A+study+on+employee+satisfation

A STUDY ON EMPLOYEE SATISFATION
IN
LEPRA Society, HYDERBAD
A Project report is submitted to Andhra university in partial fulfillment
For the award of the degree of
MASTER OF HUMAN RESOURCE MANAGEMENT
BY
CHITTIBOYINA BANGARI
Under the guidance of
Mr. Vijay S. Kumar, M.H.R.M, M.Phil, UGC –NET.
Assistant Professor
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
COLLECGE OF MANGEMENT STUDIES
GITAM
(Affiliated to Andhra University)
VISAKHAPATANAM-530045
2007-2009

CERTIFICATE
This is to certify that dissertation report entitled “A Study on Employees Satisfaction”
with reference to Employees in LEPRA Society, Hyderabad is a bonafied work done by
Ch. Bangari under my guidance and supervision.
Visakhapatnam . S. Vijay . Kumar
Assistant Professor
CMS GITAM

DECLEARATION
I hereby declare that this project report title “EMPLOYEE SATISFACTION” in
LEPRA Socitey, Hyderabad is prepared and submitted by me to the department of Human
resource management, COLLEGE OF MANAGEMENT STUDIES GITAM,
VISAKHAPATNAM.
This is bonafide work undertaken by Bangari Chittiboyina and have neither copied nor
submitted to any university nor institution for the award of any degree.
Place; Visakhapatanam CHITTIBOYINABANGARI
Date:

ACKNOWLEDGEMENT
In this endeavor, I would like to express my deep sense of gratitude to all those who
helped me in carrying out this study and resenting this report successfully.
I feel immense pleasure and pride of being part of CMS, GITAM that has nurtured me
to the present state and I feel a deep sense of gratitude towards it. I would also wish to
thank Prof. Siva Ramakrishna , Principal of CMS who has provided me the
opportunity to do project and for the successful completion of my project.
I am very much indebted to the great personality,Prof.G. Raghavaiah. Head of HR
department whose cooperation has resulted in bringing out this work.
I express my heartfelt thanks to S.Vijay Kumar Assistant Professor Project guide for
having encouraged me to under gone this project and his excellent guidance given to me
in completing project successfully.
I am very earnestly acknowledge my deep sense of gratitude , thankfulness to Mr. T
Hari Prasad , H R Executive who has a constant source of help and guidance to me in
caring out this study and presenting this report successfully. I also wish to thank all
other management staff of LEPRA Society who helped me in completion of my project.
BANGARI
CHITTIBOYINA

TABLE OF CONTENTS
S.No Content Page No
1 Chapter -I 11-23
2 Conceptual frame work of Employee satisfaction
3 Chapter -II 25-28
4 Methodology
5 1.Title of the project 25
6 2.Significance of the study 25
7 3.Objective of the study 25
8 4.Scope of the study 26
9 5.Data collection 26
10 6.Statisstical tools & Data interpretation 27
11 7.Presentations of the study 27
12 8.Limitation of the study 27
13 chapter- III 28-48
14 Society Profile
15 chapter -IV 49-66
16 Data analysis
17 chapter -V 67-70
18 Summery 69
19 Findings & conclusions 70
20 Bibliography 71
21 Annexure
22 Questionnaire 73

List of tables & charts
S,No Table & Chart No. Name of the Table & Chart Page No.
1 1.1 Total employee satisfaction 51
2 1.2 Office staff 52
3 1.3 project staff 53
4 2.1 Job dimension 54
5 2.2 Salary &benefits dimension 55
6 2.3 Career &development dimension 56
7 2.4 Supervision dimension 57
8 2.5 Working conditions dimension 58
9 2.6 Team work dimension 59
10 3.1 Finance category 60
11 3.2 Admin &support staff 61
12 3.3 Program management 62
13 3.4 Program executive 63
14 3.5 IT &Admin 64
15 4.1 All level comparison chart 66

PREFACE
Employees are the greatest assets for any company’s success in the long run. Their
satisfaction, dedication, commitment and more over their motivation levels towards the
company are largely depended on their perception about their management supervision,
working conditions, work group, work, salary & benefits and career development.
It is important for any society or company to Employee satisfaction levels to secure the
employee’s level of commitment towards organization, and today numbers of companies
are showing their interest in understanding the Employee’s satisfaction, more developing
favorable.
The present project aimed at understanding the Employee satisfaction in LEPRA Society,
Hyderabad. The whole report is organized into five chapters. The chapter wise
presentation of information is as follows.
The first chapter gives theoretical framework of the Employee satisfaction. It focuses in
introduction, meaning and components of the employee satisfaction.
The second chapter explains the methodology adapted to the study, objective of the study,
sources of the data, etc.
The Third chapter gives an overview of the LEPRA society that is profile of the
Establishment projects, etc.
The fourth chapter attempts to analyze the employee satisfaction in the LEPRA Society.
Basing in the response received through questioner.
The last chapter contains the final conclusion and findings of the study.

CHAPTER-I
Conceptual frame work of Employee satisfaction

Employee Satisfaction
The father of scientific management, F.W Taylor (1911) approach to job satisfaction was based
on most essentially pessimistic philosophy that man is motivated by money alone. Over the years
we have moved away from Taylor‟s society solely monetary approach to amore humanistic
orientation.
Method of application:
Administer a questionnaire to all the employees, whose responses are anonymous, and measure
employee satisfaction once a year.
Employee satisfaction, it can be statically proved, is directly correlated to customer satisfaction,
we have to know how satisfied our employees really are working for us. Then we can take it for
granted that many of our employees and our customers are not perfectly happy either.
Every Hewlett Packard (HP) company across the world goes through an ESS at least once in 18
months while MX Conducts one every year. Actuarially the frequency is important since such an
exercise enjoys credibility only if the areas of weakness thrown up by previous surveys have
been acted upon.
Before quoting popular definitions on Employee-Satisfaction, it is useful to highlight its
important aspects.
There are three important aspects. There are three important dimensions to employee
satisfaction.
1. Employee Satisfaction refers to one‟s feeling towards one‟s job. It can only be inferred but
not seen
2. Employee Satisfaction is often determined by how well outcomes meet or exceed
expectations Satisfaction in one‟s job means increased commitment in the fulfillment of formal
requirements. There is greater willingness to invest personal energy and time in job performance.
3. The terms of employee-satisfaction and attitudes are typically used interchangeably. Both
refer to effective orientations on the part of individuals towards their work roles, which they are
presently occupying.
Positive attitudes towards the job are conceptually equivalent to employee satisfaction and
negative attitudes towards the job indicate employee dissatisfaction.
Though the terms employee satisfaction and attitudes are used interchangeably, there are
differences between the two. Attitudes,
As was motioned earlier, refers to predisposition to respond factors. Attitudes reflect one‟s
feeling towards individuals, organizations and objects. But satisfaction is, therefore, a specific
subset of attitudes.

Attitudes endure generally, but employee satisfaction is dynamic, it can decline even more
quickly that it developed. Managers, therefore, cannot establish the conditions leading to high
satisfaction now and then neglect it, for employee needs may change suddenly. Managers need to
pay attention to employee satisfaction constantly.
Definition of Employee Satisfaction:
The term of employee satisfaction was brought to limelight by Hop pock (1935). He reviewed 32
studies on employee Conducted prior to1933 and observed that employee satisfaction is
combination circumstances that cause a person to say “I am satisfied with my job “.
Perhaps one way to define employee satisfaction may be say that it is the end state of feeling
emphasis the fact the after a task is accomplishment or activity has taken place whether it is
highly individualistic effort of writing a book or collecting Endeavour of constructing of dam.
We quote a few definitions of employee satisfaction.
Employee satisfaction is defined as “a pleasurable or positive emotional state resulting from the
appraisal of one‟s job or job experience.
Employee satisfaction is a set of favorable or unfavorable feelings with which employees view
their work.
Employee satisfaction will be defined as the amount of overall positive affect (or feelings) that
individuals have towards their job.
Sources of Employee satisfaction:
1. Job
2. Salary & benefits
3. Career development
4. Supervision
5. Working conditions
6. Team work

