EMPLOYEE SATISFACTION IN SKYFY INNOVATIONS

CHAPTER I

INTRODUCTION

Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. 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 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. (I do not support these.) Employee satisfaction is looked at in areas such as:

Management

Understanding of mission and vision

Empowerment

Teamwork

Communication and

Co-worker interaction.

The facets of employee satisfaction measured vary from company to company. A second method used to measure employee satisfaction is meeting with small groups of employees and asking the same questions verbally. Depending on the culture of the company, either method can contribute knowledge about employee satisfaction to managers and employees.

1.1 DEFINITION

Employee satisfaction is the term used to describe a situation when employees are satisfied and contented with his job and the office environment. Thinking that employee satisfaction is important only for the employee then it is not right. It is equally important for the organization for which the employee is working as well. Working methods of the organization determines the satisfactory level of an employee. It is true that every organization has its own working methods but some freedom should also be given to the employees.

1.2 OBJECTIVES OF STUDY

To find out the current measures taken by the company to satisfy employees.

To understand the satisfaction level of employers in SKYFY INNOVATIONS.

To suggest the additional measures to improve employee satisfaction.

To identify the satisfaction level of SKYFY INNOVATIONS

To evaluate the training and development program conduct by SKYFY INNOVATIONS

1.3 SCOPE OF STUDY

This study focuses the employee satisfaction in SKYFY INNOVATIONS

This study would help us to improve the safety measure taken for the employees by the company. And will help us to know how much the employees are satisfied with their job.

The scope of the project was limited to Coimbatore branch of SKYFY INNOVATIONS.

The findings and recommendations can be applicable to only Coimbatore branch of SKYFY INNOVATIONS only. This cannot be generalized. 1.4LIMITATIONS OF STUDY

The employees were unwilling to give their time for filling up the questionnaire.

The personal opinion collected from the employees could be biased.

The participation of the respondents in providing the information was found difficult, as they were quite busy with the schedule.

Personal Character tics or view of the employee may affect the research results

The study is subjected to sampling errors

INDUSTRY PROFILE

Although web design has a fairly recent history, it can be linked to other areas such as graphic design. However, web design can also be seen from a technological standpoint. It has become a large part of people’s everyday lives. It is hard to imagine the Internet without animated graphics, different styles of typography, background, and music. The start of the web and web design

In 1989, whilst working at CERN Tim Berners-Lee proposed to create a global hypertext project, which later became known as the World Wide Web. During 1991 to 1993 the World Wide Web was born. Text-only pages could be viewed using a simple line-mode browser.

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In 1993 Marc Andreessen and Eric Bina, created the Mosaic browser. At the time there were multiple browsers, however the majority of them were Unix-based and naturally text heavy. There had been no integrated approach to graphic design elements such as images or sounds. The Mosaic browser broke this mould. The W3C was created in October 1994 to

"lead the World Wide Web to its full potential by developing common protocols that promote its evolution and ensure its interoperability. This discouraged any one company from monopolizing a propriety browser and programming language, which could have altered the effect of the World Wide Web as a whole. The W3C continues to set standards, which can today be seen with JavaScript. In 1994 Andreessen formed Communications Corp. that later became known as Netscape Communications, the Netscape 0.9 browser. Netscape created its own HTML tags without regard to the traditional standards process. For example, Netscape 1.1 included tags for changing background colours and formatting text with tables on web pages. Throughout 1996 to 1999 the browser wars began, as Microsoft and Netscape fought for ultimate browser dominance. During this time there were many new technologies in the field, notably Cascading Style Sheets, JavaScript, and Dynamic HTML. On the whole, the browser competition did lead to many positive creations and helped web design evolve at a rapid pace.

Evolution of web design

In 1996, Microsoft released its first competitive browser, which was complete with its own features and tags. It was also the first browser to support style sheets, which at the time was seen as an obscure authoring technique. The HTML markup for tables was originally intended for displaying tabular data. However designers quickly realized the potential of using HTML tables for creating the complex, multi-column layouts that were otherwise not possible. At this time, as design and good aesthetics seemed to take precedence over good mark-up structure and little attention was paid to semantics and web accessibility. HTML sites were limited in their design options, even more so with earlier versions of HTML. To create complex designs, many web designers had to use complicated table structures or even use blank spacer .GIF images to stop empty table cells from collapsing.

