Options Respondents

1. Formal job evaluation plan is in place.
Options Respondents
Strongly agree 23
Agree 7
Strongly disagree 10
Disagree 10
Respondents
25
20
15
10
0
Strongly agree Agree Strongly disagree Disagree
Respondents
Reference:
From the above data 23 respondents for strongly agree, 7 respondents for agree, 10
respondents for strongly disagree and 10 respondents for disagree.
Interpretation:
From the above data it depicts that majority of employee’s have agreed stating that their
organization is having the formal job evaluation plan because the policies laid by the top
management on integrity and honesty. Through this their analysis is done in a formal basis.
By doing these employees have gained their trust among the employers in organization.
2. Having written job descriptions for the job.
Options Respondents
Strongly agree 10
Agree 5
Disagree 5
Respondents
35
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of employee’s have disagreed that their
organization do not have the written job descriptions for the job performed by the individual
employee’s. Because in the organization, wok is structured informally and prefer to maintain
flexibility in the job roles. And the employees are also satisfied with this kind of process.
3. Type of compensation payment system that is preferred.
Options Respondents
Fixed pay system 43
Variable pay system 2
Balanced debt system 5
All 0
Respondents
50
45
40
35
30
25
20
15
10
5
0
Fixed pay system Variable pay system Balanced debt system All
Respondents
Reference:
From the above data 43 respondents for fixed pay system, 2 respondents for variable pay
system, 5 respondents for balanced pay system.
Interpretation:
From the above data it depicts that majority of the employee’s prefer the fixed pay type of
compensation system in the organization according to their contribution towards the
organization. The reason behind employees preferring to fixed pay system is, it provides
employees with a predictable and stable income and employees may be able to focus more on
their job performance and less on negotiating their pay.
4. Organization’s compensation policy.
Options Respondents
Stay even with area labor market 45
Stay ahead of area labor market 5
Stay even with industry pay practices 0
Respondents
50
45
40
35
30
25
20
15
10
5
0
Stay even with area labor Stay ahead of area labor Stay even with industry
market market pay practices
Respondents
Reference:
From the above data 45 respondents for stay even with area labor market, 5 respondents for
stay ahead of area labor market, 0 respondents for stay even with industry pay practices.
Interpretation:
From the above data it depicts that majority of the employee’s stated that the compensation
policy of the organization is staying even with the area labor market. Staying even with the
labor market can help to ensure that employees feel valued and fairly compensated for their
work. Organizations can also position themselves as attractive employers and can improve
their reputation within the industry.
5. Organization having employee policy manual.
Options Respondents
Strongly agree 15
Agree 20
Disagree 10
Respondents
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employee’s agreed that the organization
that they are working for is having an employee policy manual and few of the employee’s
disagreed to this point as they did not find an employee policy manual. Because an employee
policy manual is an important tool for organizations to communicate their policies,
procedures, and expectations to their employees.
6. Salary of highest paid full-time role.
Options Respondents
10-50k 30
50k-1lakh 15
Above 1lakh 5
Respondents
35
30
25
20
15
10
0
10-50k 50k-1lakh Above 1lakh
Respondents
Reference:
From the above data 30 respondents for 10-50k, 15 respondents for 50k-1lakh and 5
respondents for above 1 lakh.
Interpretation:
From the above data it depicts that majority of the employees agreed that there are a greater
number of employees whose salary is between 10 to 50 thousand than the employees whose
salaries are between 50 thousand to 1 lakh or above.
7. Shift system is convenient than adopting a fixed timing to work.
Options Respondents
Strongly agree 20
Agree 10
Neutral 15
Disagree 5
Strongly disagree 0
Respondents
25
20
15
10
0
Strongly agree Agree Neutral Disagree Strongly disagree
Respondents
Reference:
respondents for neutral, 0 respondents for strongly disagree and 5 respondents for disagree.
Interpretation:
From the above data it depicts that majority of the employee’s agreed that the shift system is
convenient than adopting a fixed timing to work. Because a shift system can be more
convenient than adopting a fixed timing to work for both employees and employers, as it can
offer flexibility, work-life balance, coverage, variety, and efficiency.
8. Factors considered when determining salary for a new hire.
Options Respondents
Job type 3
Experience 15
Education 20
Geographic location 10
Not based on consistent factors 2
Other 0
Respondents
25
20
15
10
0
pe e on rs r
ty nc on to he
b rie ati ati c Ot
Jo pe uc lo
c f a
Ex Ed
ic e nt
ph i st
ra ns
eog co
G on
ed
as
otb
N
Respondents
Reference:
From the above data 3 respondents for job type, 15 respondents for experience, 20
respondents for education, 10 respondents for geographic location, 2 respondents for not
based on consistent factors.
Interpretation:
From the above data it depicts majority of employees feel that the organization will consider
the factors like experience and education of the employees majorly in terms of determining
the salary for a new hire. Because they are important indicators of an individual's
qualifications and potential value to the organization.
9. Compensation strategy includes measures of pay equity.
Options Respondents
Strongly agree 40
Agree 2
Strongly disagree 5
Disagree 3
Respondents
45
40
35
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees strongly agreed that the
compensation strategy that is followed by the organization includes the measures of pay
equity. Pay equity can improve productivity by reducing conflicts and tension among
employees that may arise from perceived unfairness in pay. When employees feel that they
are being paid fairly, they are more likely to be motivated and engaged in their work.
10. Salary raises are determined based on
Options Respondents
Standard annual % increase 10
Based on performance 30
Only when requested 5
We do not have a strategy for giving raises 5
Respondents
35
30
25
20
15
10
0
Standard annual % Based on performance Only when requested We do not have a
increase strategy for giving
raises
Respondents
Reference:
From the above data 10 respondents for standard annual % increase, 30 respondents for based