Sources of Employee Satisfaction
Several job elements contribute to Employee Satisfaction. The most important amongst them are
wage structure, nature of work, promotion changes, quality of supervision, work group, and
working conditions.
SALARY:
Salary plays a significant role in influencing Employee Satisfaction. This is because of two
reasons. First, money is an important instrument in fulfilling one‟s needs; And two, employees
often have seen pay as a reflection of management‟s concern for them.
NATURE OF WORK:
Most employees crave intellectual challenges on jobs. They tend to prefer being given
opportunities to use their skills and abilities and being offered a variety of tasks, freedom, and
feedback on how well they are doing. These characteristics make jobs mentally challenging.
Job that has too little challenge creates boredom. But too much challenge creates frustration and
a feeling of failure. Under conditions of moderate challenge, experience pleasure and
satisfaction.
Supervision
Career
develop
Job
Working
conditions
Team work
Salary &
benefits
Employee
Satisfaction

PROMOTIONS:
Promotional opportunities affect employee satisfaction considerably. The desire for promotion is
generally strong among employees as it involves change in job content, pays, responsibility,
independence, status and the like. It is no surprise that the employee takes promotion as the
ultimate achievements in his career and when it is realized, he feels extremely satisfied.
SUPERVISION:
There is a positive relationship between the quality of supervision and Employee Satisfaction.
Supervisors who establish a supportive personal relationship with subordinates and take a
personal interest in them contribute to their Employee Satisfaction.
WORK GROUP:
The work group does serve as a source of satisfaction to individual employees. It does so,
primarily by providing group members, with opportunities for interaction, with each other. It is
well known that, for many employees work fills the need for social interaction.
WORKING CONDITIONS:
Working conditions that are compatible with an employee‟s physical comfort and that facilitate
doing a good job contribute to Employee Satisfaction. Temperature, humidity, ventilation,
lighting and noise, hours of work, cleanliness of the work place, and adequate tools and
equipment are the features which affect Employee Satisfaction.
Theories of Employee Satisfaction:
1. Fulfillment Theory:
It is the satisfaction in terms of rewards a person receives or the extent to which his needs are
satisfied. The job satisfaction, as observed by willing, is not only a function of that what a
person receive but also when he feels he should receives as there will be considerable difference
in the actual and expectations of persons. Thus Employee Satisfaction cannot be regarded as
merely a function of how much a person receives form his job.
Another important factor/variable that should be included to predict Employee Satisfaction
accurately is the strength of the individual desire of his level of aspiration in aspiration in a
particular area. This led to the development of the discrepancy theory of employee satisfaction.
2. Discrepancy Theory:
In this theory it discuss that the satisfaction is the function of what a person actually receives
from his job situation and what he thinks he should receive or what he expects to receives.
When the actual satisfaction derived is less than expected satisfaction, it results in dissatisfaction.

The Employee Satisfaction and dissatisfaction are functions of the perceived relationship
between what one wants from one‟s job and what one perceives it is offering, this led to the
development of equity theory of Employee Satisfaction.
3. Equity Theory:
It focuses that the person‟s satisfaction is determined by his perceived equity which in turn is
determined by his input-output balance compared to his comparison of others input-output
balance. Input-output balanced is the perceived ratio of what a person receives form his job
relative to what he contributes to the job.
The under and over rewards leads to dissatisfaction, while the under reward causes feeling of
unfair treatment, over reward lead to feeling of guilt and discomfit.
4. Two Factor Theory:
Factors such as achievement, recognitions, responsibility etc satisfies, the presence of which
causes satisfaction but their absence does not result in dissatisfaction. Factors such as salary,
supervision, working condition etc are dissatisfy, the absence, which causes dissatisfaction.
Their presence however, does not result in job satisfaction.
Benefits of employee satisfaction:
1. One of the employee satisfaction surveys is that they give management an indication of
general levels of satisfaction in a company. Surveys also indicate specific areas of satisfaction or
dissatisfaction and particular group of employees. In other words, a survey tells how employees
feel about their jobs, what parts of their jobs these feelings are focused on, with department are
particularly affected, and whose feelings are involved(for example, supervision, employees or
staff specialists).The survey is powerful diagnostic instrument for assessing employee problems.
2. Improved communication is another benefit of the surveys. Communication flows in all
directions as people plan the survey, talk, and discuss its results. Particularly benifitial to the
company is, the upward communication when employees to encouraged to comment about what
they really have in their minds.
3.The employee satisfaction survey can help discover the causes of indirect productivity
problems, such as absenteeism, turnover and poor quality of work.
If an organization is distributed by a high rate of absenteeism, turnover it might appropriately
turn to employee satisfaction survey to diagnose the cause. The causes could be low pay, lack of
promotional opportunities, unchallenging jobs, unjust treatment etc.
Employee satisfaction survey helps management both to get a better handle on why employees
are lagging and to plan better solutions to problems.

4.An unexpected benefit from an employee-satisfaction survey is improved attitudes. For
example an employee, the survey is a safety valve, an emotional release, a chance to get things
off their chest.
For others, the survey is a tangible expression of management‟s interest in employee welfare,
which gives employees a reason to feel better towards management.
5. Another benefit of satisfaction survey is that help management assess training needs. Usually,
employees are given an opportunity to report how they feel this supervisor performs certain parts
of the jobs, such as delegating work and giving adequate job instructions. Since employees
experience these supervisory acts, their perceptions may provide useful data about the training of
their supervisors.
6. Another benefit of satisfaction survey is that help management assess training needs.
But the benefits discussed about would be realized subject to certain prerequisites.
Following are the conditions:
Top management actively supports the survey.
Employees are fully involved in planning the survey.
A clear objective exists for conducting the survey.
The study is designed and administered consistent with standards of sound research.
Management is capable and willing to take follow up action.
Both the results and action plans are communicated to employees.
Ways of measuring employee satisfaction: There is a number of measuring Employee-
satisfaction. This is not surprising since hundreds of studies have been techniques .The most
common ways of measurement include
Rating scales, critical incidents, interviews, and action tendencies.
Measurement of employee satisfaction has come to acquire the same fate as the as the
measurement of intelligence .We can measure employee satisfaction by questionnaire. Perhaps
the earliest of all the known scales of measuring employee satisfaction is that by Hoppock (1935)

Other Effects of employee satisfaction:
In addition to the above, it has been claimed that satisfied employees tend to have better mental
and physical health and learn new employee related tasks more quickly. Two faces of employee
-satisfaction.
Employee satisfaction has both function and dysfunctional consequences:
The positive consequences of employee satisfaction have already been stated above. An often
–overlooked dimension of employee satisfaction is its relationship to employee health.
Employees who are dissatisfied with their jobs are prone to health setbacks ranging from
headaches to heart diseases .
.For managers, this means that even if satisfaction did not lead to less voluntary turnover and
absence, the goal of a satisfied workforce might be justifiable because it would reduce medical
costs and t he premature loss of valued employees by way of heart diseases or strokes.
The effect of employee satisfaction goes beyond organizational setting .when employees are
happy with their jobs, their lives away from jobs will be better off .In contrast, the dissatisfied
employee carries that negative attitude home. Some benefits of employee satisfaction accrue to
every citizen in society.
Satisfied employees are more likely to be satisfied citizens. These people will hold a more
positive attitude towards life in general and make for a society of more psychological healthy
people.
Thus, employee satisfaction helps management in terms of reduced turnover, reduced absences,
reduced job stress and reduced medical and life insurance costs.
Additionally, there are benefits for society in general. Satisfied employees are happy and better
citizens.
However, employee satisfaction has been overemphasized. Its benefits to the management are
contingent upon fulfillment of several other variables. Take turnover for instance .Employee
satisfaction, may not directly lead to reduced turnover, other factors like age, financial position,
number of dependents and the like will have their own say.
It seems that only academician and researchers are interested in employee satisfaction. For
researchers, job satisfaction is a good topic for survey. For them employee satisfaction is
important and they expect that it is important for others too. For many people, job is only a
source of earning, nothing more, and nothing less. A Dissatisfied employee has any number of
off the job activities to find satisfaction. Non-job-oriented people tend not to be emotionally
involved with their work. This relative indifference allows them to be emotionally involved with
their work more willingly. Unfortunately, the number of non-job-oriented people is more than
those who than those who take job as everything in life.

