A Project Study Report On Training Undertaken at Meditab Software Company Titled Employee Satisfaction Survey Submitted in partial fulfillment

for the Award of degree of Master of Business Administration

Submitted By: Nidhi Jain MBA Part III

Submitted To:-

Designation

2009-2010
certificate

Lachoo Memorial College Of Science & Technology (An Institution affiliated by AIECT, approved by UGC) PREFACE

Practical knowledge is an important suffix to theoretical knowledge. One can not merely depend upon the theoretical knowledge. Classroom lectures make the fundamental concept of management clear. But classroom lectures must be correlated with practical training also.

It is in the sense that practical training in a company has a significant role to play in the subject of business management. Human resource management is an emerging field.Its emergence is of relatively recent origin for success of any business and within this relatively short period, it has joint a carry great deal of importance.

The demand for professional managers is increasing day by day. To achieve profession competence, managers ought to be fully occupied with theory and practical exposure of management.

A comprehensive understanding of the principle will increases their decision making ability and sharpens their tools for their purpose. As an essential part of course, I got the privilege to work in Meditab Software Company, Ahmadabad for 45 days. The scope of the work undertaken by me includes employees about their company.

Acknowledgement
I express my sincere thanks to my project guide, Mrs. Neha Surana , Designation HR Manager, Deptt. HR, for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge her for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support she had provided to me with all stages of this project. I would also like to thank the supporting staff of all Departments, for their help and cooperation throughout our project.

(Signature of Student) Name of the Student

INDEX
Executive summary......................................... Introduction 2.1 Human Resource Management.................................. 2.2 Employee Satisfaction................................................................................
3. 4. 5. 6.

1.

6-7

2.

8-19 20-29 30-31 32-35 36 37-43 37 37 37 38 39 40-41 42 43 44 45-57 58-59 60-61 62-63

Industry Profile................................................................................................................ Companys profile................................................. Research Design...................................... Research Methodology................................................................................................... 6.1 Title of the Study................................................................. 6.2 Duration of the Project........................................................ 6.3 Objective of Study.............................................................. 6.4 Hypothesis............................................................................ 6.5 Type of Research............................................................... 6.5 Sample Size and method of selecting sample................... 6.6 Scope of Study................................................................... 6.7 Limitation of Study.............................................................

7. 8. 9. 10. 11. 12.

Facts & Findings............................................................................................................ Data Analysis & Interpretation........................................................................................... SWOT Analysis.................................................................................................................. Conclusion......................................................................................................................... Recommendations................................. Appendix: 14.1 Questionnaire.......................................................................................................... 14.2 Trainee Feedback form........................................................................................... 14.3Trainer Feedback form..............................................................................................

64-67 68-70 71-72 73

15. Bibliography...........................................................................................................................

Executive Summary
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Employee satisfaction is supremely important in an organization because it is what productivity depends on. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures report 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.

This study basically focuses on measurement of employee satisfaction at MEDITAB SOFTWARE COMP, AHEMDABAD. This study gives a birds eye view of the hard and soft services and overall satisfaction provided by MEDITAB to their employees.

Recommending the services, rating the experience with MEDITAB, were some of the aspects explored. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industryaverage benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations and overall level of satisfaction were some of the facts &issues were also discovered. To accomplish the task, a survey was carried in MEDITAB with a sample of 50 respondents taken on a random basis. A structured questionnaire was prepared and administered and the data so collected was analyzed both by percentages and statistical methods.

Employees recommend is a worth working company and that they are having good working experience with the company. Employees recommend Meditab is a good company to work with and therefore should apply for it. Employees are satisfied with the existing services rendered by the organization. Majority of them are highly satisfied with the service of the company. The collected data was also analyzed to calculate the employee satisfaction for the different sets of respondent. This study is an earnest effort to enhance the practical knowledge by measuring the employee satisfaction as well as contributing to the organizational efficiency by suggesting ways to manage and improve the same profitably in the highly competitive time to come.

Introduction
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

Human Resource Management is a management function that helps organizations to recruit, select, train, and develop members in an organization. Only human resource management is obviously one function which is concerned with peoples dimension in organization. All major activities in the working life of an employee, that is from the time of employees entry into the organization to the time employees leaves the organization all the activities come under the purview of human resource management. The activities are human resource management are human resource planning, job analysis, job design, recruitment, selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relations.

Features:
HRM involves management functions like planning, organizing, directing and controlling. It involves procurement, development, maintenance of human resource. It helps to achieve individual, organizational and social objectives.HRM is a mighty disciplinary subject.

It includes the study of management psychology communication, economics and sociology. It involves team spirit and team work. But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even employee and industrial relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies.

The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets.

Academic theory:
The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organisation's employees, and the overall strategic direction of the company (Miller, 1989).

