A STUDY ON EMPLOYEE JOB SATISFACTION

AT

HINDUSTAN PETROLEUM CORPORATION LIMITED

A Summer Training Project Report

Submitted in partial fulfillment of the requirement for the
Award of Degree of Master of Business Administration

2017 – 2019

Under the Guidance of: Submitted by:

(DR. RAVINDER JIT) SHIVANI GUPTA

(35914803917)

DEPARTMENT OF MANAGEMENT

MAHARAJA AGRASEN INSTITUTE OF TECHNOLOGY

(Affiliated to G.G.S.I.P. University)

Sector – 22, Rohini, Delhi -110086

An ISO 9001:2008 Certified Institute

AICTE NBA Accredited Institute
 STUDENT UNDERTAKING

This is to certify that I SHIVANI GUPTA had completed the Project titled A STUDY
ON EMPLOYEE JOB SATISFACTION in HINDUSTAN PETROLEUM
CORPORATION LIMITED under the guidance of DR. RAVINDERJEET in the partial
fulfillment of the requirement for the award of degree of MBA from Maharaja Agrasen
Institute of Technology (Affiliated to G.G.S.I.P. University), New Delhi. This is an
original piece of work and I had neither copied nor submitted it earlier elsewhere.

SHIVANI GUPTA

Date:

i
 CERTIFICATE FROM GUIDE

This is to certify that the project titled “A STUDY ON EMPLOYEE JOB

SATISFACTION” is an academic work done by SHIVANI GUPTA submitted in the
partial fulfillment of the requirement for the award of the Degree of MBA from Maharaja
Agrasen Institute of Technology (Affiliated to G.G.S.I.P. University), New Delhi under
my guidance and direction. To the best of my knowledge and belief the data and
information presented by him/her in the project has not been submitted earlier.

Dr. Ravinder jit

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iii
iv
v
 EXECUTIVE SUMMARY

A Study on “Job Satisfaction of Employees” was carried out in HINDUSTAN

PETROLEUM CORPORATION LIMITED. The main objective of the research was to
find the satisfaction level of employees in the organization. Employee satisfaction is
essential to the success of any business. The important factors that are to be considered in
the job satisfaction of employees are satisfaction of employee in training programme,
leave provided , salary of employees, promotion based on work performance, working
condition, incentives, water drinking facility, food quality, and break duration and so on...
The study was done as part of Descriptive Research. Convenience sampling technique
was employed for selecting the sample. The primary data was collected by means of
questionnaire. The secondary data was collected from the company records and websites.
A structured questionnaire was given to fifty employees and the data was collected based
on the same. The data was analyzed using percentage method and Likert scale method.
Almost care has been taken from the beginning of the preparation of the questionnaire till
the analysis, findings and suggestions. The analysis leads over to the conclusion that
majority of the employees are satisfied “When companies put employees and customers
first, their employees are satisfied, their customers are loyal, their profits increase, and
their continued success is sustained”. Dissatisfaction with reference to some of the factors
like food was also reported. It was found that dissatisfaction among employees will affect
the work performance and productivity of the organization. Valuable suggestions and
recommendations are also given to the company for the better prospects. Job Satisfaction
is an important output that employees work for Organization. It comprises of extrinsic
and intrinsic factors and helps Maintain an able and willing work forces. It is an
interesting and significant area for conducting research. The study made on the topic of
Job Satisfaction will reveal the factor of feelings of employees This report is useful to
the management of the company to know the satisfaction levels of employees within
company and they can take measures to increase productivity. It is said that satisfied
employee is a productive employee, any kind of grievance relating to organizational or
personal to a greater extent influence on the job. So every organization is giving higher
priority to keep their employees with satisfaction by providing several facilities which
improves satisfaction and which reduces dissatisfaction.  Job Satisfaction is considered
as a key issue by the entrepreneur where efforts are taken and programs are initiated. If

vi
an employee is not satisfied with the job there are chances for absenteeism, low
turnover, lower productivity. committing of mistakes, diverting energy for different types
of conflicts keeping this thing in view all organizations are trying to identify the areas
where satisfaction to be improved to get out of the above dangers In this connection a
survey was conducted on behalf of Hindustan petroleum corporation limited to identify
the level of satisfaction in terms of strongly agree to strongly disagree on various job
related factors.

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CONTENT

STUDENT DECLARATION.................................................................................i

CERTIFICATE FROM GUIDE............................................................................ii

COMPANY’S CERTIFICATE.............................................................................iii

FEEDBACK FROM COMPANY.........................................................................iv

EXECUTIVE SUMMARY....................................................................................vi

1. INTRODUCTION………………………………………………………...………1
1.1 OVERVIEW OF INDUSTRY………………………….…………………2
1.2 ABOUT THE ORGANISATION………………………….……………...8
1.2.1 PROFILE OF THE ORGANIZATION……………………………….8
1.2.2 COMPETITIVE STATUS…………………………………………...12
1.2.3 SWOT ANALYSIS OF THE ORGANIZATION………………..….13

1.3 ABOUT THE TOPIC …………………………………………….………….14

2. RESEARCH METHODOLOGY……………………………..…………….……20
2.1 OBJECTIVE OF THE STUDY…………………………………………21
2.2 SCOPE OF THE STUDY………………………………………………..21
2.3 RATIONAL / PURPOSE OF THE STUDY (MANAGERIAL USEFULNESS
OF THE STUDY)……………………………………….21
2.4 METHODOLOGY……………………………………………………….21
2.4.1 TYPE OF RESEARCH (QUALITATIVE OR QUANTATIVE)
2.4.2 RESEARCH DESIGN (EXPLORATORY OR CONCLUSIVE:
DESCRIPTIVE OR ANALYTICAL)
2.4.3 SOURCES OF DATA COLLECTION (PRIMARY AND SECONDARY)
2.4.4 SAMPLE DESIGN AND SAMPLE SIZE
2.4.5 TOOL OF PRIMARY DATA COLLECTION (QUESTIONNNAIRE,
OBSERVATION, INTERVIEW ETC.)
3. FINDINGS AND ANALYSIS …………………………………………………..23
4. LIMITATIONS OF THE STUDY………………………………………...……..43
5. CONCLUSIONS & SUGGESTIONS/ RECOMMENDATION
5.1 FINDINGS…………………………………………………….…………45
5.2 CONCLUSION…………………………………………….…………….47
5.3 SUGGESTION…………………………………………….……………..49
APPENDICES………………………………………………….………………...51
BIBLIOGRAPHY………………………………………………………………..55
LIST OF TABLES:

TABLE TABLE NAME PAGE NO.

