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A STUDY ON SATISFACTION LEVEL OF NON PERMANENT

WORKFORCE IN TUBE PROBUCTS OF INDIA, AVADI

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NON PERMANENT WORKFORCE

Non permanent work force meansEmployees whoare not permanently hired but hired just for

limited periods of time. In Tube Products of Indiamost of the workers are non-permanent workers.

Such as Temporary employees

Contract labours.

An apprentice.

Seasonal workers.

Casual workers.

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OVERVIEW OF RESEARCH

The research has been conducted for threecategories of employees are Contract labours at TPI

plant, Temporary employees at TPI plant andTemporary employees at IBP plant.

FOCUS ON Job performance,

SHE (Safety, Health, and Environment) satisfaction,

Welfare facilities satisfaction level

Awareness on the work environment.

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CONT

JOB PERFORMANCE: Training and Awareness.

SAFETY MEASURES: Usage of personal protective equipment and

understanding of safety precaution which to taken on the

job.

Environmental management system (EMS): Set of processes and practices that enable an

organization to reduce its environmental impacts and

increase its operating efficiency. Welfare facilities:

Such as canteen, rest hall, drinking water, toilet and firstaid facility satisfaction is to be fulfilled by individualemployees

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OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE: To study the satisfaction level of non permanentworkforce in Tube Products of India, Avadi, Chennai.

SECONDARY OBJECTIVE: To know the level of supervisory satisfaction.

To understand the level of satisfaction among nonpermanent workforce with respect to factors such as Safety.

Health.

Environment.

Job.

To know the satisfaction level of welfare facilities provided tothe employees.

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NEED OF THE STUDY

Non-permanent employee survey has not consider inpast satisfaction survey.

To modify the facility with respect to employeeperception.

To improve the employee involvement. To gain employee trust.

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SCOPE OF STUDY

To identify the satisfaction level in the categoriessuch as contract labours and temporary employees.

To improve the satisfaction level of non permanentemployees.

To know the satisfaction level in each categories. To understand the relationship between the personal

factors of the Employee (Age Groups, Educationalqualification, Gender, etc.,)

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LIMITATION OF THE STUDY

Data collection is based on questionnaire. The result would be varying according to the

individuals as well as time.

Some respondents hesitated to give the actual

situation; they feared that management would takeany action against them.

The findings and conclusions are based onknowledge and experience of the respondents

sometime may subject to bias.

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REVIEW OF LITERATURE

According to Ailson De Moraes, Job dissatisfaction is a major cause of absenteeism and

turnover among healthcare employees,

The purpose of this study was to investigate specific factorsassociated with job satisfaction and dissatisfaction in

employees at the Isfahan University Hospitals (lUHs) inIsfahan, Iran.

This study also focuses on revealing homogeneousdemographic characteristics that these employees exhibited,which affect their satisfaction level.

The lowest satisfaction scores were found for benefits,contingent rewards, communication, salaries, work conditionsand promotion.

Motivating factors included loyalty to employees,job security,good pay, good working conditions, tactful discipline,involvement, recognition and promotion.

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EMPLOYEE SATISFACTION WITH MEETINGS: A

CONTEMPORARY FACET OF JOB SATISFACTION.

According to Rogelberg, Steven G.-Allen and Joseph A. Study explored whether organizational science should consider

employee satisfaction with meetings as a contemporary, important,and discrete facet of job satisfaction.

Using affective events theory, we postulated that meetings areaffect-generating events that meaningfully contribute to overall jobsatisfaction.

Study 1 used a paper-based survey (n = 201), while Study 2 usedan Internet-based survey (n = 785)

Exploratory (Study 1) and confirmatory (Study 2) factor analysesprovided evidence that meeting satisfaction is a distinct facet of

job satisfaction. Finally, as hypothesized, the relationship between meeting

satisfaction and job satisfaction depends in part upon the numberof meetings typically attended. The relationship was stronger(more positive) when meeting demands were higher and weakerwhen meeting demands were lower. Implications for assessment,leadership development, on-boarding, and high potential initiativesare discussed.

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RESEARCH METHODOLOGY

Research methodology is a way to systematicallysolve the research problems. It may be understood

as a science of studying how research is donescientifically.

