A THESIS ON

TO STUDY THE EMPLOYEE

SATISFACTION IN NBCC IN
RELATION WITH THE
EXISTING HR POLICIES AND
PRACTICES.
BY
MAHUA DAS
08ATPA038
MBA-2010 Batch

1
 A THESIS ON
TO STUDY THE EMPLOYEE
SATISFACTION IN NBCC IN
RELATION WITH THE
EXISTING HR POLICIES AND
PRACTICES.

BY
MAHUA DAS
08ATPA038
MBA-2010 Batch
A REPORT SUBMITTED IN THE PARTIAL
FULLFILLMENT OF THE REQUIREMENT OF
MBA PROGRAM (2010 BATCH).

ICFAI UNIVERSITY TRIPURA

TABLE OF CONTENT
2
1. Cover page 1
2. Title page 2
3. Table of content 3
4. Acknowledgement 4
5. Abbreviations 5
6. Summary/ Abstract 6
7. Introduction 7
8. Objective 9
9. Limitation 10
10. Research Design 11
11. Research Methodology 12
12. Company Profile 19
13. Review of Literature 27
14. HR policy Of NBCC 29
15. Empirical Analysis 34
16. Response of employees 38
17. Findings 53
18. Conclusions 56
19. Employees satisfaction survey 59
20. Recommendation 61
21. Appendices 62
22. Questionnaire 63
23. Reference 65
3
 24. Glossary 66

ACKNOWLEDGEMENT

I am Grateful to the Honourable Management Guide and I Express my

deepest gratitude to Mrs. Sangjukta Das for his extremely valuable
guidance for completing the Project/Management Thesis.

My heartiest regard to Mr. M.K.Dey our coordinator and Mrs.

Mousomi Biswas our MBA coordinator for their valuable advice and
suggestions.
My sincere thanks to Mr. R.Krishna Kumar for his kind
help and advice and all the others employees of NBCC who are
directly indirectly help me to complete this management thesis.

I am also very thankful to my Parents who encourage me and help me

a lot to make the project.

Last but not the least; I thank GOD for his blessing on me forever.

4
 ABBREVIATIONS
HRM – Human Resource Management
HR – Human Resource
i.e. – That is
MT – Management Thesis
NBCC - National Buildings Construction Corporation
& - and
PMNRF - Prime Ministers National Relief Fund
NE – North East
NTPC – National Thermal Power Corporation
ISO – Indian Standard Organization
FDI – Foreign Direct Investment
MLCP - Multi-level Car Parking
UASB - Up flow Anaerobic Sludge Blanket
GPRA - General Pool Residential Accommodation
GPOA - General Pool office Accommodation
MoUD - Ministry of Urban Development
BSHB - Bihar State Housing Board
SWM - Solid Waste Management
CAGR - Compounded Annual Growth Rate

5
 SUMMARY OR ABSTRACT
NBCC was incorporated as a Public Limited Company in November, 1960, as a
wholly owned Government of India Enterprise under the aegis of the Ministry of
Urban Development. As it a government company the company are feeling
hesitation to give the information. But through the help of questionnaire I can
able to collect or can analyse the satisfaction level of the employee. So I
prepared a set of questionnaire keep in my mind of my research objectives and
after that I start my research work through survey and asking the questions to
the employees of the NBCC regarding their satisfaction of doing the job in the
organization. I meet some of the executives of NBCC to know about their HR
policies and the steps taken by the management to satisfy the employees. I
directly or face to face interview with the employees and collected the required
information which is essential for my thesis. I also come to know the problems
faces by the employees while doing the work in the organization and what are
the requirements of the employees and what the employees expectation from the
organization. As we know that my thesis is on employee satisfaction of NBCC
employees and in Tripura there are many branches of NBCC. So to avoid all
complication we select the branch of NBCC which is situated in 79 tilla.
Moreover there are very few employees are working in that branch of NBCC.
Due to which the size of population of my thesis is very limited & these is the
only reason of not doing any hypothesis on my MT.

6
 INTRODUCTION
To become a successful company we have to satisfy our employees without
these we cannot reach our goal. Previous company shown little relationship
between job satisfaction, job attitudes, and performance for individuals, but little
work has investigated these relationships at the organizational level of analysis.
This study investigated the relationship between employee satisfaction, other
job-related attitudes (commitment, adjustment, and psychological stress), and
organizational performance. Job satisfaction describes how content an individual
is with his or her job. The happier people are within their job, the more satisfied
they are said to be. Job satisfaction is not the same as motivation, although it is
clearly linked. Job design aims to enhance job satisfaction and performance;
methods include job rotation, job enlargement and job enrichment. Other
influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous work groups. Job satisfaction is a
very important attribute which is frequently measured by organizations. The
most common way of measurement is the use of rating scales where employees
report their reactions to their jobs. More or less employee satisfaction is related
to job satisfaction.
We can also able to analyse what are barriers that we have to overcome by
improving the existing policies and also by adopting new and innovative
policies in the organizations. So it is an important and vital factor to analyse the
employee satisfaction level of the company.
To measure the employee satisfaction there are many tools through which we
can measure the employee satisfaction. It is one of the important topics of
Human Resource Management. As we know that it will help the organization
i.e. NBCC. So through these I can able to open a good opportunity for my
carriers or in life. Because the main task of HR is to manage the human resource

7
in a proper way and also full fill the needs and requirement of the employee.
And the topic of my management thesis is appropriate for these functional areas.
Mood and emotions while working are the raw materials which cumulate to
form the affective element of job satisfaction. Employee Satisfaction can be an
important indicator of how employees feel about their jobs and a predictor of
work behaviours such as organizational citizenship, absenteeism, and turnover.
Further, employee satisfaction can partially mediate the relationship of
personality variables and deviant work behaviours. All the HR policies should
be effective and efficient for all the employees of any particular organization.
Management as a process which involves planning, organizing, staffing, leading
and controlling activities that facilitates achievements of an organizations
objective. All these activities are accomplished through efficient utilization of
physical and financial resources by the company’s human resource, so it is very
important to satisfy the employees of the organization because ultimately
everything is implemented by the employees and once the employees are happy
in the organization their productivity increases and achieve the organizational
goal efficiently and effectively.
In today’s competitive environment and world if any
company wants to achieve maximum profit at less cost than the company’s main
focus should be towards the human resource or employees of the organization
which provides a competitive edge over its rivals. Now a day’s human resource
considered as the most precious among all the resources of an organization so,
the organization should give more concentration on the needs and wants of the
employees and simply we can say that the happy and satisfied employees are
productive employees. My topic of research is satisfaction level of employees in
NBCC Agartala (79 tilla branch) and in NBCC there are well made HR policies
are present which give emphasis to the employee’s benefits.

OBJECTIVES
8
1) To study the various HR policies which are being

implemented in NBCC.

2) To study the impact of these policies towards the

employee satisfaction.

3) To study the employee satisfaction level of NBCC.

LIMITATION

9
The major limitation of the study is some HR policies which are very

confidential and the management or HR department is very reluctant to provide

that information. So sometimes there is a need of taking some assumption which

might not give the actual and expected result. One more limitation on the part of

the employees is that they are not providing the information correctly because of

some kind of fear that if they provide the exact information then the

management might give them some kind of unfamiliar restriction. So, because

of these entire problems the study might not give the desired level of accuracy.

Another limitation is time as in this short period of time it is not possible to

complete the whole management thesis. Moreover the population i.e. the no of

employee is so less that it cannot define the exact satisfaction level.

