by various diseases such as Leprosy, Tuberculosis, HIV/AIDS, Malaria and Blindness and helping them to face life with renewed confidence. We believe in working handin-hand with the communities for fighting against the disease, stigma and social injustice. By directing expertise and resources to communities, we build on community strengths that will allow families and individuals to lead better lives. Through collaboration with the Governments and funding agencies,
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It extend it reach into most inaccessible villages of Andhra Pradesh, Orissa, Madhya Pradesh and Bihar Through National and International policy advocacy and research, LEPRA Society acts on programmatic solutions in detecting, diagnosing, curing and providing patients with the much=need timely support, we take pride in having couched the lives nearly 20 billion people.
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LEPRA Society have also provided extensive programmatic and technical support to Voluntary Confidential Counseling Centers (VCCTCs) and Prevention of Parent to Child Transmission Centers (PPCTCs) in the state, to ensure quality in counseling services available to persons living withHIV/AIDS. As an organization, LEPRA Society emphasizes the need to be dynamic and to face new challenges head on. We therefore engage in operations and research on a number of levels in order to be able to build on our strengths, promote good governance and identify innovative approaches.
Andhra Pradesh, Bihar and Madhya Secunderabad/Hyderabad, Andhra Pradesh) Orissa (Regional Office - Bhubaneshwar, Orissa)
Pradesh
(Regional
Office
Mission:
LEPRA Society is a health and development organization working to restore health, hope and dignity to people affected by leprosy, tuberculosis, malaria, HIV/AIDS and other allied diseases, and conditions caused by them.
Organizations goals:
Improve the quality of life of people affected by leprosy, TB, HIV/AIDS, Malaria, Blindness and Lymphatic Areas Prevent disabilities by provision of protective aids and appliances, physiotherapy, self -care promotion and complication care management Provide Reconstructive surgery to restore function of limbs Provide and facilitate socio-economic rehabilitation to lead a self-sufficient and stigma-free life Prevention of blindness through cataract surgeries, major and minor eye surgeries and provision of spectacles Care and support to HIV/AIDS infected and affected
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Carry out testing, treatment, counseling, vocational training for HIV infected and infected people and assist in primary,/secondary education of their children Ensure medication to people suffering from Malaria, Lymphatic Filariasis and leishmaniasis and suggest preventive measures Mobilize community to participate in health care.
Organizations impact:
Over 18 years of serving the community basically in rural areas and focused experience in the healthcare field brings with it an in-depth understanding of the community. LEPRA Society is not merely an organization to treat people for the diseases, but it is about healthcare of the people and the caring process of the treatment involved which fosters an atmosphere of mutual support in their journey towards recovery. Given below are the achievements by the end of year 2007. Since 1989, more than 3.62 million leprosy patients have been cured 59,718 pairs of footwear were provided to the leprosy affected 66,413 were registered and provided in-door care, Appearance and ability restored 3420 to persons through reconstructive surgeries. 7063 tuberculosis cases were diagnosed and treated with DOTS 6830 cataract surgeries were conducted for restoring sight Social support provided to 7258 families to reduce stigma
Focus Areas:
LEPRA Society has 20 years experience of working with communicable diseases and community health. We are committed to fighting disease, disability and discrimination and aim to heal persons affected by leprosy, tuberculosis, malaria, Lymphatic Filariasis, HIV/AIDS and disabilities through appropriate treatment, care and support.
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MADHYA PRADESH:
1. SJLC 2. TRU 3. BUNIYAD
ORISSA
1. BOLEP 2. BICHIP 3. JUNLEP 4. KORALEP 5. MNC 6. MICHP 7. CCC-ASJRAY 8. SAHYAM 9. SETU 10. IDUs 11. SAHYOG
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2. CHAHA:
Children affected by HIV/AIDS Health and Happiness for All CHAHA a wish. Children Affected by HIV/AIDS Health and Happiness for All. The goal of this program is to reduce the HIV related morbidity and mortality in adults and children and address the impact of HIV on children. The main areas of focus are the four high prevalence states (Tamilnadu, Maharastra, Andhra Pradesh and Manipur) by scaling up the availability of services for treatment, care and support. The focus of the project was mainly on children (infected and affected) between the age group of 0-18 years & women who need access to treatment, care & support services. The overall objective is to improve care and support services to children living with HIV/AIDS and Children affected by HIV/AIDS and enable interventions, which keep them with their parents or extended families. At national level, three principal recipients implement the project and one of them is India HIV/AIDS Alliance. LEPRA is one of the Sub recipients of this program in Andhra Pradesh to implement the program in Hyderabad, Nalgonda, Ranga Reddy, Krishna and Nizamabad districts.
