SUMMER TRAINING REPORT

ON

“EMPLOYE ENGAGEMENT TOWARDS NIKS TECHNOLOGY LIMITED

HEMWATI NANDAN BAHUGUNA GARHWAL UNIVERSITY

SRINAGAR (GARHWAL) UTTARAKHAND

IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE

AWARD OF DEGREE OF

BUSINESS ADMINISTRATION (BBA)

(2020-2023)

SUBMITTED BY UNDER THE GUIDANCE OF

YUVRAJ SINGH ANIL PUNDIR

BBA 4TH SEM (FACULTY)

ENROL NO – G202100074

DOON PG COLLEGE OF AGRICULTURE, SCIENCE AND TECHNOLOGY

DEHRADUN (UTTARAKHAND)
 DECLARATION
I hereby declare that the project entitled “EMPLOYEE ENGAGEMENT ” has been submitted in the partial
fulfilment of the requirement of the degree of Bachelors in Business Administration.

This is my original work not submitted for the award of any other degree, diploma, fellowship or any other
similar title or price. ( YUVRAJ SINGH) course & sem BBA 4th sem.

Date:

Palace: Dehradun
 ACKNOWLEDGEMENT

As far as on summer internship, “ EMPLOYEE ENGAGEMENT TOWARDS NIKS

TECHNOLOGY LIMITED” is concerned, Initially I would like to express my deepest
thanks to Mr. Manish Dixit , Managing Director of NIKIS TECNOLOGY LIMITED for
giving me this opportunity to do an internship within the organisation and I would
also like to thank my Head of the Department Mr. ANIL PUNDIR .
 CONTENT

1 COMPANY PROFILE
2 INTRODUCTION
3 OBJECTIVE OF THE STUDY
4 LIMITATIONS OF THE STUDY
5 DATA ANALYSIS & INTERPRETATION
6 FINDINGS
7 SUGGESTION
8 CONCLUSION
 COMPANY PROFILE
Niks Technology Application development Company offers a range of
services from outsourced application development and managed services
to professional services that are enabled by experience, knowledge,
proven methodologies, global talent and innovation. Niks Software
Technology delivers products and solutions with increased levels of
service and improved quality of outputs. We Offer IT Services , IT Security
Services and Training On Ethical Hacking / Embedded System & Robotics /
Software Development / Networking & Communication.

The Company was originally incorporated as Niks Technology Private

Limited on June 19 2014 as a Private Limited Company under the
Companies Act 2013 with Registrar of Companies Patna Bihar.
Subsequently Company got converted into Public Limited Company
pursuant to Shareholders Resolution passed at the Extraordinary General
Meeting of the Company held on March 05 2021 and name of the
Company was changed to Niks Technology Limited and a Fresh Certificate
of Incorporation consequent upon conversion of Company to Public
Limited dated March 05 2021 was issued by Registrar of Companies Patna
Bihar The Company is promoted by Mr. Manish Dixit. The Company is
engaged in software development and providing education services. Niks
Technology Application development Company offers a range of services
from outsourced application development and managed services to
professional services that are enabled by experience knowledge proven
methodologies global talent and innovation. Niks Software Technology
delivers products and solutions with increased levels of service and
improved quality of outputs. The Company offer IT Services IT Security
Services and Training On Ethical Hacking / Embedded System & Robotics /
Software Development / Networking & Communication.The Company is
an IT solution services enabling company implementing standard practices
and maintaining quality services across all verticals; it is committed to
deliver high quality services like Digital Marketing Software development
mobile app development website development. Moreover the Company
provide classroom training and certification courses to students during
their summer and winter breaks. This training is been provided through
online and offline mode. It continuously evolve services and customize
offerings as per the need of clients. The evaluation team ensures
adaptation of the best -of-breed tools and technologies for effective
service to clients. The Company is an ISO 9001:2000 certified company. It
provide job oriented courses with 100% job assistance. It provide on- the-
job training. The institute conducts practical workshops from time to time.
After completion of successful training in any field it provide all the
necessary information about job opportunities. The Company has been
steadily diversifying as well as adding new products to its portfolio besides
adding additional infrastructure. It carter the need of students through
skill enhancement and value addition courses. The Company provide the
courses at its education centers. It provide an improved product mix to
customers and their preferences thereby targeting a wider customer base.
The Company have launched courses like ethical hacking & cyber security
embedded system & robotics digital marketing Android application
development Internet of Things (IoTs) and machine learning.The Company
believe in providing quality and timely service to customers. It has a set of
standards when it comes to provide timeliness and quality of service to
customers. The stringent systems ensure that all products reach
customers on stipulated time and there are minimum errors to ensure
reduced product rejection. The Company developed internal procedure of
checking the client orders at each stage from customer order to closer of
the service. The Company focuses on maintaining the level of consistently
in services thereby building customer loyalty for its brand.In 2020 the
Company was recognized as a 'Startup' by the Department for Promotion
of Industry and Internal Trade (DPIIT).

