A STUDY ON THE WORKERS SATISFACTION ABOUT THE TRAINING FOLLOWED IN SOFTWARE ORGANISATION

Transcription

1 A STUDY ON THE WORKERS SATISFACTION ABOUT THE TRAINING FOLLOWED IN SOFTWARE ORGANISATION Dr. G.VIGNESH 1 R.DHARAN KUMAR 2 1 Head PG Department of Commerce with International Business, NGM College Pollachi. 2 Research Student, PG Department of Commerce with International Business, NGM College ABSTRACT Pollachi. Human resource management (HRM) conducts performance management. Performance management systems consist of the activities and/or processes embraced by an organization in anticipation of improving employee performance, and therefore, organizational performance. The main objectives of the study is to find out the workers satisfaction to increase the way of training. The study makes use of statistical techniques such as Percentage analysis, Index method and Chi- square test in analyzing the data for finding the result. The results suggest that the factors had satisfactorily explained job satisfaction and that the policy makers and managers should focus on the factors that affect employee job satisfaction, if they want to enhance their businesses. Keywords: Human resource management, employee, satisfaction and training INTRODUCTION HR Practices are related to the management and develop the personnel working in any organization. HR Practices involves various parameters under each practices that are followed by organization to acquire, develop, manage, maintain, integrate and control human resources. Management of an organization indulges in developing and execution of all HR related strategies to suffice their needs. In the entire process of managing and retaining human resources an organization has to go through with various practices. For effective management has to keep an eye on the performance and the parameters that can help to access the performance in extremely important. The key role of the HR Practices is to strengthen and enable an organization for attainment of its target with full efficiency and effectiveness. It is only possible by taking initiatives and guiding their employees in the matters that affect their performance. The basic aim of an organization is not only to develop itself but the employees who are working for organization. The entire series of HR Practices and various functions enable organization to produce the optimum use of the capacities of employees and make them realize the benefits of both organization and themselves. If HR Practices are concerned as they have to be in achieving continuous improvement in the performance of an individual, organization and HR process that support improvement then it will be concerned with facilitating changes. FACTORS AFFECTING JOB SATISFACTION An employee's overall satisfaction with his job is the result of a combination of factors -- and financial compensation is only one of them. Management's role in enhancing employees' job satisfaction is to make sure the work environment is positive, morale is high and employees have the resources they need to accomplish the tasks they have been assigned. Working Conditions Opportunity for Advancement 61 icmrrjournal@gmail.com

2 Workload and Stress Level Respect from Co-Workers Relationship with Supervisors Financial Rewards SCOPE OF THE STUDY The scope of this study can contribute many advantages to many parties such as human resource management in forming their strategy and the analytical and empirical researches. Study and previous literature focused on the aspects of the relationship between organizational commitment and job satisfaction among the employees. As job satisfaction has often been perceived as an important contributor toward job performance and work commitment level, it is of utmost important that the management knows and understands these factors. This would assist the management in creating conducive working environment so as to increase job satisfaction, hence work commitment. OBJECTIVES OF THE STUDY To find out the demographic profile to the respondents. To find out the workers satisfaction to increase the way of training. RESEARCH METHODOLOGY This methodology explain about the overall objective of research design, data collection method, sampling procedure, construction of questionnaire, tools of analysis. RESEARCH DESIGN This study is basically exploratory and descriptive in nature because the researcher has explored the new HRM practices on the basis the perceptions of the employees. SAMPLING METHOD To study the Project a Convenient Sampling Method is adopted. The study depends on primary data. A pilot study is conducted to validate the questionnaire and to confirm the feasibility of the study. Based on the pilot study, the questionnaire is modified suitably to elicit response from the sample group. The sample size of the study is 70. METHOD OF DATA COLLECTION To present a analysis under the study both primary and secondary data has been collected. The challenging task of Collection of primary data was done by getting the questionnaires filled by the appropriate employees. These were administered and collected personally. a) Primary Data Primary Data was collected through questionnaires from employees at managerial level for studying the impact of appropriateness of prevalent HR Practices as perceived by managerial employees on and Organisational Commitment in the Organization. b) Secondary Data The existing literature was studied deeply to know and understand the existing gaps in the literature. Other sources of study like-journals, Books, Magazines, reports of the units understudy, Internet and Newspapers were also studied to know the prevailing HR practices and its effect on employees in terms of Job satisfaction and organizational commitment icmrrjournal@gmail.com