Human Relations
Human relations are the medium through which both employees and company usually cooperate
for the maximum satisfaction of the Economic, social and psychological wants of the people
having relations with an organization which has the objectives of increasing productivity.
Measures to maintain sound human relations:
Promoting honesty
Frankness
Effective communication
Manager becoming a good leader
Praising the subordinates publicly
Treating the subordinates with dignity and respect
By helping people in performing their duties.
Communication:
It is defined as a process of meaningful interaction among human beings. The transfer of
interaction and understanding is from person to person.
Significance:
It acts as a basis for action
It facilities planning
It helps in decision making
It acts as a means of coordination
It improves motivation
Motivation:
Motivation refers to the degree of readiness of organization to pursue some designation goal
and the determination of the nature and locus of the forces including the degree of readiness.
Types:
Positive Motivation
Negative Motivation

Steps in Motivation:
Sizing up situations requiring motivation
Preparing a set motivation tools
Selecting and applying motivators
Feedback
Empowerment:
It is the process of giving employees more power to exercise control over and take
responsibilities for their work. It is can speed up decisions making processes and of accelerate
the response time to meet the changing needs of the customer, creativity of the employees
provide for greater job satisfaction, motivation and commitment gives people more
responsibility.
Safety and Health:
It should be taken care of employees in order to protect the employees against accidents
.Unhealthy working and to protect workers capacity. This relates to
 Cleanliness
 Disposal
 Ventilation and temperature
 Dust and fume
 Artificial humidification
 Over crowding
 Lighting
 Drinking water
 Urinals and spittoons
Factories Act, 1948, stipulated requirements regarding working conditions with a view to
provide safe working environment.

Health Benefits:
Hospital, clinical and dispensary facilities are provided to employees and their members.
Employee State Insurance Act, 1948:
Employee in these concerns and whose wages don‟t exceed Rs.1000 per month are eligible for
benefits under this act,
Sickness benefit
Maternity benefit
Disablement
Dependents benefit
Medical benefits
Employee Pension Scheme:
The employee provident fund and family pension fund act 1952. The purpose of this
scheme is to provide life assurance benefits to the employees.
Employee pension scheme for the purpose of providing for super annotation pension, retiring
pension, widow pension, children pension are given within three month‟s. Minimum service
should be 9 to 10 years then only the employee gets the pension scheme .The sum from the
employer‟s contribution of 8.33 % of the basic wage is paid from time to time in to the pension
from in respect of the employee. And this amount should be credited at the rate of 12% interest
to the amount is also credited.
The minimum qualifying service for being eligible for pension 10 years .If the employer dies,
then monthly contribution is also considered. Family pension becomes payable from the day
immediately following that on which of the family pension fund dies.
The member of the FPF who has contributed to the FPF for period not less than 3 months dies
during service, a sum of 5000 shall be payable to his family. If the dies before a period of 3
months the amount of his contribution is credited to the FPF together with interest at the rate of
5 ½% per annum.
Gratuity act 1972:
Gratuity is a kind of retirement benefit like provident fund or pension. It is a payment, which is
intended to help an employee after his retirement whether the retirement is the result of the rules
of super annotation or of some physical disability.
The payment of gratuity is dependent on fulfillment of certain prescribed in the act. It is to be
calculated at the rate of 15 days salary for every completed year of service subject to maximum
of Rs 25000 gratuity shall be payable to an employee on termination of his employment after
has rendered continuous service for not less than 5 years.

It is one of the social security schemes to the employee, which is given by the employer to the
employee .For this scheme contribution is not necessary from the employee for the payment of
gratuity. The employee depending upon employee‟s service only gives it .For the eligibility of
gratuity employee has rendered continuous services for not less than 5 years.
On certain cases like due to accident or disease or death of the employee minimum qualifying
service is not necessary for eligibility of the gratuity.
Employee’s provident fund:
The schemes of provident fund as a social measure are meant to induce employer to save a
portion from their present earnings for rainy day. This scheme was brought into force from
November 1952, and many amendments have been made up to 1995. The minimum limit for
applicability of this act is 10 or more persons. It not used for manufacturing process it is limited
to 20.
The main object of this act is to provide for the instruction of the provident funds for employees.
The principles duty is laid upon the employer to put the employee‟s provident fund and pension
scheme into operation and to make equal contribution of both employee and employer share to
the funds and to deduct from wages of the employee. The employee‟s contribution shall be equal
to the contribution payable by the employer in respect of such employee.
The aggregate amount received as the employers and the employee‟s contribution to the fund
shall credited at provident fund account at regional commissioner office in the form number 5-A
at the rate of 12% interest on both employees and the employer contribution shall be credited to
the members account.
Employee can withdraw from the fund for repayment of loans in special cases. But the amount of
withdrawal shall not exceed the member‟s basic wage and dearness allowance for 36 months. If
the employee resigns, he should withdraw after 60 days only. If in this scheme there is a chance
for taking advance from the funds in some clauses.
Rewards and Recognition:
An employee reward system consists of an Society integrated policies, processes and practices
for rewarding its employees in accordance with their contribution, skill and competence and their
market work. It is developed with in the frame work of Society reward philosophy, strategies and
policies and contains arrangements in form of processes, structures and procedures which will
provide and maintain appropriate types of levels of pay, benefits and other forms rewards.

Performance Appraisal:
It is a method of evaluating the behavior of employees in the work spot, including both the
qualitative and quantitative aspects of job performance.

Important features:
 It is systematic description of an employee‟s job relevant strengths and
 weakness.
 To find out how well the employee is performing the job
 It is a continuous process in every large scale organization.
Training And Development:
It is defined as the organized procedure by which people learn knowledge and skill for a definite
purpose. Training improves, changes, moulds the employee knowledge, skill, behavior, aptitude,
towards the requirements of the job and organization
Extended due to:
Employee demands
Trade union demands
Employee performance
As a social security
To improve human relations
Objectives:
To improve sound industrial relations
To motivate employees
To provide qualitative work environment
To provide security
To protect health of employees
Employee Security:
Job security to the employees is provided with a view to promoting security to the employee
and his family members. Minimum and continuous wage or salary gives a sense of security to
the life.

CHAPTER-II
Methodology

The Title of the Study:
The present study is about the employee satisfaction .This chapter deals with the
significance or need for the study, objectives, methodology and limitations of the study. This
chapter helps to know the research design.
Significant of the Study:
Employee satisfaction has a major influence on human performance through its impact on
individual motivation and job satisfaction. Individuals in the organization have certain
exceptions and fulfillment of these exceptions depends upon their perception as to how the
employee satisfaction suites to the satisfaction of their needs. Employee satisfaction provides a
type of work environment in which individuals feels satisfied or dissatisfied. The questionnaire
assesses the employee‟s management to identify strong and weak dimensions in order to plan
and impelled actions to improve the functioning of the weaker dimensions. The survey focuses
on employee satisfaction or dissatisfaction.
Objectives of the Study:
To identify the values that support creativity and innovation in the organization.
To focus on knowing trust relationship among the employees.
To give feasible suggestion regarding improvement of the employee satisfaction Levels at
LEPRA Society.
To know the welfare measures and living environment provided for the Employees.
To identify the conditions in which the individuals are most likely to use intuition in decision-
making.
To know the avenues for to the employee development and growth in the organization.

Type of Research
The research conducted is descriptive and analytical. As each and every concept about employee
satisfaction has been described it is descriptive and it is analytical because it is trying to know
the level of satisfaction to analyze it and give suggestions and conclusion.
Sampling Technique
The sampling technique adopted is random sampling that is few employees are selected
randomly and were interviewed to understand issues specific to the organization .This process is
known as “discovery phase” is part of our standard methodology .Feedback from these
interviews are incorporated in the questionnaire. The method of sampling adopted is random
sampling.
Sample Size:
The sample size selected for the study was 48 employees and the response was obtained from all
the 1500 employees.
Sample Description:
The sample size selected for the study was 48 employees comprising both from management and
non-management.
Sources of Data:
Primary Data
Primary data was collected from employees of the Society. To collect primary data structured
and instructed questionnaires were administered to the employees to suit the objectives of the
study. Primary data was collected as follows
 Questionnaire
 Personal interview
Secondary Data:
 Study of the existing system through company records
 Discussion with the human resource manager , HR Executive, and employees
 Studying company‟s human resource manuals and HR policies
 Company websites
 Reference books

Instrumentation Technique
The study was conducted by personal interview with the employees. The questionnaire was
distributed among the employees of the project & office. The instrumentation technique used in
this project was:
Structured Questionnaire
Personal interaction
Limitations of the Study:
1. Due to the time constraint the sample size was limited to 48.
2. The field study is restricted to the policies adopted by the organization.
Plan of Analysis:
1. Collection of primary and secondary data from the sample size and media respectively.
2. The data was processed, so that they can be suitably represented.
3. Tabulation and graphs of the various data were made.
4. The conclusions were drawn based on the interpretation made.

