UNIVERSITY OF MUMBAI

ICLES’ MOTILAL JHUNJHUNWALA COLLEGE

OF
ARTS, SCIENCE & COMMERCE,
VASHI, NAVI MUMBAI - 400703
PROJECT REPORT ON
EMPLOYEES SATISFACTION IN RELIANCE INDUSTRIES LTD

SUBMITTED BY
MS. KASIS MUNNA SONI
ROLL NO. 230415040 / TY B.M.S (SEM VI)

IN PARTIAL FULFILLMENT OF THE REQUIRMENTS FOR

THE BACHELOR OF MANAGEMENT STUDIES
ACADEMIC YEAR 2023-24
UNDER THE GUIDANCE OF
PROF. KUMUDINI BHOSALE

1
Ref. No ICLES’MJ-(Sr./Jr.)/2023 -2024 Date:

This is to certify that

M s. KASIS MUNNA SONI of

BMS Semester VI has undertaken & completed the project work titled

“EMPLOYEES SATISFACTION IN RELIANCE INDUSTRIES LTD ” During the

academic year 2023 – 2024 under the guidance of Ms. Prof. KUMUDINI

BHOSALE Submitted on

to this college in the fulfilment of the curriculum of Bachelor of Management

Studies, University of Mumbai.

Coordinator Guide’s Signature External Examiner’s Signature

2
 DECLARATION

I Undersigned KASIS SONI, declare that the work embodied in this project titled

EMPLOYEES SATISFACTION IN RELIANCE INDUSTRIES LTD, forms my

own contribution to the research work carried out under the guidance of PROF

KUMUDINI BHOSALE is a result of my own research work and has not been

previously submitted to any other university for any other degree/diploma to this or any

other university. Wherever references has been made to previous works of others, it has

been clearly indicated as such and included in the bibliography. I, hereby further declare

that all information of this document has been obtained and presented in accordance with

academic rules and ethical conduct.

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 ACKNOWLEDGEMENT

To list who all helped me is difficult because they are so numerous and the depth is so

enormous. I would like to acknowledge the following as being idealistic channels and

fresh dimension in the completion of this project. I take this opportunity to thank the

University of Mumbai for giving me a chance to do this project. I would like to thank

Principal Dr. Poonam Singh & Vice Principal Dr. Namrata Desai for providing the

necessary facilities required for completion of this project. I take this opportunity to thank

our Coordinator Prof. Minu Singh, for her moral support and guidance. Lastly I would

like to thank each and every person who directly or indirectly help me in the completion

of the Project, especially my Parents and Pears who supported me throughout my Project.

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EMPLOYEES SATISFACTION IN RELIANCE INDUSTRIES LTD

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SR NO. DESCRIPTION PAGE NO.

1. CHAPTER-1 8

INTRODUCTON

➢ Abstract summary 9
➢ Objective of the study 10
➢ Scope of the study 11
➢ Limitations of the study 12
➢ Conceptual model 13
➢ Hypothesis 14

EMPLOYEES SATISFACTION

1.1 Meaning 15
1.2 Importance of employee satisfaction 16
1.3 Methods of employees satisfaction 17
1.4 Factors affecting employees satisfaction 19

2. CHAPTER 2 21

LITERATURE REVIEW

2.1 About company 22

2.2 Company history
23
2.3 About competitors
25
2.4 SWOT Analysis
30

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SR NO. DESCRIPTION PAGE NO.

3. CHAPTER-3

RESEARCH DESIGN
3.1 Types of research

3.3 Research method

34-36
3.3 Types of data

• Sample size

• Sample method

3.6 Data collection

4 CHAPTER-4

CLASSIFICATION AND TABULATION OF 37-41

DATA

5 CHAPTER-5

DATA ANALYSIS 42-62

6 CHAPTER-6

FINDINGS, RECOMMENDATIONS AND 63-65

CONCLUTIONS

7
ANNEXURE: QUESTIONNAIRE 67-71

8
BIBLIOGRAPHY 71

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 CHAPTER- 1

INTRODUCTION

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 ABSTRACT SUMMARY

Employee satisfaction refers to the extent to which employees are satisfied, pleased,
and getting what they want and need from their jobs. Numerous studies confirm that
employee satisfaction has a role in employee motivation, goal attainment, and a
positive work environment. Employee satisfaction essentially serves as a measured
for how satisfied employees are with their employment and workplace. A culture that
promotes employee satisfaction should be present in effective organization. Because
happy employees are more likely to produce more, take fewer vacation days, and
remain loyal to the Company, maintaining strong employee morale may be extremely
beneficial for any corporation. The Maintenance or improvement of high employee
satisfaction depends on a variety of factors.
But first, it’s crucial to measure how satisfied the employees are. Therefore, the goal
of this research is to evaluate employee satisfaction at Reliance Industries and how it
affects staff retention. The different approaches that one can raise employee happiness
are also covered in this study. This research also deals the various ways by which one
can improve employee satisfaction.