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3. UMMED:
UMEED - hope to harness the energy of urban poor to improve their health especially those affected by leprosy, TB and HIV. UMEED is an Urdu word meaning hope UMEED project is located at Hyderabad, the capital city of Andhra Pradesh with an urban population of 6 million people approximately. Umeed the first direct project of LEPRA Society, established in the year 1989 was primarily working in the leprosy control activities till 2007. Since January 2008, Umeed and another project of LEPRA Society DLRC at Hyderabad are functioning as Referral Centres. Umeed covers the population of Hyderabad District and DLRC caters to clients coming from Ranga Reddy, Nalgonda, Mahaboobnagar, Medak and Warangal districts. Although the prevalence of leprosy is low, aboutpeople need medical and social care. The emphasis is now to prevent disabilities by provision of protective aids and appliances, physiotherapy, self-care practices, complication care management, provision for MCR footwear, Diabetes detection etc Umeed has taken up four leprosy colonies, Council of Hansens Social Welfare, Shanthi nagar, Santosh nagar colony and Sanjaya Gandhi nagar. The POD clinics are managed by the person identified from the colonies itself. They have been trained on ulcer dressing, counselling the clients on self care practices and simple exercises to prevent deformities. The clinic functions every day for the inmates of the colony to avail facilities at the clinic. Those who find it difficulty in mobility, the worker visits the patients house and provide the services. The Doctor from the project visits the clinic once in a week.
4.KRISCHIP:
Krishna Community Health Interventions Programme (KRISCHIP) Krishna Community Health Interventions Programme (KRISCHIP) is direct Project of LEPRA Society, started in 2002 for Leprosy work and scaled up the TB, HIV/AIDS and Malaria programmes in 2004 with the support of National Lotteries Charities Board (NLCB) for 3 years in Krishna district of Andhra Pradesh. 5.SERYASSU: LEPRA Society Sreyassu is one among the People Living with HIV/AIDS project working in Jaggaiahpet Mandal of Krishna District Andhra Pradesh. This Mandal has 27 villages & one town, covered 107,194 populations. The project established in the month of May06 with the collaboration of KRISCHIP. Basic reason of the project establishment is Jaggaiahpet is one of the high prevalence Mandal as it has 6 Factories where in migrated population and Truckers mobility is prevalent.The significant support to run this project comes to LEPRA Society from TANA Foundation, USA.This project works in close coordination and collaboration with APSACS, (Andhra Pradesh State AIDS Control Society) and the Telugu network AIM: To improve the quality of life of the PLHA and their right to Health.
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Mission Statement:
LEPRA Society: Health in Action is a health and development organization working to restore health, hope and dignity to people affected by leprosy, tuberculosis, malaria, HIV/AIDS, blindness and other health conditions exacerbated by stigma and social discrimination.
Vision:
Equitable access to health and an improved quality of life for all of Indias poor and marginalized communities. SPANDANA - LEPRA Society is a decentralized office responsible for: Management of Operations in direct HIV projects, namely Jyoti Project, Young Peoples Initiative, PPTCTC Plus, Samastha-AP and SPANDANA. Establish Operational / Technical / Administrative systems for implementing and monitoring HIV-related activities in LEPRA Society Liaison with State & Central Government as well as with donor agencies Planning new initiatives, monitoring and evaluation systems in coordination with the concerned department in Head Office and Regional Office.