The basic premise of the academic theory of HRM is that humans are not machines; therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial relations, industrial engineering, sociology, economics, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management or in Human Resources and Industrial Relations.

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Business practice:
Human resources management involves several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.

Workforce planning Recruitment (sometimes separated into attraction and selection) Induction, Orientation and On boarding Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal Labor relations

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HRM strategy:

An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organisation's HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies, however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas.

An HRM strategy typically consists of the following factors:

"Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organisational goals, an organisation's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives of the organisation

Close co-operation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organisation's corporate objectives are devised. This is so, since it is a firm's personnel who actually construct a good, or provide a service. The personnel's proper management is vital in the firm being successful, or even existing as a going concern. Thus, HR can be seen as one of the critical departments within the functional area of an organization.

Continual monitoring of the strategy, via employee feedback, surveys, etc.

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Nature:

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

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Scope:
In order to achieve the above objectives, Human Resource Management undertakes the following activities: 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees. 8. Setting general and specific management policy for organizational relationship. 9. Collective bargaining, contract negotiation and grievance handling. 10. Staffing the organization. 11. Aiding in the self-development of employees at all levels. 12. Developing and maintaining motivation for workers by providing incentives. 13. Reviewing and auditing manpower management in the organization 14. Potential Appraisal. Feedback Counselling. 15. Role Analysis for job occupants. 16. Job Rotation. 17. Quality Circle, Organization development and Quality of Working Life.

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FIGURE 1: OBJECTIVES OF HRM

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1. Societal objectives- to be ethically and socially responsible to the needs and challenges of

society while minimizing the negative impact.

2. Organizational objectives- to serve the organization with its primary objectives and bring

about overall organizational effectiveness.

3. Functional objectives-to maintain the departments contribution at a level where it serves the

organizations needs tailoring the department according to the requirement of the organization.

4. Personal objectives- to assist employees in achieving their personal goals. If these goals of

employees are met it helps the organization to maintain, retain and motivate the employees.

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Challenges before the HR manager/before modern personnel management

Personnel management which is known as human resource management has adapted itself to the changing work environment, however these changes are still taking place and will continue in the future therefore the challenges before the HR manager are 1. Retention of the employees:One of the most important challenge the HR manager faces is retention of labour force. Many companies have a very high rate of labour turnover therefore HR manager are required to take some action to reduce the turnover 2. Multicultural work force:With the number of multi cultural companies are increasing operations in different nations. The work force consists of people from different cultures. Dealing with each of the needs which are different the challenge before the HR manager is integration of multicultural labour work force. 3. Women in the work force:The number of women who have joined the work force has drastically increased over a few years. Women employees face totally different problems. They also have responsibility towards the family. The organization needs to consider this aspect also. The challenge before the HR manager lies in creating gender sensitivity and in providing a good working environment to the women employees. 4. Handicapped employees:This section of the population normally faces a lot of problems on the job, very few organization have jobs and facilities specially designed for handicapped workers. Therefore the challenge before the HR manager lies in creating atmosphere suitable for such employees and encouraging them to work better. 5. Retrenchment for employees:In many places companies have reduced the work force due to changing economic situations, labourers or workers who are displaced face severe problems. It also leads to a negative atmosphere and attitude among the employees. There is fear and increasing resentment against the management. The challenge before the HR manager lies in implementing the retrenchment policy without hurting the sentiments of the workers and by creating positive attitude in the existing employees.
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6. Change in demand of government:Most of the time government rules keep changing. While a lot of freedom is given to companies some strict rules and regulations have also been passed. The government has also undertaken the disinvestment in certain companies due to which there is fear among the employees regarding their job. The challenge before the HR manager lies in convincing employees that their interest will not be sacrificed. 7. Initiating the process of change:Changing the method of working, changing the attitude of people and changing the perception and values of organization have become necessary today. Although the company may want to change it is actually very difficult to make the workers accept the change. The challenge before the HR manager is to make people accept change.

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Significance/importance/need of HRM:
HRM becomes significant for business organization due to the following reasons. 1. Objective:HRM helps a company to achieve its objective from time to time by creating a positive attitude among workers. Reducing wastage and making maximum use of resources etc. 2. Facilitates professional growth:Due to proper HR policies employees are trained well and this makes them ready for future promotions. Their talent can be utilized not only in the company in which they are currently working but also in other companies which the employees may join in the future. 3. Better relations between union and management:Healthy HRM practices can help the organization to maintain co-ordinal relationship with the unions. Union members start realizing that the company is also interested in the workers and will not go against them therefore chances of going on strike are greatly reduced. 4. Helps an individual to work in a team/group:Effective HR practices teach individuals team work and adjustment. The individuals are now very comfortable while working in team thus team work improves. 5. Identifies person for the future:Since employees are constantly trained, they are ready to meet the job requirements. The company is also able to identify potential employees who can be promoted in the future for the top level jobs. Thus one of the advantages of HRM is preparing people for the future.