NO.
1.2.1 PROFILE OF THE ORGANIZATION 8
1.2.2 COMPETITIVE STATUS: 12
1.2.3 HINDUSTAN PETROLEUM SWOT ANALYSIS 13
REPORT
3.1 WORK EXPERIENCE OF EMPLOYEES 24
3.2 SATISFACTION OF EMPLOYEES WITH 25
TRAINNING PROGRAMES
3.3 OPINION OF EMPLOYEES ABOUT SAFETY 26
MEASURES OF INSTITUTION
3.4 SATISFACTION LEVEL OF EMPLOYEES 27
REGARDING LEAVE PROVIDED
3.5 SHOWING WHETHER THE JOB REALISE 28
PROMOTION BASED ON PERFORMANCE
3.6 OPINION OF EMPLOYEES REGARDING 29
SALARY PROVIDED:
3.7 OPINION OF EMPLOYEES ABOUT 30
INCENTIVE PROVIDER:
3.8 .SATISFACTION OF EMPLOYEE BY WATER 31
DRINKING FACILITY
3.9 OPINION OF EMPLOYEES ABOUT REST TIME 32
3.10 OPINION OF EMPLOYEES ABOUT BREAK 33
DURATION
3.11 OPINION OF EMPLOYEES ABOUT FOOD 34
PROVIDED INSIDE INSTITUTE
3.12 OPINION OF EMPLOYEES ABOUT JOB 35
SECURITY
3.13 OPINION OF EMPLOYEES ABOUT TIMING OF 36
WORK
3.14 OPINION OF EMPLOYEES ABOUT REWARD 37
 GIVEN BY INSTITUTE
3.15 OPINION OF EMPLOYEES ABOUT LEAVE 38
POLICIES
3.16 SATISFACTION OF EMPLOYEES IN 39
ESTABLISHES STRONG RELATIONSHIP
INSIDE INSTITUTE:
3.17 OPINION OF EMPLOYEES ABOUT 40
INVOLVING IN BUSINESS ACTIVITIES
3.18 OPINION OF EMPLOYEES ABOUT 41
EMPLOYEE GRIVANCE POLICY:
3.19 OPINION OF EMPLOYEES ABOUT 42
COMPENSATION PROVIDED
LIST OF GRAPHS:

GRAPH GRAPH NAME PAGE

NO. NO.
3.1 WORK EXPERIENCE OF EMPLOYEES 24
3.2 SATISFACTION OF EMPLOYEES WITH TRAINNING 25
PROGRAMES
3.3 OPINION OF EMPLOYEES ABOUT SAFETY 26
MEASURES OF INSTITUTION
3.5 SHOWING WHETHER THE JOB REALISE 28
PROMOTION BASED ON PERFORMANCE
3.8 .SATISFACTION OF EMPLOYEE BY DRINKING 31
FACILITY
3.9 OPINION OF EMPLOYEES ABOUT REST TIME 32
3.10 OPINION OF EMPLOYEES ABOUT BREAK 33
DURATION
3.11 OPINION OF EMPLOYEES ABOUT FOOD 34
PROVIDED INSIDE INSTITUTE
3.12 OPINION OF EMPLOYEES ABOUT JOB SECURITY 35
3.13 OPINION OF EMPLOYEES ABOUT TIMING OF 36
WORK
3.15 OPINION OF EMPLOYEES ABOUT LEAVE POLICIES 38
3.16 SATISFACTION OF EMPLOYEES IN ESTABLISHES 39
STRONG RELATIONSHIP INSIDE INSTITUTE:
3.17 OPINION OF EMPLOYEES ABOUT INVOLVING IN 40
BUSINESS ACTIVITIES
3.18 OPINION OF EMPLOYEES ABOUT EMPLOYEE 41
GRIVANCE POLICY:
3.19 OPINION OF EMPLOYEES ABOUT COMPENSATION 42
PROVIDED
LIST OF CHARTS:

CHART NO. CHART NAME PAGE NO.

1.2.2 COMPETITIVE STATUS: 12
3.4 SATISFACTION LEVEL 27
OF EMPLOYEES
REGARDING LEAVE
PROVIDED
3.6 OPINION OF 29
EMPLOYEES
REGARDING SALARY
PROVIDED:
3.7 OPINION OF 30
EMPLOYEES ABOUT
INCENTIVE PROVIDER:
3.14 OPINION OF 37
EMPLOYEES ABOUT
REWARD GIVEN BY
INSTITUTE
 CHAPTER 1

INTRODUCTION

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1.1 Overview of oil and petroleum Industry:

The oil and gas sector is among the six core industries in India and plays a major role
in influencing decision making for all the other important sections of the economy.
In 1997–98, the New Exploration Licensing Policy (NELP) was envisaged to fill the
ever-increasing gap between India’s gas demand and supply. India’s economic growth
is closely related to energy demand; therefore the need for oil and gas is projected to
grow more, thereby making the sector quite conducive for investment.
The Government of India has adopted several policies to fulfill the increasing
demand. The government has allowed 100 per cent Foreign Direct Investment (FDI)
in many segments of the sector, including natural gas, petroleum products, and
refineries, among others. Today, it attracts both domestic and foreign investment, as
attested by the presence of Reliance Industries Ltd (RIL) and Cairn India.

Market Size
India is expected to be one of the largest contributors to non-OECD petroleum
consumption growth globally. Oil imports rose sharply year-on-year by 27.89 per cent
to US$ 9.29 billion in October 2017. India’s oil consumption grew 8.3 per cent year-
on-year to 212.7 million tons in 2016, as against the global growth of 1.5 per cent,
thereby making it the third-largest oil consuming nation in the world.
India is the fourth-largest Liquefied Natural Gas (LNG) importer after Japan, South
Korea and China, and accounts for 5.8 per cent of the total global trade. Domestic
LNG demand is expected to grow at a CAGR of 16.89 per cent to 306.54 MMSCMD
by 2021 from 64 MMSCMD in 2015.
The country's gas production is expected to touch 90 Billion Cubic Meters (BCM) in
2040 from 21.3 BCM in 2017-2018 (Apr-Nov). Gas pipeline infrastructure in the
country stood at 16,470 km in September 2017.