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 OBJECTIVES OF THE STUDY

The main aim of the study is to study about the Employees Satisfaction in Reliance.

• To study the employee satisfaction in Reliance industries

• To study the work environment in Reliance.
• To study learning and career development in Reliance.
• To study the factors which are leading to employee’s dissatisfaction in Reliance.

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 SCOPE OF THE STUDY

1. The scope of research will help us to measure the level of employee

satisfaction by using various questionnaire, surveys, people’s opinion our
perception and knowledge.
2. The survey was confined to the HR department of Reliance Industries.
3. The study covers the information about
a. To establish direct link between the employee satisfaction and the
productivity in the organization.
b. The sample size is 40.

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 LIMITATIONS OF THE STUDY

➢ While preparing the report the problems faced were:

➢ Many people were not interested.
➢ There was a hurdle in the collection of primary data.
➢ The results and conclusions of the project cannot be generalized in all areas of
an organization.
➢ Time was major constraint.
➢ Proper secondary data was not available.

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CONCEPTUAL MODEL

16
 HYPOTHESIS

H0: Work environment does not favor employee satisfaction.

H1: Work environment favors employee satisfaction.

H0: There is no relationship between career development and employees retention.

H1: Learning and career development has a positive relationship with employees
retention.

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 Employee Satisfaction

Meaning

Employee satisfaction refers to the extent to which employees are satisfied and are
achieving the things they desire and require from their jobs. The most important
aspect of employee satisfaction is that happy employees must perform their duties and
contribute in the ways that the job expects.

The Human Capital sector uses the broader word “employee satisfaction” to refer to
how content or satisfied employees are with factors like their jobs, their working
environments, and the organizations they work for. Many organizations use frequent
surveys to measure employee satisfaction and track satisfaction patterns over time
because it’s one of the main metrics that can assist measure an organization’s overall
performance. A high degree of satisfaction indicates that employees are satisfied with
their company’s treatment towards employees.

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Importance of employees satisfaction

In any organization, big or small, employee satisfaction is of the highest importance.It

is crucial in determining what constitutes organizational success. Every firm creates
ways to improve the working environment and boost employee morale in order to
improve employee productivity and performance, which eventually leads to high
profits, happy customers, and customer retention.

• Increase Employees Performance:

Employee Satisfaction has a great impact upon the performance of an employee.

Performance of the job by an employee also requires that his expectations and
aspirations in terms of rewards, consideration and fulfillment of his needs etc. can be
met.

• Organizational Commitment:

A satisfied employee will find it simple to live both inside and outside the firm.
Employee commitment and organizational commitment appear to be strongly
correlated. Higher commitment may ultimately lead to increased production.

• Increase Employees Morale:

There is a strong relationship between employees satisfaction and employees morale.

Employee morale refers to team members’ view, satisfaction, attitude, and confidence
at work. It reveals the strength of the corporate culture, the caliber of employee
care,and the level of engagement. It conveys the atmosphere at work.

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 • Low Absenteeism:

The phenomena of absence can decrease an organization’s productivity. It’s vital to

keep in mind that while lower employee satisfaction is more likely to lead to greater
absenteeism, higher employee satisfaction won’t definitely mean lower absence.
Absenteeism is attracted by dozens of factors which make it even more difficult to
quantify, qualify.

• Low Turnover:

Turnover refers to the movement of employees out of the organization. Employees

with dissatisfaction are therefore more likely to quit their job.

Methods of employee satisfaction

Job satisfaction among employees is a qualitative factor that cannot be strictly

quantified. It is an abstract and psychiatric idea. The following is a discussion of the
methods that are frequently used to Measure employee satisfaction:

Rating Scales:
The most often used technique for assessing job satisfaction is a rating scale. It
consists of a few sentences that describe how the employees feel about their jobs, the
Company, and other personal aspects. The employee is asked to provide feedback for
each declaration or statement using a scale with various expressions.

Job Descriptive Index:

Five key elements of employee satisfaction are measured by the Job Descriptive
Index: the actual work itself, supervision, remuneration, coworkers, and promotion
chances.