6. Allocating the jobs to the right person:If proper recruitment and selection methods are followed, the company will be able to select the right people for the right job. When this happens the number of people leaving the job will reduce as the will be satisfied with their job leading to decrease in labour turnover. 7. Improves the economy :Effective HR practices lead to higher profits and better performance by companies due to this the company achieves a chance to enter into new business and start new ventured thus industrial development increases and the economy improves.

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Employee Satisfaction
Employees Aren't Just Faces in the Crowd

Employee satisfaction is supremely important in an organization because it is what productivity depends on. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. It is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement. 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.

Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations.

Employee satisfaction is often measured by anonymous employee satisfaction surveys administered periodically that gauge employee satisfaction in areas such as: management, understanding of mission and vision, empowerment, teamwork, communication, and Co-worker interaction.

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To measure employee satisfaction, many companies will have mandatory surveys or face-toface meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the centre of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale.

The facets of employee satisfaction measured vary from company to company. Another method used to measure employee satisfaction is meeting with small groups of employees and asking the same questions verbally. Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success.

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

If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water.Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers. The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored.

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If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with a breakthrough that allows a company to grow and change positively with time and changing market conditions. The state of the national economy, the mood of the country and its growth trajectory, too, has a significant impact on the workers attitudes and expectations. Indian workers are happiest about their role clarity and how they fit into the entire scheme of things in the company. The respect at the workplace and outside plays a significant role in a workers life. Work defines who you are here, says Belani.

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Predictive path model- Employee loyalty and employee satisfaction and retention

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Hiring talented people isnt enough to create high levels of performance. Placing those people in an energizing and empowering environment lets them bring all of their talent to the fore, and encourages them to collaborate, innovate and engage. Our Employee Satisfaction Process creates a closed-loop, continuous improvement process for your work environment. Youll get higher levels of commitment and retention, and a high-performing team focused on extraordinary results.

Employee satisfaction drives customer satisfaction, indirectly creating profit for an organisation. Research shows that satisfied employees are far better than unsatisfied ones at delivering excellent customer service and hence enhancing customer satisfaction with the organisation's products and services.

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Employee satisfaction is also a prerequisite for staff retention. Organisations with higher staff retention rates are naturally better at retaining knowledge, which can lead to better performance and profit for the business. Improved employee satisfaction reduces the cost of staff turnover, builds brand loyalty with staff and positions the company as an employer of choice that attracts talented people to the organisation. Thus:

Design an employee satisfaction survey customised to the companys strategy and performance needs. Implement the survey and report on the results. Recommend specific actions designed to improve employee satisfaction and productivity.

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Measurement of employee satisfaction steps:

1. Identify root causes of dissatisfaction among employees 2. Conduct benchmark studies of best practices in selected other companies 3. Develop employee satisfaction measurement systems that can be used corporate wide and worldwide 4. Monitor employee satisfaction on a regular basis 5. View employees as the primary source of competitive advantage 6. Show concern for total employee well-being 7. Develop meaningful employee involvement and effective communication channels 8. Introduce managerial accountability for people management

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Measuring employee satisfaction can yield far more than a measure of morale. The initiative provides a catalyst for change. In a business environment that requires employees who are flexible, creative, and willing to take risks, it is necessary to find ways to help employees feel fulfilled and empowered in their work. At a time when research is showing that job satisfaction is at an all-time low and that less than half of all employees feel a sense of loyalty to their organization. Our research suggests that the single biggest contributor to these feelings of fulfilment, empowerment, and satisfaction lie in the day-to-day relationship between employees and their managers.

Clearly, while organizational leaders are rethinking how to manage the corporation, they must also rethink how they lead the people who drive it. We found that leadership skills directly related to employee satisfaction include: having a clear direction for the group; having realistic and clear objectives; and being able to give appropriate feedback, recognition, and support. Perhaps most importantly, the results emphasize empowering and developing employees so they can do the work themselves and eliminate barriers to getting the work done. Managers who have the leadership skills to accomplish these conditions will create a high level of fulfilment in their employees with a direct impact to the bottom line.

These suggest that a persons manager is the primary contributor to fulfilment in an organization. Pay, compensation, work conditions, promotions, and benefits are important, but are more often associated with creating dissatisfaction than with fulfilment. In other words, when people feel their salaries are not fair, or the work conditions are poor, or the benefits insufficient, they feel dissatisfied with the organization and their job.