RESEARCH DESIGN OR
METHODOLOGY
Research strategy can be said as the plan, proper structure of enquiry and survey
method formulated in order to obtain and fulfil the research objectives. The
planning process includes the framework of the entire research process, starting
from the selection of the title and company to the final thesis submission. The
research strategy can be understood as that which gives the blue print for
collection and analysis of the primary and secondary data. Research strategy

10
helps me to identify the series of steps to be followed right from the identifying
or defining the problem of satisfaction level among the employees of the NBCC
Agartala, (79 tilla branch) after that there is a need to draw a pathway through
which able to get the research objective very easily. After that there is a need to
focus on to the method which will apply and achieve the primary data and
secondary data and also what is the observation techniques should be follow so
that data should be contain less error and give more accurate results. Then there
is a next step is sampling procedure where give concentration on small number
of population but in my thesis there are limited no of employees are present so
my sample size is less & it is difficult to perform any hypothesis on these type
of low sample size. After that he full fledges data collection i.e., total primary
data or getting the over view points of the employees and also getting the
secondary data. The next step is to evaluation of the data and analysis of the
data. In the final step the research report on the level of employee satisfaction in
NBCC Agartala is going to present before the faculty guide. So this is my
research strategy that how to complete my research work and try to achieve my
research objectives in a planned manner.

RESEARCH METHODOLOGY

CHOICE OF THE SUBJECT

The choice of this subject i.e. employee satisfaction is very obvious in the field

of HRM because my interest is very much lies on this subject and I want to

understand or know about what are the most important factors which plays a

11
vital role towards satisfying the employees of any organization and in turn give

maximum productivity to the organization and achieve the goals. As my

specialization is in Human Resource Management so it’s give me an opportunity

or scope to do some research work on the field of HR. As we know that human

resource considered as a very valuable and unique asset for an organization in

today’s context of competitive environment. So, I choose this subject for my

research work. This study investigated the relationship between employee

satisfaction, other job-related attitudes (commitment, adjustment, and

psychological stress), and organizational performance. To measure the employee

satisfaction there are many tools through which we can measure the employee

satisfaction. It is one of the important topics of Human Resource Management.

But in these project or management thesis it is mainly focus on companies i.e.

NBCC human resource policy.

RESEARCH PERSPECTIVE
Here both organization and employees plays a considerably vital role. My

research perspective is the human resource of NBCC Agartala ( 79 tilla Branch)

and at the same time without organization this research cannot complete. So my

research work gives more emphasis the human resource because without the

human resource all other resources are useless because everything is doing by

12
the employees of the organization. So there are some responsibilities of the

organization that they provide or give at most priority to the employees and try

to satisfy their expectations and at the same time the employees should give

more importance to the organizational goals and try to achieve those goals

efficiently and effectively by utilizing all the resources at maximum level. We

can also able to analyse what are barriers that we have to overcome by

improving the existing policies and also by adopting new and innovative

policies in the organizations. So it is an important and vital factor to analyse the

employee satisfaction level of the company. So my research perspective is focus

mostly on employee’s satisfaction through different benefits or HR policies

provided by the organization.

RESEARCH PHILOSOPHY
In this research philosophy there are some basic questions arises while doing my

research. The first question is Why the research is needed? The next question

is What the research all about? Then the next question is Where to study?

And apart from these there are some more questions arises like How to do the

research? And the last question is When to do the research? To answer the

first question the research is needed because as I am a student of MBA and my

specialization in HRM. So I need to know each and every aspect related with the
13
human resource in the organizations. And to become a good HR manager it

requires all the knowledge like what are benefits of HR policies in the

organization etc.The second answer is research is all about the employees

satisfaction level in relation with the existing HR policies and practises adopted

by NBCC in Agartala. The third answer is I am doing my research in Agartala

79 tilla branch because it is very convenient for me to do the research in a well

manner as it is near to my home. There are some other questions answer is that

to do the research by taking some non probability judgmental sampling and also

preparing some questionnaire and taking face to face interview. The next answer

is to do the research after completing the 3rd sem of MBA as it is a part of our

curriculum.

CRITICISM OF THE SECONDARY

DATA

Lack of availability- Secondary data might be available in many research

studies, it might happen that there is no secondary data available for special

cases or that the organization holding such data is not willing to make it

accessible to outsiders. And my management thesis is totally depends on

primary data as it take the suggestion as well as their (employees of NBCC)

14
opinion about the existing HR policies. Sometimes, it is difficult to get the

required information.

Lack of relevance- Sometimes secondary data are irrelevant because of the

changes in competitive situation, changing trends and other variables in research

environment from the time the data was initially collected. Thus, its usage for

current research study might be limited.

Inaccurate data- Secondary data can be subject to doubt because of the error

that can occur in any of the step or due to personal bias. Errors of this sort can

make the secondary data inaccurate and therefore unusable.

COLLECTION OF PRIMARY DATA

The title of my management thesis is “To study the employee satisfaction in

NBCC in relation with the existing HR policies and practices”. So I have

selected a branch of NBCC in Tripura. Moreover there are many branches of

NBCC in Tripura. As we know that perusing MBA is a very tough job and side

by side making time for these type of challenging management thesis is also a

very hectic work foe we student. So to overcome these entire problem and also

to fulfil all the requirement of my management thesis I choose a area which is

more convenient for me as well as gain a lot of knowledge not only explicit but

15
also tacit knowledge for these organization. This branch is a very small part of

NBCC, due to which my sample size is very less (26 employees). I have been

collected the data by using questionnaire and face to face interview and survey

method. The primary data collected from the employees of the NBCC and also I

got some related information from the human resource department of the

NBCC. The employees respond positively in my questions and in their view the

NBCC is providing a benefit which is satisfying their needs. While collecting

the primary data the employees talks freely and give all the answer by citing the

examples from the NBCC prospective i.e. HR policies that is implemented or

practises in the organization.

SAMPLING METHOD
The head office of NBCC is situated in New Delhi. However in Agartala they

have small branches, where the no of employees are not remarkable. Due to

these things I have to present all the employees in my management thesis & my

sample size is 26 employees. Census method of sampling was adopted.

INTERVIEW PROCESS
In the interview process first I went to the office of NBCC which is
situated in 79 tilla, Agartala. Then I talk informally with them i.e. the
employees of NBCC about the HR policies that what their opinion or

16
any suggestion that can be a competitive advantage for NBCC in HR
sector after that I gave the printed questionnaire to the employee and
explain him\her each and every question after that he tick mark the
questions on appropriate options whichever s/he thinks perfect for
particular parameters and also there are two to three open ended
questions. I asked some of the question to the employees of NBCC
and whichever is necessary I note it down in my note book. The
interview was very structured and the mode of communication is in
English, Hindi & Bengali.

CRITICISM OF PRIMARY DATA

Primary Data is basically a kind of Data that is collected directly from the

source. It is a firsthand experience of the patient. Primary Data involves some

sort of measurement which could be taken through sketching, counting, reading

instruments etc. One of the major drawbacks of primary data is the collection of

data which is taken by entering into the field i.e. collected from the office as

well as from the employees and within this limited time frame is somewhat

difficult. It does not help in forming any analysis or deductions unless and until

it is refined through statistical methods. Another major limitation is due to some

fear respondent are reluctant to give the correct answers.

17
 COMPANY PROFILE of nbcc
FOUNDATION

NBCC was incorporated as a Public Limited Company in November, 1960, as a

wholly owned Government of India Enterprise under the aegis of the Ministry of
Urban Development. Beginning with a turnover of INR 52,000, the Corporation,
over the years, achieved many milestones in its operation and has posted a
turnover of INR 2025 crore as at March 31, 2008 ranking itself as the number
one PSU construction company of the country. NBCC has obtained ISO
9001Certification for its Project Management and Consultancy Divisions. The
Corporate Mission inter alia enshrines building a high degree of customer
satisfaction and providing services conforming to ISO 9001: 2000 series.