CHAPTER-III
Society Profile

INTRODUCTION
LEPRA Society is a non-governmental organization that promotes quality health care, initiates
and fosters new developments and implementation.
The Society aims to support the National Health Programmers in the prevention and control of
diseases such as Leprosy, Tuberculosis, Malaria, Lymphatic filariasis, HIV/AIDS and Blindness.
The Society focuses health improvement activities in the community that are marginalized or
poor, especially women and children, young people, slum populations and migrants affected by
the above mentioned diseases and tries to bring about positive changes in their life-style. The
work in Andhra Pradesh, Orissa, Madhya Pradesh and Bihar states targets a population of nearly
12 million people.
SOCIETY BACKGROUND
Is a part of the worldwide LEPRA network based in UK which is a member of International
Federation of Anti-Leprosy Association (ILEP).
Established in 1989, LEPRA Society is an independent not-for-profit NGO, with no religious,
ideological or political affiliation. The Management Committee formulates policies which are
implemented by the Chief Executive of the organization.
Registered under the Andhra Pradesh (Telangana areas) Public Societies‟ Act 1350 Fasli (Act of
1350 F) on 22nd February 1989. It works in close coordination with the Government of India,
Ministry of Health, and Family Welfare, at the Central, State and district levels. It is a member of
the State leprosy and TB societies of the Government of Andhra Pradesh & Orissa.
Registered under section 12A of the Income Tax Act and has also been granted exemption
certificates under sections 80G (Valid up to 31/03/2008, now under renewal) of the Income Tax
Act 1961 and permitted to accept foreign contributions by the Ministry of Home Affairs,
Government of India.
Recognized as a Scientific and Industrial Research Organization (SIRO), by the Government of
India, Ministry of Science, and Technology, for the research activities being carried out by its
research wing, the Blue Peter Research Centre
LEPRA Society has been initiating interventions in health care over the last 18 years. It is
reaching the un-reached in inaccessible and inhospitable areas, looking after the betterment of
those afflicted by various diseases such as Leprosy, Tuberculosis, HIV/AIDS, Malaria and
Blindness and helping them to face life with renewed confidence. We believe in working hand-
in-hand with the communities for fighting against the disease, stigma and social injustice. By
directing expertise and resources to communities, we build on community strengths that will
allow families and individuals to lead better lives. Through collaboration with the Governments
and funding agencies,

It extend it reach into most inaccessible villages of Andhra Pradesh, Orissa, Madhya Pradesh
and Bihar Through National and International policy advocacy and research, LEPRA Society
acts on programmatic solutions in detecting, diagnosing, curing and providing patients with the
much=need timely support, we take pride in having couched the lives nearly 20 billion people.
How LEPRA Society works:
LEPRA Society‟s operations are primarily carried out through our own direct projects, located
throughout Andhra Pradesh, Orissa, Bihar and Madhya Pradesh. Some projects work with
leprosy, tuberculosis, malaria, HIV/AIDS and disabilities, whereas others have a particular focus
on one or more of these.
An important principle in LEPRA Society‟s activities is to work with, rather than for, vulnerable
communities. We believe firmly in empowering those infected or affected by leprosy, TB,
malaria, HIV/AIDS and disabilities and have been instrumental in the establishment and support
of numerous community-based organizations (CBOs), which often spring up around an
individual who has received leprosy treatment at one of our projects or in response to the
concerns of a particular group in the community, such as female sex workers (FSWs) or men
who have sex with men (MSMs).
A key component of LEPRA Society‟s work with communities is the promotion and support of
Community Health Forums (CHFs), and we facilitate effective networking, as well as access to
information and services, for these and other groups in the community.
LEPRA Society works closely with other NGOs on international, national and local levels. The
kinds of collaboration we have with other NGOs take many shapes. For example, LEPRA
Society is a lead partner to the International HIV/AIDS Alliance and we also extend financial
and technical support for seven Indian NGOs to carry out leprosy control activities. (This support
covers all expenses towards salaries of staff, vehicles, fuel and maintenance, drugs, patient
supplies and office expenses.)
LEPRA Society work with the Indian general health services (GHS) and national and state
governments goes beyond our support of programmes such as the National Leprosy Elimination
Programme (NLEP) and the Revised National Tuberculosis Control Programme (RNTCP) in its
direct project work and its often asked to hare it‟s expertise with the public sector. LEPRA
Society‟s Technical Support Teams (TSTs), which operate in Andhra Pradesh, Orissa, Bihar and
Madhya Pradesh, work with primary health centres and District Leprosy Officers to improve the
capacity of districts to deliver effective leprosy services. On request from the Andhra Pradesh
State AIDS Control Society (APSACS),

LEPRA Society have also provided extensive programmatic and technical support to Voluntary
Confidential Counseling Centers (VCCTCs) and Prevention of Parent to Child Transmission
Centers (PPCTCs) in the state, to ensure quality in counseling services available to persons
living withHIV/AIDS. As an organization, LEPRA Society emphasizes the need to be dynamic
and to face new challenges head on. We therefore engage in operations and research on a number
of levels in order to be able to build on our strengths, promote good governance and identify
innovative approaches.
Where LEPRA Society Works:
LEPRA Society is mainly active in the states of Andhra Pradesh, Orissa, Bihar and Madhya
Pradesh. We currently work in 54 districts in these four states, covering a population of 12
million people.
LEPRA Society‟s Head Office is located in Hyderabad, Andhra Pradesh and its current
operations are divided into two regions, each with its own regional office:
•
Andhra Pradesh, Bihar and Madhya Pradesh (Regional Office –
Secunderabad/Hyderabad, Andhra Pradesh)
• Orissa (Regional Office - Bhubaneshwar, Orissa)
Mission:
LEPRA Society is a health and development organization working to restore health, hope and
dignity to people affected by leprosy, tuberculosis, malaria, HIV/AIDS and other allied diseases,
and conditions caused by them.
Organization’s goals:
• Improve the quality of life of people affected by leprosy, TB, HIV/AIDS, Malaria, Blindness
and Lymphatic Areas
• Prevent disabilities by provision of protective aids and appliances, physiotherapy, self-care
promotion and complication care management
• Provide Reconstructive surgery to restore function of limbs
• Provide and facilitate socio-economic rehabilitation to lead a self-sufficient and stigma-free life
• Prevention of blindness through cataract surgeries, major and minor eye surgeries and
provision of spectacles
• Care and support to HIV/AIDS infected and affected

• Carry out testing, treatment, counseling, vocational training for HIV infected and infected
people and assist in primary,/secondary education of their children
• Ensure medication to people suffering from Malaria, Lymphatic Filariasis and leishmaniasis
and suggest preventive measures
• Mobilize community to participate in health care.
Organization’s impact:
Over 18 years of serving the community basically in rural areas and focused experience in the
healthcare field brings with it an in-depth understanding of the community. LEPRA Society is
not merely an organization to treat people for the diseases, but it is about healthcare of the people
and the caring process of the treatment involved which fosters an atmosphere of mutual support
in their journey towards recovery. Given below are the achievements by the end of year 2007.
• Since 1989, more than 3.62 million leprosy patients have been cured
• 59,718 pairs of footwear were provided to the leprosy affected
• 66,413 were registered and provided in-door care,
• Appearance and ability restored 3420 to persons through reconstructive surgeries.
• 7063 tuberculosis cases were diagnosed and treated with DOTS
• 6830 cataract surgeries were conducted for restoring sight
• Social support provided to 7258 families to reduce stigma
Focus Areas:
LEPRA Society has 20 years‟ experience of working with communicable diseases and
community health. We are committed to fighting disease, disability and discrimination and aim
to heal persons affected by leprosy, tuberculosis, malaria, Lymphatic Filariasis, HIV/AIDS and
disabilities through appropriate treatment, care and support.