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Minnesota Satisfaction Questionnaire:
Weiss, Dawis, England, and Lofquist created the Minnesota Satisfactio Questionnaire
(MSQ) (1967). The MSQ is intended to measure an employee’s level of satisfaction
with a certain position. The MSQ gives a detailed picture of the particular employee
satisfaction and dissatisfaction.

Critical incidents:
Herzberg and his associates created the critical incidents approach to measuring
employee’s satisfaction while conducting research on the two-factor theory of
Motivation. Employee’s descriptions of incidents were analyzed afterward to identify
which elements were most strongly correlated with both positive and negative
sentiments.

Interviews:
Organization who value their connections with employees and feel that the issue is
too complex to be comprehended through a poll will find that interviewing employees
is the most effective method for measuring employee satisfaction. Employees may not
be completely honest in their answers if they don’t trust the company or the
interviewer.

Survey:
A well-designed employee satisfaction survey is the most reliable way to measure
employee satisfaction. A series of questions or remarks about their job, supervision,
and work environment are rated by employees. The anonymity provided by survey
results at the business unit or workgroup level encourages employees to provide
truthful responses.

Monitoring Performance Target:

A organization must be a constant observer when measuring employee happiness by
tracking performance goals. With this approach, management tracks employee
happiness using common metrics like bonus achievement, participation in
extracurricular activities, and goal-achievement performance.

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FACTORS AFFECTING ON EMPLOYEE SATISFACTION

Employee satisfaction is a multi-variable concept. There are number of factors that

affect employee satisfaction as given below:

• Organizational Development Factor:

This is the most important factor which affects employees’ satisfaction. Additionally,
there are factors like job security that actually influence an employee’s overall level
of happiness by fostering a sense of safety at his or her workplace and ultimately
resulting in the security of his or her employment. This issue also has to do with how
content or dissatisfied the employees are with the attention that the company is giving
them.

• Policies of Compensation and Benefit Factor:

This is the factor that affects employee satisfaction the most. A worker’s expectation
of recompense from their labor is referred to as compensation. This aspect includes
elements like wages and fundamental benefits like retirement plans. It also addresses
crucial elements like the company-provided medical benefits. By receiving just and
equitable benefits, one feels satisfied.

• Relationship with Supervisor Factor:

The interaction with a supervisor is one of the most important aspects of any job
because every employee interacts with their supervisor directly and frequently.
Relationship with supervisor is described as the level of concern and appreciation
leaders have for their team members. A leader who has strong supervisor support is
one who gives their team members a sense of worth, respect, and concern.

• Working Conditions and Environment Factor:

This element affects employees’ satisfaction since it includes a variable that they
utilize and engage with on a daily basis as part of their routine jobs. Given a sense of
safety, comfort, and motivation, employees are strongly driven in ideal working
conditions. On the other hand, unfavorable working conditions make employees
fearful of getting sick. Employee productivity will increase with the level of comfort
in the workplace.

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 • Work Task Factor:

The Work Task Factor has a significant impact on employee satisfaction. Workers are
happy in jobs that require brains, skills, abilities, difficulties, and opportunities for
more freedom. By addressing job stress, motivation, and balance, this element
significantly increases employee satisfaction. A sense of boredom, a lack of variation
in the tasks, difficulties, and failures all contribute to dissatisfaction.

• Promotion and Career Development Factor:

One of the most significant elements that affects employees’ satisfaction is this
component, which has to do with an employee’s career progression inside an
organization. It takes into account elements like the promotion policy and the route
for career progress. It also includes elements like an employee’s work performance
inside the organization and their training and growth. Promotion can be viewed as a
great life achievement. More salary, responsibility, power, independence, and status
are promised and delivered as a result. The level of employee satisfaction is
determined by promotion.

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 CHAPTER- 2

LITERATURE REVIEW

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 ABOUT THE COMPANY

Dhirubhai Ambani founded Reliance Commercial Cooperation in 1966. In 1973, it

changed its name to Reliance Industries. Reliance Industries Limited, which is now a
multinational conglomerate firm, leveraged its comprehensive marketing strategy
over time to establish itself as a household name. It is the 55th largest corporation in
the world and the top-ranked Indian company on Forbes’ Global 2000 List.
The largest global conglomerate business in India is called Reliance Industries
Limited. Mukesh Ambani, the company’s owner, chairman, and managing director, is
in charge of running it. Its headquarters are in Mumbai, Maharashtra.
Its motto, “Growth in life,” is evident in how it has expanded from the textile industry
to a variety of industries, including media, retail, petrochemicals, digital services, oil
and gas, and refining and marketing.