Investment
According to data released by the Department of Industrial Policy and Promotion
(DIPP), the petroleum and natural gas sector attracted FDI worth US$ 6.86 billion
between April 2000 and September 2017.

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Following are some of the major investments and developments in the oil and gas
sector:

 World's largest oil exporter Saudi Armco is planning to invest in refineries and
petrochemicals in India as it looks to enter into a strategic partnership with the
country.
 Foreign investors will have opportunities to invest in projects worth US$ 300
billion in India, as the country looks to cut reliance on oil imports by 10 per cent by
2022, according to Mr. Dharmendra Pradhan, Minister of Petroleum and Natural
Gas, Government of India.
o During the bilateral meeting held in Tokyo between Mr. Dharmendra Pradhan,
Minister of Petroleum and Natural Gas, Government of India and Mr Hiroshige Seko,
Minister of Economy, Trade, and Industry of Japan, signed a memorandum of
cooperation on establishing a liquid, flexible and global liquefied natural gas (LNG)
market by exploring joint cooperation in the areas of sourcing, swapping and
optimization of LNG sources.
o State-owned Oil and Natural Gas Corporation (ONGC) has come up with the new
blueprint to increase the crude oil production by 4 million tones and to double its
natural gas production by 2020 to curb the country’s import dependency by 10
percent. The company will raise its crude oil production from 22.6 million tons in
2017-2018 to 26.42 million tons in 2021- 2022.

PLAYERS IN OIL AND PETROLEUM INDUSTRY ARE:

BHARAT PETROLEUM CORPORATION LIMITED:

Bharat Petroleum Corporation Ltd (BPCL) is a Government of India owned oil and
Gas Company which is headquartered in Mumbai, Maharashtra. BPCL started as
Burma-Shell Refineries Ltd in 1952, which later changed to Bharat Refineries Ltd
(BRL) and subsequently to Bharat Petroleum Corporation Ltd.

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HINDUSTAN OIL EXPLORATION COMPANY LTD (HOEC):

It was incorporated in 1983 for taking up exploration and production (E&P) activities
inter-alia by Late Mr. H T Parekh. HOEC was the first private company in India to
enter into field of oil and gas exploration

ESSAR

Essay Oil is a fully integrated oil & gas company of international scale with strong
presence across the hydrocarbon value chain from exploration & production to
refining and oil retail. Essar Oil has a portfolio of onshore and offshore oil & gas
blocks with about 1.7 billion barrels of oil equivalent in reserves & resources. Essar
Oil owns India’s second largest single site refinery at Vadinar, Gujarat, having a
capacity of 20 million metric tons per annum (MMTPA), or 405,000 barrels per day
(BPD). Vadinar Refinery has a complexity of 11.8, which is amongst the highest
globally. The refinery is capable of processing some of the toughest crudes and yet
produces high quality Euro IV and V grade products. The refinery has been set up at a
very competitive capex of US$ 12,746 /barrel, which is about half the global average.

GUJARAT GAS

Incepted in 1980, Gujarat Gas Co Ltd (GGCL) has since evolved to become one of
India’s largest players in distribution of natural gas. The company serves the entire
range of the retail end of the gas value chain - residential, industrial, commercial and
compressed natural gas (CNG). Gujarat Gas has its corporate headquarters in
Ahmedabad and current operational mandate in two key industrial districts of Gujarat
- Surat and Bharuch. The company presently supplies piped natural gas to more than
413,000 customers and retails CNG to over 200,000 users across its area of operation.

GAIL

GAIL (India) Ltd was incorporated in August 1984 as a central public sector
undertaking (PSU) under the Ministry of Petroleum and Natural Gas (MoP&NG). The
company was initially given the responsibility of construction, operation and

4
maintenance of the Hazira-Vijaypur-Jagdishpur (HVJ) pipeline project. It was one of
the largest cross-country natural gas pipeline projects in the world. Originally this
1,800 Km long pipeline was built at a cost of Rs 1,700 cores (US$ 268.72 million)
and it laid the foundation for development of market for natural gas in India.

PETRONET LNG LTD

Petronet LNG Ltd, one of the fastest growing world-class companies in the Indian
energy sector, has set up the country's first LNG receiving and regasification terminal
at Dahej, Gujarat, and another
Terminal at Kochi, Kerala. While the Dahej terminal has a nominal capacity of 10
million metric tons per annum (MMTPA), the Kochi terminal has a capacity of 5
MMTPA. The company is in the process to build a third terminal at Gangavaram,
Andhra Pradesh.
Petronet LNG is at the forefront of India's all-out national drive to ensure the
country's energy security in the years to come.

MRPL

Mangalore Refinery and Petrochemicals (MRPL) is a schedule 'A' CPSE and

subsidiary of ONGC. MRPL is a state-of-the-art grassroot refinery located in the north
of Mangalore city in Dakshin Kannada region. The refinery has a versatile design
with high flexibility to process crudes of various API and with high degree of
automation. MRPL was originally set up in 1988 with an initial processing capacity of
three million metric tons per annum (MTPA). Presently, it has a design capacity to
process 15 million MTPA and has two hydrocrackers producing premium diesel (High
Cetane). It also has two CCRs producing unleaded petrol of high octane.

GE OIL & GAS

GE Oil & Gas is a part of the larger GE Energy group which also includes the GE
Energy Management and GE Power & Water divisions. GE Oil & Gas is a world
leader in advanced technology equipment and services for all segments of the oil and

5
gas industry, from exploration and production to downstream. Its services include
offshore and land drilling, subsea solutions, enhanced oil recovery solutions,
unconventional resources, full range LNG solutions, industrial power generation,
refinery & petrochemicals, gas storage and pipelines, among many others. The
company also produces many products which include the likes of subsea trees,
manifolds and connection systems, compressors, surface wellheads and many more.

