INTRODUCTION

Employees are the true capital of every industry. They are the ones who make the difference
between successful implementation of the strategy and poor. Employee satisfaction is a
requirement of good employee performance as well as employee retention. Retaining and
finding the best staff is becoming Harder and harder. Positively influencing staff is a way to
develop an environment and culture where people want to do their best and want to stay.
Employee satisfaction can be defined as "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 morale in the workplace. "Employee
dissatisfaction can be a catalyst for major problems within an organization - especially in a
client-focused area such as health care. Organization - especially in customer-driven areas
such as healthcare. Happy employees are equally happy patients.

“One of the main reasons for employee dissatisfaction is the lack of clarity on their
expectations. “

“In almost all employee surveys that motivate employees in most importantly, most
importantly, far exceeds compensation and benefits. “Create a work environment that
encourages rapid development. Responding to customer (patient) needs and careful follow-up
are key to harnessing their power. Your service - the profit chain. This is only possible when
people have the right to make a decision. Have the motivation to solve the problem.
Encourage employees to go beyond the literal boundaries of their work -Make suggestions
for improvement - you will not only get a part but also get the full potential their contribution
to the organization.

Some factors of job satisfaction are universal and consistent. Employees and HR
professionals pay attention Salary and benefits are important to employee satisfaction.
However, research shows there are more important factors that can promote job satisfaction,
such as immediate relationships Supervisors, management's recognition of employee
performance, and communication between employees Employee and senior management.

People are our biggest asset, but only a few hospitals have begun to invest in human
resources. The management (HRM) system supports this philosophy.
The hospital faces many challenges and requires the serious attention of the HR manager.
“Find the right candidate and build a favorable working environment that is good for the job”
Employees, as well as hospitals, other issues are managers, adopting new motives
Technology change, recruitment and training, performance management, development and
compensation management.
Faced with these challenges, any organization should reconsider the way they manage
employees. Managing human resources in a knowledge-based industry is a major challenge
for HR managers because it involves multi-task responsibility. In the current scenario, HR
managers perform various duties. Earlier, their role was limited to managing manpower
requirements and management functions. Maintain volumes for your organization.

Now, it is more strategic according to the needs of industries such as hospitals.

Job satisfaction or employee satisfaction measures how well workers are satisfied with their
work, whether they like work or personal aspects or work aspects, such as the nature of work
or supervision. Job satisfaction can be measured by cognitive (evaluation), emotional (or
emotional) and behavioral components. The researchers also pointed out that job satisfaction
indicators differ in the degree of measurement of work experience (emotional job
satisfaction). Or cognition of work (cognitive job satisfaction).

One of the most widely used definitions in organizational research is Locke (1976), who
defines job satisfaction as “evaluating the pleasant or positive emotional state of a person's
work or work experience”. Others define it as the individual's satisfaction with his or her
work; whether he or she likes the job. It is assessed globally (whether or not the individual is
satisfied with the overall work) or at the level of the individual (whether the individual is
satisfied with different aspects of the job). Spector (1997) lists 14 common aspects:
appreciation, communication, colleagues, fringe benefits, working conditions, job nature,
organization, personal growth, policies and procedures, promotion opportunities, recognition,
safety and supervision. .

In this globalized world, job satisfaction has always been important issues. Now one day
people prefer whether working in the factory or not Public and private sectors. Usually
Provide various facilities such as regulatory agencies Hour and minimum interval,
satisfactory vacation Facilities, adequate wages, attractive allowances, Enough loan, bonus,
medical assistance, holiday travel Franchise and so on.

Encourage staff
With the rapid growth of hospital competition, the technical advantage has been supported by
the talent pool has become a key factor in the survival of the market. Of course, the result is
that every organization is top give priority to technological progress plans. HR managers now
act as motivators bring new changes to their knowledge workers.

Capacity development
Human capital is the real asset of any organization, which makes the human resources
department play an important role in recruitment. Manage and keep the best. The human
resources department played a clear role in this process and determined the pace of success of
any organization.

Recruitment and training

Recruitment has become a major function of the subsystem human resources, especially in
the industry. Human resource managers play a vital role in creating assets for organizations in
the form of quality workforce. Attracting new talent is also a top priority for software
companies, but small companies are less important. Another challenge for HR managers is to
build the right systems to make people fit the job perfectly. Technical redundancy is fast in
the industry. In order to overcome this problem, the organization gave top priority Continuous
training and skills improvement programs. Technical training for employees every quarter. In
this regard, these trainings are also very useful. Provide security for employees.

How employees express dissatisfaction:

Employee dissatisfaction can be expressed in a variety of ways. They are defined as follows:
Exit:
Leading to leaving the organization, including finding new positions and Resignation.
Voice:
Actively and constructively trying to improve conditions, including recommendations for
improvement, Discuss issues with your superiors, as well as some forms of union activity.
Loyalty:
Passive but optimistic waiting for improved conditions, including speaking for the
organization facing external criticism and trust organizations and their management to do the
right thing.
Ignore:
Passively allow conditions to deteriorate, including long-term absenteeism or lateness,
reduced effort, and the error rate increases.