One of India’s largest employers, Reliance Industries Limited, keeps hiring even as it
considers launching new businesses in a variety of industries. Reliance Foundation
invests approximately 1022 crores in Corporate Social Responsibility (CSR)
initiatives to improve lives. It dabbles in a variety of charitable endeavours, including
those related to sports, education, and health.

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 COMPANY’S HISTORY

1958–1980

Dhirubhai Ambani founded Reliance Commercial Corporation in 1958 as a side

business trading goods, mostly spices and polyester yarn.

The partnership expired in 1965, and Dhirubhai carried on the company's polyester
business. In Maharashtra, Reliance Textile Industries Pvt. Ltd. was established in
1966. It changed its name to Reliance Industries Limited on May 8, 1973. The
business entered the textile industry in 1975, and "Vimal" went on to become its
flagship brand. In 1977, the business conducted its initial public offering (IPO). The
business merged in 1979 with a Sidhpur Mills textile enterprise. With financial and
technical assistance from E. I. du Pont de Nemours & Co., the company expanded its
polyester yarn business by establishing a Polyester Filament Yarn Plant in Patalganga,
Raigad, Maharashtra.

1981–2000

Reliance Industries Ltd. replaced Reliance Textiles Industries Ltd. as the company's
name in 1985. The business increased its installed capacity for making polyester yarn
between 1985 and 1992.

In 1991–1992, the Hazira petrochemical facility was put into operation.

In 1993, Reliance Petroleum issued a global depository issue to raise money on

international capital markets. It was rated by international credit rating companies for
the first time in India's private sector in 1996. Through a joint venture with NYNEX,
USA, the company entered the telecom sector in 1995/96 and supported Reliance
Telecom Private Limited in India. Under the name Reliance Gas, RIL introduced
packaged LPG in 15 kg cylinders in 1998/99.

26
The integrated petrochemical complex at Jamnagar, Gujarat, the largest refinery in the
world, was built between 1998 and 2000.

2001 and later reliance Industries Ltd. and Reliance Petroleum Ltd. overtook each
other as the two biggest businesses in India in 2001 based on all significant financial
metrics. Reliance Petroleum and Reliance Industries amalgamated in 2001–2002.
India's largest gas discovery in over three decades was reported by Reliance in 2002.
The second-largest petrochemicals firm in India, Indian Petrochemicals Corporation
Ltd. (IPCL), was acquired by RIL in 2002–2003 from the Indian government. The
Vadodara Plants of IPCL were acquired by RIL and given the new name Vadodara
Manufacturing Division (VMD). When IPCL and RIL combined in 2008, the
manufacturing facilities in Nagothane and Dahej became a part of RIL.

The corporation reorganized its operations in 2005 and 2006 by dividing its
investments in telecommunication services, financial services, and power generation
and distribution into four distinct organizations.

Reliance launched its retail store model in 2006 under the brand name "Reliance
Fresh," breaking into the organized retail industry in India.

Reliance Industries distributed 1:1 bonus shares to its stockholders in November

2009.

With the acquisition of Infotel Broadband Services Limited in 2010, Reliance joined
the broadband services sector.
Reliance and BP formed a collaboration in the oil and gas industry the same year.

In order to build a butyl rubber factory in Jamnagar, Gujarat, RIL formed a joint
venture with the Russian company Sibur in 2017. The project is expected to be
operational by 2018.

For its consumer operations and mobile phone services in the e-commerce industry,
Reliance added Fynd in August 2019.

Reliance Industries Limited (RIL) announced on August 18, 2021, that it had closed
its manufacturing facilities in Nagothane, Maharashtra.

Reliance Industries' market capitalization in December 2022 was Rs. 17,59,017.23

billion.

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 ABOUT COMPETITORS

ONGC and Indian Oil for oil and gas

1. ONGC

The Ministry of Petroleum and Natural Gas, Government of India, is the owner of the
Oil and Natural Gas Corporation (ONGC), a key public sector enterprise in India. Its
main office is in Dehradun. On 14 August, 1956, the Indian government established
ONGC. It is the largest government-owned oil and gas explorer and producer in the
nation and produces over 84% of India’s natural gas and about 70% of its crude oil,
which corresponds to around 57% of the nation’s total consumption.

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2. Indian Oil

The Department of Petroleum and Natural Gas, Government of India, owns Indian Oil
Corporation Limited, a key public sector enterprise in India. Its main office is in New
Delhi. The Exploration of Oil Gas is in charge of overseeing the activities of this
public sector undertaking. In 2022, Indian Oil is listed as the 142nd largest corporation
in the world on Fortune Global 500 list.