PERFORMANCE RECOGNITION

Ministry of Urban Development and Bureau of Public Enterprises of the

Government of India have ranked NBCC as Excellent Corporation during the
year 2003-04, 2004-05 and 2005-06 as the Corporation achieved all the targets
set in the MoU with the Government. Because of its such outstanding
performance, Government of India awarded the Top Ten PSU Awards for the
financial years 2004-05 & 2005-06 and SCOPE Turnaround Award 2005-06 to

18
AREAS
NBCC OFwere
which OPERATION
presented by Dr. Manmohan Singh, the Hon'ble Prime
Minister of India on March 8, 2007. The Corporation has also been receiving
NBCC is touching
Appreciation Lettersupon the all
from livesits ofclient
peopleorganizations,
all around theMinistries,
globe withState
its
activities in the
Governments andfields of Water
Government and Environment
Departments Management,
for its delivery Earthquake
of projects on time
Resistant
with Building
quality Technology & Retrofitting, Disaster Management, Project
and economy.
Management & Consultancy, Infrastructure Projects, Institutional, Housing and
Industrial Projects, Real Estate Works, Power Projects, RCC Chimneys &
Cooling Towers, Bridges, Airports, Railway Projects including Underground &
Elevated Metro-tracks and Stations, Post Completion Maintenance Works,
Transmission lines, Marine Structures, Border Fencing jobs, PMGSY works,
JNNURM Projects.

To maintain its competitive edge in the market, NBCC is always obsessed to

make value addition to its areas of operation. Use of new technology such as Up
flow Anaerobic Sludge Blanket (UASB) technology in implementation of
Environmental Engineering plants, Slip-form Technology for execution of
Cooling Towers & Tall Stacks, Trenchless Technology in implementation of
underground utility services etc. are some significant engineering initiatives of
NBCC that have made it a leader in the industry.

REAL ESTATE
Real Estate is one of the major areas of Corporation. Entering the sector in
1985, NBCC has executed a number of Commercial Real Estate Projects at
various major towns of the country viz. Delhi, Kolkata, Vadodara, Cuttack,
Tripura, Ahmadabad etc. To provide quality housing to Govt. and Public Sector
Employees and also to the general public, the Corporation has, of late, started
its venture into Residential Real Sector and has launched its first Residential
Real Estate Project “NBCC VIBGYOR TOWERS" in Kolkata. A few more
mega Housing Projects are also to be launched in near future. To meet the
requirement of General Pool Residential Accommodation (GPRA) and General
Pool office Accommodation (GPOA), the Ministry of Urban Development
19
(MoUD) of the Govt. of India is exploring the possibility of densification of the
existing GPOA/GPRA through Re-development Schemes. While one scheme at
Capital has already been entrusted to the Corporation by the MoUD. In
addition, projects such as Re-development of INA Market and Sarojani Nagar
Areas are also under active consideration of the Government through NBCC.
Achievements
NBCC has also ventured into buying potential plots, through participation in
open
• auction
NBCC as well
pays itsas purchase
Maiden from Central
Dividend to Govt.Govt./ PSUonand
of India 22-State
08 – PSUs.
2007. One
NBCC pays
plot• measuring its sqm
8597 Dividend to Govt.
at Okhla of India
(Phase-I), New forDelhi
the years
was 2007-
bought08by&NBCC
2008
through– 2009.
auction for Rs. 135.37 crores and other plots measuring 3.1813 acres at
• Hon'ble Prime Minister of India giving away Scope Excellence Award
Kochi for Rs.1.10 crores from CGEWHO and residential land measuring 4.375
2005-06 and MOU Excellence Award for 2004-05 of the Government of
acres at Bahadurpur,
India & 2005-06 Patna for about
to NBCC Rs.21.18
on March 08, crores
2007. from Bihar State Housing
• NBCC figured
Board(BSHB), Patna.in Besides
the top 225 the international construction
above ventures, NBCC companies
has taken ofsomethe
world as per the survey report of “Engineering News Record ", published
sincere JV initiatives too, for associating itself with the agencies that are having
from New York.
land
• atMinistry
prime locations
of Urban in major developing&cities
Development /towns.
Bureau of APublic
few such projects
Enterprises,
Government
are likely to matureofsoon
India,in ranked
Kolkata, NBCC as " Excellent
Faridabad, and DelhiCorporation
etc. In one "offrom
its
2003-04
important onwards
drives, as NBCChas
the Corporation achieved allformed
recently the targets set in
JV with the MoU
National with
Textile
the Government.
Limited at Gujarat for development of their land at Ahmedabad into a modern
• NBCC is a flag ship company in the construction of Multiple RCC
complex called using
Chimneys as Indian Textile
Slip form Plaza. Further, it is also exploring the
Technology.
• NBCC
possibility of has established
forming JV with its leading
expertise in construction
groups like IDPL,ofAAI,
Cooling
HMTTowers.
& HIL,It
has, to its credit, the honor and the reputation of constructing Asia's
who are having land at important cities and towns of the country and are keen
largest Cooling Tower at Simahdri ( Andhra Pradesh).
to develop these lands through JV system. With the liberalised Government
policy on FDI in Real Estate Sector in the country, NBCC has formed
• The major client, M/s NTPC has awarded Safety Award to NBCC for
alliances/signed MoUs with some venture capital firms of USA, Malaysia etc.
construction of chimneys.
and is aiming to take up Mega Real Estate Projects. NBCC is also planning to
• into
enter The Automated
CorporationMulti-level
bagged Third Best Housing
car parking (MLCP)Award from
projects. Institution of
Construction of
Engineers
Automated (I), Belapur
Multi-level Chapter,
car parking for Operate
on Built construction of housing
& Transfer (BOT) complex
basis at
consisting of 1005 houses at Sanpada for CIDCO in Raigad and Thane
Pragati Vihar, & at CGO Complex, New Delhi is at the planning stage. NBCC
Region of Mumbai.
had• invited Expression
The Chief of Interest
Minister of Delhi(EOI)
gave from
awayGovt./PSU
cash awardemployees for sale of
to the Engineers of
NBCCApartments
Residential for completion of DelhiinGovernment
in Gurgaon, March, 2009Project
& about in 21,000
a record time of
applicant
six months.
expressed their confidence in NBCC. NBCC is planning to formally launch
• Governor of Duzce Province,Government of Turkey, awarded shield to
'Gurgaon
NBCCAffordable HousingofScheme'
in appreciation shortly.
its excellent The recently
performance in launched
the Meer low cost
Housing
Project
residential of Turkey.
scheme 'NBCC Town' at Khekhra, UP is getting huge response from
For excellent
the•Govt./PSU performance
employees as well asingeneral
execution of Earthquake Rehabilitation
public.
Projects in Gujarat under Prime Ministers National Relief Fund (PMNRF)
NBCC IN ENVIRONMENT FRIENDLY ACTIVITIES
20
NBCC is concerned about the increasing environmental pollution and is,
therefore, actively involved in combating environmental pollution by way of
construction of Sewage Treatment Plants and Solid Waste Management (SWM)
Plants. Sewage Treatment Plants at Keshopur (Delhi), Agra, Ghaziabad (UP),
Faridabad (Haryana) and Sonepat (Haryana) are already in operation. The
Corporation, also took up implementation of Solid Waste Management (SWM)
& MPLADS programs, the Government of Gujarat gave away
projects in 10 different
Appreciation Rolltowns
to theacross
NBCC.the country and has already completed the
• NBCC
projects has &
at Sirsa been adjudged
Ambala as the “Best
(Haryana), Public
Jodhpur Sector Unit”
(Rajasthan), and Awarded
Dundigal(Andhra
Building Industry Leadership Award - 2006 by BIB.
Pradesh), Adampur (Punjab) and Gwalior (Madhya Pradesh). SWM Projects at
• NBCC is now Schedule 'A' Company.
Pune(Maharashtra),
• NBCC bags Tejpur(Assam)
SCOPE meritorious& Portblair(Andaman
Award 2007- & Nicobar
2008 for Islands)
CSR &
are under execution. Besides, Five Water Treatment Plants constructed by
responsiveness
• Govt.
NBCC of India
are also under selects NBCC
operation among top
at Wazirabad, 10 central
Haiderpur, PSUs,Gokulpuri
Nangloi, based on
performance parameters.
(all in Delhi) and Coimbatore (Tamil Nadu). SWM Projects at Sirsa and
• NBCC holds annual press meet to announce business bottom-line & new
Jodhpur haveareas.
focus since been completed.