CAIRN INDIA

Cairn India is one of the largest independent oil and gas exploration and production
companies in India with a market capitalization of around US$ 10 billion. It operates
around 30 per cent of India's domestic crude oil production. Through its affiliates,
Cairn India has been operating for close to 20 years playing an active role in
developing India’s oil and gas resources. Till now Cairn India has opened four frontier
basins with over 40 discoveries out of which 31 are in Rajasthan alone.
The Mangala field in Rajasthan, discovered in January 2004, is the largest onshore oil
discovery in the country in more than two decades. Mangala, Bhagyam and
Aishwariya fields, which are major discoveries in the Rajasthan block, have gross
ultimate oil recovery of over 1 billion barrels.
.
OIL INDIA PRIVATE LTD (OIL)

Oil India Private Ltd (OIL) was incorporated in 1959 to expand and develop the
newly discovered oil fields of Naharkatiya and Moran in India’s north-east. In 1961, it
became a joint venture (JV) company between the Indian government and Burmah Oil
Company Ltd, UK. In 1981, OIL became a wholly-owned Government of India
enterprise. Today, OIL is a premier Indian national oil company engaged in the
business of exploration, development and production of crude oil and natural gas,
transportation of crude oil and production of LPG. At present, the Government of
India is the promoter of the company, holding 68.43 per cent of OIL’s total issued and
paid-up capital. The balance 31.57 per cent of the equity capital is held by the public
and others including corporate bodies, mutual funds, banks, FIIs, resident individuals,
etc.

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OIL has over 100,000 sq km of PEL/ML areas for its exploration and production
activities, most of it in the India’s north east, which accounts for its entire crude oil
production and majority of gas production. Rajasthan is the other producing area of
OIL, contributing 10 per cent of its total gas production. OIL currently owns and
operates 13 drilling rigs and 14 work-over rigs, besides charter hiring drilling rigs
based on operational requirement.

INDIAN OIL CORPORATION LTD (IOCL)

Established as an oil marketing entity on June 30, 1959, Indian Oil Company Ltd was
renamed Indian Oil Corporation Ltd (IOCL) on September 1, 1964, following its
merger with Indian Refineries Ltd. The integrated refining and marketing entity has
since grown into India’s largest commercial enterprise. It is the country’s number one
company in the prestigious Fortune ‘Global 500’ listing of the worlds largest
corporate. IOCL is currently at the 85th position in the list.
IOCL has a strong workforce of over 34,000 employees. In the company, operations
are strategically structured along the following verticals: Refineries, Pipelines,
Marketing, R&D Centre and Business Development – E&P, Petrochemicals and
Natural Gas.

RELIANCE INDUSTRIES LIMITED (RIL)

Reliance Industries Limited (RIL) is India’s largest private sector company with
businesses in the energy and materials value chain. It is also the first private sector
company from India to feature in Fortune Global 500 list of ‘World’s Largest
Corporations’ and ‘World’s Top 100 companies’. The group's activities span
exploration and production...

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 ONGC

Oil and Natural Gas Corporation Limited (ONGC) is an Indian multinational oil and
gas company headquartered in Dehradun, India. It is a public sector undertaking
(PSU) of the Government of India, under the administrative control of the Ministry of
Petroleum and Natural Gas. It is India's largest oil and gas exploration and production
company.

1.2 About the Organization

1.2.1 Profile of the Organization

Company profile

HINDUSTAN PETROLEUM CORP. LTD.

Type: Public (NSE, BSE)
Founded: 1976
Headquarters: Mumbai
Industry: Petroleum
Products: Oil, Lubricants
Employees: 11,088
Website http://hindustanpetroleum.com/

Hindustan Petroleum Corporation Limited (HPCL) (BSE: 500104,

NSE: HINDPETRO), a state-owned oil company of the Government of India located at
Mumbai, India and is a Fortune 500 company of India listed at number 311[3] in the
global 500 rankings, with an annual turnover of over 1,16,428 Cores and sales/income
from operations of Rs 1,31,802 Cores (US$ 25,618 Millions) during financial year
2008-09, about 20% Marketing share in India and a strong market infrastructure.
Corresponding figures for financial year 2007-08 are: Turnover- Rs 1,03,837 cores, and
sales/income from Operations- 1,12,098 Cores (US$ 25,142 Million).

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HPCL operates 2 major refineries[4] producing a wide variety of petroleum fuels &
specialties, one in Mumbai (West Coast) of 6.5 Million Metric Tons Per Annum
(MMTPA) capacity and the other in Vishakapatnam, (East Coast) .

HPCL is a Fortune 500 company, with an annual turnover of Rs. 1,08,599 Cores and
sales/income from operations of Rs 1,14,889 Cores (US$ 25,306 Millions) during FY
2009-10, having about 20% Marketingshare in India and a strong market infrastructure.
HPCL operates 2 major refineries producing a wide variety of petroleum fuels &
specialties, one in Mumbai (West Coast) of 6.5 Million Metric Tons Per Annum
(MMTPA) capacity and the other in Vishakapatnam, (East Coast) with a capacity of
8.3 MMTPA. HPCL holds an equity stake of 16.95% in Mangalore Refinery &
Petrochemicals Limited, a state-of-the-art refinery at Mangalore with a capacity of 9
MMTPA. In addition, HPCL is constructing a refinery at Bhatinda, in the state of
Punjab, as Mittle energy investments pvt.Lmt.

HPCL also owns and operates the largest Lube Refinery in the country producing Lube
Base Oils of international standards, with a capacity of 335 TMT. This Lube Refinery
accounts for over 40% of the India's total Lube Base Oil production.

HPCL was formed in 1974 on nationalization of ESSO India operations. The operations
of Caltex were merged in 1976. Hindustan Petroleum Corporation Limited today is the
second largest integrated oil refining and marketing company in India and also a
fortune 500 company with a turnover of Rs.646.89 billion (US$ 14,709 Millions). The
Corporation has already been identified by the Government of India as a company
which has the potential to become a global giant. The company employs about 11,088
people and has a market value of US $2.73 billion as of 2005. It faces stiff competition
from Bharat Petroleum and Indian Oil Corporation. It is a mega Public Sector
Undertaking (PSU) with Navratna status.

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ORGANIZATIONAL STRUCTURE OF HPCL:

PRODUCTS OF HPCL:

Petrol Known as Motor Spirit (MS) in Oil Industry. HPCL markets the product through
its retail pumps spread all over India. Its principle consumers are regular personal
vehicle owners.

Diesel Known as High Speed Diesel (HSD) in Oil Industry. HPCL markets the products
through its retail pumps as well as terminals and depots. Its consumers are not only
regular auto owners but also transport agencies, industries etc.

Lubricants HPCL is the market leader in lubricant and associated products. It

commands over 30% of market share in this sector. The popular brands of HP lubes are
Laal Ghoda, Milcy, Thanda Raja, Koolgard etc.

