APROJECT REPORT

ON

“TO STUDY EMPLOYEE JOB SATISFACTION PERFORMANCE”

(AN EMPIRICAL STUDY OF YAMAHA MOTORS PVT. LTD.)

A PROJECT REPORT IS SUBMITTED IN PARTIAL FULFILLMENT OF THE

MASTERS OF BUSINESS ADMINISTRATION

SUPERVISOR: SUBMITTED BY:

Miss.Shikha SHEENUDEPARTMENT OF ROLL: 07-M.B.A-152MANAGEMENT STUDIES ADDRESS:-

146-L MODEL TOWNKARNAL, HARYANAE-MAIL:-Sheenu_mgtstd@yahoo.co.in

Gurgaon Institute of Technology and Management

(AFFLIATED TO MAHARISHI DYANAND UNIVERSITY, ROHTAK)

2007-09

STUDENT DECLERATION

This project has been undertaken in partial fulfillment of the requirement for the masters

of Business Administration of Maharishi Dyanand University, Gurgaon.

I, Sheenu Budhiraja, Roll No. 52, student of M.B.A (2nd Year) IV Sem. Of Gurgaon

Institute of technology and management hereby declare that the Project Report entitled

“IMPACT OF EMPLOYEE SATISFACTION ON ORGANISATIONAL EFFECTS” is an

original work and the same has not been submitted to any other Institute for award of any degree.

The project report was presented to the supervisor of the project. The feasible suggestions have

been duly incorporated in consultation with the supervisor of the project.

PREFACE

Theoretical knowledge as well as practical exposure is necessary in a professional degree. Research project help us to get familiar with real environment of business. The research project and title “Employee’s Satisfaction” is an original work.

The information garnered from employee satisfaction surveys give the management knowledge that directly impacts the bottom line and fosters positive employee relations in any or all of the following ways.

Identifying cost-saving opportunities Improving productively Reducing turnover Curbing absenteeism Strengthening supervision Evaluating customer-service issues Assessing training needs Streamlining communication Benchmarking the organization’s progress in relation to the industry

This descriptive project report is an attempt to highlight various aspects of employee’s satisfaction, thoroughly analyzing the reasons of dissatisfaction and finally giving effective suggestions to mgmt for better functioning.

I have tried to discuss in details about my topic on Performance Appraisal of workers and

how it helps it any organization. This is based on the theoretical study at my institute ad

practical study in the organization. Result of my study is based on the findings of the

questionnaire, survey and fieldwork taken by me and data collected by Personnel

Department.

I sincerely hope that the research work and the analysis done with fulfill the requirement of the project work assigned. I am grateful to all those including my project guide who

have helped me and encouraged me in preparing this project.

ACKNOWLEDGEMENT

I deem it my proud privilege to express my indebtedness and sincere thanks to all those who

have, in various ways, helped me in the successful completion of the project and without their

invaluable help this project would not have been a reality. I m also grateful to other member of

management who have share in seeking me through in this research

effort which was not possible without their sincere corporation.

I am also extremely thankful to Ms. SHIKHA (Project Guide & Lect. In MBA Deptt.) Who

was constant source of knowledge and inspiration at all levels throughout my training.

Finally I express my appreciation and thanks to all the employees. Whom I interacted and

who’s thought and insight help me in understanding of the subject and moral support

during completion of this project report.