LEPRA PROJECTS:
Andhra Pradesh:
1. ARTH
Adilabad Rural and Tribal Health Interventions
2. CHAHA
Children affected by HIV/AIDS – Health and Happiness for All
3. CHEYUTHA
4. UMEED
5. KRISCHIP
Krishna Community Health Interventions Programme (KRISCHIP)
6. SREYASSU
7. PSH
SPANDANA - HIV/AIDS DIVISION:
1. APCP
AP Counselors Project
2. JYOTHI
3. PPTCT+
4. YPI
„Young People Intervention‟ project,
5. SAMASTHA
MADHYA PRADESH:
1. SJLC
2. TRU
3. BUNIYAD
ORISSA
1. BOLEP
2. BICHIP
3. JUNLEP
4. KORALEP
5. MNC
6. MICHP
7. CCC-ASJRAY
8. SAHYAM
9. SETU
10. IDUs
11. SAHYOG

ANDHRA PRADESH projects:
1.ARTH:
BACKGROUND:
Adilabad is one of the backward and tribal districts of Andhra Pradesh. Adilabad Leprosy
Eradication Project (ADILEP) started in 1997 carried NLEP activities in 21 NLEP centres.
Within a short period of time, the project has diversified into other health areas such as
Tuberculosis, HIV/AIDS, Malaria, Blindness control, and Filariasis programmes. The project
also engaged in other activities like community awareness, capacity building, socio-economic
rehabilitation and prevention of disabilities.
In the year 2008, the project name has changed from ADILEP to ARTH (Adilabad Rural and
Tribal Health Interventions) to focus on tribal health issues as a strategic direction
The district historically been prone to outbreaks and the incidence and prevalence rates of
communicable diseases are continuously alarming. The recent [September to December 2007]
outbreak of vector borne diseases has taken the death toll of more than 150 persons including
men, women and children. Adilabad is also regarded as one among the three highest malaria
endemic districts in Andhra Pradesh, where the malaria incidence rate during the decade of
1991-2000 was 2.87. Adilabad is one of the 11 districts in AP, which has shown an increase in
HIV prevalence rates in rural areas from 0.75 in 2002 to 1.8 in 2006 (APSACS, 2005)
2. CHAHA:
Children affected by HIV/AIDS – Health and Happiness for All
CHAHA – a wish‟. Children Affected by HIV/AIDS – Health and Happiness for All. The goal of
this program is to reduce the HIV related morbidity and mortality in adults and children and
address the impact of HIV on children. The main areas of focus are the four high prevalence
states (Tamilnadu, Maharastra, Andhra Pradesh and Manipur) by scaling up the availability of
services for treatment, care and support.
The focus of the project was mainly on children (infected and affected) between the age group of
0-18 years & women who need access to treatment, care & support services.
The overall objective is to improve care and support services to children living with HIV/AIDS
and Children affected by HIV/AIDS and enable interventions, which keep them with their
parents or extended families.
At national level, three principal recipients implement the project and one of them is India
HIV/AIDS Alliance. LEPRA is one of the Sub recipients of this program in Andhra Pradesh to
implement the program in Hyderabad, Nalgonda, Ranga Reddy, Krishna and Nizamabad
districts.

3. UMMED:
“UMEED ”- hope to harness the energy of urban poor to improve their health especially those
affected by leprosy, TB and HIV. “UMEED” is an Urdu word meaning „hope‟
UMEED project is located at Hyderabad, the capital city of Andhra Pradesh with an urban
population of 6 million people approximately. Umeed the first direct project of LEPRA Society,
established in the year 1989 was primarily working in the leprosy control activities till 2007.
Since January 2008, Umeed and another project of LEPRA Society DLRC at Hyderabad are
functioning as Referral Centres. Umeed covers the population of Hyderabad District and DLRC
caters to clients coming from Ranga Reddy, Nalgonda, Mahaboobnagar, Medak and Warangal
districts. Although the prevalence of leprosy is low, about……people need medical and social
care. The emphasis is now to prevent disabilities by provision of protective aids and appliances,
physiotherapy, self-care practices, complication care management, provision for MCR footwear,
Diabetes detection etc Umeed has taken up four leprosy colonies, Council of Hansen‟s Social
Welfare, Shanthi nagar, Santosh nagar colony and Sanjaya Gandhi nagar. The POD clinics are
managed by the person identified from the colonies itself. They have been trained on ulcer
dressing, counselling the clients on self care practices and simple exercises to prevent
deformities. The clinic functions every day for the inmates of the colony to avail facilities at the
clinic. Those who find it difficulty in mobility, the worker visits the patients house and provide
the services. The Doctor from the project visits the clinic once in a week.
4.KRISCHIP:
Krishna Community Health Interventions Programme (KRISCHIP)
Krishna Community Health Interventions Programme (KRISCHIP) is direct Project of LEPRA
Society, started in 2002 for Leprosy work and scaled up the TB, HIV/AIDS and Malaria
programmes in 2004 with the support of National Lotteries Charities Board (NLCB) for 3 years
in Krishna district of Andhra Pradesh.
5.SERYASSU:
LEPRA Society Sreyassu is one among the People Living with HIV/AIDS project working in
Jaggaiahpet Mandal of Krishna District Andhra Pradesh. This Mandal has 27 villages & one
town, covered 107,194 populations. The project established in the month of May‟06 with the
collaboration of KRISCHIP. Basic reason of the project establishment is Jaggaiahpet is one of
the high prevalence Mandal as it has 6 Factories where in migrated population and Truckers
mobility is prevalent.The significant support to run this project comes to LEPRA Society from
TANA Foundation, USA.This project works in close coordination and collaboration with
APSACS, (Andhra Pradesh State AIDS Control Society) and the Telugu network
AIM: “To improve the quality of life of the PLHA and their right to Health”.

SPANDANA HIV/AIDS DIVISIONS:
Introduction:
Operations of LEPRA Society‟s HIV interventions in AP, in the beginning of the year 2005 were
under the AP Regional office. A separate HIV division was established on 1st November 2005.
New initiatives were started based on the emerging needs and approval of donors. Restructuring
the organization was approved by the Management Committee in October 2005.
HIV interventions operating in the beginning of the year 2005 were - Partnership for Sexual
Health - Truckers project; Frontiers Prevention Project and Andhra Pradesh Counselors Project.
New initiatives developed during the year 2005 were the Cheyutha project supported by LEPRA
Society; Jyoti project supported by CDC GAP-India, APSACS -GFATM supported PPTCTC
plus, TB-HIV Coordination & ART role-out project in AP. Taking into account these new
developments, the HIV division was created with an agreed organogram to make it operational -
with an understanding to focus on direct HIV projects in AP, and to provide technical support in
developing and implementing new HIV projects. Presently, 462 staff members work in the
division.
Mission Statement:
LEPRA Society: Health in Action is a health and development organization working to restore
health, hope and dignity to people affected by leprosy, tuberculosis, malaria, HIV/AIDS,
blindness and other health conditions exacerbated by stigma and social discrimination.
Vision:
Equitable access to health and an improved quality of life for all of India‟s poor and
marginalized communities.
SPANDANA - LEPRA Society is a decentralized office responsible for:
• Management of Operations in direct HIV projects, namely Jyoti Project, Young People‟s
Initiative, PPTCTC Plus, Samastha-AP and SPANDANA.
• Establish Operational / Technical / Administrative systems for implementing and monitoring
HIV-related activities in LEPRA Society
• Liaison with State & Central Government as well as with donor agencies
• Planning new initiatives, monitoring and evaluation systems in coordination with the concerned
department in Head Office and Regional Office.

1. APCP:
Introduction:
The history of the AP Counselors Project goes back to 2003, when an NGO called Prajwala
appointed counselors to work in HIV testing centers. In August 2003, Prajwala was handed over
to LEPRA Society with 121 counselors, by APSACS, and was officially designated the AP
Counselors Project.
The project is being implemented by LEPRA Society with support from APSACS and UNICEF.
LEPRA Society forms the management support, along with the Young People‟s Initiative of
UNICEF. The primary focus of the project is on capacity building of counselors in the Voluntary
Confidential Counseling and Testing Centers (VCCTC), Prevention of Parent to Child
Transmission Centers (PPTCTC) and Integrated Counseling and Testing Centers (ICTC) so as to
enable them to provide quality counseling services.
Areas of Operations:
The project is presently operational in 23 districts of Andhra Pradesh, where 387 ICTC centers
have
2. JYOTI
project focuses on generating awareness about HIV/AIDS among the general population and
target groups, capacity building of community and CBOs, increasing accessibility to HIV and
STI services to people living in remote areas through mobile VCTC and IEC van, as well as
providing care and support services.
The project focuses on three high-prevalent districts of Andhra Pradesh, namely, East Godavari,
Nellore and Nizamabad.
3.PPTCT+ :
Introduction:
The PPTCT plus is a project that reaches out to HIV infected ANCs & PNCs, infected & affected
children, and affected families, since January 2006. It is anticipated that the unique out reach
component of this intervention will bridge the gap between the target segment and PPTCT
services, and in the process minimize the rate of transmission of infection from parent to child.
Aears of operation :
PPTCT out-reach program is being implemented in Government hospitals in 8 districts, 22
divisions of Andhra Pradesh. (Mahabubnagar, Ranga Reddy district, Medak, Bodan, Nizamabad,
Adilabad, Nuzvidu, Srikakulam and Hyderabad).