LPG A popular brand in mainly urban areas.

Aviation Turbine Fuel With major ASF(Air Service Facility) present in all major
airports of India, HPCL is a key player in this sector supplying ATF to major airlines. It
has an accomplishment of sorts to supply fuel to US Air Force 1.

10
 1.2.2 Competitive Status:

Major players in petroleum sector

BPCL BHARAT PETROLEUM
CORPORATION
LIMITED

PCLH HINDUSTAN
PETROLEUM
CORPORATION
LIMITED

IOCL INDIAN OIL

CORPORATION LIMITED

RIL RELIANCE INDUSTRIES

LIMITED

ESSAR ESSAR CAPITAL

LIMITED

SHELL SHELL GLOBAL

11
COMPETITORS OF HPCL

TOTAL ASSETS

RELIANCE
IOC
BPCL
ESSAR

12
1.2.3 HINDUSTAN PETROLEUM SWOT ANALYSIS
REPORT:-

HPCL is one of India's major oil

and gas company
Network of 1400 Retail outlets and
STRENGTHS more than 250 retail outlets in
various stage of construction.
State of art technologies at refinery.
Very active in CSR Activities.
Company operations are bound by
government regulations and
fluctuations.
WEAKNESS Net sale are affected due to
increasing cost.
Environmental hazards from
wastages
Demand-supply gap in india.
Increasing natural gas market
OPPORTUNITY globally.
Heavy industrialization causing an
increase in demand for fuel.
Threats from competitors.
Competitors receiving subsidies on
taxes by central and state
THREATS
government.
Economic instability and
fluctuations in india’s policies.

13
1.3 About the Topic

14
THEORETICAL FRAMEWORK

MEANING

Employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be tremendous
benefit to any organization n, as happy workers will be likely to benefit to any
company. There are many factors for maintaining high employee satisfaction, which
wise employers would do will to implement.

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or

face to face meeting either employee to gather information. Both of these tactics have
pros and cons and should be chose carefully. Surveys are often annoying allowing
workers more freedom to be honest without fear. Interview with company
management can feel intimating but if done carefully can let to workers know their
voice has been heard and their concern addressed by those in changes. Surveys and
meetings can truly get the center of data surrounding employee satisfaction and can be
great tools to identify specific problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to
make workers feel they are part of the family or team. Holding Office Events such as
parties and group outings can help close bonds among workers. Many companies also
participate in team building retreats that are designed strengthen the working
relationship of the employers in the non-working related settings. Company trips, pain
ball wars and guided back parking trips are versions of this type of team building
strategy, with which many employees have founded success.

Of course, few will not experience a boost in morale after receiving more and many
raises and bonuses can seriously affect employee satisfaction and should be given
when possible. Yet money cannot solve all morale issues and of a company with wide
spread problems for workers cannot improve their overall improvement, a bonus may
be quickly forgotten as daily stress of an unpleasant job continuous to mount.

15
If possible, provide amenities to your workers to improve morale. Make sure they
have a comfortable, learn, break, rooms which basic necessities such as a running
mates keep facilities

Such as clean bathroom stocked with supplies. While professionalism is necessary for
most business allowing workers to keep family photos or small trinkets on their desk
can make them fed more comfortable and nested at their workstation. Basic
consideration like these can improve employee satisfaction, as workers will fed well
asked for by their employers.

The backbone of employee satisfaction in respect for workers and the job they
perform. In every interaction with management, employees should be treated with
courtesy and interest. In easy avenue for employers to discuss problems, with upper
management should be maintained and carefully monitored. Even if management
cannot meet all the demands of employees. Showing workers that they are being
heard and putting honest dedications into compromising will often help to improve
morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

 Purpose or benefits of employee satisfaction include as following,

 Enhance employee retention.
 Increase productivity.
 Increase customer satisfaction
 Reduce turnover, recurring and training cost.
 Enhance customer satisfaction and loyalty.
 Energetic employers
 Improve team work
 Higher quality products and or services due to more competent, energized
employees.

ORGANISATIONAL DEVELOPMENT FACTORS

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• Brand of organization in business field and comparison with leading competitor.

• Mission and vision of organization.

• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

 Wages and Salary Benefits

 Rewards And Penalties

PROMOTION AND CAREER DEVELOPMENT FACTORS

 Opportunities for promotion

 Training program participated or will do.
 Capacity of career development.

WORK TASK FACTORS

 Quantity of task.
 Difficult level of task.

RELATIONSHIP WITH SUPERVISORS FACTORS

 Level of coaching
 Level of assignment for employee.
 Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS

 Tools and equipment.

 Working methods
 Working environment

17
CORPORATE CULTURE FACTORS

 Relationship with co-workers

 Level of sharing etc...

COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE

FACTORS

 Competencies and personalities of employee are suitable for job.

 Expectations of employee are suitable for policies of organization.

DEFINITION OF TERMS

SALARY

Salary is a fixed amount or compensation paid to an employee by an employer in

return for work performed. An employee who is paid a salary is expected to complete
a whole job in return for the salary.

OVERTIME ALLOWANCE

Overtime allowance in extra cash compensation for the hours that employees work in
excess.

DECISION MAKING

Decision making involves the selection of a suitable action from among two or more
possible alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING

18
Grievance handling means help to solve a problem of the person who is in trouble and
went some kind of help. It is to help such a person is a way that can give him justice
to his satisfaction.

WELFARE FACILITY

Welfare facilities' are those that are necessary for the well-being of your employees, such as
washing, toilet, rest and changing facilities, and somewhere clean to eat and drink during
breaks.

TEAM WORK

The process of working a group of people in order to achieve a goal.

TRAINING

Training is the format and systematic modification of behavior. Which occurs as a

result of education, introduction development and planned experience.

JOB SECURITY

It is the probability that an individual will keep his or her job. A job with a high level
of job security in such that a person with the job would have a small chance of
become employees.

EFFECTIVE COMMUNICATION

Communication is a process in defined and shared between diving organisms.

Communication requires a sender, a message and need not be present as aware of the
seniors intent to communicate at the time of communication thus communication can
occurs across vast distances in time and space. Communication requires that the
communicating panics share an area of communication.

WORK SHCEDULE

Employees work schedules vary from full fill time lo part time to job shares. All work
schedules have one thing in common; the employee is doing work under an employer.
Today's employers understand that flexibility is what employee requires in their work
schedules. If they don't employers should beware
19
 CHAPTER 2

RESEARCH METHODOLOGY

20
2.1 Objective of the Study

 To measure level of job satisfaction in employees.