Niks Technology Private Limited is a Non-govt company, incorporated on

19 Jun, 2014. It's a private unlisted company and is classified as'company
limited by shares'.

Company's authorized capital stands at Rs 2.0 lakhs and has 100.0% paid-
up capital which is Rs 2.0 lakhs. Niks Technology Private Limited last
annual general meet (AGM) happened on 30 Sep, 2017. The company last
updated its financials on 31 Mar, 2017 as per Ministry of Corporate Affairs
(MCA).

Niks Technology Private Limited is majorly in Community, persoNAl &

Social Service business from last 8 years and currently, company
operations are active. Current board members & directors are MANISH
DIXIT, ABHINIT KUMAR SHARMA and NIKHAT ABSAR .

Company is registered in PatNA (Bihar) Registrar Office. Niks Technology

Private Limited registered address is BESIDE TIWARI BECHER,1ST
FLOOR,VIJAYANAN COMPLEX MAIN ROAD,KANKARBAGH PATNA Patna BR
800020 IN.
 INTRODUCTION
Employee engagement is a fundamental concept in the effort to
understand and describe, both qualitatively and quantitatively,
the nature of the relationship between an organization and
its employees. An "engaged employee" is defined as one who is
fully absorbed by and enthusiastic about their work and so takes
positive action to further the organization's reputation and
interests. An engaged employee has a positive attitude towards
the organization and its values. In contrast, a disengaged
employee may range from someone doing the bare minimum at
work (aka 'coasting'), up to an employee who is actively damaging
the company's work output and reputation.
An organization with "high" employee engagement might
therefore be expected to outperform those with "low" employee
engagement.
Employee engagement first appeared as a concept
in management theory in the 1990s, becoming widespread in
management practice in the 2000s, but it remains contested. It
stands in an unspecified relationship to earlier constructs such
as morale and job satisfaction. Despite academic critiques,
employee engagement practices are well established in the
management of human resources and of internal
communications.
Employee engagement today has become synonymous with
terms like 'employee experience' and 'employee satisfaction'. The
relevance is much more due to the vast majority of new
generation professionals in the workforce who have a higher
propensity to be 'distracted' and 'disengaged' at work. A recent
survey by StaffConnect suggests that an overwhelming number of
enterprise organizations today (74.24%) were planning to
improve employee experience in 2018.
William Kahn provided the first formal definition of personnel
engagement as "the harnessing of organisation members' selves
to their work roles; in engagement, people employ and express
themselves physically, cognitively, and emotionally during role
performances."[2]
In 1993, Schmidt et al. proposed a bridge between the pre-
existing concept of 'job satisfaction' and employee engagement
with the definition: "an employee's involvement with,
commitment to, and satisfaction with work. Employee
engagement is a part of employee retention." This definition
integrates the classic constructs of job satisfaction (Smith et al.,
1969), and organizational commitment (Meyer & Allen, 1991).
Defining employee engagement remains problematic. In their
review of the literature in 2011, Wollard and Shuck[4] identify four
main sub-concepts within the term:
1. "Needs satisfying" approach, in which engagement is the
expression of one's preferred self in task behaviours.
2. "Burnout antithesis" approach, in which energy,
involvement, efficacy are presented as the opposites of
established "burnout" constructs: exhaustion, cynicism and
lack of accomplishment.
3. Satisfaction-engagement approach, in which engagement is
a more technical version of job satisfaction, evidenced
by The Gallup Company's own Q12 engagement survey
which gives an r=.91 correlation with one (job satisfaction)
measure.[5]
4. The multidimensional approach, in which a clear distinction
is maintained between job and organisational engagement,
usually with the primary focus on antecedents and
consequents to role performance rather than organisational
identification.
Definitions of engagement vary in the weight they give to the
individual vs the organisation in creating engagement. Recent
practice has situated the drivers of engagement across this
spectrum, from within the psyche of the individual employee (for
example, promising recruitment services that will filter out
'disengaged' job applicants [6]) to focusing mainly on the actions
and investments the organisation makes to support
engagement.[7]
These definitional issues are potentially severe for practitioners.
With different (and often proprietary) definitions of the object
being measured, statistics from different sources are not readily
comparable. Engagement work remains open to the challenge
that its basic assumptions are, as Tom Keenoy describes them,
'normative' and 'aspirational', rather than analytic or operational -
and so risk being seen by other organizational participants as
"motherhood and apple pie" rhetoric.
 OBJECTIVE OF THE STUDY
1. Align Employees with Your Company’s Goals and Values
All organizations have their unique goals and values. Aligning your employees with
these can give them a clear perspective of what your company is looking to achieve.
It can also serve as one of the best employee engagement goals. Employees that
realize this can have a better sense of teamwork and are more likely to remain in the
company.
They also stay engaged as they have a well-defined picture of how their efforts can
influence the growth of your business. If you want to align employees with these
goals and values, it would be best to define your company’s primary goals and have
a suitable plan to execute them.
Afterward, hold a meeting to explain them and have a session to answer any doubts
your employees may have about them. Continue communicating with your team and
keep them updated on your company’s progress.