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1. APCP: Introduction:
The history of the AP Counselors Project goes back to 2003, when an NGO called Prajwala appointed counselors to work in HIV testing centers. In August 2003, Prajwala was handed over to LEPRA Society with 121 counselors, by APSACS, and was officially designated the AP Counselors Project. The project is being implemented by LEPRA Society with support from APSACS and UNICEF. LEPRA Society forms the management support, along with the Young Peoples Initiative of UNICEF. The primary focus of the project is on capacity building of counselors in the Voluntary Confidential Counseling and Testing Centers (VCCTC), Prevention of Parent to Child Transmission Centers (PPTCTC) and Integrated Counseling and Testing Centers (ICTC) so as to enable them to provide quality counseling services.
Areas of Operations:
The project is presently operational in 23 districts of Andhra Pradesh, where 387 ICTC centers have
2. JYOTI
project focuses on generating awareness about HIV/AIDS among the general population and target groups, capacity building of community and CBOs, increasing accessibility to HIV and STI services to people living in remote areas through mobile VCTC and IEC van, as well as providing care and support services.
Areas of Operations:
The project focuses on three high-prevalent districts of Andhra Pradesh, namely, East Godavari, Nellore and Nizamabad.
3.PPTCT+ : Introduction:
The PPTCT plus is a project that reaches out to HIV infected ANCs & PNCs, infected & affected children, and affected families, since January 2006. It is anticipated that the unique out reach component of this intervention will bridge the gap between the target segment and PPTCT services, and in the process minimize the rate of transmission of infection from parent to child.
Aears of operation :
PPTCT out-reach program is being implemented in Government hospitals in 8 districts, 22 divisions of Andhra Pradesh. (Mahabubnagar, Ranga Reddy district, Medak, Bodan, Nizamabad, Adilabad, Nuzvidu, Srikakulam and Hyderabad).
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4.YPI: Introduction:
The Young People Intervention project, which commenced in June 2006, endeavors to bring about a sustained behavior change among youth through peer education, creating youth friendly services/ environment, building linkages, enhancing the efficiency of the existing programs, effective advocacy with various Govt Departments involved in youth related affairs and promote community ownership in all the activities. The project is being implemented by LEPRA Society with support from APSACS and UNICEF. LEPRA Society forms the management support, along with the Young Peoples Initiative of UNICEF. The primary focus of the project is on capacity building of counselors in the Voluntary Confidential Counseling and Testing Centers (VCCTC), Prevention of Parent to Child Transmission Centers (PPTCTC) and Integrated Counseling and Testing Centers (ICTC) so as to enable them to provide quality counseling services.
Areas of operation :
PPTCT out-reach program is being implemented in Government hospitals in 8 districts, 22 divisions of Andhra Pradesh. (Mahabubnagar, Ranga Reddy district, Medak, Bodan, Nizamabad, Adilabad, Nuzvidu, Srikakulam and Hyderabad)
5. SAMASTHA: Introduction:
SAMASTHA-AP is a Community Based Care and Support Project being implemented in 5 coastal districts (Krishna, Guntur, Prakasam, and East & West Godavari) of Andhra Pradesh, India with support from KHPT/ USAID. LEPRA is working with 6 partner organizations in these 5 Coastal districts. The key role of LEPRA is to provide Technical & Managerial assistance to the implementing partners and to implement a direct intervention.
Areas of Operations:
The project is being implemented in 10 mandals from the selected five coastal districts of Andhra Pradesh, namely - East Godavari, West Godavari, Krishna, Guntur and Prakasam districts.
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6. DPMT: Introduction:
DPMT - is a program management unit based at the district level, working in close coordination with the Additional District Medical and Health Officer on HIV/AIDS programs to ensure better project management, and to strengthen the existing systems at the district level. The main purpose of this team is to ensure better implementation of different projects by providing necessary technical and managerial support from the government and NGOs. The DPM Teams are currently operating in Guntur, Krishna and Prakasam districts of Andhra Pradesh.
Areas of Operations:
The project is functional in 3 districts namely Krishna, Hyderabad, and Prakasam in Andhra Pradesh.