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Vi for Telecommunication

1. Vi

Vodafone Idea, also known as Vi or simply V!, is an Indian telecom provider with
offices in Gandhinagar and Mumbai. It is a GSM operator that covers the entire
country of India and offers service on 2G, 3G, 4G, 4G+, VoLTE, and VoWiFi. With
245.62 million subscribers as of October 31, 2022, Vi is the third-largest mobile
telecommunications network in India and the eleventh-largest mobile
telecommunications network worldwide. In order to build a new firm called Vodafone
Idea Limited, Idea Cellular and Vodafone India merged on August 31, 2018.

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Flipkart, DMART for Retail

1. Flipkart

Flipkart Private Limited is an Indian e-commerce business. Before expanding out into
other product categories like consumer electronics, fashion, household staples, food,
and lifestyle goods, the company initially concentrated on online book sales.

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2. DMART

Avenue Supermarts Limited, also known as DMart. Radhakishan Damani started it

when the company’s first store opened in Powai, Mumbai, in 2002. It had 306 outlets
in 14 Indian states as of December 2022.

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 SWOT ANALYSIS

STRENGTH

1. Strong Company with Low Debt: We already knew that Reliance Industries, with
significant funding from top corporations like Google, Facebook, Intel, and so forth,
will emerge stronger in 2020, during the world’s darkest period ever.

2. Strong Brand: The first privately held Indian company to be included on the
Fortune 500 Global is RIL. No matter what industry it operates in, Reliance Industries
is a fundamentally stronger firm.

3. Significant Market Share: Reliance Industries dominates the market across all
industry sectors.

4. Advantage in manufacturing: Reliance Industries possesses the largest refinery in

the world, located in Jamnagar and spanning more than 10,000 acres of land.

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WEAKNESSES

1. Legal actions: Since Reliance Industries owns an oil firm that numerous social
activists are suing for environmental harm; it is more open to legal action.

2. Politically Exposed: Reliance Industries came under attack from activists as

farmers throughout the nation went on a strike to demand a new farm bill for 2020.

3. Production is decreasing: as a result of several natural and operational problems

at Tapti Fields and KG-D6, two of Reliance Industries’ important assets that produce
the majority of the company’s gas.

4. Market-Penetration: Reliance Industries’ current strategy of concentrating

primarily on the Indian market needs to be adjusted if Jio decides to expand globally.

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OPPORTUNITIES

1. Acquisition: Startups or businesses that are related to Reliance Industries’ products

may be purchased. To extend its position in the retail industry, Reliance Industries, for
instance, recently acquired Just dial and integrated it with JioMart.

2. Partnerships: In order to broaden RIL’s exposure to worldwide markets, it should

collaborate with international technology and energy firms.

3.. RIL can easily create the chemicals needed for batteries because they are already
in the petrochemical industry.

4. Enhancing Jio: RIL should concentrate on bug fixes and enhancements to prevent
widespread bugs that are reported.

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THREATS

1. Government regulations: As laws and policies become more stringent, this poses
a serious danger to businesses' ability to expand.

2. Competition: In the telecom industry, Airtel now offers a serious threat to Reliance
Jio, while Adani Group's entry into the petrochemicals industry could have an impact
on Reliance Industries.

3. Climate: At this point, climate change is regarded as one of the worst tragedies that
humanity has ever experienced.

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 CHAPTER- 3

RESEARCH DESIGN

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3.1 Type of research:

Descriptive research
Descriptive research can be defined as a description of the current condition of
Affairs, with the researcher having no control over the variables. Furthermore,
“descriptive studies can simply be defined as attempts to determine, describe, or
Identify what is, whereas analytical research tries to establish why it is that way or
How it can be.”

3.2Research method:
Survey and Questionnaire

3.3 Type of data:

The sources of data include both primary and secondary data

• PRIMARY DATA: Primary data is gathered with a definite goal in mind,

Namely, to solve the research problem. The information is acquired by
Delivering a questionnaire to the company’s personnel.

• SECONDARY DATA: Books, Journal & Internet.

3.4 Sample size

The sample size taken for the study is 40.

3.5 Sample method

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Convenience sampling (also known as grab sampling, accidental sampling, or
Opportunity sampling) is a type of non-probability sampling that involves the Sample
being drawn from that part of the population that is close to hand. This is The method
used in this research.

3.6 Data collection and analysis

Rating techniques graphs, pie charts and other data analysis tools are employed. The
individual respondent is given the questionnaire and particular effort has been made to
make him or her feel at ease so that he or she can answer all of the questions. This
strategy is used to obtain objective results.