2. Employee Productivity
Productive employees understand your company’s objectives well and usually
participate in most of its affairs. They work earnestly on all tasks and significantly
contribute to your business’s employee engagement goals and overall success.
However, your workers might become less enthusiastic in the workplace after some
time. If the company has an unhealthy work culture or your employees constantly
perform a dull job, it may lower their satisfaction and passion for working.
The reasons can vary from worker to worker, but the repercussions your business
may face are the same. Keep trying to foster employee engagement goals as it can
lead to a supportive organizational culture where most employees remain engaged.

3. Enhance Your Employee’s Well-being

Among employee engagement goals, enhancing your employees’ sense of well-being
is a vital one. Employees often experience a good sense of well-being when they
have healthy relationships, more freedom, a sense of purpose, and personal growth.
When they have improved well-being, they aren’t just engaged and satisfied with
their jobs. They also encourage others with their enthusiasm. You can support them
and help them whenever they are in need to help with this. Communicating with
your employees more often can also be helpful as you may get to know whether
something may be bothering them.

4. Improve Workplace Conditions

Some workplace conditions that can drive productivity and other employee
engagement goals are the work environment, communication, and teamwork. For
that reason, it’s critical to improve each of them.
Conducting employee engagement surveys allows you to understand better your
staff’s perspective and lets you work on what needs immediate attention. Some
employees may indicate that they aren’t content about how your organization
communicates, while others might simply be unsatisfied with your office’s furniture.
Investing in ergonomic solutions can improve your employee’s working experience,
so consider getting ergonomic office chairs or office standing desks for them. Doing
this and fixing other immediate problems can improve productivity and enhance
your company’s growth.

5. Understand Your Employees

The workplace always has diverse mindsets, and each has its ways of completing
tasks. A manager should understand this and try to delegate work to employees
based on their strengths and interests. If they need flexibility and you can give it to
them, go ahead.