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Chief executive
BPRC
Organization structure
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NATIONAL:
1. 2. 3. 4. 5. 6. 7. 8. Govt. of India Govt. of A.P, Orissa, Bihar & M P Department of Science & Technology, Govt. of India Indian Council of Medical Research (ICMR) Andhra Pradesh State AIDS Control Society (APSACS) Orissa State AIDS Control Society (OSACS) TB Control Society in Andhra Pradesh, Orissa & Bihar Karnataka Health Promotion Trust
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Human Resources:
HR Policies:
1. 2. 3. 4. 5. 6. 7. Child Protection Policy Scholar Ship Policy Equal Opportunity Policy Film & Photography Policy Volunteer Policy Staff Working From Home Policy Anti Sexual Harassment Policy
Child Abuse:
As per the definition given by the World Health Organization (WHO). Child abuse includes all forms physical and emotional ill treatment, sexual abuse, neglect or negligent treatment or commercial or other exploitation. Child abuse is categorized under four main forms namely Physical, Sexual, Emotional and neglect
Purpose :
1. It helps to create a safe and positive environment for children and to show that the organization is exercising its duty its care seriously. 2. to minimize the risk 3. the society expect s the highest standards of professional conduct in all work involving contract with children in the projects in which it works.
2. Scholarship policy.
The objectives of the policy is to award Scholarships to the meritorious children of employees belonging to economically weaker section and affected by diseases, so as to assist them
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5. Volunteer policy:
This volunteer policy has been developed with a purpose to streamline the short-listing, induction, contribution and involvement of any prospective volunteer of foreign origin into the work sheers of LEPRA Society.
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Recruitment and selection decision are critical to the success of the society and the costs of the appoint in the wrong person can b immediate and substantial. The decision to recruit should be sent in the contest of organizational needs. All vacant positions are advertised Selection Is fair and objectives at every stage Issue of offer letter.
Sources of Recruitment:
Entry level to senior level recruitment will be based on job need/job specifications. Sources of recruitment will include: Newspaper advertisement. Internal candidates possessing the requisite qualifications/experience/skills.
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Offer Letter:
On selection an offer letter will be handed over to the candidate (Copy of offer letter is attached HR should make sure that all the below-listed documents are received & checked thoroughly before issuing the formal offer letters 1. 1 Approved Manpower Requisition form 2. 2 Resume (hardcopy) of the candidate 3. 3 Interview Assessment sheet (Filled up with specific recommendations by the 4. concerned Interviewers) 5. 4 Reference checks details (documented in the specified format) 6. 5 Compensation Proposal (Existing package & the proposed plan, duly approved 7. by the concerned Authority) On acceptance of offer the candidate will be made to go through the pre employment joining formalities. On completion of pre-joining formalities Corporate HR issue the Appointment Letter. (Copy of Appointment Letter is attached).
Induction/Orientation:
1. Introduce the employee to the staff. 2. Explain him the Organization History, Hierarchy, Grade structure 3. Appraise him the rules and regulations of the organization 4. Put him under training in Project to understand the role of each Project where he/she is going to work. 5. Maintain induction training record.
Performance Appraisal:
The performance Appraisal is carried out once every year for all associates and after the completion of one year for new recruits. Trainees will be assessed of their performance after completion of 3/6 months. After their potential appraisal they are recommended for promotion.
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Purpose:
The purpose of training is to build competency of all associates with particular reference to their knowledge, skills, and attitudes so that it translates into better Society services.
Compensation:
Components of compensation:
Current Salary is the candidate's or incumbent's present base pay compensation, which may be reported, monthly salary.
Basic wages/Salaries:
This refers to the cash component of the wage structure based on which other elements of compensation may be structured. It is normally a fixed amount which is subject to changes based on annual increments or subject to periodical pay hikes. It is structured based on the position of an individual in the organization and differs from grades to grades.
Dearness allowance:
The payment of dearness allowance facilitates employees and workers to face the price increase or inflation of prices of goods and services consumed by him. The onslaught of price increase has a major bearing on the living conditions of the labour. The increasing prices reduce the compensation to nothing and the money's worth is coming down based on the level of inflation. The payment of dearness allowance, which may be a fixed percentage on the basic wage, enables the employees to face the increasing prices.