 To identify company’s areas of strengths and weakness.

2.2 Scope of the Study`

Job Satisfaction is an important output that employees work for Organization. It is

an interesting and significant area for conducting research. The study made on the
topic of Job Satisfaction will reveal the factor of feelings of employees This report
is useful to the management of the company to know the satisfaction levels of
employees and they can take measures to increase productivity.

2.3 Purpose of the Study

Employee is the asset of any organization. It is through the employees that an

organization achieves its objectives. It is very important from the organization point
of view to keep them satisfied. The purpose of study is to understand the level of job
satisfaction among the employees of HINDUSTAN PETROLEUM
CORPORATION LIMITED. So that recommendation can be made to the country
for improvement in employee’s area of dissatisfaction.

2.4 Methodology

RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find satisfaction
level of employees. In this study descriptive research method is used to find
satisfaction level of employees.

TYPE OF RESEARCH:

Primary research is used to find research. The data needed for the study is collected
from the employees, through questionnaire. Analysis and interpretation has been done
by using the statistical tools and data presented through tables and charts.

DATA COLLECTION

21
The data collected for the study consists of both primary and secondary data.

PRIMARY DATA

In this study primary data were collected through by using questionnaire. The
questionnaire was administered to fifty employees of HINDUSTAN PETROLEUM
CORPORATION LIMITED.

QUESTIONNAIRE

In this study the researcher have used a questionnaire consisting of eighteen multiple
choice based questions based on employees opinion and design by using likert scale.
Five demographic questions based on employees personal information.

SECONDARY DATA

Secondary data for this study was collected from.

 Previously published records, statistics, research reports and employees

information documents.
 Research book, company’s portal.
SAMPLE DESIGN

A sample design is a definite plan for obtaining sample from a given population.

Convenience sampling method used in selected samples of 50 employees

PERIOD OF STUDY

This study on employee satisfaction was conducted during the period of thirty five
Days.

SAMPLE SIZE

The sample size of this study is fifty respondents.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for
the data analysis.

22
 CHAPTER III

Findings and Analysis

23
3.1: WORK EXPERIENCE OF EMPLOYEES

EMPLOYEES NO. OF RESPONDANT PERCENTAGE

LESS THAN 2 YEARS 10 20%
2-4YEARS 14 28%
ABOVE 4 YEARS 26 82%
TOTAL 50 100%

CHART NO. 3.1: WORK EXPERIENCE OF EMPLOYEES

no. of respondant
30

25

20

15

10

0
Below 2 2-5 years above 10 yr

no. of respondant

INTERPRETATION

From the above table, 20% of employees have the working experience below 2 years
and 28% in between 2-5 years, at the time 82% employees’ work above 10 years in
this institution

24
3.2: SATISFACTION OF EMPLOYEES WITH TRAINNING PROGRAMES:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 20 40

AGREE 16 32

NEUTRAL 6 12

DISAGREE 5 10

STRONGLY DISAGREE 3 6

CHART NO. 3.2: SATISFACTION OF EMPLOYEES WITH TRAINNING

PROGRAMES:

45

40

35

30

25
NO. OF RESPONDANT
20
PERCENTAGE
15

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 40% of employees are highly agree, 32% are less agree,12%
are neutral, 10% disagree and 6% are highly disagree with training programs.

25
 3.3: OPINION OF EMPLOYEES ABOUT SAFETY MEASURES OF
INSTITUTION

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 22 44

AGREE 9 18

NEUTRAL 10 20

DISAGREE 8 16

STRONGLY DISAGREE 1 2

CHART NO. 3.3: OPINION OF EMPLOYEES ABOUT SAFETY MEASURES

OF INSTITUTION

NO. OF RESPONDANT
25

20

15

10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

NO. OF RESPONDANT

INTERPRETATION

From the above table, 44% of employees are highly agree, 18% are less agree,20%
are neutral, 16% disagree and 2% are highly disagree with safety provide by the
institute.

26
3.4: SATISFACTION LEVEL OF EMPLOYEES REGARDING LEAVE
PROVIDED:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 17 34

AGREE 15 30

NEUTRAL 12 24

DISAGREE 4 8

STRONGLY DISAGREE 2 4

CHART NO. 3.4.: SATISFACTION LEVEL OF EMPLOYEES REGARDING

LEAVE PROVIDED:

NO. OF RESPONDANT

STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

INTERPRETATION

From the above table, 34% of employees are highly agree, 30% are less agree,24%
are neutral, 8% disagree and 4% are highly disagree with leave obtained

27
3.5: SHOWING WHETHER THE JOB REALISE PROMOTION BASED ON
PERFORMANCE:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 28 56

AGREE 7 14

NEUTRAL 13 18

DISAGREE 3 8

STRONGLY DISAGREE 4 4

CHART NO. 3.5: SHOWING WHETHER THE JOB REALISE

PROMOTION BASED ON PERFORMANCE

Diagrammtitel
60

50

40

30

20

10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

NO. OF RESPONDANT PERCENTAGE

INTERPRETATION

From the above table, 56% of employees are highly agree, 14% are less agree,18%
are neutral, 8% disagree and 4% are highly disagree with promotion based on
performance.

28
3.6: OPINION OF EMPLOYEES REGARDING SALARY PROVIDED:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 15 30

AGREE 14 28

NEUTRAL 7 14

DISAGREE 9 18

STRONGLY DISAGREE 5 10

CHART NO. 3.6: OPINION OF EMPLOYEES REGARDING SALARY

PROVIDED:

NO. OF RESPONDANT

STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE

INTERPRETATION

From the above table, 30% of employees are highly agree, 28% are less agree,14%
are neutral, 18% disagree and 10% are highly disagree with salary providing polices.

29
3.7: OPINION OF EMPLOYEES ABOUT INCENTIVE PROVIDER:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 17 34

AGREE 7 14

NEUTRAL 4 8

DISAGREE 14 28

STRONGLY DISAGREE 8 16

CHART NO. 3.7: OPINION OF EMPLOYEES ABOUT INCENTIVE

PROVIDER:

NO. OF RESPONDANT

STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE

INTERPRETATION

From the above table, 34% of employees are highly agree, 14% are less agree,8% are
neutral, 28% disagree and 16% are highly disagree by incentive provider by institute.