The Solid Waste Management Scheme has been designed to ensure maximum
reduction in emission of Green House Gases responsible for global warming
and also facilitate Municipal Corporations to get carbon credit benefit through
the Clean Development Mechanism (CDM), a mechanism under the Kyoto
REVIEW OF LITERATURE
Protocol to enable cross-border trading in reduction of Green House Gas
emissions. Most of the Municipal Corporations, where NBCC is associated as
Iimplementing
take the help agency
of a book
for those are human
executing resource
the Scheme, management,
have organizational
authorized NBCC to take
carbon credit
behaviour, benefit from
performance the United
measurement and Nations Framework
reward system, Convention
Managing on
knowledge
Climate Change (UNFCCA) on their behalf and also entrusted the task of
workers, case study book and internet etc. As my study is on employee
monitoring the scheme.
satisfaction, which a very vast topic which cover many area but I select only the
OVERSEAS OPERATION
HR policies. However in this topic many people have worked some of the
NBCC entered foreign market in the year 1977. Having its stake in Mauritius,
information about Libya,
Nepal, Maldives, the projects
Iraq, or theses Turkey
Yemen, are discussed below-: the Corporation
and Botswana,
has successfully executed projects of diverse nature like hotels, hospitals,
• Employee satisfaction on Metlife Insurance by Mr. Hormaz patel
dwelling units, bridges, flyovers, water & sewage treatment plants, airports,
public buildings, satisfaction
• Employee roads, schools etc. on
survey in Florida
those countries. In Botswana,
department of childrenthe
&
Corporation, through a Joint Venture Company by the name of M/s Jamal
families by Edward A. Feaver
NBCC Intl. Ptv Limited has registered itself under Grade "E" (for unlimited
value of building works) with Public Procurement and Assets Disposal Board
(PPADB) and secured 2 high value projects of which one project of
21
Construction of houses, park entrance gates, ablution blocks, roads, water &
sewer reticulation, camping sites etc. in the Central Kalahari & Khutse Game
Reserve (CKKGR) valuing US$ 4 million, has already been completed
successfully. Another project of construction of rural police station and housing
at Kachikau valuing US$ 8 Million is under progress with scheduled
completion in January 2008. Thus, in a short period of approximately 6 years,
• Employee satisfaction & moral boosting on various FMCG company by
NBCC has performed well in Botswana and its efforts have been applauded by
Jitesh Dubey
the Department of Building & Engineering Services (DBES), Government of
Botswana.
• Employee satisfaction survey by Deepika Tyagii

NEW HORIZONS
NBCC has made a dent in specialized areas by acquiring jobs which require
high and sophisticated technology. The Corporation has also developed an
integrated database for computerized management information system covering
all the major areas requiring decision support. IT based tools are being used for
decision making in all facets of its operations. Computerized MIS with better
feedback is enabling NBCC to exercise a stricter control on the execution of the
What is employee satisfaction?
project right from the stage of award till the completion. By dint of its sustained
Employee
efforts Satisfaction,
and initiatives, NBCC also
has known
made a as 'temperature
remarkable check',particularly
turnaround 'employee
measurement' or 'employee survey', helps employers measure and understand
since 2001 and has increased its profit from Rs.2.55 crore to Rs.414.89 crore
their employees' attitudes, opinions, motivation, expectations and
representing
satisfaction.a The
Compounded
perceived Annual Growth of
confidentiality Rate (CAGR)responses
employee of 107%to and
the
surveyfrom
Income is critical to the
Rs.313.29 success
crore to Rsof2024.89
the measurement. Survey atopics
crore representing CAGR often
of
include - Communication, feedback, quality, focus, mission & purpose,
30.55% as on 31.3.2008. To enhance its portfolio in Indian and abroad, NBCC
opportunities for growth, fairness, and respect for management & employees
is now committed
and personal to multiply
expression. Suchitsevaluations
initiative inaretheoften
fields of JVs with
conducted on anreputed
annual
basis.and
Indian The foreign
happier people are within
companies. their job, the
Development ofmore
Realsatisfied
Estate,they are said
Power &
to be. Job satisfaction is not the same as motivation, although it is clearly
linked. Job design aims to enhance job satisfaction and performance;
methods include job rotation, job enlargement and job enrichment. Other
influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous work groups. Job
satisfaction is a very important attribute which is frequently measured by
organizations. The most common way of measurement is the use of rating
scales where employees report their reactions to their jobs. More or less
employee satisfaction is related to job satisfaction.

22
Definition of employee satisfaction?

Employee satisfaction is the terminology used to describe whether employees

are happy and contented and fulfilling their desires and needs at work. Many
measures purport that employee satisfaction is a factor in employee
motivation, employee goal achievement, and positive employee morale in the
workplace. Employee satisfaction, while generally a positive in your
organization, can also be a downer if mediocre employees stay because they
are satisfied with your work environment.

HR POLICIES OF NATIONAL BUILDING

CONSTRUCTION CORPORATION
LIMITED
(NBCC)
The main vision of NBCC is to formulate strategic plan to improve productivity
and performance by developing employees’ capabilities and potential for
sustaining competitive growth. To enhance the knowledge of employees in their
respective fields to enable them to make better use of their expertise in
achieving organisational goals. To augment the quality of life of employees.
Building quality culture for achieving organisational goal by developing
professional attitude and approach. So to full fill all their vision they build
Employees Development Centre, which is located on Meharuli Gurgaon Road
near Ghitorni village. Initially set up to enable the Management to restructure its
workforce by training and re-training members of the work force in the
alternative technical trades and multi-skilling the existing members of the
workforce, the EDC in course of time has graduated itself to provide training to
external agencies also. The Centre has full time qualified and experienced
instructors for most of the trades. Instructors for the other trades are drawn from

23
the H.R Pool of the Corporation as and when required. The Centre is fully
equipped for practical training and also arranges on the job training for the
trainees at its projects in Delhi and outside. Contentment and all around
development of employees at all levels is of paramount importance to the
Corporation. Besides, multi-dimensional human resource development
initiatives on an ongoing basis, Corporation has over the years introduced
employees welfare measures in a graduated manner.

Currently the list stands as under:

1. Group Medical Insurance Scheme

In-service / retired employees of the Corporation are covered under a Group

Medical Insurance Policy and are eligible for indoor medical treatment both on
cashless and reimbursement basis in any of the Hospitals listed by the Insurance
Company. Besides, a corpus / flotter are also available to the extent of 25% of the
insured amount in order to cover the requirement of genuine cases.

2. Group Insurance Scheme

The in-service employees in the regular establishment of the Corporation are

covered by a Group Insurance Scheme on payment of subscription by the
employees according to their scale of pay.

3. Interest subsidy on House Building Advance

24
Regular employees of the Corporation are entitled to get interest subsidy on house
building advance obtained by them from approved lending agencies. The
difference between the rate of interest charged by the lending agencies and the rate
of interest charged by the Central Government on house building advance from its
employees is reimbursable subject to a maximum of 6%.

4. Housing Subsidy

Employees of the Corporation on transfer from one place to another are entitled to
housing subsidy at the new place of posting in addition to HRA of the station at
which the family is left behind. The Corporation also facilitates the employees for
hiring their own accommodation at the new place of posting by allowing them
interest free advance recoverable in twelve monthly instalments.

5. Company Leased Accommodation

Employees at the level of General Manager and above are entitled to Company
leased accommodation.

6. Transport Allowance to Physically Handicapped employees

Transport Allowance is payable to physically handicapped employees it double

the rate at which it is payable to other employees of the Corporation.