3 STATISTICAL TOOLS The following statistical tools are used in the study Percentage Analysis Index Method Chi square test PERIOD OF THE STUDY The period of the study is for 4 months (from December 16 to March 17). AREA OF THE STUDY The sample area chosen for conducting the study in Coimbatore District. LIMITATIONS OF THE STUDY Employees may be sometimes biased in filling the questionnaire. The study was completed in short period. Lack of time for study is another drawback. When the numbers of questions are more, the respondents are not ready to send their time to answer the questions. REVIEW OF LITERATURE Muhammad Umair Manzoor and Muhammad Usman (09), A Study of Job Stress and Job Satisfaction among Universities Faculty in Lahore, Pakistan. This research paper examined the relationship between job stress and job satisfaction among the faculty members of universities in Lahore, Pakistan. Variables used to assess the level of stress and satisfaction includes management role, workload pressure, role ambiguity, and performance pressure. Questionnaire was used to extract the information. SPSS 16.0 was used to analyze the data. Results concluded that employees highly satisfied with their jobs (13.5%) or who were highly stressed on their jobs were few (2.5%), most of the employees were however averagely satisfied on each variable used in questionnaire to assess the level of job stress and job This study revealed that most of the employees were satisfied with their jobs however they were either slightly or moderate stressed from their job environment. Nilufar Ahsan and Zaini Abdullah (09), A Study of Job Stress on among University Staff in Malaysia. The determinants of job stress that have been examined under this study include, management role, relationship with others, workload pressure, homework interface, role ambiguity, and performance pressure. The sample consists of a public university academician from Klang Valley area in Malaysia. The results show there is a significant relationship between four of the constructs tested. The results also show that there is significant negative relationship between job stress and job Based on the finding of the study, there are a few key points that can be used to conclude this research paper. It is very important that the university understands the needs of its employees and provide what is best for the employees. Constant appraisal programs and appreciation should be given to reinstate and motivate the employees. Motivation is a key factor as well in affecting job stress among employees. Fisnik Bytyqi, Vllaznim Reshani and Vyrtyt Hasani (10), Work Stress, and Organizational Commitment among Public Employees before Privatization. This study examined employees level of work stress, job satisfaction and organizational commitment and the impact these workplace dimensions have in one another. The study was conducted in Kosovo within central public organizations that are in the process of privatization or corporatization. The quantitative research findings revealed high level of job satisfaction, organization commitment and work stress. However, 63 icmrrjournal@gmail.com

4 the findings indicate that satisfied and committed workforce is not a guarantee to have low level of work stress and vice versa. Muhammad Rizwan (10), Empirical Study of Employee. The main objective of this research report is to find the crucial problems, faced by the employees while working in organizations and find the ways how we make our employees loyal with their organization. The purpose of this research is to elaborate the key factors which are useful for the satisfaction of the employees i.e. workplace environment, reward and recognition, training and development and team work. These factors help to make the policies effective and through this effectiveness, efficiency takes place in the management process. This research paper is based on theoretical considerations, a model was proposed linking the employee job satisfaction (EJS) constructs. Dr.R.Anitha (11), A Study on of Paper Mill Employees with Special Reference to Udumalpet and Palani Taluk. Job satisfaction is a general attitude towards one s job, the difference between the amount of reward workers receive and the amount they believe they should receive. Employee is a back bone of every organization, without employee no work can be done. So employee s satisfaction is very important. Employees will be more satisfied if they get what they expected, job satisfaction relates to inner feelings of workers. As Udumalpet and Palani Taluk are famous for paper industries, the main aim of this study is to analyze the satisfaction level of paper mill employees. Chi-Square test and percentage analysis have been used in this study to analyze the job satisfaction of paper mill employees in Udumalpet and Palani Taluk. Serhan Ercikti (11), Major Determinants of among Police Managers. This research examines the levels of job satisfaction among police managers. The findings indicate that police managers have higher levels of job satisfaction than the research on their line level counterparts indicates. Years of service, feedback on the job, and involvement in COP and/or Compstat programs were significant predictors of job satisfaction among this sample of police managers. It appears that involvement in COP and/or Compstat programs has the ability to enrich the jobs of police managers. ANALYSIS AND INTERPRETATION I) PERCENTAGE ANALYSIS Table 1 Demographic Profile S.No Determinants No of Respondents Percentage (%) INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW Age Below 25 years years years Above 55 years Gender Male Female Educational Qualification Upto HSC Graduate Professional icmrrjournal@gmail.com