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CSS was

introduced in December 1996 by the W3C to support presentation and layout. This allowed HTML code to be semantic rather than both semantic and presentational, and improved web accessibility, see table less web design. In 1996, Flash (originally known as Future Splash) was developed. At the time, the Flash content development tool was relatively simple compared to now, using basic layout and drawing tools, a limited precursor to Action Script, and a timeline, but it enabled web designers to go beyond the point of HTML, animated GIFs and JavaScript. However, because Flash required a plug-in, many web developers avoided using it for fear of limiting their market share due to lack of compatibility. Instead, designers reverted to gif animations (if they didn't forego using motion graphics altogether) and JavaScript for widgets. But the benefits of Flash made it popular enough among specific target markets to eventually work its way to the vast majority of browsers, and powerful enough to be used to develop entire sites. End of the first browser wars

During 1998 Netscape released Netscape Communicator code under an open source license, enabling thousands of developers to participate in improving the software. However, they decided to start from the beginning, which guided the development of the open source browser and soon expanded to a complete application platform. The Web Standards Project was formed and promoted browser compliance with HTML and CSSstandards by creating Acid1, Acid2, and Acid3 tests. 2000 was a big year for Microsoft. Internet Explorer was released for Mac; this was significant as it was the first browser that fully supported HTML 4.01 and CSS 1, raising the bar in terms of standards compliance. It was also the first browser to fully support the PNG image format.

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During this time Netscape was sold

to AOL and this was seen as Netscape’s official loss to Microsoft in the browser wars.

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2001—2012

Since the start of the 21st century the web has become more and more integrated into people’s lives. As this has happened the technology of the web has also moved on. There have also been significant changes in the way people use and access the web, and this has changed how sites are designed.

Since the end of the browsers wars new browsers have been released. Many of these are open source meaning that they tend to have faster development and are more supportive of new standards. The new options are considered by manyto be better than Microsoft's Internet Explorer.

The W3C has released new standards for HTML (HTML5) and CSS (CSS3), as well as new JavaScript API's, each as a new but individual standard.While the term HTML5 is only used to refer to the new version of HTML and some of the JavaScript API's, it has become common to use it to refer to the entire suite of new standards (HTML5, CSS3 and JavaScript).

COMPANY PROFILE

SKYFY INNOVATIONS PRIVATE LIMITED

Skyfy innovations Software Solutions is one of the upcoming Software Developing company in India. Skyfy innovations mainly indulge in Software Development which includes mainly 3 major application heads. They are Windows applications, Web applications, and Biometric applications. These include various well known and commonly used application software's like .net, J2EE, Java, PHP, Dreamweaver, Adobe, Coral Designer, 3D Max, and Flash which helps in making the Software development process more efficient. Skyfy innovations constitute various departments. These departments handle the various functions of the Centre. The various departments are: Programming department, Designing department, Marketing department, Projects department and Training department. Skyfy innovations also deal with handling Customized Projects. These projects consider the opinions from the customers and are designed according to their views. This includes 2 categories. They are: Web and Windows designed projects. What we do?

Skyfy innovations software solutions, established in the year 2007, is one of the leading software development companies in Coimbatore in IT industry. It is an exclusive offshore software development center addressed to meet the I.T needs in India, the Middle East and the Asia Pacific region..

The Software Division specializes in System Level, Network Communication and Internet programming applications especially web applications with extensive usage of multimedia tools for better user interactions and effectiveness of conveying concepts and ideas. As we look ahead to what the fast approaching future will bring to us and demand from us, we look to strengthen the foundations of the organization today. We have attracted additional expert talent to support our core competencies, and focused our marketing strategy. ERP system or Enterprise Resource Planning is a business management system that integrates the entire activities of the business viz. operations planning and administration. Suitable for optimizing internal business processes, including manufacturing, the supply chain, financials, customer relationship management, human resources and warehouse management. An enterprise with no ERP needs to use many types of software that do not allow interaction and cannot be customized. It is for this reason they are not able to optimize the organizational business activities. Integration of data across the enterprise ensures greater visibility in all areas of your business to the strategic decision level. Skyfy innovations Software Solutions specializes in ERP software and develops high quality solutions for medium-sized and large companies. We define ERP as an enterprise re- engineering solution, that uses the latest management methodologies and techniques to integrate IT processes across company divisions and departments in order to help organizations perform better, smarter and productively. we consider the decision to implement an ERP solution must be based on the added value the ERP provides to the business. This is why it is important to make sure that your software will provide an efficient solution throughout the whole organization. We, as experienced professionals, offer industry- specific knowledge and top quality standards. Our project methodology sets us apart from the competition. Time to involve your decision-makers in every phase, ensuring you end up with the product you want.