30
3. 8: SATISFACTION OF EMPLOYEE BY WATER DRINKING FACILITY

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 21 42

AGREE 13 26

NEUTRAL 6 12

DISAGREE 9 18

STRONGLY DISAGREE 1 2

CHART NO. 3.8: SATISFACTION OF EMPLOYEE BY WATER DRINKING

FACILITY
70

60

50

40
PERCENTAGE
30
NO. OF RESPONDANT

20

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 42% of employees are highly agree, 26% are less agree,12%
are neutral, 18% disagree and 2% are highly disagree by drinking facility inside the
institute.

31
3.9: OPINION OF EMPLOYEES ABOUT REST TIME:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 23 46

AGREE 15 30

NEUTRAL 4 8

DISAGREE 4 8

STRONGLY DISAGREE 4 8

CHART NO. 3.9: OPINION OF EMPLOYEES ABOUT REST TIME:

50

45

40

35

30

25 NO. OF RESPONDANT
20 PERCENTAGE
15

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 46% of employees are highly agree, 30% are less agree,8% are
neutral, 8% disagree and 8% are highly disagree with training programs.

32
3.10: OPINION OF EMPLOYEES ABOUT BREAK DURATION:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 24 48

AGREE 14 28

NEUTRAL 7 14

DISAGREE 3 6

STRONGLY DISAGREE 2 4

CHART NO. 3.10: OPINION OF EMPLOYEES ABOUT BREAK DURATION:

50
45
40
35
30
25 NO. OF RESPONDANT

20 PERCENTAGE

15
10
5
0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 48% of employees are highly agree, 28% are less agree,14%
are neutral, 6% disagree and 4% are highly disagree with BREAK GIVEN IN
INSTITUTION..

33
3.11: OPINION OF EMPLOYEES ABOUT FOOD PROVIDED INSIDE
INSTITUTE:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 6 12

AGREE 6 12

NEUTRAL 10 20

DISAGREE 7 14

STRONGLY DISAGREE 21 42

CHART NO. 3.11: OPINION OF EMPLOYEES ABOUT FOOD PROVIDED

INSIDE INSTITUTE:

NO. OF RESPONDANT
25

20

15

10 NO. OF RESPONDANT

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 12% of employees are highly agree, 12% are less agree,20%
are neutral, 14% disagree and 42% are highly disagree with FOOD.

34
3.12: OPINION OF EMPLOYEES ABOUT JOB SECURITY:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 19 38

AGREE 8 16

NEUTRAL 11 22

DISAGREE 9 18

STRONGLY DISAGREE 3 6

CHART NO. 3.12: OPINION OF EMPLOYEES ABOUT JOB SECURITY:

60

50

40

30 PERCENTAGE
NO. OF RESPONDANT
20

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 3% of employees are highly agree, 16% are less agree,22% are
neutral, 18% disagree and 6% are highly disagree with JOB SECURITY.

35
3.13: OPINION OF EMPLOYEES ABOUT TIMING OF WORK

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 16 32

AGREE 9 18

NEUTRAL 15 30

DISAGREE 8 16

STRONGLY DISAGREE 2 4

CHART NO. 3.13: OPINION OF EMPLOYEES ABOUT TIMING OF WORK

35

30

25

20
NO. OF RESPONDANT
15 PERCENTAGE

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION:

From the above table, 32% of employees are highly agree,18% are less agree,30% are
neutral, 16% disagree and 4% are highly disagree with timing.

36
3.14: OPINION OF EMPLOYEES ABOUT REWARD GIVEN BY INSTITUTE:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 28 56

AGREE 7 14

NEUTRAL 8 16

DISAGREE 4 8

STRONGLY DISAGREE 3 6

CHART NO. 3.14: OPINION OF EMPLOYEES ABOUT REWARD GIVEN BY

INSTITUTE:

NO. OF RESPONDANT

STRONGLY AGREE
AGREE
NEUTRAL
DISAGREE
STRONGLY DISAGREE

INTERPRETATION

From the above table, 56% of employees are highly agree, 14% are less agree,,16%
are neutral, 8% disagree and 6% are highly disagree with reward given by institute..

37
3.15: OPINION OF EMPLOYEES ABOUT LEAVE POLICIES

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 22 44

AGREE 5 10

NEUTRAL 16 32

DISAGREE 3 6

STRONGLY DISAGREE 4 8

CHART NO. 3.15: OPINION OF EMPLOYEES ABOUT LEAVE POLICIES

45

40

35

30

25
NO. OF RESPONDANT
20
PERCENTAGE
15

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 44% of employees are highly agree, 10% are less agree,32%
are neutral, 6% disagree and 8% are highly disagree with leave policies.

38
3.16: SATISFACTION OF EMPLOYEES IN ESTABLISHES STRONG
RELATIONSHIP INSIDE INSTITUTE:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 23 46

AGREE 17 34

NEUTRAL 6 12

DISAGREE 2 4

STRONGLY DISAGREE 2 4

CHART NO 3.16: SATISFACTION OF EMPLOYEES IN ESTABLISHES

STRONG RELATIONSHIP INSIDE INSTITUTE:

70

60

50

40
PERCENTAGE
30 NO. OF RESPONDANT

20

10

0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE

INTERPRETATION

From the above table, 46% of employees are highly agree, 34% are less agree,12%
are neutral, 4% disagree and 4% are highly disagree in establishing relationship with
other employees

39
 3.17: OPINION OF EMPLOYEES ABOUT INVOLVING IN BUSINESS
ACTIVITIES

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 21 42

AGREE 6 12

NEUTRAL 8 16

DISAGREE 10 20

STRONGLY DISAGREE 5 10

CHART NO 3.17: OPINION OF EMPLOYEES ABOUT INVOLVING IN

BUSINESS ACTIVITIES

NO. OF RESPONDANT
25

20

15

10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

NO. OF RESPONDANT

INTERPRETATION

From the above table, 42% of employees are highly agree, 12% are less agree,16%
are neutral, 20% disagree and 10% are highly disagree in involving business
activities.