Understanding the connection between business performance, leadership, and employee fulfilment can measurably impact the future competitiveness of a company. Employee satisfaction impacts the bottom line and is largely determined by employee day-to-day interactions with managers. Of all the factors an organization can improve to impact employee satisfaction, improving individual leadership is the most effective. Those leaders who see their role as a developer of people, and who are skilled in the new leadership practices, will have high-performing employees. If a company is prepared to invest in new equipment and new processes, then why not in the companys human assets who drive those initiatives and the people who lead them.

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Factors influencing employee satisfaction are:

1. Job security 2. Benefits 3. Compensation/pay 4. Opportunities to use skills and abilities 5. Feeling safe in the work environment 6. Relationship with immediate supervisor 7. Management recognition of employee job performance 8. Communication between employees and senior management 9. The work itself 10. Autonomy and independence 11. Flexibility to balance life and work issues 12. meaningfulness of job 13. Overall corporate culture 14. Relationships with co-workers 15. Contribution of work to organizations business goals 16. Job-specific training 17. Variety of work 18. Career advancement opportunities 19. Organizations commitment to corporate social responsibility 20. Organizations commitment to professional development 21. Paid training and tuition reimbursement programs 22. Career development opportunities 23. Networking 24. Organizations commitment to a green workplace

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Importance of employee satisfaction for organization

Enhance employee retention. Increase productivity. Increase customer satisfaction Reduce turnover, recruiting, and training costs. Enhance customer satisfaction and loyalty. More energetic employees. Improve teamwork. Higher quality products and/or services due to more competent, energized employees.

Employees are the asset of an organization. Frequent quitting of an organization will affect the goodwill of an organization. Thus it is the organization responsibility to retain their employees. In last I would like to conclude that satisfied employees are motivated employees; that is, they have the motivational resources to deliver adequate effort and care. Satisfied employees are empowered employees; in other words, they have the resources, training, and responsibilities to understand and serve customer needs and demands.

They have high energy and willingness to give good service: at a very minimum, they can deliver a more positive perception of the service/product provided. According to this view, because satisfied employees experience interactional justice, they can deliver it; that is, satisfied employees have enough emotional resources to show empathy, understanding, respect, and concern.Retrieved from "http://www.articlesbase.com/human-resources-articles/whyemployees-quit-their-work-925581.html"

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INDUSTRY PROFILE
The software industry includes businesses involved in the development, maintenance and publication of computer software using any business model. The industry also includes software services, such as training, documentation, and consulting.

Sky is the Limit The progress in Information Technology (IT) has been very rapid: new concepts and technologies are constantly emerging and are leading to the development of new products and innovative applications. IT is also expected to fuel development of next generation technologies in other disciplines. IT has become a critical tool for economic, business and social development and will play a pivotal and catalytic role in our nation's progress.

Indian IT industry has achieved remarkable growth. From roughly Rs. 30 crores in 1988, the industry is worth Rs. 6,300 crores in 1998. The software industry expects to grow to Rs. 20,000 crores in the next five years and to Rs. 100,000 crores by 2010. Despite this remarkable growth, the Indian software industry continues to be a small fraction of the world software industry.

The industry has demonstrated its ability to undertake a variety of projects and deliver solutions. Today, the focus is on software services and contract software development, largely to fill the ever-widening manpower shortage. To sustain the growth projections of the software industry, the Indian IT industry faces several challenges. .

Core Values To create leaders, trend-setters for the next generation of the IT Industry. To carry out research and development in IT and its applications. To offer state-of-art information technology education, and imparting skills for building leading-edge and innovative IT applications. To train individuals who would contribute substantially to the ambitious IT goals of the country.
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To undertake joint R&D with IT industry in sharply defined focus areas to facilitate prototyping as well as tools and technology development.

To contribute to large developmental projects in government and public sector, jointly with industry partners, to demonstrate application of IT and get rich experience that can go back into education and research.

To help the industry to create infrastructure that would facilitate the Indian IT industry to experiment with new technologies and create next generation products and services that will have an international impact.

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COMPANYS PROFILE
Commencement of Business
Founded in 1998 by practicing pharmacists and physicians, Meditab Software, Inc. provides an innovative suite of intelligent, integrated and intuitive Software Solutions supporting the primary process of healthcare delivery. Based in northern California, Meditab revolutionary software solutions connect physicians, patients, labs, pharmacies and long-term care facilities nationwide. Offices in California, India (2004), Philippines (2006).

Our Vision Statement

While maintaining a leadership position in our current line of business, we aspire to be a dynamically responsive, broad based company, providing quality outputs to our customers, adequate returns to our shareholders and a sensitive, secure and motivating environment to our employees

Our Shared Values & Practice Standard

Commitment to Customer Satisfaction Putting People First Commitment to Quality Team Approach Customer Service Standards Human Resource Standards

Practice Standards address the key issue of implementation of how, or through the practice of
what code of conduct, can Shared Values be transferred into action.

