Hr Practicies and Job Satisfation of Employees of Surat Diamond Industry
INDEX
CHAPTER NO. | PARTICULAR | PAGE NO. | 1. | INTRODUCTION | 3 | 2. | REVIEW OF LITERATURE | 4 | 3. | THEORETICAL FOUNDATION | 5 | 4. | RESEARCH METHODOLOGY | 6-10 | | * RESEARCH PROBLEM STATEMENT | 6 | | * RESEARCH OBJECTIVE | 6 | | * OPERATIONAL DEFINITIONS OF THE VARIABLES | 6 | | * VARIABLE UNDER STUDY | 7 | | * TYPE OF RESEARCH | 8 | | * DATA COLLECTION PLAN | 8 | | * SAMPLING PLAN | 8 | | * INSTRUMENT DESIGN | 8 | | * DATA ANALYSIS PLAN | 9 | | * BENEFITS AND SCOPE OF RESEARCH | 9 | | * LIMITATIONS | 10 | | * FIELD WORK MANAGEMENT | 10 | 5. | DATA ANALYSIS | 11-17 | 6. | CONCLUSION | 18 | 7. | SUGGESTION | 18 | 8. | BIBLIOGRAPHY | 19 | 9. | ANNEXURE | 20 | | - QUESTIONNAIRE | 20 | | - DATA ENTRY TABLE IN SPSS | 22 |
CHAPTER 1 : INTRODUCTION HR PRACTICES HR practices can be defined as any practice that deals with enhancing competencies, commitment and culture building. The practice can take the form of a system, a process, an activity, a norm, a rule, an accepted or expected habit, or just a way of doing things. Good HR practices do indeed make a difference in terms of business effectiveness. Good HR practices are those that contribute to one or more of the three C’s: Competencies, commitment and culture.
JOB SATISFACTION
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.
SURAT DIAMOND INDUSTRY
In Surat, the second largest city of Gujarat and one of its
CHAPTER NO. | PARTICULAR | PAGE NO. | 1. | INTRODUCTION | 3 | 2. | REVIEW OF LITERATURE | 4 | 3. | THEORETICAL FOUNDATION | 5 | 4. | RESEARCH METHODOLOGY | 6-10 | | * RESEARCH PROBLEM STATEMENT | 6 | | * RESEARCH OBJECTIVE | 6 | | * OPERATIONAL DEFINITIONS OF THE VARIABLES | 6 | | * VARIABLE UNDER STUDY | 7 | | * TYPE OF RESEARCH | 8 | | * DATA COLLECTION PLAN | 8 | | * SAMPLING PLAN | 8 | | * INSTRUMENT DESIGN | 8 | | * DATA ANALYSIS PLAN | 9 | | * BENEFITS AND SCOPE OF RESEARCH | 9 | | * LIMITATIONS | 10 | | * FIELD WORK MANAGEMENT | 10 | 5. | DATA ANALYSIS | 11-17 | 6. | CONCLUSION | 18 | 7. | SUGGESTION | 18 | 8. | BIBLIOGRAPHY | 19 | 9. | ANNEXURE | 20 | | - QUESTIONNAIRE | 20 | | - DATA ENTRY TABLE IN SPSS | 22 |
CHAPTER 1 : INTRODUCTION HR PRACTICES HR practices can be defined as any practice that deals with enhancing competencies, commitment and culture building. The practice can take the form of a system, a process, an activity, a norm, a rule, an accepted or expected habit, or just a way of doing things. Good HR practices do indeed make a difference in terms of business effectiveness. Good HR practices are those that contribute to one or more of the three C’s: Competencies, commitment and culture.
JOB SATISFACTION
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.
SURAT DIAMOND INDUSTRY
In Surat, the second largest city of Gujarat and one of its