SHEENU BUDHIRAJA

M.B.A IV SEM

CONTENTS

CHAPTER 1

1. INTRODUCTION

1.1 WHY I HAVE CHOSEN THIS TOPIC

1.2 PROBLEM STATEMENT

1.3 REVIEW OF LITRATURE

1.4 CONCEPTUALISATION

1.5 SCOPE OF THE STUDY

1.6 OBJECTIVE OF THE STUDY

1.7 LIMITATION

1.8 CHAPTER ARRANGEMENT

/

CHAPTER 2

2. RESEARCH MATHODOLOGY

2.1 RESEARCH DESIGN

2.2 METHOD OF DATA COLLECTION

2.3 SAMPLE DESIGN

2.4 SAMPLE SIZE

2.5 SAMPLING METHOD

2.6 PROFILE OF THE ORGANISATION

CHAPTER 3

3. CONCEPTUUAL FRAMEWORK

3.1 OVERVIEW

3.2 COMPANY’S INTRODUCTION

3.3 MODELS IN INDIA

3.4 GROUP COMPANIES

3.5 DEALERS AND EXPORTERS

3.6 PRODUCTS

3.7 INDIA AUTOMOBILE HISTORY

3.8 NEW AUTOMOBILE LAUNCHES

3.9 SECRETS OF YAMAHA

CHAPTER 4

4. ANALYSIS AND INTERPRETATION OF DATA

4.1 DATA PRESENTATION AND ANALYSIS

4.2 FINDINGS

CHAPTER 5

5. IMPLICATION AND CONCLUSION

5.1 CONCLUSION

5.2 SUGGESTIONS

CHAPTER 6

6 APPENDICES

6.1 BIBLIOGRAPHY

6.2 ANEXTURE

CHAPTER-1

INTRODUCTION

WHY I HAVE CHOSEN THIS TOPIC?WHY I HAVE CHOSEN THIS TOPIC?

I have chosen this topic because; I want to know about the IMPACT OF EMPLOYEE

SATISFACTION ON ORGANISATIONAL EFFECTS and Employee has to feel

satisfied with the environment within which they are working. Employee satisfaction is

necessary for the organization because overall growth of the organization is dependent on

employees who are working therein. They must be satisfied with their job, salary,

working condition etc which is providing by the organization to them.

SIGNIFICANCE OF THE STUDY

The job occupies an important place in the life of an individual. It is the chief source of

satisfaction of an individual’s satisfaction psychological, biological and social needs. Selection

of ob therefore is a crucial importance to any one.

Employee satisfaction consists of linking for the work involved and acceptance of the pressure

and aspirations connected with the work. It implies the identification of oneself with the

requirements of work involved in the job. All type of work are not impotently satisfying people

engaged in the work which is not satisfying in itself naturally look for satisfaction from the

source external it employee satisfaction. Employee satisfaction given happiness efficiency and

success in one’s professional activity. It represents harmony to the worker and progress to

community.

The employee satisfaction plays an important role in the job behavior of an individual. It has

been defined by Gilmer, “Employee satisfaction and dissatisfaction is the result of various

attitudes the person holes towards this job, toward related factors and towards life in general.”

Employees’ satisfaction improves the performance as well as the effectiveness of an individual

irrespective of his nature of work, the friendly, enthusiastic, source and well adjusted employee

can work steadily and carefully.

Satisfaction of a employee in the industry which his job depends upon various factors such as

salary, interest, interpersonal relationship, co-workers, supervision, status, recognition,

promotion, environment, opportunity of advance, training and company policy. The sum of these

factors increase employee satisfaction of a employee.

STATEMENT OF THE PROBLEM

My study is concerned with studying the impact of employee satisfaction at the organizational

performance.

To what extent employees are satisfied with the organizational practices at YAHAMA. What are

the various facilities and provisions provided by the organization that motivate the employees

and affect their performance level?

What are the positive points of the organization responsible for making the employees

satisfaction level and what is the impact of those points on organizational and individual

performance.

To recommend the changes in present organization practices to increase the satisfaction level of

employees and ultimately performance.

REVIEW OF LITERATURE

The literature review is a critical look at the existing research that is significant to the work that

the researcher carries out. Keeping in mind that the literature review should provide the context

for the present research by looking at what work has already done in the present research area.

A DQ-IDC INDIA SURVEY: BPO Employee Satisfaction Survey 2003

Tuesday, October 21, 2003

The first survey of its kind in India discovers that while call center employees may be more

satisfied than IT pros that satisfaction rapidly decreases with experience promising high

attrition. And that high stress and work-related ailment are a workplace reality

They are all over the place. At dingy placement consultants’ offices—being reprimanded for

saying yel, yum and yen (instead of l, m and n). At air-conditioned call center test rooms

being checked out for their ability to sound pleasant on the phone. At city college campuses

—arguing if Convergys was a better bet or GE.