6. Motivate Workers
One of the most crucial employee engagement objectives is employee motivation.
Motivated workers often perform their tasks better and are significantly more
productive. They also feel more committed to your company’s goals and objectives.
This commitment often leads to an increase in your company’s output levels. If you
want to encourage employee innovation, you can start by motivating your workers.
On the other hand, when your staff isn’t motivated, they may only do what the
company asks of them. They may even look for other job opportunities.
A negative and gloomy work environment can also diminish your employee’s
motivation. Remember that you can conduct employee engagement surveys to
know what your company is currently lacking and immediately take action to fix the
issue.
You can improve employee motivation by implementing and encouraging open
communication in the workplace. Acknowledging and rewarding your worker’s
efforts can also be highly effective. Appreciation is a human need, and when you
reward work, everyone gets immediately motivated.
 LIMITATIONS OF THE STUDY
Less Than 100% Participation
About the folks who choose not to participate in your rewards program: if their
productivity is as low as their participation, managers need to know. As for the big
winners in your rewards programs, you might want to give them mentorship
opportunities or just set them free to soar. The middle group should be the most
interesting for managers. Although persuading average performers to join the
winners can be challenging, this is the biggest opportunity for increasing employee
engagement.

Cutthroat Competitions Don’t Cut it

For a rewards program to foster employee engagement, your company culture has
to be positive. If employees cheat to win (yes, it happens), you’re better off
reviewing your company culture.
Table 1
Table showing the satisfaction about the quality of Food provided in the canteen

SI. Number of Percentage of

respondents responds
No. Responses
1 Highly Satisfied 15 15

2 Satisfied 65 65

3 Neutral 20 20

4 Dissatisfied 00 00

5 Highly dissatisfied 00 00

Total 100 100

70
60

50

40
Number of respondents
30
Percentage of responds
20
Interpretation:

From the above table we can find that the quality of food is satisfactory. 65% of
people are satisfied, 15% people are highly satisfied and only 20% people have
neural opinion

Table showing the satisfaction towards hygiene

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 45 45%

2 Satisfied 55 55%
3 Neutral 00 00%
4 Dissatisfied 00 00%
5 Highly dissatisfied 00% 00%
Total 100 100%

60
50

40

30
Number of respondents
20 Percentage of responds
10
Interpretation:

From the 55% of the respondents are satisfied and 45% of the respondents are
highly satisfied to the hygiene in the canteen

Table
Table showing the satisfaction towards Hospital facilities/ Medical facilities
provided by the company

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 15 15
2 Satisfied 75 75
3 Neutral 00 00%
4 Dissatisfied 10 10
5 Highly dissatisfied 00 00%
Total 100 100%

80
70

60

50
Number of respondents
40
Percentage of responds
30
Interpretation:

Majority of the respondents i.e., 75% satisfied and 15% of the respondents are highly
satisfied and only 10% of respondents are dissatisfied

Table 4

Table showing the satisfaction toward basic facilities

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 50 50%
2 Satisfied 35 35%
3 Neutral 10 10%
4 Dissatisfied 05 05%
5 Highly dissatisfied 00 00%
Total 100 100%

120

100 Responses

60 Number of
respondents
40 Percentage of
responds
0
1 2 3 4 5 Total
Interpretation:

From the above table it is clear that half of the respondents are highly satisfied and
remaining 35% respondents are satisfied and 10% respondents are dissatisfied.

Table 5

Table showing the satisfaction towards education facility provided by the company

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 40 40%
2 Satisfied 30 60%
3 Neutral 10 10%
4 Dissatisfied 20 20%
5 Highly dissatisfied 00 00%
Total 100 100%

45
40
35
30
25 Number of respondents

20 Percentage of responds
Interpretation:

From the above table, we can say that more than half of the respondents told that
they are satisfied and remaining 40% respondents are highly satisfied.