Modules Covered:

HR

Time Sheet

Payroll

Procurement

Stock

Trading

Logistics

Accommodation

Financial Accounts

Management Consolidated Reports

E-Commerce

Reach customers around the world

Greene Step offers an integrated e-commerce solution that increases operational efficiency and delivers the perfect order. Take your brand to global markets on any device with multiple websites.

Greene Step Ecommerce is completely integrated with the business management modules to run your business - ERP/financials, CRM, order management, and inventory and warehousing capabilities. Because of this direct integration you are able to adapt more quickly to changes in your business, serve your customers better and use your actual enterprise data to drive merchandising and promotions. This allows you to optimize profitability, reduce operational costs, build customer satisfaction and seize opportunities for growth without spending a fortune integrating your ecommerce with your Software. Order Processing, Shipping and Fulfillment: Fully integrated back office operational solution allows all orders to be processed and sent to the appropriate warehouse location or drop-shipped based on business rules. The fulfillment process allows you to pick, pack and ship the orders with high efficiency.

Catalog Management: Greene step Software offers features to ensure you are selling the right products at the right prices. Display branded products and provide various product specifications for customer to view easily.

B2B and B2C Channel: Greene Step Software gives B2B businesses robust capabilities. The system supports payment methods often required for B2B transactions, such as invoice billing, credit limits and multiple shipment addresses, batch-processing and includes features such as quantity-based pricing and drop-ship orders. Promotions and Pricing Rules: Visible Promotions acquire new customers easily and increase conversion and average order value. Greene step Software offers industry-leading ability to target promotions based on any shopper segment or product specifications. All promotions can be controlled by business rules, ensuring quick display. Stable, Fast and Flexible: Your storefront is the face of your company and your brand. Benefit from a very stable and reliable Greene Step Ecommerce system that is quick to deploy and configure.

Multi-Channel Integration: Customers increasingly expect a consistent, relevant experience across any channel they choose, from mobile devices to call centers to your website. With CRM as an integral part of the Ecommerce platform, Greene Step gives you a single view of customer orders, issues, contacts and payment information. Key Benefits:

Easy site navigation for customers

Visual catalogs and multi image facility

Multiple promotions and pricing

Access on any device

Search Engine Optimization

Efficient order management

Easy and secure payments

Site management

Dynamic customer service

Shipping and international trading

THEORITICAL ASPECTS

Employee Satisfaction

Employee Satisfaction can be viewed as the overall attitude or it can apply to the parts of an individual job. Job is an important part of life; Employee Satisfaction influences one’s general life satisfaction.

Definition

Employee Satisfaction like an attitude is generally acquired over a period of time as an employee gains more and more information about the workplace. Nevertheless, Employee Satisfaction is a dynamic, for it can decline even more quickly than it developed. Managers can’t establish the condition leading to high satisfaction now and then neglect it, for employees needs may change suddenly. Managers need to pay attention to employees’ attitudes week after week, month after month, year after year. Reasons for Employee Satisfaction.

The event of an accident at work (such as legal fees, compensating damages, fines, investigation time, lost production, lost goodwill from the work force, from customers and from the wider community.

Legal occupational requirements may be reinforced in civil law and/or criminal law; it is accepted that without the extra “encouragement” of potential regulator action or litigation, many organizations would not act upon their implied moral obligations. According to Robert Hop pock study, the Employee Satisfaction, it has been pointed that occupational status is related to Employee Satisfaction but it is not identical with it, such status does not depends entirely on the job itself and it depends entirely on the job itself and it depends not only the way the employee considered the status of his job but also on how it considered by others. However research evidence indicates that the employees in those jobs are relatively more dissatisfied less social status or prestige. An effective training program can reduce the number of injuries and death property damage, legal limited, list workers compensation claims and missed time to form. A safety training program can also help in a trainer keep the required safety training courses organized and up- to-date safety training programme can also help a trainer keep the required safety training courses organized and up-to-date safety training classes help establish a safety culture in which employees themselves help promote roper safety procedures while on the job. It is important that new employees must by properly trained and educated the importance of workplace safety as it is easy for seasonal workers to negatively influence the new workers. Identifying Employee Satisfaction

Hazards, cracks, outcomes.

