英语论文网

etain their employees through competitive pay, generous stock options, and engaging work environment.

The biggest challenge for a MNCs like GE is to recruit, enable, empower, and retain the best and the brightest talent. “We realized long ago that we had to make a compelling value proposition to our employees, just as we did for our customers.” In addition to looking for strong technology skills, GE hired people that it believed had the capacity to continue learning. The founders had experienced the necessity of ongoing learning as their own roles morphed from software programmers to managers of a global service empire. The company recognized the related importance of humility. As one GE executive pointed out, “If you aren't humble, you aren't open to learning.” Ge employees had to constantly learn new skills in order to adapt to the rapidly changing technology landscape.

Furthermore, because the company was growing so rapidly, new hires could expect to take on managerial responsibilities quickly. GE invested heavily in initial training and education and required that each employee undergo a certain number of hours of training every year.

GE had many healthy HR practices viz., they believe in the people recruited, give them required training, put them under capable Project Managers who help them understand and execute the work. This way, the employee gets more interested in the job and delivers what is required of him.

There are frequent review meetings where employee is made to come out with ideas. Project Managers analyze the strengths and capabilities of each employee and assign jobs that go with these traits. Thus, there is greater job satisfaction that make employee retain the job.

Moreover, GE hires people strictly according to the job profile. This means, for all jobs, they do not hire the best. Candidates with lesser aptitude are also hired who are trained and best output obtained. This way, the retention is higher.

RELEVANCE AND LIMITATIONS OF STUDY

The study was thoughtful for knowing the existing job satisfaction level of the employees of GE, Gurgaon, India.

Limitation for the study, the study was restricted to GE only and other being the time as constraint.

DATA ANALYSIS AND INTERPRETATION

After data have been collected, the researcher turns to the task of analyzing them. The analysis of data requires a number of closely related operations such as establishment of categories, the application of these categories to raw data through tabulation and drawing statically inferences.

Tabulation is the part of technical procedure where in the classified data are put in the form of tables.

After analyzing the data, the researcher should have to explain the findings on the basis of some theory. It is known as interpretation.

The data has been collected from 100 employees of GE through questionnaire. The data thus collected was in the form of master table.

That made possible counting of classified data easy. From the master table various summery tables were prepared. They have been presented along with their interpretation in this manner.

6.1. Responses regarding whether the respondents are satisfied with the workplace of organization

Table 6.1

Satisfaction level

No. Of r