7. Children Education Allowance:

Employees of the Corporation are entitled to Children Education Allowance

subject to fulfilment of certain conditions in respect of children studying up to
12th class. Employees posted to North Eastern Region are allowed almost all the
Special Benefits as applicable to Central Government employees.

8. Leave Travel Concession:

25
Corporation has its own rules for granting Leave Travel Concession to its
employees. Each employee is entitled to avail home town LTC every two years.
Against one of the Home Town LTC, employee can avail All India LTC in a
block of four years. Special concession to travel by air by any airline has been
given in case of travel from one place to another provided the destination is linked
by Rajdhani /Shatabadi Express trains. The expenditure is, however, restricted to
the train fare applicable in the case of Rajdhani / Shatabadi Express trains.

9. Leave Encashment:

Employees of the Corporation are entitled to encashment of leave to the extent of

50% as on 1st July of every year subject to availability and proceeding on leave
for the matching period.

10. Benevolent Fund:

In the event of demise of an employee in harness, there is provision for extending

financial assistance to the kith and kin / legal heirs of the deceased employee from
the Benevolent Fund. For this purpose the Corporation contributes a sum of
Rs.50,000/- per employee and the balance is generated out of contribution from
the employees of the Corporation.

11. Corporate Wear / Uniform /shoes:

Corporation provides corporate wear to all its regular employees except operative
level staffs who are being provided with summer / winter liveries as per their
entitlement.

12. Interest free advance:

The eligible employees of the Corporation are entitled to Fan, Cycle, Festival,
Scooter and Car advance as per guidelines / rate of interest applicable to the

26
Central Govt. employees.

13. Computer Advance:

The employees of the Corporation are entitled to an interest free advance to be

recovered in 24 instalments.

14. Tea Allowance:

The regular employees of the Corporation are paid a tea allowance on monthly
basis.

15. Refreshment charges for attending office beyond office hours /

holidays:

The refreshment charge is being paid to the employees in HO & ZO for working
on holidays / for sitting late after office hours.

NBCC are very much concern about the Employee retention, satisfaction and
productivity. So they are using new, innovative and creative idea or HR policies
that can improve the performance of all the employee of NBCC. These can be
improved through sensitive monitoring of employee attitudes, implementing
improvements based on survey results and providing feedback to employees about
those improvements. EDC i.e. Employees Development Centre of NBCC also
undertakes short term training for the unemployed youth sponsored by the
National Federation of Labour Co-operatives and has been training persons in
various trades. EDC is capable of designing programmes on its own and imparts
training in its own premises and at the premises of the client organizations as per
their specific needs. The design and delivery including duration of training is
shaped in consultation with the client organization. Employees Development
Centre offers full time courses in the following trades:

1. Carpentry
2. Masonry
27
 3. Plumbing
4. Internal Wiring, repair of domestic appliances and motor winding.
5. Auto Electrician
6. Barb ending
7. Welding
8. Painting etc.

EMPIRICAL ANALYSIS
In this analysis part I use all the respondent views and opinions and answers, so

that it gives my thesis more authentic and also give more value to my thesis.

Here I got several kinds of responses like some are good and some are bad and

some are how to improve the employee satisfaction, so based on all these

feedback from the employees of NBCC I prepare the analysis.

Here in this analysis I find out that 90% of the people are very much satisfy in

the organization and 5% employees are partially satisfy and partially dissatisfy

and 5% employees are totally dissatisfy with the organization. In this analysis I

find out that there are two kind of working environment is present in NBCC, one

is those employees who are totally working in the offices and another is those

employees who are working in the construction sides, as we know that the

NBCC is a construction company which are engaged in making building,

28
bridges and other construction related work in the hilly and remote areas. So, the

workers who are doing duty in the construction side areas among them the work

satisfaction is considerably low against those employees who are doing duty in

the proper offices.

According to my analysis the NBCC management is showing great support to

their employees but in spite of that some of the employees are dissatisfy and

which is common in every organization as it is not possible to satisfy each and

every employee of the organization but the NBCC human resource department

is taking so many measures and steps to satisfy those employees who are not

satisfy for some reasons. As NBCC believes that a happy worker is productive

worker and employees are their greatest strength, so the organization tried their

level best to satisfy all the employees of the organization and also NBCC

continuously doing the human resource accounting which help them to identify

that the employees are satisfy or not in the organization and also with this

method and technique it is very easy to measure the potential or ability of the

employees across the organization, to produce value out of their knowledge and

skills. NBCC employees are getting lots of other benefits like interest free loan,

free medical benefits and free oil for the vehicles of the employees and other

benefit also which is provided by NBCC. There are some of the problematic

areas are like the employees those have to work in the construction sides they

were not getting proper food , clean water and the security as the places are so

29
remote which are so far from the main city. As we know that NBCC is wholly

owned by the government of India so it is a public company and it is mostly

seen that in public company the employees are so much relaxed than the other

private company and they are getting the job security as a addition benefit. To

satisfy any employees the main factor that makes happy or pleasant feeling is

job security. Because in these recession period no other companies (mainly

private companies) can take these initiative which is taken by NBCC. Another

very important problem that come in front of the NBCC is some of the

employees need job variance in their job but it is not possible in NBCC. As we

know that NBCC is a construction company so their work is mainly roaming

around this area not more than that & these is the main reason for employee

leaving the job. So the NBCC management need to identify the ways to retain

the good and experience employees in the organization and they need to give

focus on paying more salary to employees and other extra incentives and more

support to their families these strategies might proven to be excellent tools to

retain and improving the bottom line and other employees in the organization.

Employee’s benefits that an NBCC offer are a long-term investment that can

result in a sustained competitive advantage for the organization.

One of the vital things which I notice while talking with the NBCC employees is

most of the employees of NBCC are basically from other states & they are not

satisfy as there are several reasons for that like in other states lots of shopping

30
malls and multiplexes etc are there but in Tripura this things are not present, so

they might feel bad but the employees who are belongs to Tripura they are much

more satisfy. The NBCC employees are getting proper training and development

program which is very good and can able to transfer policy of the NBCC very

effective and efficiently.

NBCC provides some benefits to the employees which leads to the satisfaction

cost. Some of the scheme or HR policies are - Group Medical Insurance

Scheme, Group Insurance Scheme, Interest subsidy on House Building

Advance, Housing Subsidy, Company Leased Accommodation, Children

Education Allowance, Transport Allowance to Physically Handicapped

employees, Leave Travel Concession, Leave Encashment, Benevolent Fund,

Corporate Wear / Uniform /shoes, Interest free advance, Computer Advance,

Tea Allowance & Refreshment charges for attending office beyond office

hours / holiday. In case of the employee avails of external medical facilities

reimbursement of the incurred express is made to the employees. The employee

are getting paid holidays or vacation and the employee insurance is also

provided by the organization, then the maternity leave to the women employees

of the organization. Then educational allowance for employee’s children as

NBCC provides a fixed educational allowance towards the school and colleges

related expenses of the employees’ children. Merit scholarships for employee’s

children and NBCC encourage the children of employees to excel in their

31
studies by awarding merit scholarship. Company transportation facilities as

NBCC provides facilities to their company cars and serve to ease the difficulties

associated with commuting to work. NBCC provides the facilities to many

workers in urban and semi-urban areas have to commute long distance between

their place of work and their homes.