4.YPI:
Introduction:
The „Young People Intervention‟ project, which commenced in June 2006, endeavors to bring
about a sustained behavior change among youth through peer education, creating youth friendly
services/ environment, building linkages, enhancing the efficiency of the existing programs,
effective advocacy with various Govt Departments involved in youth related affairs and promote
community ownership in all the activities.
The project is being implemented by LEPRA Society with support from APSACS and UNICEF.
LEPRA Society forms the management support, along with the Young People‟s Initiative of
UNICEF. The primary focus of the project is on capacity building of counselors in the Voluntary
Confidential Counseling and Testing Centers (VCCTC), Prevention of Parent to Child
Transmission Centers (PPTCTC) and Integrated Counseling and Testing Centers (ICTC) so as to
enable them to provide quality counseling services.
Areas of operation :
PPTCT out-reach program is being implemented in Government hospitals in 8 districts, 22
divisions of Andhra Pradesh. (Mahabubnagar, Ranga Reddy district, Medak, Bodan, Nizamabad,
Adilabad, Nuzvidu, Srikakulam and Hyderabad)
5. SAMASTHA:
Introduction:
SAMASTHA-AP is a Community Based Care and Support Project being implemented in 5
coastal districts (Krishna, Guntur, Prakasam, and East & West Godavari) of Andhra Pradesh,
India with support from KHPT/ USAID. LEPRA is working with 6 partner organizations in these
5 Coastal districts. The key role of LEPRA is to provide Technical & Managerial assistance to
the implementing partners and to implement a direct intervention.
The project is being implemented in 10 mandals from the selected five coastal districts of
Andhra Pradesh, namely - East Godavari, West Godavari, Krishna, Guntur and Prakasam
districts.

6. DPMT:
Introduction:
DPMT - is a program management unit based at the district level, working in close coordination
with the Additional District Medical and Health Officer on HIV/AIDS programs to ensure better
project management, and to strengthen the existing systems at the district level. The main
purpose of this team is to ensure better implementation of different projects by providing
necessary technical and managerial support from the government and NGOs.
The DPM Teams are currently operating in Guntur, Krishna and Prakasam districts of Andhra
Pradesh.
The project is functional in 3 districts namely Krishna, Hyderabad, and Prakasam in Andhra
Pradesh.
Blue Peter Research Centre (BPRC)
Background :
Blue Peter Research Center is the research wing of LEPRA Society situated in the rural
community of Cherlapally, Hyderabad. It is an offshoot of the charity British Empire Leprosy
Relief Association established in 1924 to serve the needs of leprosy patients. In 1947, the parent
body was renamed as the British Leprosy Relief association (LEPRA) whose patron is Her
Majesty Queen Elizabeth II of Great Britain. When the Government of India introduced multi
drug therapy, LEPRA was one of the agencies that joined hands for this purpose and gave birth
to the present Indian branch registered as LEPRA Society in 1989. Currently it is working in 4
states and 53 districts of India and has diversified its scope to tuberculosis, HIV/AIDS, malaria,
blindness in addition to providing assistance for rehabilitation of leprosy patients with
disabilities.
It covers a population of >12 million in Andhra, Orissa, Bihar and Madhya Pradesh. In 1998
Blue Peter the Children‟ programme of BBC UK collected 3 million pounds for LEPRA. In a
conscious decision, LEPRA UK assisted by the Medical Advisory Board with MJ Colston as the
Chairman decided to invest the money in a research center in India which would cater to
infectious diseases. Thus the Blue Peter Research Center (BPRC) was opened on December 14
1999 in Cherlapally.

BPRC Organization structure:
Organization structure
Regional
Head
Office
Orissa
Regional
Head
office
AP&MP
Regional
Head
Office
Bihar
BPRC
Chief executive

LEPRA Society Supporters
INTERNATIONAL:
1. LEPRA - Health in action
2. ILEP members
3. Center for Disease Control & Prevention (CDC)
4. States of Guernsey and Jersey
5. European Commission
6. Sight Savers International
7. Big Lottery Fund
8. India HIV/AIDS Alliance
9. Community Fund
10. UNICEF
11. Telugu Association of North America (TANA) Foundation
12. American Indian Foundation
13. Health link Worldwide
14. Interact worldwide
15. USAID
16. Target TB
17. Irish Aid
NATIONAL:
1. Govt. of India
2. Govt. of A.P, Orissa, Bihar & M P
3. Department of Science & Technology, Govt. of India
4. Indian Council of Medical Research (ICMR)
5. Andhra Pradesh State AIDS Control Society (APSACS)
6. Orissa State AIDS Control Society (OSACS)
7. TB Control Society in Andhra Pradesh, Orissa & Bihar
8. Karnataka Health Promotion Trust

Human Resources:
HR Policies:
1. Child Protection Policy
2. Scholar Ship Policy
3. Equal Opportunity Policy
4. Film & Photography Policy
5. Volunteer Policy
6. Staff Working From Home Policy
7. Anti Sexual Harassment Policy
1. Child Protection Policy:
LEPRA Society believes that children have the right to happy , healthy and secure childhood.
Child abuse is never acceptable .A child as define under the Indian laws is any one till the age of
14.
Child Abuse:
As per the definition given by the World Health Organization (WHO). Child abuse includes all
forms physical and emotional ill treatment, sexual abuse, neglect or negligent treatment or
commercial or other exploitation. Child abuse is categorized under four main forms namely
Physical, Sexual, Emotional and neglect
Purpose :
1. It helps to create a safe and positive environment for children and to show that the
organization is exercising its duty its care seriously.
2. to minimize the risk
3. the society expect s the highest standards of professional conduct in all work involving
contract with children in the projects in which it works.
2. Scholarship policy.
The objectives of the policy is to award Scholarships to the meritorious children of employees
belonging to economically weaker section and affected by diseases, so as to assist them
3. Equal opportunity policy:
Purpose:
To actively encourage the development of a diverse organization culture policy LEPRA Societies
committed to ensuring that all job applocenscan the staff receive fair treatment and are valued
regardless of gender , race age , and material status, religion.
This policy applies to recruitment, promotion, transfer, training, benefits, facilities and other
policies and procedures.

4. Film &Photography protocol:
This protocol applies to India and foreign phototographers /film makers who shoot
photographs/make films of human subjects associated with LEPRA Society, either as patients or
communities.
5. Volunteer policy:
This volunteer policy has been developed with a purpose to streamline the short-listing,
induction, contribution and involvement of any prospective volunteer of foreign origin into the
work sheers of LEPRA Society.
6. Staff working from home policy:
It is to specify guideline to the employees of LEPRA Society who wish to work from home
owning to involvement in critical duties and responsibilities but are unable to work because of
medical /personal constraints which hinder their movement from their respective houses to the
work places.
8. Anti sexual Harassment:
Sexual harassment refers to behavior that is unwelcome. No employee, either male or female,
should be subjected verbally or physically to unsolicited and unwelcome sexual overtures or
conduct.
HR Functions in LEPRA Society:
1. Recruitment & Selection:
2. Induction:
3. Compensation & Benefits:
4. Welfare Activities:
5. Separation:
Recruitment & Selection:
LEPRA Society has a well structured and defined RECRUTMENT & SELECTION PROCESS,
which is decentralized with an objective of empowering the region s and divisions to handle
recruitments independently till the level to social development officer certain level,
For any vacancy up to the level of social development officer (SDO) , the Regional office will be
responsible for the entire recruitment process

Recruitment and selection decision are critical to the success of the society and the costs of the
appoint in the wrong person can b immediate and substantial. The decision to recruit should be
sent in the contest of organizational needs.
All vacant positions are advertised
Selection Is fair and objectives at every stage
Issue of offer letter.
The short listing process :
Short listing is the process whereby candidates are assessed by the HR officer, against aged
criteria, on the basis of information provided in the application documentation, in order to
eliminate unsuitable candidates and identify those candidates who most closely meet the criteria
for further assessment. This help bring objectivity to the process and can minimize allegations of
bias , once the application deadline has closed, all candidates will allowed to write written test
Interviewing and selecting:
LEPRA Society follows a structured Selection process in the position s where the proposed
person specifications ability read and write .
The process has the following components;
1. Written test
2. Interview by the Interview board
3. Final approvel by the approving authority
Sources of Recruitment:
Entry level to senior level recruitment will be based on job need/job specifications.
Sources of recruitment will include:
Newspaper advertisement.
Internal candidates possessing the requisite qualifications/experience/skills.