GEOGRAPHICAL AREA:The area of study is Tube Products of India,

Avadi, Chennai.

PERIOD OF STUDY:

The period of study is about 4 months.

RESEARCH DESIGN:

Descriptive and Analytical Research designed in

this project

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RESEARCH METHODOLOGY CONT.

SAMPLING TECHNIQUE Sampling unit:

The respondents are non - permanentemployees in Tube Products of India.

Sample Size:

The sample size for the study is 461.

Sampling Method:

Convenient sampling is used in the study.

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TYPES OF DATA:

Data are collected from primary and secondary data. Thedata collection can be categorized into two types.

Primary Data

Secondary Data

Primary Data: The primary data for the study was collected

through a questionnaire.

Secondary Data:

The secondary data and the extensive literature onselection procedure were collected from journals, articles,magazines and various websites. Information was alsocollected from company records, company data base,brochures and catalogues.

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DATA ANALYSIS TOOLS Percentage

Chi-square test.

Cross tabulation.

Weighted average. ANOVA.

PERCENTAGE ANALYSIS & GRAPHS:

% of Respondents = No of respondents * 100

Total Respondents

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CROSS TABULATION: Cross tabulation is the process of creating a

contingency table from the multivariate frequencydistribution of statistical variables. Heavily used in surveyresearch, cross tabulations (or crosstabs for short) can be

produced by a range of statistical packages, includingsome that are specialized for the task.

CHI - SQUARE TEST:

The chi square test statistical is computed as

CHI-SQUARE = (OI-E

I) 2 / E

I

Where,

OI = Observed frequency

EI = Expected frequency
http://en.wikipedia.org/wiki/Contingency_tablehttp://en.wikipedia.org/wiki/Frequency_distributionhttp://en.wikipedia.org/wiki/Frequency_distributionhttp://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Frequency_distributionhttp://en.wikipedia.org/wiki/Frequency_distributionhttp://en.wikipedia.org/wiki/Contingency_table

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ANOVA:

The two-way ANOVA compares the mean differences betweengroups that have been split on two independent variables (calledfactors). You need two independent, categorical variables and onecontinuous, dependent variable.

Formula:

Correction factor C = T/N

Total sum of squares = ijXij - C

Sum of the squares between columns (SSC) = (jXi)/nj - C

Sum of squares between rows (SSR) = (Ti/c) C

Residual (or) Error = Total sum of squares (SSC + SSR)

MSC=SSC/c-1

MSR=SSR/r-1

MSE= SSE/(r-1)(c-1)

F0=MSC/MSE

FR=MSR/MSE

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WEIGHTED AVERAGE METHOD:

This method is used to sum up the views of thevarious respondents to obtain mean score for theparticular statement. This gives a picture of respondentsexpression on particular point.

Formula:

WEIGHTED AVERAGE = Total score

No of respondents

= ? FW

? F

Where, W = Weight

F = Number of respondents

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SUGGESTIONS AND RECOMMENDATIONS

Areas to be increase satisfaction level with employees:

Contract labours: Appropriate training can be conducted to below 10th qualified employee to

do their job effectively.

Personal protective equipment can be provided to dissatisfied employees.

Class room training programme can be conducted to make EMSawareness with employees.

Adequate food facilities can be offered to employees. Rest hall facility can be enhanced with equipped facility.

TPI Avadi plant T.r and T.No: Employees can be appreciated in order to perform their job well and for

the betterment of work.

Rest hall facility can be enhanced with equipped facility.

IBP PLANT: Class room training programme can be conducted to make EMS

awareness with employees.

Rest hall facility can be enhanced with equipped facility.

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CONCLUSION

The study on employees satisfaction at Tube Products of

India Avadi is cased out with full co-operation of theemployees and management. As far as possible withinthe given limits the study is completed with thesatisfaction of many peoples. The data collected are

analyzed scientifically and the results obtained are free tonearly 80%. It is assured that the company may got highboosted moral in the organization provided some of thesuggestions made in the report in carried out.

Thus it can be said that, A happy worker is a productiveworker. It gives clear evidence that dissatisfied

employees skip work more often and more like to resignand satisfied worker likely to work longer with the

organization.

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