The terminology used in generally speaking.

A hazard is something that can cause helm not controlled. The outcome is the harm that results from uncontrolled hazard. A risk is a combination of the probability that a particular outcome will occur and the severity of the harm involved. CHAPTER III

REVIEW OF LITERATURE

Lwehabua and Matovelo (2000)75 identified the library and information service managers as having a centre stage role for leading their subordinates in the process of bringing, an effective management and good work output for their organizations. They stressed the importance of managers and their subordinates working together through managerial roles and sharing a strategy for an effective management process. The study pointed out that self-management, understanding individual’s behaviour assertiveness, delegation, empowerment and good relationship as some aspects that could help to harness an effective management process to improve and strengthen productivity.

Davis–Kendrick, Katrena, D. (2003)76 in their attempt on “The African American Male Librarian: motivational Factors in Choosing a Career in Library and Information Science” viewed that a recent American Library Association (ALA) report has shown that less than one per cent of credentialed librarians are African American males. The study also identified the possible reasons for this dearth; and, in an effort to inform future LIS recruiting and marketing campaigns. The study also attempted to discover which factors lead African American males to choose to pursue a graduate degree in library and information sciences (LIS) and practice LIS as a career. The study also canvassed African

American male librarians' views on gender advantage in LIS, their career goals, perceived triumphs and challenges in 115, and level of job satisfaction. Bernstein, Alan (2009)77 in an attempt on “Academic Librarians and Faculty Status: Mountain, Male hill or Mose” opined that the Academic librarians play an important role in the overall mission of a university. According to him this role is both overt in the day- to-day involvement between librarians and students and faculty in the institution as well as subtle in the librarians' continual awareness of changes in available resources and technologies to aid the campus community. He was of the opinion that though academic librarians are clearly vital members of the university community, their organizational classification in the hierarchy of the institution can be murky, and this murkiness may have effects, both understated and profound, on a librarian's attitude, motivation, and outlook regarding his or her chosen profession. The author also examined the literature pertinent to academic librarian classification vis-a-vis job satisfaction, sense of worth and place, and commitment both to the librarian profession and to the educative mission of the academic institution. Leysen, Joan M; Boydston, Jean M. K (2009)78 in their article entitled “Job Satisfaction among Academic Cataloger Librarians” studied job satisfaction of cataloger librarians at ARL member libraries in the United States. Eighty-eight per cent of the cataloger librarians satisfied with their current job and the majority of them opted the same career choice again. The Job facets such as salary packages, relationships with coworkers, and opportunities to learn new skills, fair treatment, consultation and

involvement in the issues directly related to their work, information made available about current activities in their department, are some of the important factors that gave more and more job satisfaction than other factors. Mallaiah, T.Y. (2009)79 in an empirical study on “Management of Employee Expectations, Performance and Satisfaction in University Library” unfolded major implications for performance management systems and process in university libraries. The study was mainly based on the primary data collected from the professionals working in 15 university libraries (regular and deemed) of Karnataka State with the help of a pre-tested, structured, comprehensive, postal questionnaire. The respondents include professionals and semi-professionals working in various university libraries in Karnataka. The total population considered for the current study was 218 library professionals and semi-professionals distributed across the 15 university libraries and 188 respondents submitted their filled-in questionnaire, which accounts for a response rate of 86.24 per cent. The key issues addressed in this study include: perceived importance and perceived performance of workplace attributes, performance appraisal, issues considered during appraisal, knowledge and competence of employee performance by the appraiser, opinion

on performance appraisal system, suggestions to improve, respondents' views about frequent disturbance at work and overall satisfaction. He viewed that the perceptions of university library professionals in Karnataka in respect of their job, job environment and organization in addition to identifying and analyzing the key individual, work and

organizational characteristics influenced their performance expectations and job satisfaction.

Mckelvy, Dina (2009)80 in his paper “Literature Camp; Medicine Redux: Five Years of Literary Advocacy in the Hospital settings” stated the Literature & Medicine program has been expanding to new states and more diverse territory over the past 10 years. He specially said that the hospital librarians continue involve in the organization and planning of the program. He addressed the variations in how the seminars were administered in larger and smaller hospitals and concluded that despite the diversity of practices and settings, the program's goals of improving empathy, interpersonal relations, cultural awareness, job satisfaction, and communication were being met successfully.