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 CHAPTER-4

CLASSIFICATION AND
TABULATION OF DATA

40
Q.1 Age

Options Percentage
20-30 55.10%
30-40 34.70%
Above 40 10.20%

Q.2 Gender

Options Percentage
Male 43%
Female 55%
Prefer not to say 2%

Q.3 Qualification

Options Percentage
HSC 6.2%
Undergraduate 20.4%
Postgraduate 61.2%
Other 12.2%

Q.4 What are your working hours?

Options Percentage
4-5 hours 20.4%
5-8 hours 38.8%
8-9 hours 38.8%
Other 2%

Q.5 Are you satisfied with the job requirements in your current role?

Options Percentage
Yes 73.5%
No 8.2%
Sometimes 18.4%

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Q.6 Do you get opportunity to develop your skills?

Options Percentage
Yes 69.4%
No 10.2%
Sometimes 18.4%
Never 2%

Q.7 Are you happy with your working environment?

Options Percentage
Yes 69.4%
No 8.2%
Sometimes 22.4%

Q.8 How long have you been working in reliance?

Options Percentage
1-6 months 30.6%
1-3 years 42.9%
4-5 years 26.5%

Q.9 Do you feel connected with your work peers or manager?

Options Percentage
Yes 91.7%
No 8.3%

Q.10 Are you pleased with your performance?

Options Percentage
Yes 65.3%
No 6.2%
Sometimes 28.6%

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Q.11 Are you able to achieve a work-life balance in your current role?

Options Percentage
Yes 65%
No 10%
Sometimes 23%
Never 2%

Q.12 Do you feel interested and excited about your job?

Options Percentage
Yes 87.8%
No 12.2%

Q.13 Are you happy with your specific job role and job requirements?

Options Percentage
Yes 67.3%
No 10.2%
Sometimes 22.4%
Never 1%

Q.14 Do you feel like you have an impact on the organization?

Options Percentage
Yes 63.3%
No 6.3%
Sometimes 30.6%

Q.15 Do you get new creative ideas often at work?

Options Percentage
Yes 61.2%
No 2.1%
Sometimes 36.7%

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Q.16 Do your employee benefits meet your expectations?

Options Percentage
Yes 89.8%
No 10.2%

Q.17 Are you happy with the amount of recognition you receive?

Options Percentage
Yes 61.2%
No 12.2%
Sometimes 26.5%
Never 1%

Q.18 Are you inspired to be your best self at work?

Options Percentage
Yes 73.5%
No 8.2%
Sometimes 18.4%

Q.19 Does your company offer adequate opportunities for promotions and career
development?

Options Percentage
Yes 83.7%
No 16.3%

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 CHAPTER- 5

DATA ANALYSIS

45
Q.1 Age

60.00%

50.00%

40.00%

30.00%
55.10%
20.00%
34.70%
10.00%
10.20%
0.00%
20-30 30-40 Above 40
20-30 30-40 Above 40

INTERPRETATION:

From the above data

• 55.10% employees are between the age 20-30.
• 34.70% employees are between the age 30-40.
• 10.20% employees are above 40.

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Q.2 Gender

2%

43%

55%

Male Female Prefer not to say

INTERPRETATION

From the above data

• 43% of employees are male.

• 55% of employees are female.
• 2% of employees do not prefer to tell their gender.

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Q.3 Qualification

70

60

50

40

30 61.2

20

10 20.4
12.2
6.2
0 0 0 0 0 0
HSC Undergraduate Postgraduate Others

INTERPRETATION

From the above data

• 6.2% employees are HSC done.
• 20.4% employees are undergraduate.
• 61.2% employees are postgraduate.
• 12.2% employees are others.

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Q.4 Designation

INTERPREATATION

From the above data

• Job position of the employees.

49
Q.5 What are your working hours?

45
40 38.8 38.8
35
30
25
20 20.4
15
10
5
2
0
4-5 hours 5-8 hours 8-9 hours Other

INTERPRETATION

From the above data

• 20.4% employees are working for 4-5 hours.
• 38.8% employees are working for 5-8 hours.
• 38.8% employees are working for 8-9 hours.
• 2% employees are others.

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Q.6 Are you satisfied with your job requirements in your current role?

SOMETIMES 18.4
Yes
No
NO 8.2 Sometimes

YES 73.5

0 20 40 60 80

INTERPRETATION

From the above data

• 73.5% of employees are satisfied with their job requirements in their current
role.
• 8.2% of employees are not satisfied with their job requirements in their current
role.
• 18.4% of employees are sometimes satisfied with their job requirements in
their current role.

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Q.7 Do you get opportunity to develop your skills?

