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Measuring Actual Level of Employee Satisfaction at Saija Finance Pvt. Ltd.

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Akshay Kumar
Akshay Kumar

This ppt deals with the concept of employee satisfaction with special reference to Saija Finance Pvt. Ltd.

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Presented by: Akshay Kumar (70001) PGDM- 2014-2016 Chandragupt Institute of Management Patna Held at: Saija Finance Pvt. Ltd. (HR department)
Measuring Actual Level of Employee Satisfaction at Saija Finance Pvt. Ltd. PROJECT TOPIC
• Important for the company to not only hire good people but also ensure that they serve the organisation for longer periods. • The study may help the company to get a clear picture about the perception of its employees towards the company as a workplace and also in understanding the factors that are affecting the work related satisfaction levels of its employees. • The study can have a positive impact on both, the company as well as the employees. IMPORTANCE OF THE PROJECT
• Identifying employee perceptions towards the organisational and work related characteristics. • Identifying employee satisfaction (ES) levels. • Identifying areas of strengths and also opportunities for improvement to provide relevant suggestions to the organization. OBJECTIVE OF THE STUDY
• Only NBFC-MFI to be based in the state of Bihar • Headquartered in Patna • Founded in April 2007 as Saija Vikas • Transformed into a for-profit entity (NBFC) in April 2008 as Saija Finance Pvt. Ltd. • Serves clients across 11 districts of Bihar & Jharkhand, operating with 27 branches. ABOUT THE COMPANY
• Vision: Saija’s vision is to be a value-driven company that creates significant social impact through high-quality microfinance and allied services. • Mission: Saija’s mission is to bring innovative and transparent microfinance to millions in urban and rural India. Saija’s committed team will provide customer-focused and efficient services to help their customers improve their quality of life. • Core values: VISION, MISSION & CORE VALUES TRANSPARENCY Trust Honesty Fair Practices Non-discrimination DISCIPLINE Accountability Responsibility Professionalism EXCELLENCE Creativity Innovation Continuous Learning SOCIAL RESPONSIBILITY Sensitivity Awareness
• Refers to the level of contentment or satisfaction of employees with their jobs. • It is the terminology used to describe whether employees are happy, contended and fulfilling their desires and needs at work. (Heath, 1992) EMPLOYEE SATISFACTION
Type of the study- Cross Sectional, descriptive study based on empirical data • Tools (Structured Questionnaire) • Techniques- Percentage frequency distribution with the help of MS-Excel and SPSS METHODOLOGY
• Total no. of employees : 323 • No. of respondents : 268 • No. of completely filled questionnaires : 196 • Response Rate : 73.13% SAMPLING
PROFILE OF THE RESPONDENTS
GENDER RESULTS AND FINDINGS Gender N Mean Std. Deviation F Sig. Satisfaction Male 174 1.8161 .81217 .040 .843 Female 22 1.9545 .89853 Confidence level = 95% Significance level = 0.05 •ES doesn’t vary too much with gender as the means of both the groups are similar.
EXPERIENCE • ES varies with experience CONTD… N Mean Std. Deviation F Sig. Less than a year 127 1.9370 .81404 3.313 0.021 1-3 years 49 1.7551 .80443 4-5 years 8 1.2500 .46291 More than 5 years 12 1.4167 .90034 Total 196 1.8316 .82102 Confidence level = 95% Significance level = 0.05
JOB LEVEL • ES varies with job level CONTD…. N Mean Std. Deviation F Sig. Lower level 152 1.8618 .83824 3.175 0.025 Supervisors 27 1.4444 .75107 Professionals 5 2.2000 .44721 Managers 12 2.1667 .57735 Total 196 1.8316 .82102 Confidence level = 95% Significance level = 0.05
SUPERVISORY TRAITS
SALARY, BENEFITS AND GROWTH OPPORTUNITIES
MISSION, VISION AND CORE VALUES
JOB RELATED CHARACTERISTICS
• Interpersonal skills (27.40%) • Cooperative and appreciative nature (25.96%) • Knowledge of work (13.94%) • Problem solving skills (5.77%) SUPERVISOR TRAITS APPRECIATED BY EMPLOYEES
• On an average 2-3 training sessions attended by all employees • Improvement in work efficiency • Advancement of career • No training received by 21.43% of the respondents IMPACT OF TRAINING ON EMPLOYEES
• Mission, vision and core values (transparency, discipline, social responsibility, excellence) (26.99%) • Working hours and work culture (23.90%) • Support from the management and supervisors (9.29%) • Timely payment of salaries (16.37%) • Promotion policy (4.43%) BEST THING ABOUT WORKING FOR THE COMPANY
• Product related changes • Expansion of operations • Revision in salary and incentive structure, timely payment of fuel charges • Work-life balance • Recruitment related • Revision in travel and transfer policies EMPLOYEE SUGGESTIONS FOR THE BETTERMENT OF SAIJAAS A WORKPLACE
• Product related changes • Advertisement and promotion of the company • Maintaining a right mix of new and experienced employees in branches • Training opportunities for all the employees AREAS OF IMPROVEMENT
• Undertake CSR activities and advertise it through various forms of media • Focus on selection of right employees and also employee retention to maintain a healthy balance of new and experienced staff • Keep a track of employees who haven’t had sufficient training opportunities • Work towards achieving better work-life balance. • Changes in the travel and transfer policies • Regular updation of branch data SUGGESTIONS / RECOMMENDATIONS
FIRM’S CSR ACTIVITY
THANK YOU

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Measuring Actual Level of Employee Satisfaction at Saija Finance Pvt. Ltd.