RESPONSE SHOWING THE SATISFACTION LEVEL OF THE

EMPLOYEES ON VARIOUS HR POLICIES OF NBCC.
Paramete Extrem Extremel Dissatisf Satisfied
rs ely y ied
Satisfie Dissatisf
d ied
Group 04 0 02 20
Medical
Insurance
Scheme
Group 15 0 01 10
Insurance
Scheme
Housing 02 04 08 12
Subsidy
Children 02 10 08 06
Education
Allowance
Leave Travel 13 01 03 09
Concession

32
 Leave 15 01 01 09
Encashment
Benevolent 14 0 02 10
Fund
Interest free 24 0 0 02
advance
Computer 21 01 0 04
Advance
Tea 19 02 0 05
Allowance
Refreshment 24 0 0 02
charges
Working 14 04 04 04
Environment
Pay 20 0 02 04
Structure

33
Analysis 1
34
These analysis is based on employees views regarding a scheme which is known
as Group medical insurance scheme. In-service / retired employees of the
Corporation are covered under a Group Medical Insurance Policy and are
eligible for indoor medical treatment both on cashless and reimbursement basis
in any of the Hospitals listed by the Insurance Company.
Table 1
Parame Extrem Extrem Dissatis Satisf
ters ely ely fied ied
Satisfi Dissatis
ed fied
Group 04 0 2 20
Medical
Insurance
Scheme

Interpretation
Group medical insurance scheme is a popular scheme which is related with the
employees’ health. From this survey we can say that most of the respondents are
satisfied i.e. 77%, 15% & 8% are satisfied, extremely satisfied and dissatisfied
respectively. However take a note that no respondent are extremely dissatisfied.

35
Analysis 2
This analysis is based on Group insurance scheme. GIS covers the entire
insurance segment which is on the basis of payment of subscription by the
employees according to their scale of pay.

Table 2

Parame Extrem Extrem Dissatis Satisf

ters ely ely fied ied
Satisfi Dissatis
ed fied
Group 15 0 1 10
Insurance
Scheme

Interpretation
Group insurance scheme is a popular scheme which is related with the
employees’ health and also with other benefit. From this survey we can say that
most of the respondents are extremely satisfied i.e. 58%, 38% & 4% are
extremely satisfied, satisfied and dissatisfied respectively. However take a note
that no respondent are extremely dissatisfied.

36
Analysis 3
This analysis is based on housing subsidy. Employees of the Corporation on
transfer from one place to another are entitled to housing subsidy at the new
place of posting in addition to HRA of the station at which the family is left
behind. The Corporation also facilitates the employees for hiring their own
accommodation at the new place of posting by allowing them interest free
advance recoverable in twelve monthly instalments.

Table 3

Parame Extrem Extrem Dissatis Satisf

ters ely ely fied ied
Satisfi Dissatis
ed fied
Housing 2 4 8 12
Subsidy

Interpretation
Housing subsidy is a scheme which is related with the employees’
accommodation especially when they are transfer from one place to another.
From this survey we can say that most of the respondents are satisfied i.e. 46%,
31%, 15% & 8% are satisfied, dissatisfied, extremely dissatisfied and extremely

37
satisfied respectively. Here we can see that employees’ dissatisfaction is
somehow more than other scheme.

Analysis 4
This analysis is based on children education allowance. Company provide good
scholarship to only those children of an employee who have scoring good marks
in board exam. However there are some benefits for N.E employees.
Table 4

Parame Extrem Extrem Dissatis Satisf

ters ely ely fied ied
Satisfi Dissatis
ed fied
Children 2 10 8 6
Education
Allowance

Interpretation
Children education allocation is a scheme which is related with the children’s
education of the employees of NBCC. Employees of the Corporation are entitled
to Children Education Allowance subject to fulfilment of certain conditions in
respect of children studying up to 12th class. So most of the respondents are
extremely dissatisfied i.e. 38%, 31%, 23% & 8% are extremely dissatisfied,
38
dissatisfied, satisfied and extremely satisfied respectively. Here we can see that
employees’ are extremely dissatisfaction because they need scholarships not
only for 12th class but also for other student on different class.
Analysis 5
This analysis is based on leave travel concession. Each employee is entitled to
avail home town LTC every two years. Against one of the Home Town LTC,
employee can avail All India LTC in a block of four years.
Table 5
Paramet Extrem Extrem Dissatis Satisf
ers ely ely fied ied
Satisfi Dissatis
ed fied
Leave 13 1 3 9
Travel
Concessio
n

Interpretation
Leave travel concession is mainly deals with the travel allowance which is given
by the company to their employees. From thesis analysis we can say that most of
the respondents are extremely satisfied. However 50%, 35%, 11% and 4% are

39
extremely satisfied, satisfied, dissatisfied and extremely dissatisfied
respectively.

Analysis 6
This analysis is based on leave encashment. Employees of the Corporation are
entitled to encashment of leave to the extent of 50% as on 1st July of every year
subject to availability and proceeding on leave for the matching period.
Table 6
Paramet Extrem Extrem Dissatis Satisf
ers ely ely fied ied
Satisfi Dissatis
ed fied
Leave 15 1 1 9
Encashment

Interpretation
Leave encashment is mainly deals with the leave which is given by the company
to their employees. From thesis analysis we can say that most of the respondents
are extremely satisfied. However 58%, 34%, 4% and 4% are extremely
satisfied, satisfied, dissatisfied and extremely dissatisfied respectively.

40
Analysis 7
This analysis is based on Benevolent Fund. The company contributes a sum of
Rs.50, 000/- per employee and the balance is generated out of contribution from
the employees of the Corporation.
Table 7
Parame Extrem Extrem Dissatis Satisf
ters ely ely fied ied
Satisfi Dissatis
ed fied
Benevolent 14 0 2 10
Fund

Interpretation
Benevolent fund is mainly deals with the fund which is rises from the existing
employees when any of the employees of NBCC is died (for any reason). From
thesis analysis we can say that most of the respondents are extremely satisfied

41
i.e. 54%, 38% and 8% are extremely satisfied, satisfied, & dissatisfied. and
extremely dissatisfied respectively. However take a note that no respondent are
extremely dissatisfied.

Analysis 8
This analysis is based on questionnaire method for IFA. The eligible employees
of the Corporation are entitled to Fan, Cycle, Festival, Scooter and Car advance
as per guidelines / rate of interest applicable to the Central Govt. employees.
Table 8
Parame Extrem Extrem Dissatis Satisf
ters ely ely fied ied
Satisfi Dissatis
ed fied
Interest 24 0 0 2
free
advance

Interpretation
These bar diagram show the clear picture of respondent views regarding IFA.
This scheme is mainly deals with the luxury item or heavy goods like car,
scooter, fans, coolers etc. From thesis analysis we can say that most of the
respondents are extremely satisfied i.e. 92% & 8% are extremely satisfied &

42
satisfied respectively. However take a note that no respondent are extremely
dissatisfied and dissatisfied.

Analysis 9
This analysis is based on computer advance scheme. The employees of the
Corporation are entitled to an interest free advance to be recovered in 24
instalments.
Table 9
Parame Extrem Extrem Dissatis Satisf
ters ely ely fied ied
Satisfi Dissatis
ed fied
Computer 21 1 0 4
Advance

Interpretation
These pie charts show the clear picture of respondent views regarding computer
Advance. From thesis analysis we can say that most of the respondents are

43
extremely satisfied i.e. 81%, 15% & 4% are extremely satisfied, satisfied and
extremely dissatisfied respectively. However take a note that no respondent are
dissatisfied.

Analysis 10
This analysis is for tea allowance. So the provide tea to all the employee of
NBCC which in turn cut some amount from their salaries.
Table 10
Parame Extrem Extrem Dissatis Satisf
ters ely ely fied ied
Satisfi Dissatis
ed fied
Tea 19 2 0 5
Allowance

Interpretation

44
These pie charts show the clear picture of respondent views regarding tea
allowance. From thesis analysis we can say that most of the respondents are
extremely satisfied i.e. 73%, 19% & 8% are extremely satisfied, satisfied and
extremely dissatisfied respectively. However take a note that no respondent are
dissatisfied.

Analysis 11
This analysis is for refreshment charges.
Table 11
Paramete Extrem Extrem Dissatis Satisf
rs ely ely fied ied
Satisfi Dissatis
ed fied
Refreshment 24 0 0 2
charges

Interpretation
These bar diagram show the clear picture of respondent views regarding
refreshment charges. From thesis analysis we can say that most of the
respondents are extremely satisfied i.e. 92% & 8% are extremely satisfied &

45
satisfied respectively. However take a note that no respondent are extremely
dissatisfied and dissatisfied.