on performance, 5 respondents for only when requested, 5 respondents for no strategy for
giving raises.
Interpretation:
From the above data it depicts that majority of the employees says that the salary is raised
based on the factor like the performance of the employees. Because it is a way to recognize
and reward employees for their contributions to the organization.
11. Recent changes have been made in terms of compensation in organization.
Options Respondents
Strongly agree 10
Agree 5
Disagree 10
Respondents
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees strongly agree to the point that
there are some recent changes happened in the organization in terms of compensation.
Changes in compensation may be necessary to remain competitive in the job market. If other
organizations are offering higher salaries or more attractive benefits, the organization may
need to adjust their compensation package to attract and retain top talent.
12. Overall Compensation policy is satisfactory.
Options Respondents
Strongly agree 20
Agree 10
Disagree 10
Respondents
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees are satisfied with their
compensation policy in the organization. When the compensation policy is transparent and
employees understand how their pay and benefits are determined, they are more likely to feel
satisfied with the policy. Transparency helps to build trust and increase employee
engagement.
13. Average working hours of an employee.
Options Respondents
8 hours 26
9-10 hours 24
More than 10 hours 0
Respondents
30
25
20
15
10
0
8 hours 9-10 hours More than 10 hours
Respondents
Reference:
From the above data 26 respondents for 8 hours. 24 respondents for 9-10 hours and 0
respondents for more than 10 hours of work.
Interpretation:
From the above data it depicts that majority of the employees are working for 8 hours in the
organization. The 8-hour workday is seen as a reasonable and balanced amount of time for
employees to spend at work each day, allowing them to be productive and contribute to the
organization while also having time to rest and engage in other activities outside of work.
14. Types of leave benefits availed.
Options Respondents
Sick leave 18
Maternity leave 14
Annual leave 8
Casual leave 10
Respondents
20
18
16
14
12
10
8
6
4
2
0
Sick leave Maternity leave Annual leave Casual leave
Respondents
Reference:
From the above data 18 respondents for sick leave, 14 respondents for maternity leave, 8
respondents for annual leave and 10 respondents for casual leave.
Interpretation:
From the above data it depicts that among the leave benefits like sick leave, maternity leave,
annual leave and casual leave in the organization, majority of the employees opted for sick
leave. Employees are entitled to a certain amount of sick leave each year as part of their
employment contract or company policy. By taking sick leave, employees can take care of
their health and well-being, which ultimately benefits both the employee and the employer.
15. Satisfied with the bonus scheme of the company.
Options Respondents
Strongly agree 30
Agree 15
Strongly disagree 5
Disagree 0
Respondents
35
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees are satisfied with the bonus
scheme provided by the organization. Offering a competitive bonus scheme can help
companies attract top talent in their industry. Highly skilled employees are often in high
demand, and a strong bonus scheme can be a deciding factor in accepting a job offer.
16. Satisfied with the retirement benefit plans of the organization.
Options Respondents
Strongly agree 20
Agree 30
Strongly disagree 0
Disagree 0
Respondents
35
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees agree to the point that they are
satisfied by the retirement scheme provided by the organization. Providing retirement
benefits can also be seen as a way for organizations to fulfil their corporate social
responsibility by helping to ensure that employees have a secure financial future in
retirement.
17. Organization provides insurance scheme for employee and their family.
Options Respondents
Strongly agree 40
Agree 10
Strongly disagree 0
Disagree 0
Respondents
45
40
35
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees are satisfied by the insurance
scheme provided by the organization to the employees and their families. Providing insurance
schemes is a way for organizations to support their employees physical and mental well-
being. Insurance coverage can help employees access necessary medical care, mental health
services, and other resources to maintain their health and well-being.
18. Organization provides frequent medical checkups for the employees.
Options Respondents
Strongly agree 35
Agree 15
Strongly disagree 0
Disagree 0
Respondents
40
35
30
25
20
15
10
0
Respondents
Reference:
Interpretation:
From the above data it depicts that majority of the employees accept to the point that the
organization is providing the regular medical checkup to the employees. Providing medical
camps can be a way for organizations to show their employees that they care about their well-
being. This can help to increase employee engagement and loyalty, and reduce turnover.
19. Ratio of fixed and variable pay in the company.
Options Respondents
60%-40% 15
70%-30% 15
80%-20% 10
75%-25% 10
Respondents
16
14
12
10
0
60%-40% 70%-30% 80%-20% 75%-25%
Respondents
Reference:
From the above data 15 respondents for 60-40%, 15 respondents to 70-30%,10 respondents to
80-20% and 10 respondents to 75-25%.
Interpretation:
From the above data it depicts that most of the employees agree that 60-40% and 70-30% are
the ratios of fixed and variable pay in the organization. Having a ratio between fixed and
variable pay can help organizations to control costs, manage performance, offer flexibility in
compensation packages, attract, and retain top talent, and align the interests of employees
with the goals of the organization.
20. Supervisor follows the leave policy.
Options Respondents
Strictly 10
Standard 15
Lenient 15
Lethargic 10
Respondents
16
14
12
10
0
Strictly Standard Lenient Lethargic
Respondents
Reference:
From the above 10 respondents for strictly, 15 respondents for standard, 15 respondents for
lenient, 10 respondents for lethargic.
Interpretation:
From the above data it depicts that most of the employees agree that the supervisor follows
the leave policy mostly in standard and lenient in the organizaion. A supervisor may follow
the leave policy in a standard way when there are clear guidelines in place for granting time
off. Following the leave policy in a lenient way can help to improve employee morale and job
satisfaction.

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1. Formal job evaluation plan is in place.

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