NEVER 2

SOMETIMES 18.4

NO 10.2

YES 69.4

INTERPRETATION

From the above data

• 69.4% of employees get the opportunity to develop their skills.
• 10.2% of employees do not get the opportunity to develop their skills.
• 18.4% of employees sometimes get the opportunity to develop their skills.
• 2% of employees never get the opportunity to develop their skills.

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Q.8 Are you happy with your working environment?

100
69.4

50

0 8.2
22.4
Yes
No 1.2

Sometimes

INTERPRETATION

From the above data

• 69.4% of employees are happy with their working environment.
• 8.2% of employees are not happy with their working environment.
• 22.4% of employees are sometimes happy with their working environment.

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Q.9 How long you have been working in reliance?

50
45
42.9
40
35
30 30.6
25 26.5

20
15
10
5
0
1-6 months 1-3 years 4-5 years

INTERPRETATION

From the above data

• 30.6% of employees are working in reliance from 1-6 months.
• 42.9% of employees are working in reliance from 1-3 years.
• 26.5 of employees are working in reliance from 4-5 years.

54
Q.10 Do you feel connected with your peers or manager?

91.7
100

80

60

40

20 8.3

0
Yes No

INTERPRETATION

From the above data

• 91.7% of employees feel connected with their peers and managers.
• 8.3% of employees do not feel connected with their peers or managers.

55
Q.11 Are you pleased with your performance?

70
60
50
40 65.3
30
0
20 0
0 0
10 0 0
28.6 0
0 6.1 0
Yes
No 0
Sometimes

INTERPRETATION

From the above data

• 65.3% of employees are pleased with their performance.
• 6.2% of employees are not pleased with their performance.
• 28.6 of employees are sometimes pleased with their performance.

56
Q.12 Are you able to achieve a work-life balance with your current role?

2%
23%

10%
65%

Yes No Sometimes Never

INTERPRETATION

From the above data

• 65% of employees are able to achieve a work-life balance in their current role.
• 10% of employees are not able to achieve a work-life balance in their current
role.
• 23% of employees are sometimes able to achieve a work-life balance in their
current role.
• 2% of employees are never able to achieve a work-life balance in their current
role.

57
Q.13 Do you feel interested and excited about your job?

100
90 Yes, 87.8
80
70
60
50
40
30
20
10 No, 12.2

0
Yes No

INTERPRETATION

From the above data

• 87.8% of employees feel interested and excited about their job.
• 12.2% of employees do not feel interested and excited about their job.

58
Q.14 Are you happy with your specific job role and job requirements?

67.3 10.2 22.4 1

YES NO SOMETIMES NEVER

INTERPRETATION

From the above data

• 67.3% of employees are happy with their specific job role and job
requirements.
• 10.2% of employees are not happy with their specific job role and
requirements.
• 22.4% of employees are sometimes happy with their specific job role and
requirements.
• 1% of employees are never happy with their specific job role and job
requirements.

59
Q.15 Do you feel like you have an impact on the organization?

SOMETIMES 30.6

NO 6.3

YES 63.3

INTERPRETATION

From the above data

• 63.3 of employees feel they have an impact on the organization.
• 6.3 of employees feel they do not have an impact on the organization.
• 30.6 of employees feel they sometimes have an impact on the organization.

60
Q.16 Do you get new creative ideas often at work?

INTERPRETATION

From the above data

• 61.2% of employees often get new creative ideas at work.
• 2.1% of employees do not get new creative ideas often at work.
• 36.7% of employees sometimes get new creative ideas often at work.

61
Q.17 Do your employee benefits meet your expectations?

100
90 89.8
80
70
60
50
40
30
20
10 10.2
0
Yes No

INTERPRETATION

From the above data

• 89.8% of employees feel that their employee benefits meet their expectations.
• 10.2 of employees feel that their employee benefits do not meet their
expectations.

62
Q.18 Are you happy with the amount of recognition you receive?

Never
1

Sometimes
26.5

No
12.2

Yes
61.2
0
20
40
60
80

INTERPRETATION

From the above data

• 61.2% of employees are happy with the amount of recognition they receive.
• 12.2% of employees are not happy with the amount of recognition they
receive.
• 26.5% of employees are sometimes happy with the amount of recognition they
receive.
• 1% of employees are never happy with the amount of recognition they receive.

63
Q.19 Are you inspired to be your best self at work?

100% 0 0 0

90%
80%
70%
60%
50%73.5 8.2 18.4
40%
30%
20%
10%
0% 0 0
Yes No Sometimes

INTERPRETATION

From the above data

• 73.5% of employees are inspired to be their best self at work.
• 8.2% of employees are not inspired to be their best self at work.
• 18.4% of employees are sometimes inspired to be their best self at work.