If this were an age in which pioneers were easily born, one would say they looked a lot like

those who hotfooted it to California during the gold rush days. The stereotypes are different of

course. That was a bearded, scraggly, more often middle-aged man. This is a smart, clean, well-

dressed person—mostly young enough to be called lad or lassie.

Beyond the looks though, there are surprising similarities. For both the Californian gold-digger

and the call center employee it is about what the West called "easy money". If one said, "I isn’t

got what it takes to be a Senator," the other says, "I really don’t want to put in what it takes to

be an engineer." If one was in it for the wide-open spaces, the other is in it for enclosed, air-

conditioned partitions (read work environment).

That may have been fine if the similarities ended there. They don’t. Both classes of people may

have changed the face of a state or a nation, but both have found that it isn’t easy money. That

being a gold digger or a voice-for-hire requires a completely different kind of perseverance.

That too much of gold dust or too much of re-circulated air takes its toll on people.

DQ-IDC’s BPO Employees’ Satisfaction Survey 2003 is the first ever of its kind in the country.

It looks at why people join the industry, why they leave, what work-related stress and ailments

they suffer from in this unique workplace and most of all—at what they have to say about the

companies they work for. In short, it takes the closest look ever at the HR environment of this

nascent but quickly growing sector.

Customer No.1 on employee satisfaction survey

By BPO Watch News Desk

October 14, 2008

customers Corporation, a leader in delivering customer care and technical

support solutions has been recognized yet again as 'the No.1 BPO company to work for' in

India, as per the annual survey conducted by Dataquest Magazine and IDC, a consulting firm

specializing in market intelligence and advisory services.

The study recognizes individual recognition and growth opportunities provided by global

service providers to their employees. A company statement said that customers’' employee

empowerment agenda reached a new high, and attrition rates continued to fall.

Congratulating all the employees of customers, Sanjay Kumar, Founder & CEO said, "It's clear

that our initiatives aimed at achieving employee satisfaction have been successful". He added

that, "Winning the No.1 ranking in ESAT for the second year in a row when competing with

some of the largest global brands is a true testimonial to our strong commitment towards our

Employee First initiatives."

One of the key highlights in the race to the top has been customer’s ability to automate

employee processes by migrating all employee queries and grievances to an online forum, thus

leading to greater transparency, faster resolution and improving the overall employee

experience.

A substantial investment in employee training – both behavioral and skills – helped employees

move up the value chain, significantly pushing the employee satisfaction index. customers also

provides trainings targeted towards employees' health & wellness. Quarterly health camps are

organized where every employee can get a health checkup done free of cost.

The annual DQ-IDC INDIA BPO ESAT SURVEY revealed that the employee satisfaction

scores in 2008 for customers were substantially higher than the competition on all the broad

employee satisfaction measures. The survey rated companies on 12 key parameters: Employee

Size, Percentage of last salary hike, Cost to company, Overall Satisfaction Score, Company

Image, Company Culture, Job Content or Growth, Training, Salary and Compensation,

Appraisal System, People and Preferred Company.

Conceptualization

WHY STUDY ABOUT THE EMPLOYEE SATISFACTION-----in my point of view, study

of "Employee satisfaction" helps the company to maintain a standards & increase productivity by

motivating the employees. This study tells us how much the employees are capable & their

interest at wok place? What are the things still to be satisfy to the employees. Although "human

resource" is the most important resources for any organization, so to study on employee’s

satisfaction helps to know the working conditions & what are the things that affect them not to

work properly. Always majority of done by the machines/equipments but without any manual

moments nothing can be done. So to study on employee satisfaction is necessary.

Employee satisfaction and retention have always been important issues for physicians. After all,

high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment

and retraining take their toll. But few practices (in fact, few organizations) have made job

satisfaction a top priority, perhaps because they have failed to understand the significant

opportunity that lies in front of them. Satisfied employees tend to be more productive, creative

and committed to their employers, and recent studies have shown a direct correlation between

staff satisfaction and patient satisfaction.1 Family physicians who can create work environments

that attract, motivate and retain hard-working individuals will be better positioned to succeed in a

competitive health care environment that demands quality and cost-efficiency. What's more,

physicians may even discover that by creating a positive workplace for their employees, they've

increased their own job satisfaction as well.