Total Compensation:
Total Compensation includes all forms of cash compensation and the dollar value of the employer-sponsored benefit package .
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Separation:
Objective:
To render fair and equitable treatment to an associate who is leaving the Organization. The Organizations and the associates interest will be upheld in a respectable manner.
Policy: The Organization or associate may at any time terminate the contract of service by
giving the other party one months written notice. Under the exceptional circumstances an associate is permitted to resign at short notice in which case proportionate pay in lieu of one month notice will be paid by the associate to the organization or adjustment will be made in the Full & Final settlement
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CHAPTER-IV
Data Analysis
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Chart # 1.1
Agree 46%
Interpretation:
The analysis of the response indicates that 83% of the respondents feel that the they are satisfied in the organization and rest of 17% of the respondents feel that the there are not satisfied in that organization.
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Chart # 1.2
Office staff
60 50 51.4 32.2 Series1 10.3 3 Strongly Disagree Disagree Agree Response Strongly Agree 3.2 Cannot say
Percentage
40 30 20 10 0
Interpretation:
The response regarding the satisfaction in the organization the total office staff 92% of the respondents feel that the they are satisfied in the organization and rest of 8% of the respondents feel that the there are not satisfied in that organization.
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Chart # 1.3
Project staff
50.0 40.0 30.0 20.0 10.0 0.0 47.0 29.5 18.5 1.3 3.7 Series1
Percentage
is ag re e D is ag re e
tr o ng l
Interpretation:
The response regarding the satisfaction in the organization the total office staff 77 % of the respondents feel that the they are satisfied in the organization and rest of 33% of the respondents feel that the there are not satisfied in that organization.
S
Response
A gr tr o ee ng ly A gr ee C an no ts ay
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Chart # 2.1
Job satisfation
Agree 5%
Agree 46%
Interpretation:
The analysis of the response indicates that 86% of the respondents feel that the Job in the organization is good and remaining 14% of the respondents feel that job is satisfactory to them.
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Chart # 2.2
Cannot say 2%
Agree 43%
Interpretation:
The response regarding the salary and benfits providing in the organization is anlyszes as follows , 71% of respondents are satisfied with the salary& benefits ,rest of 29% of respondents are not satisfied with salary & benefits.
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Chart # 2.3
Career &development
Agree 45%
Interpretation:
The analysis of the response indicate that 63% of the respondents feel that the career &development opportunities in the organization are good and remaining 37% of respondents feel that the career development opportunities are to be improved in the organization.
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Chart # 2.4
Agree 49%
Interpretation:
The analysis of the response indicate that 89% of the respondent are satisfied with the nature of the supervision in the organization are good and remaining 11% of the respondents are not satisfied by the nature of the supervision in the organization.
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Chart # 2.5
Interpretation:
The analysis of the response indicates that 98% of the respondents feel that the working conditions in the organization is good and remaining 2 % of the respondents feel that the working conditions are not satisfactory to them.
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Chart # 2.6
Agree 47%
Interpretation:
The analysis of the response indicate that 93% of the employees feel that there is a cardinal and co-operative relationship between the co-workers and the management and the rest of respondents 7% not satisfied to their team.
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Disagree 5 2.9
Agree 93 54.4
Chart # 3.1
Agree 54%
Interpretation:
The analysis of the response indicates that 91% of the respondents feel that the they are satisfied in the organization and rest of 8% of the respondents feel that the there are not satisfied in that organization.
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Chart # 3.2
Admn & Support staff Strongly Agree 7% Cannot say 1% Strongly Disagree 1%
Disagree 19%
Agree 72%
Interpretation:
The response regarding the satisfaction in the organization the total support staff 79 % of the respondents feel that the they are satisfied in the organization and rest of 21% of the respondents feel that the there are not satisfied in that organization.
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Chart # 3.3
Programe Management Cannot say 4% Strongly Agree 46% Strongly Disagree 2% Disagree 6%
Agree 42%
Interpretation:
The analysis of the response indicates that 88% of the respondents feel that the they are satisfied in the organization and rest of 12% of the respondents feel that the there are not satisfied in that organization.