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PRODUCTS
Meditabs Software Solutions include: Intelligent Medical Software (IMS) Intelligent Facility Software (IFS) Intelligent Dental Software (IDS) Intelligent Pharmacy Software (IPS) Intelligent Radiology Management Software (IRMS)

These products are one of the top five services in the world for health care:

1. Intelligent Medical Software (IMS): This is a HIPAA Compliant, fully integrated EMR and

practice management software for single and multi-physician facilities.

2. Intelligent Dental Software (IDS): This is a touch screen solution for dentists to enable a 90-

second charting process from start to finish including billing.

3. Intelligent Facility Software (IFS): This is a comprehensive solution for SNFs and residential

care facilities that streamline the stringent paperwork and documentation requirements. SNF (Stanford Nanofabrication Facility) is more than just a lab. It is a vibrant community of researchers with the latest state-of-the-art, shared equipment, open-use resource.
4. Intelligent Radiology Management Software (IRMS): This is HIPAA compliant software that

was designed after years of thorough research to meet the demands of the growing radiology medical field like imaging centre or radiology department.
5. Intelligent Pharmacy Software (IPS): This is a comprehensive solution for managing the

business and patient needs of both retail and long-term care pharmacies. Like most great ideas, IPS was developed out of an ever increasing need for pharmacies to become more efficient and diversified in their business.
6. CosmetiSoft: Since its inception in 1987, CosmetiSoft has concentrated on providing focused

software solutions for cosmetic surgeons. The founders of CosmetiSoft have always placed major emphasis on providing exceptional customer support and dedication to the needs of existing clients. With Meditabs extensive development team and EMR experience, CosmetiSoft is now a gold standard for cosmetic surgeons and medical spas where most people, especially women, go to have facials and botox injections.

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Meditab products are designed to deliver operational efficiencies:

Improving reimbursement Enabling information availability Assuring information accuracy Expediting clinical decision making Improving patient care Fostering communications Leveraging current technologies Compensating for Business and IT staff shortages Maintain Regulatory compliance Ensuring patient safety and reducing medical errors

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Research Design:
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Research design is the framework or blue print for conducting the research project. It specifies the details of the procedures necessary for obtaining the information needed to structure and/or solve research problem. These are the following steps that I followed to conduct my research. The diagram below Shows the complete sequence of the activities performed during my research.

Broad objectives

Problem Definition

Research Objectives

Hypothesis

Questionnaire

Data Collection

Sampling Plan

Sample Size

Types of Research

Data Analysis

Recommendations

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Research Methodology
This section contains the entire aspect of my research work. It discusses the entire methods used for my research namely, approach (quantitative vs. qualitative), sources of data (primary and secondary), method of data collection (survey, informal interviews), size of samples, method of sampling and data analysis. This section starts with problem definition, then goes on to state the research objective and the hypothesis generated.

Title of The Study

The title which was assign to me by the company was employee satisfaction level of MEDITAB SOFTWARE COMPANY

Duration of the study 45 days Problem definition/objective

Problem Definition is the most important step of research. Problem definition includes stating the general problem and identifying the specific components of the research problem. Only when the research problem is clearly defined can research be designed and conducted properly. Problem definition of my research was to measure the employee satisfaction towards the company and was done by discussing with Mrs. Neha Surana, the H.R Manager for my research and also by conducting informal in depth interviews with the employees of the company.

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Research Hypothesis
A hypothesis (H) is an unproven statement or proposition about a factor or phenomenon That is of interest to the researcher. It may be a tentative statement about relationships between two or more variables as stipulated by theoretical framework or analytical model.

H1- Age affects the satisfaction level of employee H2 Salary affects the satisfaction level of employee H3 Work experience affects the satisfaction level of employee H4 Work Environment affects the satisfaction level of employee H5- Communication affects the satisfaction level of employee H6 Perks & benefits affects the satisfaction level of employee H7 Organization culture affects the satisfaction level of employee H8 Job security affects the satisfaction level of employee H9 Personal accomplishment & recognition affects the satisfaction level of employee H10 Inter-personal relations affects the satisfaction level of employee

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Approaches to the problem

The methodology of my research is descriptive in nature. Moreover my research is characterised by the prior formulation of specific hypotheses. The study required a pre Planned and structured format and hence the formal research design was in the form of a questionnaire.

(I) Qualitative Research In order to have a clearer understanding of the problem I did exploratory research by taking a few informal interviews with the employees of the company. Having done the qualitative research, I understood some of the problem areas and how they could be countered. It helped me to decide on the questions to be asked, the marketing research objectives and the hypothesis for the research. The outcome of the informal interviews was that I learned that there are various factors that an employee looks into while making the decision regarding their satisfaction level. I included all those factors into my questionnaire.