40
 3.18: OPINION OF EMPLOYEES ABOUT EMPLOYEE GRIVANCE POLICY:

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 7 14

AGREE 2 4

NEUTRAL 3 6

DISAGREE 14 28

STRONGLY DISAGREE 24 48

CHART NO. 3.18: OPINION OF EMPLOYEES ABOUT EMPLOYEE

GRIVANCE POLICY:

NO. OF RESPONDANT
30

25

20

15

10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

NO. OF RESPONDANT

INTERPRETATION

From the above table, 14% of employees are highly agree, 4% are less agree,6% are
neutral, 28% disagree and 48% are highly disagree with employee grievances
policies.

41
 3.19: OPINION OF EMPLOYEES ABOUT COMPENSATION PROVIDED

OPINION NO. OF RESPONDANT PERCENTAGE

STRONGLY AGREE 18 36

AGREE 14 28

NEUTRAL 7 14

DISAGREE 6 12

STRONGLY DISAGREE 5 10

CHART NO. 3.19: OPINION OF EMPLOYEES ABOUT COMPENSATION

PROVIDED

NO. OF RESPONDANT
20

18

16

14

12

10

0
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

NO. OF RESPONDANT

INTERPRETATION

From the above table, 36% of employees are highly agree,28% are less agree,14% are
neutral, 12% disagree and 10% are highly disagree with compensation provided

42
 CHAPTER IV
Limitations of the Study

43
LIMITATIONS OF THE STUDY

This is subjected to the basis and prejudices of the respondents; hence 100%
of accuracy cannot be assured.

The research was carried out in a short span of time, where in the research
could not widen the study.

The period of study was too short. So it was not possible to collect the relevant
information with in that period.

The findings are based on the answers given by the employees, so any error or
bias may be affect the validity of the finding

44
CHAPTER V

FINDINGS

45
5.1 FINDINGS

 Most of employees are highly satisfied (40%) with training programs.

 Majority of the employees (44%) are satisfied with safety measures.
 Only 4% of employees are dissatisfied with leave provided by organization.
 Majority (56%) of the employee get promotion based on performance.
 Only 10% of employees are dissatisfied with salary provided.
 Some of the employees are highly satisfied (34%) and some are dissatisfied
(28%) with incentive provided in the organization.
 Majority of employees (42%) are satisfied with the drinking facility inside the
organization.
 Only 8% of employees are dissatisfied with rest time.
 Majority of employees (48%) are satisfied with break given inside the company.
 Majority of the employees (42%) are dissatisfied with the food given inside the
company.
 Most of employees are dissatisfied (18%) with job security.
 Only 4% of employees are dissatisfied with timing of work.
 Majority of the employees (56%) are satisfied with the reward given policy
inside the institute.
 Only 8% of employees are dissatisfied with leave policy.
 Only 4% are highly disagreeing in establishing relationship with other
employees.
 42% of employees are highly involved in business activities.
 Most of employees 48% are highly disagree with employee grievances policies.
 36% of employees are highly agree with compensation provided

46
CONCLUSION

47
5.2 CONCLUSION

As a part of our project work, I got an opportunity to spend a period of THIRTY

FIVE days in HINDUSTAN PETROLEUM CORPORATION LMT. It helped me to
analyze the working of the organization which helped as to convert our theoretical
knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in

HINDUSTAN PETROLEUM it is indeed necessary for any organization to
understand the need of their employees and fulfill them before they leave the
organization. If nothing is done by the organization then there are chances to lose
talented employees from any organization to its competitors. Hence it is necessary for
any organization to ensure employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the
job. Majority of the employees are satisfied with the salary structure, promotional
programs, working condition, allowances provided by the organization. They are also
satisfied with the employer-employee relationship and communication channel in the
organization. But still only 40% of the employees get opportunities to participate in
decision making. Also majority of the employees are not provided with the welfare
measures. If the firm concentrates of the findings and suggestions of their survey, we
hopefully believe that the organization can further bring out their labor with full
satisfaction and obtain good result.

48
SUGGESTIONS

49
5.3 SUGGESTIONS

 Management has to make effective communication channels in the

firm.
 Management should take remedial measures to improve general
working condition of the firm there by employees will be satisfied in
their job.
 Management should take proper care to maintain employee-
employer relationship.
 Proper guidance and counseling should be provided to the
employees so that their mental satisfaction can be improved.
 Management should provide proper safety measures in the
organization, so the employees will be secured in the job.
 Management should provide promotional facilities to the employees
then only they will be motivated in the job.
 Management should provide proper leave to the employees.
 Management should take effective welfare measure-s to meet
industry standards.
 Management should provide more opportunities to employees in
order to participate in decision making.

50
APPENDIX

51
APPENDIX

QUESTIONNAIRE

NAME:

SEX:

POSITION:

PERSONAL INFORMATION

AGE:

20-30 31-40 41-50 above 51

Education Qualification:

SSLC 12th degree other

Monthly Income:

Below 8000 8000-10000 10000-25000 above 25000

1. Whether Company Give more concern for production or people?

People production

2. Whether the company gives reward to the employee?

Yes no

snow Opinion Strongly agree Neutral disagree Strongly

agree disagree
Salary
3. provided

52
 Incentives
4. provider
Drinking
5. facility
6. Rest time
Break
7. duration
8. food
Time
schedule of
9. work
Reward
10. provider
Leave
Policy of
11. Company
Promotion
based on
12. performance
Cohesive
relationship
with team
13. members
Feeling of
14. job security
Able to
adjust with
colleagues
and
15. mannerism
Fair
employee
grievance
16. policy

53
 Compressed
work week
17. policy
Providing
18. leave salary
Job
Improving
Social
19. Status

54
Bibliography

55
BOOKS:-

 David I. LevineBrookings Institution, 1995,” Reinventing the Workplace:

How Business and Employees Can Both Win
 Kim, Soonhee Vol. 62, No. 2, March-April (2002),” Participative
Management and Job Satisfaction: Lessons for Management Leadership”.
 Stebbins, Lloyd H.; Dent, Eric B, Vol. 16, No. 1, January (2011),” Job
Satisfaction and Organizational Culture”.
 Stephen L. FinkQuorum Books, 1992,” High Commitment Workplaces”.

WEBSITES:-

http://www.hindustanpetroleum.com/retailhome

http://en.wikipedia.org/wiki/Hindustan_Petroleum

http://www.extension.iastate.edu/foodsafety/toolkit/communication/OverviewofSOP
s.pdf

http://www.britannica.com/EBchecked/topic/1583440/standard-operating- procedure-
SOP

http://yourbusiness.azcentral.com/sop-retail-17046.html

56