Offer Letter:
On selection an offer letter will be handed over to the candidate (Copy of offer letter is attached
HR should make sure that all the below-listed documents are received & checked thoroughly
before issuing the formal offer letters –
1. 1 Approved Manpower Requisition form
2. 2 Resume (hardcopy) of the candidate
3. 3 Interview Assessment sheet (Filled up with specific recommendations by the
4. concerned Interviewers)
5. 4 Reference checks details (documented in the specified format)
6. 5 Compensation Proposal (Existing package & the proposed plan, duly approved
7. by the concerned Authority)
On acceptance of offer the candidate will be made to go through the pre employment joining
formalities. On completion of pre-joining formalities
Corporate HR issue the Appointment Letter. (Copy of Appointment Letter is attached).
Induction/Orientation:
1. Introduce the employee to the staff.
2. Explain him the Organization History, Hierarchy, Grade structure
3. Appraise him the rules and regulations of the organization
4. Put him under training in Project to understand the role of each Project where he/she is
going to work.
5. Maintain induction training record.
Performance Appraisal:
The performance Appraisal is carried out once every year for all associates and
after the completion of one year for new recruits.
Trainees will be assessed of their performance after completion of 3/6 months.
After their potential appraisal they are recommended for promotion.

Training & development:
Objective:
To enunciate the types of training to be conducted for competency building of associates and the
purpose and methodology of training intervention.
Purpose:
The purpose of training is to build competency of all associates with particular reference to their
knowledge, skills, and attitudes so that it translates into better Society services.
Compensation:
Components of compensation:
Current Salary is the candidate's or incumbent's present base pay compensation, which may
be reported, monthly salary.
Basic wages/Salaries:
This refers to the cash component of the wage structure based on which other elements of
compensation may be structured. It is normally a fixed amount which is subject to changes based
on annual increments or subject to periodical pay hikes. It is structured based on the position of
an individual in the organization and differs from grades to grades.
Dearness allowance:
The payment of dearness allowance facilitates employees and workers to face the price increase
or inflation of prices of goods and services consumed by him. The onslaught of price increase
has a major bearing on the living conditions of the labour. The increasing prices reduce the
compensation to nothing and the money's worth is coming down based on the level of inflation.
The payment of dearness allowance, which may be a fixed percentage on the basic wage, enables
the employees to face the increasing prices.
Total Compensation:
Total Compensation includes all forms of cash compensation and the dollar value of the
employer-sponsored benefit package .

Separation:
Objective:
To render fair and equitable treatment to an associate who is leaving the Organization. The
Organization‟s and the associate‟s interest will be upheld in a respectable manner.
Policy: The Organization or associate may at any time terminate the contract of service by
giving the other party one month‟s written notice. Under the exceptional circumstances an
associate is permitted to resign at short notice in which case proportionate pay in lieu of one
month notice will be paid by the associate to the organization or adjustment will be made in the
Full & Final settlement
Working Hours and Conditions:
There are no shifts for the employees working in the LEPRA society. For all Project staff and
admnt staff the working hours are 9 AM to 5 .30 PM.

CHAPTER-IV
Data Analysis

Total employees satisfaction Data:
Dimension Q.no.
Strongly
Disagree
Disagree Agree
Strongly
Agree
Cannot
say
Sum
Job 1 8 3 23 13 1 48
2 1 2 24 19 2 48
3 1 2 19 26 0 48
4 7 4 18 19 0 48
5 0 2 25 19 2 48
Total(Job
Satisfaction
response)
17 13 109 96 5 240
Salary &
Benefits
6 0 4 22 22 0 48
7 9 8 17 13 1 48
8 8 5 24 10 1 48
9 11 6 22 8 1 48
Total Salary &
Benefits response
28 23 85 53 3 192
career &
development
10 10 6 19 7 6 48
11 11 5 23 9 0 48
12 2 8 21 16 1 48
13 4 4 21 7 12 48
Total career&
development
response
27 23 84 39 19 192
supervision 14 0 0 24 23 1 48
15 0 5 28 14 1 48
16 0 3 26 19 0 48
17 2 5 19 19 3 48
18 0 3 21 21 3 48
Total
Supervisions
response
2 16 118 96 8 240
working
conditions
19 1 0 25 22 0 48
20 0 0 14 34 0 48
21 0 2 22 24 0 48
Total
working
conditions
response
1 2 61 80 0 144
Team 22 3 2 25 17 1 48
23 1 4 18 23 2 48
24 1 2 20 22 3 48
25 1 0 24 23 0 48
Total team
response
6 8 87 85 6 192
Total all
dimensions
response
81 85 544 449 41 1200

Total employees satisfaction:
Table # 1.1
Category
Strongly
Disagree Disagree Agree
Strongly
Agree Cannot say Total
Response 81 85 544 449 41 1200
Percentage 6.8 7.1 45.3 37.4 3.4 100
Chart # 1.1
Total Employees Satisfation
Strongly
Agree
37%
Agree
46%
Strongly
Disagree
7%
Cannot
say
3%
Disagree
7%
Interpretation:
The analysis of the response indicates that 83% of the respondents feel that the they are satisfied
in the organization and rest of 17% of the respondents feel that the there are not satisfied in that
organization.

Office staff
Table# 1.2
Category
Strongly
Strongly
Response 26 90 450 282 28 876
Percentage 3.0 10.3 51.4 32.2 3.2 100
Chart # 1.2
Office staff
3
10.3
51.4
32.2
3.2
0
10
20
30
40
50
60
Strongly
Disagree
Disagree Agree Strongly
Agree
Cannot
say
Response
Percentage
Series1
Interpretation:
The response regarding the satisfaction in the organization the total office staff 92% of
the respondents feel that the they are satisfied in the organization and rest of 8% of the
respondents feel that the there are not satisfied in that organization.

Project staff
Table # 1.3
Catogry
Strongly
Strongly
Response 55 4 88 140 11 298
Percentage 18.5 1.3 29.5 47.0 3.7 100
Chart # 1.3
Project staff
18.5
1.3
29.5
47.0
3.7
0.0
10.0
20.0
30.0
40.0
50.0
S
trongly
D
isagree
D
isagree
A
gree
S
trongly
A
greeC
annotsay
Response
Percentage
Series1
Interpretation:
The response regarding the satisfaction in the organization the total office staff 77 % of

Dimensions Wise:
1. Job dimension
Table # 2.1
Category
Strongly
Strongly
Response 17 13 109 96 5 240
Percentage 7.1 5.4 45.4 40.0 2.1 100
Chart # 2.1
Job satisfation
Disagree
40%
Can't say
2%
strongly
Disagree
7% Agree
5%
Agree
46%
Interpretation:
The analysis of the response indicates that 86% of the respondents feel that the Job in the
organization is good and remaining 14% of the respondents feel that job is satisfactory to them.

2. Salary & benefits Dimension
Table # 2.2
Category
Strongly
Strongly
Response 28 23 85 53 3 192
Percentage 14.6 12.0 43.3 27.6 1.6 100
Chart # 2.2
Employee salary satisfation
strongly
Disagree
15%
Disagree
12%
Agree
43%
strongly Agree
28%
Cannot say
2%
Interpretation:
The response regarding the salary and benfits providing in the organization is anlyszes
as follows , 71% of respondents are satisfied with the salary& benefits ,rest of 29% of
respondents are not satisfied with salary & benefits.

3. Career & development Dimension
Table # 2.3
Category
Strongly
Strongly
Response 27 23 84 33 19 186
Percentage 14.5 12.4 45.2 17.7 10.2 100
Chart # 2.3
Career &development
Strongly
Disagree
15%
Disagree
12%
Agree
45%
Strongly
Agree
18%
Cannot
say
10%
Interpretation:
The analysis of the response indicate that 63% of the respondents feel that the career
&development opportunities in the organization are good and remaining 37% of respondents feel
that the career development opportunities are to be improved in the organization.

4. Supervision Dimension
Table # 2.4
Category
Strongly
Strongly
Response 2 16 118 96 8 240
Percentage 0.8 6.7 49.2 40.0 3.3 100
Chart # 2.4
Supervison
Agree
49%
Strongly
Agree
40%
Strongly
Disagree
1%
Cannot
say
3%
Disagree
7%
Interpretation:
The analysis of the response indicate that 89% of the respondent are satisfied with the
nature of the supervision in the organization are good and remaining 11% of the respondents are
not satisfied by the nature of the supervision in the organization.