(ii) Quantitative Research After developing an initial understanding of the problem with the help of qualitative research, it was required that I should quantify the data applying some statistical technique which could be used to gauge the employee satisfaction level. The findings of the qualitative research could not be used to make generalizations to the target population and finally statistical tools could not be applied to qualitative research, hence quantitative data would complement the qualitative research. The data gathered by the questionnaires would be further used to do descriptive analysis and arrive at a general pattern and quantifiable results.

Methods of Data Collection

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Sources of data

My area of research was MEDITAB SOFTWARE COMPANY in Ahmedabad. I had to meet the different employees of this company and interview them and get them filled my research questionnaire in order to know their satisfaction level. It was done randomly. I took prior appointments with proper explanation of my meeting objectives. There were no secondary data available and hence my job was to gather the primary data from them and use them for my analysis. I had to fill up questionnaires and the answers they gave would be later used to arrive at an inference and form a database of the employees. The employees were convinced to take out some time from their busy schedule and discuss with me about their satisfaction level and their expectations regarding the company.

Method of data collection

Initial data was collected in the form of qualitative research by conducting informal Interviews with faculty members of LMC, Management Studies and my project guide to have a better understanding of research problem and to get an idea about what questions should be asked to the employees who would provide me with the necessary information. Having framed a questionnaire, appointments were taken from employees and they were visited at their convenient time. A 10-15 minutes interview was taken from each of the employees where they were asked questions from the questionnaire. Questions which were not there in the questionnaire were also asked to gain a better understanding of their satisfaction level. At times the interview lasted for more than 30 minutes where the employees discussed openly about their expectations from their company. All the data of 50 respondents were collected and were kept for further analysis.

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Size of the samples and method of sampling

70 respondents were met, among them 50 were found to be valid respondents. These 50 valid responses were further used to analyse the satisfaction level. Random and convenience sampling techniques & consensus survey were used in the project which was allotted to me by the project guide of Meditab Company. This type of sampling technique is appropriate for this nature of project.

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Scope of the study

The scope of the study included measuring satisfaction of the employees in the respective company. This in turn lead to obtaining information about overall companys performance in various departments.

If employees are satisfied then it will lead to increasing productivity, growth & development of both the company and the employees and vice-versa if the employees are not satisfied..

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Limitation of study
Every research faces some obstacle. So I had also bound with some limitation during the research. In research work we found out essence of collected part and figures but limited resources caught my legs to find out whole truth. Those limitations are as follows:

1. The employees study was conducted only in ahemdabad city. The results therefore are confined to this area only and need not necessarily be applicable to other areas. 2. The sample size of the employees was small, so it does not sufficiently convey the attitude of the employees. 3. Respondents might have some biased views and this could have affected the findings to a certain extent. 4. In the questionnaire, questions are very limited, because it is very difficult to get the information from the busy officials. 5. Huge time was involved for direct interviewing. 6. The employees sometimes not available. 7. Senior employees were not giving response properly. 8. There was hesitation on giving answers by some of the employees..

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Facts and Findings

1. There is approximate equal number of male versus female employees. Organizations major employees consist of youth. Since it is an IT company, so there is presence of maximum number of employees in this company. Stability is high only for old employees. Employees were provided adequate salary. The environment in which the employees are working is good and satisfactory. Regular meetings are held in the company to know the performance of the company as well as its employees. The remuneration provided by the company to the employees is good and satisfactory. Only few employees are satisfied with their colleagues. Most of the employees are satisfied with their co-worker morale. Right person placed at right job. Employees are not fully satisfied about getting personal accomplishment. Company need to increase the confidence of their employee in right way.

0.

1.

2.

3.

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Data Analysis & Interpretation

Q1.What is Gender percentage in the company?

Interpretation
48 % of female employees work in the company.

52 % of male employees work in the company.

There is approximate equal number of male versus female employees.

Q2. Age Group percentage?

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Interpretation
Organizations major employees consist of youth.

There is presence of approximately 88 % of young generation full of enthusiasm & work with

great zest and zeal, are very energetic.

12 % employees are between the age group 30-60 years.

No employee of this company is above the age group of 60.

Q3. What is the percentage of various employees in different departments?

Interpretation
Since it is an IT company, so there is presence of maximum number of employees in this

company.

56 % of the employees are in IT department.

32 % are employed in other departments of the company.

8 % are employed in HR department.

4 % are employed in finance department.

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Q4. How long have you been working in the company?

Interpretation

Mainly employees were either freshers or working for less than 1 year or they were more of 3 years

Stability is high only for old employees

Freshers are more in switching job.

Employees not happy with the company policies and they see better opportunities in other

companies.

Q5.How satisfied are you with the salary in the company?

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Interpretation
Employees were provided adequate salary.

The employees are not too happy with the salary structure

Appraisals are not done as per company standards.