5 Monthly Income Less than Rs.10,000 Rs.10,001 - Rs.50,000 Rs.50,001 - Rs.1,00,000 Marital Status Married Unmarried Type of Family Joint Family Nuclear Family Experience Below 5 years 5-10 years years Above 15 years II) INDEX METHOD JOB SATISFACTION ly there are 14 statements considered with five point scale ( ie HS Highly Satisfied, S Satisfied, N Neutral, DS Dissatisfied, HDS Highly Dissatisfied) and weight age have been given with coding 5,4,3,2,1 and maximum score an individual respondents will get is 70. Out of which high, moderate and low categories have been framed, the respondents where core is more than 45 are considered to be High, below 42 are considered to be low and the respondents whose average is between 43 and 44 belong to moderate category. Based on these, the following Chi-square have been made. The Mean level of satisfaction of the sample respondents is and their standard deviation is Table 2 Index FACTORS I am satisfied with the level of job security I have. I am satisfied with my pay and fringe benefits I am satisfied with the personal growth and development I get in doing my job. I am satisfied with the people I talk to and work with on my job. I am satisfied with the degree of respect and fair treatment I receive from my boss. I am satisfied with the feeling of worthwhile accomplishment I get from doing my job. I am satisfied with the chance to get to know other people while on the job. I am satisfied with the support and guidance I receive from my supervisor. I feel that I am paid adequately for what I contribute to this organization. Above 45 Between 43 to 44 Below icmrrjournal@gmail.com

6 I am satisfied with the independent thought and action I can exercise in my job. I am satisfied with the chance to help other people while at work. I am satisfied with the amount of challenge in my job. I am satisfied with the overall quality of the supervision I receive in my work. I am convinced that my future is secure in this organization. Mean SD 1.99 Mean - SD Low Mean + SD High Between High & Low (Average) Moderate Table 3 -Age and H 0 = There exist no significant association between age of the respondents and job Age Below 25 years years years Above 55 years Calculated χ2 Value: Degree of freedom: 6 Table Value: Five per cent level: Since the calculated χ2 value (66.111) is greater than the table value (12.592) at five percent between age of the respondents and their job Table 4 -Gender and H 0 = There exist no significant association between gender of the respondents and job Gender Male Female Calculated χ2 Value: Degree of freedom: 2 Table Value: Five per cent level: Since the calculated χ2 value (49.583) is greater than the table value (5.991) at five percent between gender of the respondents and their job 66 icmrrjournal@gmail.com

7 Table 5 -Educational Qualification and H 0 = There exist no significant association between educational qualification of the respondents and job Educational Qualification Upto HSC Graduate 10 0 Professional Calculated χ2 Value: Degree of freedom: 4 Table Value: Five per cent level: Since the calculated χ2 value (36.944) is greater than the table value (9.488) at five percent between educational qualification of the respondents and their job Table 6 -Monthly Income and H 0 = There exist no significant association between monthly income of the respondents and job Monthly Income Less than Rs.10, Rs.10,001 - Rs.50, Rs.50,001 - Rs.1,00, Calculated χ2 Value: Degree of freedom: 4 Table Value: Five per cent level: Since the calculated χ2 value (42.778) is greater than the table value (9.488) at five percent between monthly income of the respondents and their job Table 7 -Marital Status and H 0 = There exist no significant association between marital status of the respondents and job Marital Status Married 10 0 Unmarried Calculated χ2 Value: Degree of freedom: 2 Table Value: Five per cent level: icmrrjournal@gmail.com