Table 6

Table showing the satisfaction towards club facility in the company

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 35 40%
2 Satisfied 60 60%
3 Neutral 05 05%
4 Dissatisfied 05 05%
5 Highly dissatisfied 00 00%
Total 100 100%
70
60

50

40
Series1
30
Series2
20 Series3
10
Series4
Interpretation:

From the above table it is clear that 60% of the respondents are satisfied, 35% of the
respondents are highly satisfied and remaining 5% respondents have neutral
opinion.

Table 7

Table showing the satisfaction of employees towards birthday gift provided by the
company

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 60 60%
2 Satisfied 40 40%
3 Neutral 00 00%
4 Dissatisfied 00 00%
5 Highly dissatisfied 00 00%
Total 100 100%

70
60

50

40

30 Number of respondents
Percentage of responds
20

10
Interpretation:

It is clear that more than then half of the respondents i.e., 60% are highly satisfied
and remaining 40% are satisfied with Birthday gift.

Table 8

SI. No. Gender Number of Percentage of

respondents responds
1 Highly Satisfied 35 35%
2 Satisfied 65 65%
3 Neutral 00 00%
4 Dissatisfied 00 00%
5 Highly dissatisfied 00 00%
Total 100 100%
Table showing the satisfaction towards Transport facility provided by the company

70
60

50

40
Series1
30
Series2
20
Series3
10
Series4
Interpretation:

From the above table majority of the employees responded that Transport facility
provided is satisfactory .

Table 9

Table showing the satisfaction towards Commercial establishment provided by

the company

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 60 60%
2 Satisfied 40 40%
3 Neutral 00 00%
4 Dissatisfied 00 00%
5 Highly dissatisfied 00 00%
Total 100 100%

70
60
50
Number of
40
respondents
30
Percentage of
Interpretation:

Most of the employees responded that they are satisfied in commercial

establishment provided by the company.

Table 10

Table showing satisfaction towards Community development provided by the

company.

SI. No. Responses Number of Percentage of

respondents responds
1 Highly Satisfied 30 30%
2 Satisfied 45 45%
3 Neutral 10 10%
4 Dissatisfied 15 15%
5 Highly dissatisfied 00 00%
Total 100 100%

50

40
Series1
30
Series2
20
Series3
10
Series4
0
1 2 3 4 5
Interpretation:

From the above table 45% are satisfied, 30% are highly satisfied and 10% have
neutral opinion and 15% are dissatisfied.

Table 12

Table showing response towards Provident fund facility provided by the company.

SI. No. Responses Number of Percentage of

respondents responds
1 Highly Satisfied 45 45%
2 Satisfied 50 50%
3 Neutral 05 05%
4 Dissatisfied 05 05%
5 Highly dissatisfied 00 00%
Total 100 100%

60
50
Series1
40
Series2
30 Series3
20
Series4
10
1 2 3 4 5
Interpretation:

From the above table it is that 45% respondents are highly satisfied, 50% are
satisfied and 5% people have neutral opinion..

Table 13

Table showing response towards Rest room & Lunch room provided facility by
the company.

SI. No. Responses Number of Percentage of

respondents responds
1 Highly Satisfied 40 40%
2 Satisfied 45 45%
3 Neutral 10 10%
4 Dissatisfied 05 05%
5 Highly dissatisfied 00 00%
Total 100 100%

50
45
40
35
30 Number of respondents
25 Percentage of responds
20
Interpretation:

From the above, we can that 40% are highly satisfied and 45% are satisfied and 10%
respondents have neutral opinion, 5% are dissatisfied regarding Rest room & Lunch
room .

Table 16

Table showing response towards Annual Health Checkup in the company

SI. Responses Number of Percentage of

respondents responds
No.
1 Highly Satisfied 45 45%
2 Satisfied 55 55%
3 Neutral 00 00%
4 Dissatisfied 00 00%
5 Highly dissatisfied 00 00%
Total 100 100%

60
50

40
Number of
30
respondents
20
Percentage of
Interpretation:

Less than half of the respondents are highly satisfied and more than half of the
respondents are satisfied with the annual health checkup in the company.