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Q6. How do you personally rate the companys overall performance in the following area?

Interpretation
Working practise is considered to be v.good by the employees.

The environment in which the employees are working is good and satisfactory.

The facilities provided by the company are also satisfactory and good.

The company regularly their employees, motivate them towards their work.

Q7. How do you personally rate the companys overall performance in the following area?

Interpretation

Clear responsibilities and tasks are assigned to each and every employee of this company.

Regular meetings are held in the company to know the performance of the company as well as its employees.

The organization culture is quite good and employees are happy with it.

The organization structure is also found to be good.

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Q8. How do you personally rate the companys overall performance in the following area?

Interpretation
The remuneration provided by the company to the employees is good and satisfactory.

The company should modify its policy towards holiday and other benefits.

Social amenities should be provided by the company, it will help in increasing the commitment

of the employees towards their company.

The company should organize picnics, parties and other events that will help in making its

employees more happy and cheerful and more committed towards their company.

Q9. How satisfied are you with your direct supervisor and sub- ordinate as a positive role?

Interpretation
Only few employees are satisfied.

Rest of the employees have no effect of them.

Company should ask them their problems and try to resolve them effectively.

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Q 10. How satisfied are you with your co-worker morale?

Interpretation
Most of the employees are satisfied with their co-worker morale.

Employees have developed good interpersonal skills.

They help and motivate each other.

Team work present.

Q11. How satisfied are you that your work gives a feeling of personal accomplishment?

Interpretation
Employees are happy and satisfied that their work gives them what they want.

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 Right person placed at right job.

Q12. How satisfied are you that you receive appropriate recognition for your contribution?

Interpretation
Employees are slightly rewarded and recognized for their achievements.

The company needs to work more in this area.

Q13. How satisfied are you with your overall job security and your ability to maintain a reasonable balance btw family life and work life?

Interpretation
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 Employees still have a feeling of insecurity about their job.

Company need to increase the confidence of their employee in right way.

The company should provide a space to their employees to keep balance between family and work life,

SWOT Analysis
Strengths
Highly skilled human resource Quality of work Initiatives taken by the Government (setting up Hi-Tech Parks and implementation of egovernance projects). Many global players have set-up operations in India like Microsoft, Oracle, Adobe, etc. Following Quality Standards such as ISO 9000, SEI CMM etc. English-speaking professionals Cost competitiveness Quality telecommunications infrastructure Indian time zone (24 x 7 services to the global customers). Time difference between India and America is approximately 12 hours, which is beneficial for outsourcing of work.

Weaknesses
Absence of practical knowledge Dearth of suitable candidates Less Research and Development Contribution of IT sector to Indias GDP is still rather small. Employee salaries in IT sector are increasing tremendously.

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Opportunities
High quality IT education market Increasing number of working age people India 's well developed soft infrastructure Upcoming International Players in the market

Threats
Lack of data security systems Countries like China and Philippines with qualified workforce making efforts to overcome the English language barrier IT development concentrated in a few cities only

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Conclusion
The working environment of the company is very good.

The learning and training provided by the company is outstanding.

There is authority and independency at work.

Flexible timings at work.

There is passion for work in each and every member of the company.

Team spirit is high among employees.

There is presence of team work and group cohesiveness exist.

Job profile of the company is excellent.

Management helps in each & every way its possible for them to help its employees.

Good learning experience employees can utilize their skills in an efficient manner.

Its a very new sector (healthcare) & employees can learn many things.

Employees help each other in any issues they are facing.

There are proper guidelines for work which are followed by all the members of the company.

Effective decision-making and problem solving techniques are employed.

The company aids in developing leadership skill, motivation, loyalty, better attitudes in all the employees.
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 All the employees have developed a sense of responsibility towards the company.

Helps eliminate fear in attempting new tasks.

Helps employees adjust to change.

The company doesnt encourage social gatherings and events.

Leaves provided by the company are less.

Only one company is there in India, not a single branch of this company exists at some other place in India.

Its a software developing company present only in ahemdabad in India.

It mostly consists of young generation.

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Recommendations
The company should make changes in the policies regarding holidays and sick benefits.

The employees should be granted atleast 6 days holidays in a month apart from the days they are sick, these days should not be included in holidays granted to them. Social events and parties, picnics etc should be organised by the company once in a month.
Better management of resource. Maintain better management. Make the process of working little bit smooth.

Reduce overburden and workload.

Job satisfaction is the key, where you need good explorer, knowledge & job security, therefore

company should try to consider there points. Have some more space for particular departments. Take steps against some of the critical IT issues which employees want them to get resolve. Resolve the salary issues which are still pending. Better infrastructure. Work from home facility.
Need to identify persons dedication.