8 Since the calculated χ2 value (22.361) is greater than the table value (5.991) at five percent between marital status of the respondents and their job Table 8-Type of Family and H 0 = There exist no significant association between type of family of the respondents and job Type of Family Joint Family 10 0 Nuclear Family Calculated χ2 Value: Degree of freedom: 2 Table Value: Five per cent level: Since the calculated χ2 value (22.361) is greater than the table value (5.991) at five percent between type of family of the respondents and their job Table 9-Experience and H 0 = There exist no significant association between experience of the respondents and job Experience Below 5 years years years Above 15 years Calculated χ2 Value: Degree of freedom: 6 Table Value: Five per cent level: Since the calculated χ2 value ( ) is greater than the table value (12.592) at five percent between experience of the respondents and their job Table 10- Index Factors H 0 H a Age X Gender X Educational qualification X Monthly income X Marital Status X Type of Family X Experience X 68 icmrrjournal@gmail.com

9 FINDINGS INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW Percentage Analysis Majority (%) respondents belonging to the age group between years. Majority of the respondents are male. The majority (%) of the respondents are graduates. The majority (%) respondents monthly income is below Rs.10, (57.1%) of the respondents are unmarried. 40 (57.1%) respondents belong to nuclear family. The majority (%) of the respondents had 5 to 10 years of experience in the organization. Chi Square Test There is a significant association between age of the respondents and their job There is a significant association between gender of the respondents and their job There is a significant association between educational qualification of the respondents and their job There is a significant association between monthly income of the respondents and their job There is a significant association between marital status of the respondents and their job There is a significant association between type of family of the respondents and their job There is a significant association between experience of the respondents and their job SUGGESTION To there was no freedom of the employees, it is suggested to the management reasonable freedom to the employees. The employee feels that the work-loads are not equal between colleagues. So equal distribution of workloads should be done to improve the satisfaction of employee especially in the media sector. In the media sector, there must be brain storming between employees and employers relating to their job profile, job stress, and salary from time to time in order to increase their job-commitment. CONCLUSION Workplace happiness is very important to keep our mind fresh and stress less. Employee job satisfaction can improve service quality and increase employee happiness and In this circumstance, policy makers and managers have turned their attention to provide different kinds of facilities to their employees in order to satisfy their employees. The results suggest that the factors had satisfactorily explained job satisfaction and that the policy makers and managers should focus on the factors that affect employee job satisfaction, if they want to enhance their businesses. Based on the results for the standardized values, we are able to see that work conditions, fairness, promotion, and pay, are key factors affecting media industries employees job 69 icmrrjournal@gmail.com

10 REFERENCE Dr.R.Anitha (11), A Study on of Paper Mill Employees with Special Reference to Udumalpet and Palani Taluk. International Journal of Engineering and Management Research, Volume-4, Issue-1, February-11, ISSN No.: Fisnik Bytyqi, Vllaznim Reshani and Vyrtyt Hasani (10), Work Stress, and Organizational Commitment among Public Employees before Privatization. Journal of European Industrial Training, 27(/2/3/4): Muhammad Rizwan (10), Empirical Study of Employee. International Journal of Multidisciplinary Management Studies Vol.1 Issue 3, December 11, ISSN Muhammad Umair Manzoor and Muhammad Usman (09), A Study of Job Stress and Job Satisfaction among Universities Faculty in Lahore, Pakistan. International Journal of Innovative Science, Engineering & Technology, Vol. 1 Issue 6, pp Ndum Etim Victor (14), Employee motivation and job satisfaction in formal organization - a case study of junior staff of Cross River University of Technology. International Journal of Quality and Reliability Management, 11, Serhan Ercikti (11), Major Determinants of among Police Managers. Journal of Exercise Science and Physiotherapy, Vol. 8, No. 1: icmrrjournal@gmail.com