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 FINDINGS
The following details can be inferred after analysing the sample size of 100
respondents of NIKS TECHNOLOGY LIMITED by questionnaire method to find
out the employee engagement ;

• 50%of the respondents agree that they are satisfied with their
job.
• 85%of the employees observed that the duty timing schedule
is convenient
• Majority of respondents feel that they are happy with the
salary\perk structure paid by the organisation
• Most of the respondents agree that the environment is
suitable
• Majority of respondents remain undecided regarding
management safe guarding them during risky situation
• Most of the respondents have the same opinion that appraisal
system helps in organizing the works expected of them.
• 96% of the respondents agree that they were motivated by
the appraisal system followed in the company and also think
that it provides them a sense of satisfaction on the job they
have been assigned to.
• All most all the employees agree that routine evaluation
scheme is accurately assessing their act in organization.
• Maximum number ,of the respondents has an view that
present appraisal systems cycle time is satisfactory
• Employees are receiving feedback on a regular interval of time
based on their performance.

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 • 80% of the respondents receive feedback once in 6 months
from their appraisers for their performances.
• 92% of the employees have the same opinion that employee
engagementon the company is used for promotion purposes.
• According to the study, employee engagementsystem gives a
sense of fulfillment for the employees.

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 SUGGESTIONS
Although, most of the officials at NIKS TECHNOLOGY LIMITED endorsed that E-
MAP is a viable instrument of performance appraisal, the technique can be
additionally enhanced by adhering to the following recommendations:
• As per findings, it can be recommended that the company should
incorporate self- evaluation framework and a large portion of them
needs the past system which they were following that is Annual
Confidential Report (ACR).
• It will be better if the Organization gives performance and potential
appraisal rewards frequently.
• An appraiser needs to give input to assess after their evaluation.
• The employers recommended that the management should if
conceivable to evacuate the Forced bell curve in employee
engagementsystem.
• The company should undertake to provide special reward and
compensation system henceforth to keep up the employees
advantages and rouses them to perform better.
• I would recommend the organization that if feedbacks are offered
month to month to the representatives they would enhance their
performance more adequately than giving input in once in a half year.
• The association should perceive and address the employee’s needs.
• Motivation through proper advantages must be given to the
employees who finish their undertakings according to plan.
• Superiors are supposed to continue a cordial relationship with
workers and officers recognition of the employee's efforts and
provide guidance to workers.
• E-MAP System should not just utilize KRA's for the evaluation of the
employee’s performance however general performance of the
employees additionally needs appearance in E-MAP. So I would
suggest that the usefulness of E-MAP should be enhanced by
incorporating 360 degree employee engagementsystem in future.

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 • It will be better if the organization gives incentives to representatives
so it will support their work and profitability.
• Promotions of representatives should be founded on the execution
and not simply on experience.
• Employee's suggestions and recommendations should be considered
during the appraisal.

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 CONCLUSION
In the whole company employee engagement system framework is essential
keeping in mind the end goal to know how well the representatives are been
performing out their employments which is assigned to them so it is important
for every one of the organization requires to take after a viable execution
examination framework. Human Resource is the central wellspring of each
association. Each worker in a business expands the profitability and altruism of
each organization. A representative, being an individual is dealt with as
resources in the association. So the association ought to chiefly accentuation
execution examination strategies and its improvement programs. Both the
appraiser and assess ought to understand the standard and utilize the
apparatus of evaluation framework valuably for the thriving of the association.
Workers are happy with the present employee engagement frameworks many
as new evaluation methods have developed; the association can actualize
current procedure. So by making performance and development designs the
appraisers enhances the general performance of the workers and later they
are given appropriate job for that specific employees to be successful. In the
event that the proposed measures are taken into consideration it will expand
the viability of employee engagement system.

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BIBLOGRAPHY
Following sources have been sought for the preparation this project report-

➢ Company profile

➢ Annual reports of the company from “2018-2019 to

2021-2022”

➢ Direct interaction with the employees of the company.

➢ Internet-

www.google.com

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