  • 1. Presented by: Akshay Kumar (70001) PGDM- 2014-2016 Chandragupt Institute of Management Patna Held at: Saija Finance Pvt. Ltd. (HR department)
  • 2. Measuring Actual Level of Employee Satisfaction at Saija Finance Pvt. Ltd. PROJECT TOPIC
  • 3. • Important for the company to not only hire good people but also ensure that they serve the organisation for longer periods. • The study may help the company to get a clear picture about the perception of its employees towards the company as a workplace and also in understanding the factors that are affecting the work related satisfaction levels of its employees. • The study can have a positive impact on both, the company as well as the employees. IMPORTANCE OF THE PROJECT
  • 4. • Identifying employee perceptions towards the organisational and work related characteristics. • Identifying employee satisfaction (ES) levels. • Identifying areas of strengths and also opportunities for improvement to provide relevant suggestions to the organization. OBJECTIVE OF THE STUDY
  • 5. • Only NBFC-MFI to be based in the state of Bihar • Headquartered in Patna • Founded in April 2007 as Saija Vikas • Transformed into a for-profit entity (NBFC) in April 2008 as Saija Finance Pvt. Ltd. • Serves clients across 11 districts of Bihar & Jharkhand, operating with 27 branches. ABOUT THE COMPANY
  • 6. • Vision: Saija’s vision is to be a value-driven company that creates significant social impact through high-quality microfinance and allied services. • Mission: Saija’s mission is to bring innovative and transparent microfinance to millions in urban and rural India. Saija’s committed team will provide customer-focused and efficient services to help their customers improve their quality of life. • Core values: VISION, MISSION & CORE VALUES TRANSPARENCY Trust Honesty Fair Practices Non-discrimination DISCIPLINE Accountability Responsibility Professionalism EXCELLENCE Creativity Innovation Continuous Learning SOCIAL RESPONSIBILITY Sensitivity Awareness
  • 7. • Refers to the level of contentment or satisfaction of employees with their jobs. • It is the terminology used to describe whether employees are happy, contended and fulfilling their desires and needs at work. (Heath, 1992) EMPLOYEE SATISFACTION
  • 8. Type of the study- Cross Sectional, descriptive study based on empirical data • Tools (Structured Questionnaire) • Techniques- Percentage frequency distribution with the help of MS-Excel and SPSS METHODOLOGY
  • 9. • Total no. of employees : 323 • No. of respondents : 268 • No. of completely filled questionnaires : 196 • Response Rate : 73.13% SAMPLING
  • 10. PROFILE OF THE RESPONDENTS
  • 11. GENDER RESULTS AND FINDINGS Gender N Mean Std. Deviation F Sig. Satisfaction Male 174 1.8161 .81217 .040 .843 Female 22 1.9545 .89853 Confidence level = 95% Significance level = 0.05 •ES doesn’t vary too much with gender as the means of both the groups are similar.
  • 12. EXPERIENCE • ES varies with experience CONTD… N Mean Std. Deviation F Sig. Less than a year 127 1.9370 .81404 3.313 0.021 1-3 years 49 1.7551 .80443 4-5 years 8 1.2500 .46291 More than 5 years 12 1.4167 .90034 Total 196 1.8316 .82102 Confidence level = 95% Significance level = 0.05
  • 13. JOB LEVEL • ES varies with job level CONTD…. N Mean Std. Deviation F Sig. Lower level 152 1.8618 .83824 3.175 0.025 Supervisors 27 1.4444 .75107 Professionals 5 2.2000 .44721 Managers 12 2.1667 .57735 Total 196 1.8316 .82102 Confidence level = 95% Significance level = 0.05
  • 15. SALARY, BENEFITS AND GROWTH OPPORTUNITIES
  • 16. MISSION, VISION AND CORE VALUES
  • 18. • Interpersonal skills (27.40%) • Cooperative and appreciative nature (25.96%) • Knowledge of work (13.94%) • Problem solving skills (5.77%) SUPERVISOR TRAITS APPRECIATED BY EMPLOYEES
  • 19. • On an average 2-3 training sessions attended by all employees • Improvement in work efficiency • Advancement of career • No training received by 21.43% of the respondents IMPACT OF TRAINING ON EMPLOYEES
  • 20. • Mission, vision and core values (transparency, discipline, social responsibility, excellence) (26.99%) • Working hours and work culture (23.90%) • Support from the management and supervisors (9.29%) • Timely payment of salaries (16.37%) • Promotion policy (4.43%) BEST THING ABOUT WORKING FOR THE COMPANY
  • 21. • Product related changes • Expansion of operations • Revision in salary and incentive structure, timely payment of fuel charges • Work-life balance • Recruitment related • Revision in travel and transfer policies EMPLOYEE SUGGESTIONS FOR THE BETTERMENT OF SAIJAAS A WORKPLACE
  • 22. • Product related changes • Advertisement and promotion of the company • Maintaining a right mix of new and experienced employees in branches • Training opportunities for all the employees AREAS OF IMPROVEMENT
  • 23. • Undertake CSR activities and advertise it through various forms of media • Focus on selection of right employees and also employee retention to maintain a healthy balance of new and experienced staff • Keep a track of employees who haven’t had sufficient training opportunities • Work towards achieving better work-life balance. • Changes in the travel and transfer policies • Regular updation of branch data SUGGESTIONS / RECOMMENDATIONS