Analysis 12
This analysis is for working environment so that we can able to know about the
working condition of NBCC and how much they (NBCC) are concern about the
employee’s safety and health.
Table 12
Paramete Extrem Extrem Dissatis Satisf
rs ely ely fied ied
Satisfi Dissatis
ed fied
Working 14 4 4 4
Environment

46
Interpretation
These pie charts show the clear picture of respondent views regarding working
conditions. From thesis analysis we can say that most of the respondents are
extremely satisfied i.e. 54%, 16%, 15% and 15% are extremely satisfied,
satisfied, dissatisfied and extremely dissatisfied respectively.

Analysis 13
This analysis is for pay structure. As we know that every organization has their
own pay structure which is different from other company. Here they have
different pay structure for different group i.e. group A, B, C & D.
Table 13
Parame Extrem Extrem Dissatis Satisf
ters ely ely fied ied
Satisfi Dissatis
ed fied
Pay 20 0 2 4
Structure

Interpretation

47
These pie charts show the clear picture of respondent views regarding their own
pay structure. From thesis analysis we can say that most of the respondents are
extremely satisfied i.e. 77%, 15%, and 8% are extremely satisfied, satisfied &
dissatisfied respectively. However take a note that no respondent are extremely
dissatisfied.

FINDINGS
After getting all the data we can say that most of the employees of NBCC are
extremely satisfied. These analysis is totally based on HR policies and practices
which is being implemented in the organization i.e. NBCC. On the basis of
questionnaire and also through the help of personnel interview I have analysed
all these findings which are as follows-:

Group medical insurance scheme is a popular scheme which is related with the
employees’ health. From this survey i have analysed that most of the
respondents are satisfied i.e. 77%, 15% & 8% are satisfied, extremely satisfied
and dissatisfied respectively. No respondent are extremely dissatisfied.

In group insurance scheme most of the respondents are extremely satisfied i.e.
58%, 38% & 4% are extremely satisfied, satisfied and dissatisfied respectively.
No respondent are extremely dissatisfied.

In housing subsidy scheme most of the respondents are satisfied i.e. 46%, 31%,
15% & 8% are satisfied, dissatisfied, extremely dissatisfied and extremely

48
satisfied respectively. Here employees’ dissatisfaction is somehow more than
other scheme.

Children education allocation is a scheme which is related with the children’s

education of the employees of NBCC. Here most of the respondents are
extremely dissatisfied i.e. 38%, 31%, 23% & 8% are extremely dissatisfied,
dissatisfied, satisfied and extremely satisfied respectively. Here we can see that
employees’ are extremely dissatisfaction because they need scholarships not
only for 12th class but also for other student on different class.

In leave travel concession most of the respondents are extremely satisfied.

However 50%, 35%, 11% and 4% are extremely satisfied, satisfied, dissatisfied
and extremely dissatisfied respectively.

In leave encashment most of the respondents are extremely satisfied. However

58%, 34%, 4% and 4% are extremely satisfied, satisfied, dissatisfied and
extremely dissatisfied respectively.

Benevolent fund is mainly deals with the fund which is rises from the existing
employees when any of the employees of NBCC is died (for any reason). Here
most of the respondents are extremely satisfied i.e. 54%, 38% and 8% are
extremely satisfied, satisfied, & dissatisfied respectively. No respondent are
extremely dissatisfied.

In interest free advance most of the respondents are extremely satisfied i.e. 92%
& 8% is extremely satisfied & satisfied respectively. However no respondent are
extremely dissatisfied and dissatisfied.

49
Most of the respondents are extremely satisfied for computer advance i.e. 81%,
15% & 4% are extremely satisfied, satisfied and extremely dissatisfied
respectively. However take a note that no respondent are dissatisfied.

From this analysis for tea allowance we can say that most of the respondents are
extremely satisfied i.e. 73%, 19% & 8% are extremely satisfied, satisfied and
extremely dissatisfied respectively. However no respondent are dissatisfied.

In refreshment charges most of the employees are extremely satisfied i.e. 92% &
8% is extremely satisfied & satisfied respectively. However take a note that no
respondent are extremely dissatisfied and dissatisfied.

For working condition most of the respondents are extremely satisfied i.e. 54%,
16%, 15% and 15% are extremely satisfied, satisfied, dissatisfied and extremely
dissatisfied respectively.

For pay structure most of the respondents are extremely satisfied i.e. 77%, 15%,
and 8% are extremely satisfied, satisfied & dissatisfied respectively. However
take a note that no respondent are extremely dissatisfied.

50
 CONCLUSION

After getting through all the questionnaires which is filled by the

employees of the organization i.e. employees of NBCC we can

conclude that most of the employees are extremely. These is only due

to proper utilization of fund in appropriate sector or area, moreover

their HR policies are very good. However there are some respondent

or employees are not satisfied and it may be due to group difference.

So we can say that maximum employees are extremely satisfied,

moderate employees are satisfied whereas less or small fraction of

people are extremely dissatisfied or dissatisfied.

HR VISSION, MISSION AND

OBJECTIVES
51
 HR VISSION

• To build and nurture a world class Human Capital

for leadership in construction business.

 HR MISSION

• To adapt and continuously innovate best-in-class

HR practices to support business leaders through

engaged empowered and enthused employees.

HR OBJECTIV ES

• Enrich and sustain the culture of integrity,

belongingness, team work, accountability and

innovations.

• Attract, nurture, engage and retain talent for

competitive advantage.

• Enhance employee competencies continuously.

• Build a joyous work place.

• Promote high performance work system.

52
• Upgrade and innovate HR practices, system and

procedure to global benchmark.

• Promote work life balance.

• Measure and audit HR performance.

• Promote work life balance. Integrate the employee

family into the organization fabric.

• Inculcate a sense of corporate social

responsibilities among the employees.

• Managing industry, organizational and contractual

relationships in an ethical, fair and professional

manner.

• Maintaining human resources management

practices that advocate and advance the well-

being of employees, as well as their personal and

professional development.

53
EMPLOYEE SATISFACTION
SURVEY
Surveying employee satisfaction and commitment provides an opportunity for
the company to reveal its employees’ real needs, which is a material element of
business efficiency. The purpose of the survey is to explore and understand the
factors and fields that affect employee satisfaction, and what all or a group of
employees are dissatisfied with despite considering it important for their
activities. Another goal of the survey is to compare the extent of satisfaction
across organizational units.

Customized solutions offered to employees on their real problems are attached

particular significance for all employees. In the course of our analyses, we
provide our clients with an accurate, detailed and comprehensive view of the
current situation; at the same time, it is not only the present that is addressed, but
also future tendencies are outlined, as well as the key areas of intervention
identified. The company management is provided information on employees’
judgments of their workplace, on the timescale they reckon with the company
and the extent they feel motivated.

For our surveys, we use a customized questionnaire, which facilitates surveying

the employees’ real satisfaction (i.e. the areas attached high importance and
low satisfaction). In the survey, these are the factors represented that affect
satisfaction most. Areas with bad or deteriorating results can be paid particular
attention in strategic planning.

The survey reveals the positive tendencies seen in the field of employee
satisfaction and commitment, and the inhibiting factors regarding the whole
company and various employee groups.

54
On surveying employee satisfaction, the following aspects are examined:

• the relationship of employees to the company (commitment, loyalty)

• factors that affect performance (working environment, motivation)
• processes that affect company operations (coordination, decision-making,
flow of information)

The survey is anonymous, which ensures that employees’ names are not
revealed, and also provides an opportunity to publish individual opinions.
Employees evaluate the various areas on a scale of satisfaction. They assess
each question in terms of importance and their satisfaction.