Nicole Eva (2009)81 in his article entitled “Legally satisfied: A survey of law library workers and Job satisfaction” surveyed that law library workers across Canada in an attempt to discover whether they were satisfied with their jobs, and to compare these findings to previous surveys of those working in other types of libraries. Findings indicated that while law library workers are quite satisfied with salary, workload, and opportunities for advancements on the job. Walmiki and Ramakrishnegowda (2009)82 in a survey of University libraries in Karnataka outline the status of ICT infrastructure of selected six University libraries. A structured questionnaire was used to obtain data from the University librarians. The dataCollected include details of hardware infrastructure like availability of servers, PC s,

Laptops, printers, scanners etc. Software facilities for automation of house-keeping operations, digital library activities are included in the survey. Availability of campus LAN and internet facilities to provide access to information sources are detailed in the study. The survey reveals that most of the libraries lack sufficient hardware and software facilities, and internet with required bandwidth. The University libraries have to plan, implement and develop ICT infrastructure to exploit the benefits of digital information environment.

Sampath Kumar and Biradar (2010)83 observed the use of information communication technology (ICT) in 31 college libraries in Karnataka, India by analyzing the ICT infrastructure, status of library automation, barriers to implementation of library automation and librarians' attitudes towards the use of ICT. The survey carried out using questionnaire, observation and informal interview with selected college librarians show that lack of budget, lack of manpower, lack of skilled staff and lack of training are the main constraints for not automating library activities. Even though library professionals have shown a positive attitude towards the use of ICT applications and library automation, majority expressed the need for appropriate training to make use of ICT tools.

Husain A. Alansari (2011)84 in his research paper on “Career choice, satisfaction, and perceptions about their professional image: A study of Kuwaiti librarians” investigated the factors affecting career choice, job satisfaction, and perceptions of the public image of librarians in Kuwait. The study identified factors which career, sources of satisfaction and dissatisfaction. Respondents reported that they were moderately satisfied with their current job. The results show that extrinsic measures, such as recognition of accomplishment, fair performance evaluation, and job security were ranked in the top and are the most important aspects of job satisfaction, whereas intrinsic measures, such as suitable daily working hours and nature of work, fell close to the bottom of the list. The cause of employee job dissatisfaction occurs in the area of benefits, contingent rewards, communication, salaries, working conditions, and promotions. Recommendations are made to improve the job satisfaction and the public image of librarianship in Kuwait. P. Balasubramanian and N. Vasanthakumar (2011)85 in their article on “A Study on Job Satisfaction of Library Professionals with Reference to Colleges Imparting Management Education” examined the issues related to the job satisfaction of the library professionals working in colleges imparting management education in and around Madurai, Tamil Nadu. They attempts to evaluate the job satisfaction of library professionals based on a questionnaire survey method. 65 questionnaires were distributed out of which 58 responses were received. In the 58, 3 were not fully completed; we take the sample size as 55 questionnaires for this analysis. The data analyzed indicates that library professionals are satisfied with their job. The following SubbaRao & VSP Rao (2000)

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has opined that organization and individual should develop and progress simultaneously for their survival and attainment As stated by Doughty (2000), today, within the HR software market there are a myriad of HR systems, payroll, training administration, 360 degree feedback, psychological testing and competency software tools operating in their own software features Evidence suggests that most organisations fail to recognize that nearly all software on the market today is at the foundation level of e-HR. In the views of McMahan, Snell, Gerhard information about human resources, their functioning, external factors relevant to managing human resources. Large organisations generally install e-HR because it enables them to collect, store, process and manipulate large amount of data inputs, reduce costs of maintaining human resource data and provide accurate information about human resources anytime and anywhere.

In the views of Armstrong (2003),

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e-HR provides the information required to

manage HR processes. These may be core employee database and payroll systems but can be extended to include such systems as recruitment, e-learning, performance management and reward. The system may be web-based, enabling access to remote or online and at any time. The information provided by the e-HR process can be communicated across organisations. Kettley and Reiley (2003) states that a computerized human resource information system consists of "a fully integrated, organisation wide-network of HR-related data, information, services, databases, tools and transactions. Technology has only recently developed in a way that enables e-HR to make its mark, especially the introduction of corporate

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