5. Working condition Dimension
Table # 2.5
Category
Strongly
Strongly
Response 1 2 61 80 0 144
Percentage 0.7 1.4 42.4 55.6 0.0 100
Chart # 2.5
Working conditions
Agree
42%
Strongly
Agree
56%
Strongly
Disagree
1%
Cannot
say
0%
Disagree
1%
Interpretation:
The analysis of the response indicates that 98% of the respondents feel that the working
conditions in the organization is good and remaining 2 % of the respondents feel that the
working conditions are not satisfactory to them.

6. Team work Dimension
Table # 2.6
Category
Strongly
Strongly
Response 6 8 87 85 0 186
Percentage 3.2 4.3 46.8 45.7 0.0 100
Chart # 2.6
Team
Agree
47%
Strongly
Agree
46%
Strongly
Disagree
3%
Cannot
say
0%
Disagree
4%
Interpretation:
The analysis of the response indicate that 93% of the employees feel that there is a
cardinal and co-operative relationship between the co-workers and the management and the rest
of respondents 7% not satisfied to their team.

Staff category wise:
1. Finance
Table # 3.1
Category
Strongly
Strongly
Response 2 5 93 63 8 171
Percentage 1.2 2.9 54.4 36.8 4.7 100
Chart # 3.1
Finance
Agree
54%
Strongly
Agree
37%
Strongly
Disagree
1%
Cannot
say
5%
Disagree
3%
Interpretation:
The analysis of the response indicates that 91% of the respondents feel that the they are
satisfied in the organization and rest of 8% of the respondents feel that the there are not satisfied
in that organization.

2. Admin & Support Staff
Table # 3.2
Category
Strongly
Strongly
Response 3 40 155 15 2 215
Percentage 1.4 18.6 72.1 7.0 0.9 100
Chart # 3.2
Interpretation:
The response regarding the satisfaction in the organization the total support staff 79 %
of the respondents feel that the they are satisfied in the organization and rest of 21% of the
Admn & Support staff
Strongly
Agree
7%
Agree
72%
Strongly
Disagree
1%
Cannot
say
1% Disagree
19%

3. Program Management
Table # 3.3
Category
Strongly
Strongly
Response 10 28 208 234 21 501
Percentage 2.0 5.6 41.5 46.7 4.2 100
Chart # 3.3
Programe Management
Strongly
Agree
46% Agree
42%
Strongly
Disagree
2%
Cannot
say
4%
Disagree
6%
Interpretation:
satisfied in the organization and rest of 12% of the respondents feel that the there are not
satisfied in that organization.

4. Program Executive
Table # 3.4
Category
Strongly
Strongly
Response 53 3 17 117 9 199
Percentage 26.6 1.5 8.5 58.8 4.5 100
Chart # 3.4
Programe Executive
Strongly
Agree
58% Agree
9%
Strongly
Disagree
26%
Cannot
say
5% Disagree
2%
Interpretation:
satisfied in the organization and rest of 33% of the respondents feel that the there are not
satisfied in that organization.

5. IT & Admin
Table # 3.5
Category
Strongly
Strongly
Response 11 6 40 16 1 74
Percentage 14.9 8.1 54.1 21.6 1.4 100
Chart # 3.5
Interpretation:
The response regarding the satisfaction in the organization the total IT &Admit 76 % of
IT & Admin
Strongly
Agree
22%
Agree
54%
Strongly
Disagree
15%
Cannot
say
1%
Disagree
8%

All levels comparison Tables:
All levels comparison Response Table:
Table # 4.1
Category
Strongly
Strongly
It & admit 11 6 40 16 1 74
Finance 2 5 93 63 8 171
support staff 3 40 155 15 2 215
Program management 10 28 208 234 21 501
Program Executive 53 3 17 117 9 199
Percentage 14.9 8.1 54.1 21.6 1.4 100
All levels comparison Percentage Table:
Table # 4.2
Category
Strongly
Strongly
It & admit 14.9 8.1 54.1 21.6 1.4 100
Finance 1.2 2.9 54.4 36.8 4.7 100
support staff 1.7 22.9 65.9 8.6 1.1 100
Program management 2 5.6 41.5 46.7 4.2 100
Program Executive 26.6 1.5 8.5 58.8 4.5 100

All levels comparison chart:
Table # 4.2
Percentage Table:
Category
Strongly
Strongly
It & admit 14.9 8.1 54.1 21.6 1.4 100
Finance 1.2 2.9 54.4 36.8 4.7 100
support staff 1.7 22.9 65.9 8.6 1.1 100
Program management 2 5.6 41.5 46.7 4.2 100
Program Executive 26.6 1.5 8.5 58.8 4.5 100
Chart # 4.1
0
10
20
30
40
50
60
70
It&admnt
Finance
supportstaff
Programe
mannagement
Programe
Executive
Strongly Disagree
Disagree
Agree
Strongly Agree
Cannot say
Interpretation:
The analysis of the response in the organization in all levels indicates that 80% of the
respondents feel that the they are satisfied in the organization and rest of 20% of the respondents
feel that the there are not satisfied in that organization.

CHAPTER-V
Summery
Findings & conclusion

Suggestions
The employees must be recognized as per their competences, rather than their position in the
Society. This helps in building up openness and trust and in motivating the employees to perform
well.
The management should remove the insecurity feelings in employees to that management
motivate the employees by achieving the Society objectives as his own objective.
Many stress reduction programs and health programs should be promoted.
Most of the employees are feels that difficult to express their opinions with .management should
keep the suggestions box in their Office .

Findings
After overall analysis of all the questions, the findings of the Employee Satisfaction survey for
LEPRA Society, Are that, almost all the employees are satisfied with the Society.
By creating friendly atmosphere in the work place conflicts can be avoided and togetherness
among the employees can be increased.
The appraisal system in the Society is giving proper feedback to the employee by their superior.
Job design and responsibilities are specific and clear.
80% of employees feel that their job gives them good feeling and personal accomplishment.

CONCLUSION
From the analysis and findings, the researcher can conclude that a favorable employee
satisfaction survey prevailing in “LEPRA Society” on a border basis. However, there are issues
to be addressed in respect of unfavorable feedback like healthcare, career development,
participative management etc in the category of Program executive and IT & Admin.
The management is requested to initiate action as least to bring down the unfavorable feedback
so that there are harmony and total employees job satisfaction in the days to come.

Bibliography
BOOKS:
P.Subba Rao: Essentials of Human Resources Management and
Industrial Relation, Himalaya Publishing house
Edition – 2006.
Ashwathappa: Human Resources and Personal Management
Himalaya Publishing house Edition– 2005.
L.M.Prasad : Human Resources Management
Sultan Chand & Sons Edition – 2006.
V.S.P.Rao : Human Resources Management
Himalaya Publishing house Edition – 2006.
WEB SITES:
www.citehr.com
www.managementparadise.com
WWW.hrarticles,com/ocl
WWW.findarticles.com/p/articles

EMPLOYEE SATISAFATION
SURVEY QUESTIONNAIRE
(This will be used only for the purpose of analysis)
Designation: __________________________Project/office:__________________________
(Please select the response for each question that most closely matches the way you feel).
(1-Strongly Disagree, 2-Disagree, 3-Agree, 4-Strongly Agree, 5-Can not say)
Job 1 2 3 4 5
1. I have a chance to do different things.
2. My present job suits my qualification and experience.
3. My job is challenging and interesting.
4. I have the authority to do the job well.
5. In general , I am satisfied about my job
Salary & benefits.
6. I am satisfied with my leave and other benefits in the organization.
7. I am getting equal and fair pay
8. Organization also covers my family in providing welfare facilities
9. I am satisfied with my salary and other allowances.
Career development
10. Internal employees get first preference in filling vacancies.
11. I am satisfied with my career development opportunities in the society.
12. There are adequate training programs and workshops for development.
13. We have a clear promotional policy, which help me to advance in my career.
Supervision
14. My superior clearly defines my job responsibilities.
15. My management cares about the employees.
16. My superior recognize my achievements.
17. I feel free to discuss my personal and professional problems with my
superior.
18. My superior evaluates my work fairly.
Working conditions
19. The present work timings are acceptable.
20. I am happy to be part of this organization.
21. I am satisfied with my working conditions in the organization.
Team Work
22. Getting information from employees of other projects is easy.
23. Work is fairly distributed in my team.
24. I feel free to talk openly and honestly with my team member.
25. My team works well together.

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