64
Q.20 Does your company offer adequate opportunities for promotions and career
development?

90
0
80
70
60
50
83.7
40
30
20
0
10 16.3
0 0 0
Yes No

INTERPRETATION

From the above data

• 83.7% of employees feel that their company offer adequate

opportunities for promotions and career development.
• 16.3% of employees feel that their company does not offer adequate
opportunities for promotions and career development.

65
 CHAPTER -6

FINDINGS,
RECOMMENDATIONS AND
SUGGESTIONS

66
FINDINGS

➢ 55.10% of employees are between the age of 20-30.

➢ 55% of employees are female.
➢ 20.4% employees are undergraduate and 61.2% have completed post-
graduation.
➢ 38.8% employees are full-time workers and 20.4% employees are part-time
workers.
➢ 73.5% employees are satisfied with their job requirements in their current role.
➢ 69.4% employees get the opportunity to develop their skills.
➢ 69.4% employees are happy with their working environment.
➢ Majority of employees have been working with the organization for 1-3 years
which shows high employee turnover.
➢ Majority of employees feel connected with their peers and managers and have
a good relation with them.
➢ 65.3% employees are pleased with their performance.
➢ 65% employees are able to achieve a work-life balance in their current role.
➢ 87.8% employees feel interested and excited about their job.
➢ 67.3% employees are happy with their specific job role and job requirements.
➢ 63.3% employees feel they have an impact on the organization.
➢ 61.2% employees often get new creative ideas at work.
➢ 10.2% employees feel that their employee benefits do not meet their
expectations and 89.8% employees feel that their employee benefits meet their
expectations.
➢ 12.2% employees are not happy with the amount of recognition they receive
and 61.2% employees are happy with the amount of recognition they receive.
➢ 73.5% employees are inspired to be their best self at work.
➢ 16.3% employees feel that their company does not offer adequate
opportunities for promotions and career development and 83.7% employees
are happy with the opportunities that the company offers to them for
promotions and career development.

67
 RECOMMENDATIONS AND
SUGGESTIONS

➢ To improve working conditions under which the employees work.

➢ Be the organization that employees are expecting it to minimize
employee turnover.
➢ To not put too much pressure on employees and also help the
employees to balance their work-life
➢ Providing proper benefits, compensation, rewards and grievance to
employees to motivate them to do better.
➢ Creating good environment and making work culture less toxic in the
organization.
➢ Ensuring proper growth and development of the employees, which is
very important to focus on.
➢ To provide employees with holidays and break they deserve.
➢ To inspire them to do better by praising them more often when they do
a good job.

68
 CHAPTER- 7

ANNEXUER: QUESIONNAIRE

1. How satisfied are you with your

overall job at Reliance Industries?
- Very satisfied
- Satisfied
- Neutral
- Dissatisfied
- Very dissatisfied

2. How would you rate the work culture

at Reliance Industries?
- Excellent
69
 - Good
- Fair
- Poor

3. Do you feel valued and appreciated for

your work at Reliance Industries?
- Yes
- No

4. Are you satisfied with the

opportunities for career growth and
advancement at Reliance Industries?
- Very satisfied
- Satisfied
- Neutral
- Dissatisfied
- Very dissatisfied

5. How satisfied are you with the

compensation and benefits package
provided by Reliance Industries?
70
 - Very satisfied
- Satisfied
- Neutral
- Dissatisfied
- Very dissatisfied

6. How would you rate the

communication between management
and employees at Reliance Industries?
- Excellent
- Good
- Fair
- Poor

7. Are you satisfied with the training and

development opportunities provided by
Reliance Industries?
- Very satisfied
- Satisfied
- Neutral
- Dissatisfied
71
 - Very dissatisfied

8. Do you feel that your workload is

manageable at Reliance Industries?
- Yes, it's manageable
- No, it's overwhelming

9. How satisfied are you with the work-

life balance at Reliance Industries?
- Very satisfied
- Satisfied
- Neutral
- Dissatisfied
- Very dissatisfied

10. Do you feel that Reliance Industries

promotes diversity and inclusion?
- Yes
- No

72
 ANNEXURE: QUESTIONNAIRE
RELIANCE

AGE
20-30
30-40
Above 40

Gender
Male
Female
Prefer not to say

Qualification
SSC
HSC
Undergraduate
Postgraduate
Other

Designation

BIBLIOGRAPHY

Websites referred;

➢ http://www.ril.com
➢ http://www.ongcindia.com
➢ http://iocl.com
➢ http://www.flipkart.com
➢ http://www.myvi.in
73
 ➢ http://www.dmart.com

74