More facilities to be provided. Increase perks and benefits. Organize healthy competition among employees to enhance their personality as a whole.
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 Company requires very flat type of organization structure.

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Appendix I

SIP PROJECT: - Employee Satisfaction Survey

Questionnaire for Employees

I Nidhi Jain, the student of Lachoo Memorial College of Science And Technology [Management Wing] is conducting an employee satisfaction survey to measure your satisfaction level in your company. This survey is an opportunity for you to express your opinion about the company. I assure you that your responses will be held in confidential.

Name:-

Gender: - M Age Group: 1-30

F 30-60 60 & above

Department:HR IT Finance Other

1. How long have you been working for the company?

Less than 6 months Less than 3 years

Less than 12 months More than 3 years

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2. How satisfied are you with the salary in the company?

V.Good

Good

Adequate

Poor

V.Poor

N.C

3. How do you personally rate the companys overall performance in the following area? V.Good Working practice Working Environment IT Facilities Morale Good Adequate Poor V.Poor N.C

4. How do you personally rate the companys overall performance in the following area?

V.Good

Good

Adequate

Poor

V.Poor

N.C

Assigning clear Responsibilities Holding regular meetings Org. and structure

5. How do you personally rate the companys overall performance in the following area?

V.Good Remuneration Holiday & sick benefits Social amenities Social events

Good

Adequate

Poor

V.Poor

N.C

6. How satisfied are you with your direct supervisor and sub-ordinate as a positive role? V.Dissatisfied Somewhat satisfied Dissatisfied V.Satisfied Neutral N.C
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7. How satisfied are you with your co-worker morale? V.Dissatisfied Somewhat satisfied Dissatisfied V.Satisfied Neutral N.C

8. How satisfied are you that your work gives a feeling of personal accomplishment? V.Dissatisfied Somewhat satisfied Dissatisfied V.Satisfied Neutral N.C

9. How satisfied are you that you receive appropriate recognition for your contribution? V.Dissatisfied Somewhat satisfied Dissatisfied V.Satisfied Neutral N.C

10. How satisfied are you with your overall job security and your ability to maintain a reasonable balance btw family life and work life?

V.Dissatisfied Somewhat satisfied

Dissatisfied V.Satisfied

Neutral N.C

11. What is the best thing about working for this company? ____________________________________________________________________

12. What could the company do to enhance your satisfaction as a company employee?

____________________________________________________________________

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You name: Signature:

Job code:

Thank you, for your co-operation and support.

Have a nice day

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Appendix II
Trainee Feedback Form

This form is intends to improve and enhance companys training process and understand the real time needs of the employees. Please feel free to give your honest opinions and suggestions on the given topics.

We would definitely try to effectively implement your ideas and suggestions in the training process. [A] Please rate the following dimension statements on a five point scale, where 1 stands for Strongly Disagree and 5 stands for Strongly Agree

Stro ngly Disa gree (1) A1. Training

Disagr ee (2)

Neither Agree nor Disagree (3) ) ee

Agr (4

Strong ly Agree (5)

a) Training was useful to you and helped you in understanding your work profile. ( ) b) Training content proved appropriate to you a) You are satisfied with the training and learning facilities b) Training material (handouts, videos etc) was significant and helpful c) Training hours were relevant and reasonable to you d) Training sessions were well coordinated and conducted ( ) ( ) ( ) ( ) ( )

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A2. Trainer

a) was enthusiastic.

( )

b) communicated well.

( )

c) covered the training aspects adequately.

( )

d)

d) gave timely feedback.

( )

[B] Overall rating of training.

P oor ( 1) (2) (3) (4)

Excellent (5)

[C] Overall rating of trainer.

Po or (1) ) (2 (3) (4)

Excellent (5)

[D] It would be of great help if you can elaborate on those items where your rating was 1 or 5.

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[E] Suggestions on the aspects of training, trainer, facilities etc.

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TRAINEE FEEDBACK Name Start Date Training Batch End Date .

Evaluation Matrices Factors Product Knowledge Punctuality & Attendance Attitude & Participation Communication Skills Confidence Level Rating Scale(0-5) Remark

Time Management SCORE Special Comments (if any)

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Bibliography
1. www.meditab.com 2. www.about.com 3. www.answers.com 4. www.wikipedia.com 5. WWW.infosys.com 6. www.tata.com 7. www.wikianswers.com 8. http://www.google.co.in/images 9. http://www.wisegeek.com 10. http://www.bnet.com 11. http://www.busreslab.com 12. http://gom.sagepub.com 13. www.docstoc.com

14. Human Resources Management- P.Subbha Rao 15. Organizational Behavior- Stephen.P.Robbins

References

Mr. Sumeet Surana [Project Manager Venture Capital, Ahmadabad] Mrs. Neha Surana [ HR manager- Meditab Software company, Ahmadabad]

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