Objective of the Study:

By conducting employee satisfaction surveys, we take a proactive approach to
improving your company. The feedback from employees is enabling us to assess the growth
of the company. It also lets employees know that we care. When employees are not satisfied,
it leads to high turnover rate and low productivity. Satisfied employees are often equated with
productive employees. A productive employee is equivalent to a productive and happy
company.
The objectives of the study are as follows:
1) The main goal of the project is to measure employee satisfaction in Sapthagiri Hospital.2)
Evaluation and description of hospital staff's job satisfaction their work is satisfactory.
3) Evaluate the general attitude of employees to HMIS.
4) Study whether the decision made by management in hospital is realistic.
5) Check if employees have job security in some private hospitals in Hyderabad.
6) Understand the relationship between employees' status in society and job identification.
7) Identify the problems faced by employees.

Limitations of the study:

This study has some limitations, such as:
 A large amount of information needs to be collected for a limited time.
 Employee attitudes and opinions may change in the future, so future relevance to
research cannot be guaranteed.
 Some interviewees did not answer these questions seriously.
 Some interviewees expressed hesitation in expressing their opinions. Therefore, it is
impossible to obtain accurate results.
 The analysis section is done using the collected data available.
 Since SIMS (SAPTHAGIRI Medical Science Research Center) is a large hospital,
many employees have been busy, so it is impossible to formally cover all employees.
 Because senior executives are very busy and time sensitive, they are unable to meet
and discuss with them personally.
 Due to time constraints, research is unable to conduct more research in detail.
Review of literature
Job satisfaction has been discussed in number of ways, but all definitions generally construe
it as a multi-dimensional concepts which measures a workers positive emotions/attitude
towards his/her job (Locke 1976). Job satisfaction is simply how people feel about their jobs.
In the past, job satisfaction was viewed from the perspective of demand satisfaction, that is,
whether the job satisfies the physical or psychological needs of the worker. If the worker is
satisfied with his/her needs, job satisfaction may be high. If he/she is not, there may be job
dissatisfaction. A good example of this demand satisfaction is the theory of Maslow's design.
Maslow's theory (1954) asserts that when work meets the basic needs of people, it will
experience a sense of job satisfaction. There are two types of male needs, lacking demand and
growth demand. Lack of demand includes physical needs. Security and ownership, while
growth needs include self-esteem and self-fulfillment. These requirements are completed in a
hierarchical order to meet basic physical, security, and affiliation requirements first: respect
and self-fulfillment needs are met.
METHOD OF RESEARCH

Survey method:

The investigation is a complete operation, and some of the technical knowledge survey
methods are mostly personal. The survey is best for getting the main data. The study obtained
interviewees' information through interviews.

Sampling: It is not always necessary to collect data from whole universe4. A small
representative sample may serve the purpose. A sample means a small group taken in a large
lot. This small group taken in a large lot .This small group should be emanative cross section
and really “representative” in character. This selection process in calls sampling.

Sample size: Samples are devices for learning about large masses by observing a few
individuals. The selected sample is 100.

Methods of Sampling

Random sample method:

The method adop0ted here is random sampling method. A Random sample is one
where each item in th3e universe has as an equal chance of known opportunity of being
selected.

Research Instrument

Questionnaire:

A questionnaire is a carefully complied logical sequence of questr5ions directed to

a define objective. It is the outline of what information is required and the framework on
which the data is built upon. Questionnaire is commonly used in securing marker information
that its preparation deserves utmost skill and care.

Collection of data: One of the important tools for conduction market research is that
availability of necessary and useful data. Date collection is more of an art than a science. The
methods of marketing research are in a way the methods of data collection. The sources of
information fall under two categories.

Internal sources:
 Every company has to keep certain records such as accounts, reports etc. these
records provide sample information which an organization usually keeps collection in its
working.

External sources:

When internal records are insufficient and required information is not available, the
organization will have to depend on external sources. Of data are.

a) Primary data:

The data collected for a purpose in original and for the first time is known as primary
data. The researches collect this data to study a particular problem.

Here the primary data is data collected through questionnaire by directly meeting the
customers

b) Secondary Data:

The data, which is collected from the published sources i.e., not originally collected
of the first rime is called secondary data.

Here the secondary data is data collected from the company’s brochures, pamphlets,
catalogues and the website.

NEED FOR THE STUDY

Customer satisfaction survey is a systematic process for collecting consumer data,

analysing this data to make it into actionable information, driving the results throughout an
organization and implementing satisfaction survey is a management information system that
continuously captures the voice of the customer through the assessment of performance from
the customers’ point of view.