The results of employee satisfaction are of key importance to senior

management and the HR management, as these levels of management have
an influence on the resources that affect satisfaction, in addition to managing
such resources and operating any related processes and systems (salaries and
fringe benefits, training - education, performance appraisal systems, career
management, etc. )

Employee satisfaction surveys may equally contain standard and company-

specific aspects. The former provide an opportunity for comparison with the
data of other companies, using external criteria, i.e. benchmarking.

55
SUGGESTIONS/recommendation
As it is seen through survey, research and analysis that about 80% are extremely

satisfied, 15% of employees are just satisfied with the organization HR policy

and remaining 5% are extremely dissatisfied and dissatisfied so, I suggested the

company to take several steps or strategy which will help the employee to

satisfy their needs and wants. As most of the employees are satisfied so they

should focus on other remaining employees who are not satisfied with

companies HR policies. In NBCC human resource department needs to set up

the Grievance redressal department so that the employee’s grievance can be

handling with care and immediate result should be given by the department. To

retain the employees the organization needs to ESOPs (Employee Stock

Options) tools come handy for the organization to retain the employees.

56
APPENDIC
ES

57
 QUESTIONNAIRE
Name:
Address:
Marital Status: Married Unmarried
Gender: Male Female
Group: A B C D
Phone No:
• How far you are satisfied with the various HR policies of
NBCC?
Parameters Extremely Extremely Dis- Satisfied
Satisfied Dissatisfied satisfied
Group
Medical
Insurance
Scheme
Group
Insurance
Scheme
Housing
Subsidy
Children
Education
Allowance
Leave Travel
Concession

Leave
Encashment
Benevolent
Fund

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Interest free
advance
Computer
Advance
Tea
Allowance
Refreshment
charges
Working
Environment
Pay
Structure

• Have you undergone any training program in NBCC?

A) Yes B) No

• If yes in what way did the training benefit you?

A) Knowledge wise B) Skill wise C) Attitude wise

Any suggestion for NBCC:-

Date: Signature:

THANK YOU

59
 REFERENCE
BOOKS
Falcons (1991), “Self Assessment & Job Satisfaction in Public &
Private Public Organization” Vol – 16, Page no- 388.
Organization Behaviour, Personality and attitudes, Chapter VI,
Page No-109, ICFAI University Press, March 2004.

JOURNAL
Training and its development, ICFAI University Press, February
2009, Vol. II, Page no – 27.
Job market, ICFAI University Press, January 2009, Page no – 11.
Organization Behaviour, Vol. III, ICFAI University press, Page no
– 29, January 2009.
Knowledge Management, Vol. VII, January 2009, Page no – 7.

WEBSITES
http://www.ultrafeedback.com/Home/Researchservices/OnlineSurveys
/tabid/71/Default.aspx
http://en.wikipedia.org/wiki
http://www.nbcc.org.com

60
 GLOSSARY

Attitude - A persistence tendency to feel and behave in a particular way towards

some object.

Attrition – A process whereby employees leave their jobs for reasons such as
retirement, resignation, transfers etc. And those jobs remain unfilled.

Authority- The rights inherent in a managerial position to give orders and

expected the orders to be obeyed.

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Autonomy – The degree to which the job provides substantial freedom &
discretion to the individual in scheduling the work in and determining the
procedure to be used in carrying it out.

Career – The sequence of positions occupied by a person during a course of a

life time.

Career management – The process of designing and implementing plans and

strategies that enables HR professionals and manager to satisfy work force needs
& enable individuals to achieve their career objectives.

Change – Making things different.

Change agents - People who act as catalyst and assume the responsibility for
managing change activities.

Channel – The medium through which the communication message travels.

Charismatic leadership – Leadership qualities originating from a strong leader,

which tend to be internalized by members of the group.

Coercive power – Power that is based on fear.

Communication – The use of symbols to transfer the meaning of information.

Compensation – The reward that employees receive in exchange for their

contribution to an organization.

Conflict – A process that begins when one party perceives that another party has
negatively affected, or is about negatively affect, something that the first party
cares about.

Controlling – Monitoring activities to ensure that they are being accomplished

as planned and correcting any significant deviations.

Culture – The acquired knowledge that people use to interpret experience and
generate social behaviour.

Decision making – Choosing from among two or more alternatives.

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Demotions – The reassignment of an employee to a lower level job with lesser
pay, involving fewer skills and responsibilities.

Effectiveness – Achievement of goals.

Efficiency – The ratio of effective output to the input required to achieve it.

Employee involvement - A participative process that uses the entire capacity of

employees & is designed to encourage increased commitment to the
organization’s success.

Employee provident fund - Monetary assistance is provided to employees or

their dependents for their post retirement life.

Employee stock ownership plans (ESOPs) – Company established benefit

plans in which employees acquire stock as part of their benefits.

Empowerment – Making employees in charge of what they do.

Ethics – Moral issues & choice that deal with right & wrong behaviour.

Expectancy – The belief of an individual that an act will lead to a particular

outcome that would his motivational level.

Feedback – A message that tells the original sender how clearly his or her
message was clearly understood & what affect it has had on the receiver.

Flexitime – Employees work during a common core time period each day but
have discretion in forming their total workday from a flexible set of hours
outside the core.

Fringe Benefits – The monetary and non monetary benefits given to employees
during their employment tenure.

Gratuity – A reward given to an employee as s token for his long and loyal
service with the employer.

Grievance – A dissatisfaction or feeling of injustice in connection with one’s

employment situation that is bought to the notice of the management.

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Group – Two / more individuals, interacting and interdependent, who have
come together to achieve particular objective.

HR policy – A set of proposals and actions that act as a reference point for
managers in their dealings with employees.

HRM – the functions performed in an organization that facilitates the most

effective use of people to achieve organizational & individual goals.

Human relations - Motivating people in organizational settings to develop team

work that accomplishes individual as well as organizational goals effectively.

Individualism – A national culture attribute describing a loosely knit social

framework in which people emphasize only the care of themselves and their
immediate family.

Intuition – A feeling not necessarily supported by research.

Job analysis – The systematic collection, evaluation & organization of

information related to jobs.

Job design – The process of structuring work & designating the specific
activities at individual or group levels.

Job rotations – Placing an employee on different jobs for different periods of

time, where he gains job knowledge & experience in each of the different job
assignments.

Job satisfaction – The general attitude towards one’s job the difference between
the amount of rewards workers receive & the amount they believe they should
receive.

Job Sharing – The practise of having two or more people split a forty hour a
week job.

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Leadership – The ability to influence a group towards the achievements of the
goals.

Learning – The acquisition of knowledge or skill through study, practise or

experience.

Motivation – The relationship between the means, drives and incentives.

Need – Some internal state that makes certain outcomes appear attractive.

Norms – Acceptable standards of behaviour within a group that are shared by

the group’s members.

Organization – A consciously coordinated social unit composed of two or more

people. That functions on a relatively continuous basis to achieve a common
goal or set of goals.

Performance appraisals – An ongoing process of evaluating and managing

both the behaviour and outcomes of employees in the work place.

Perception – A process by which individuals organize and interpret their

sensory impressions in order to give meaning to their environment.

Personality – The sum total of ways in which an individual reacts and interacts
with others.

Reward - Anything that attracts an individual’s attention and stimulates him to

work. Rewards can be monetary or non – monetary.

Role conflict – A situation which an individual is confronted by divergent role

expectations.

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Team buildings – High interaction among groups members to increase trust and
openness.

Training - The systematic development of knowledge, skills and attitudes

required by an individual to perform adequately a given task or job.

Transfer – The reassignment of an employee to a job with similar pay, status,

duties & responsibility.

Values – Basic convictions that a specific mode of conduct or end state of

existence is personally or socially preferable to an opposite or converse mode of
conduct or end state of existence.

Wage – the remuneration paid by the employer for the services of hourly, daily
weekly or fortnightly employees.

Work group – A group that interacts primarily to share information & to make
decisions to help each other perform with in his / her area of responsibility.

66