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Chart # 3.4
Disagree 2%
Agree 9%
Interpretation:
The analysis of the response indicates that 67% of the respondents feel that the they are satisfied in the organization and rest of 33% of the respondents feel that the there are not satisfied in that organization.
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Chart # 3.5
Disagree 8%
Agree 54%
Interpretation:
The response regarding the satisfaction in the organization the total IT &Admit 76 % of the respondents feel that the they are satisfied in the organization and rest of 24% of the respondents feel that the there are not satisfied in that organization.
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Chart # 4.1
support staff
It & admnt
Interpretation:
The analysis of the response in the organization in all levels indicates that 80% of the respondents feel that the they are satisfied in the organization and rest of 20% of the respondents feel that the there are not satisfied in that organization.
Programe mannagement
Programe Executive
Finance
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Suggestions
The employees must be recognized as per their competences, rather than their position in the Society. This helps in building up openness and trust and in motivating the employees to perform well.
The management should remove the insecurity feelings in employees to that management motivate the employees by achieving the Society objectives as his own objective.
Most of the employees are feels that difficult to express their opinions with .management should keep the suggestions box in their Office .
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Findings
After overall analysis of all the questions, the findings of the Employee Satisfaction survey for LEPRA Society, Are that, almost all the employees are satisfied with the Society.
By creating friendly atmosphere in the work place conflicts can be avoided and togetherness among the employees can be increased.
The appraisal system in the Society is giving proper feedback to the employee by their superior.
80% of employees feel that their job gives them good feeling and personal accomplishment.
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CONCLUSION
From the analysis and findings, the researcher can conclude that a favorable employee satisfaction survey prevailing in LEPRA Society on a border basis. However, there are issues to be addressed in respect of unfavorable feedback like healthcare, career development, participative management etc in the category of Program executive and IT & Admin.
The management is requested to initiate action as least to bring down the unfavorable feedback so that there are harmony and total employees job satisfaction in the days to come.
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Bibliography
BOOKS:
P.Subba Rao: Essentials of Human Resources Management and
Industrial Relation, Himalaya Publishing house Edition 2006. Ashwathappa: Human Resources and Personal Management Himalaya Publishing house Edition 2005. L.M.Prasad : Human Resources Management Sultan Chand & Sons Edition 2006. V.S.P.Rao : Human Resources Management Himalaya Publishing house Edition 2006.
WEB SITES:
www.citehr.com www.managementparadise.com
WWW.hrarticles,com/ocl WWW.findarticles.com/p/articles
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Annexure
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EMPLOYEE SATISAFATION
SURVEY QUESTIONNAIRE (This will be used only for the purpose of analysis) Designation: __________________________Project/office:__________________________ (Please select the response for each question that most closely matches the way you feel). (1-Strongly Disagree, 2-Disagree, 3-Agree, 4-Strongly Agree, 5-Can not say)
Job 1. I have a chance to do different things. 2. My present job suits my qualification and experience. 3. My job is challenging and interesting. 4. I have the authority to do the job well. 5. In general , I am satisfied about my job Salary & benefits. 6. I am satisfied with my leave and other benefits in the organization. 7. I am getting equal and fair pay 8. Organization also covers my family in providing welfare facilities 9. I am satisfied with my salary and other allowances. Career development 10. Internal employees get first preference in filling vacancies. 11. I am satisfied with my career development opportunities in the society. 12. There are adequate training programs and workshops for development. 13. We have a clear promotional policy, which help me to advance in my career. Supervision 14. My superior clearly defines my job responsibilities. 15. My management cares about the employees. 16. My superior recognize my achievements. 17. I feel free to discuss my personal and professional problems with my superior. 18. My superior evaluates my work fairly. Working conditions 19. The present work timings are acceptable. 20. I am happy to be part of this organization. 21. I am satisfied with my working conditions in the organization. Team Work 22. Getting information from employees of other projects is easy. 23. Work is fairly distributed in my team. 24. I feel free to talk openly and honestly with my team member. 25. My team works well together. 1 2 3 4 5
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