Employee’s satisfaction: This is not an easy area to tackle. There are few organizations

where most of the employees are satisfied. Human mind is not satisfied with what it has

achieved and therefore to expect that employees will be satisfied with certain facilities is

far from being true; however the organization must collect feedbacks through

formal/informal assessment methods and relate these findings to identify improvement

priorities. This will at least make the employees feel that management is sincere.

Research shows that satisfied, motivated employees facilitate higher customer

satisfaction and, in turn, positively influence organizational performance.

Organizations that invest in measuring employee opinions and attitudes, by

incorporating Employee Satisfaction Surveys into their existing HR processes, can

develop such a workforce.

Organization is nothing but a group of people whose activities have been planned &

coordinated to meet organization objectives. An organization that exists to produce & services

has a good chance to service & prosper it. It consists of right people.

The vast majority of people work to support themselves & their families. But people

work for many other reasons other than economic security e.g. many also work to keep busy &

feel useful, to create & achieve something. They want to gain recognition & achiever status or to

test & stretch their capabilities. To meet these multifarious needs, people & organization join

forces.

The biggest challenge to the manager is to make all employees contribute to the success

of the organization in an ethical & socially responsible way. The society well-being, to a large

extend depends on its organization particularly business organization. It is the business

organization which makes goods & service available, provided job, generate wealth & land

stability & security to the people.

To assist employees in achieving their personal goals, at least in so for as these goals

enhance the individual’s contribution to the organization. Personal objective of employees must

be met if workers leave the organization is to be maintained retained & motivated. Otherwise,

employee performance & satisfaction may decline & employee may leave the organization.

Human resource is the important factor of the organization. If this factor is not satisfied or not

work properly then organization cannot achieve their target.

Employees are the most valuable assets of an organization there should be a conscious

effort to realize goals by satisfying needs and aspiration of employees.

Organization must meet their goals by which employees feel satisfied in their work lines

due to the key strength of the company determined by the human power of the organization.

Basically two types of functions performed by HR Manager these are operative &

managerial both functions are helpful to get the employee satisfaction working in the company.

Operation Functions Managerial Functions

EMPLOYEESATISFACTION

WagesNature of workPromotion ChancesSupervisionWork GroupWorking Conditions

FUNCTION OF HRM

High employee satisfaction levels can reduce employee turnover. Dissatisfied employees

tend to perform below their capabilities, result in high turnover of staff and leave their jobs

relatively quickly and are not very likely to recommend the company as an employer.

Employee satisfaction research give employees ‘a voice’ and also allow the pinpointing of

problematic areas leading to the raising of staff satisfaction levels, developing and

reviewing of staff management and optimizing corporate communication.

Issues covered include the current workplace situation, management styles/attitudes,

internal communications, workplace atmosphere, corporate culture/vision and image.

Employee satisfaction research encompasses many different research techniques but the

measurement of satisfaction is only the first step to improving employee satisfaction.

Job Satisfaction is influenced by:

Research done by various researcher shows that satisfied, motivated employees will create

higher customer satisfaction and in turn positively influence organizational performance.

Noticing this trend, many organizations are investing in measuring and quantifying employee’s

opinions and attitudes by incorporating Employees Satisfaction Surveys into their existing HR

and organizational processes.

Opportunity

Stress

Leadership

Work Standards

Fair Rewards

Adequate authority

Employee is one of the most important elements among various resources of production

in an organisation. Hence their involvement with organisational processes and system is

most important. And thus, while performing their task their wholesome dedication and

commitment with their work is desirable.

Employee has to feel satisfied with the environment within which they work for it would

result in high productivity. When administrative policies and all-important

announcements are communicated to the employees, it boosts their morale. The methods

chosen for communication also play an integral role. Some of the methods that could be

used are intranet, monthly newsletters, weekly meetings etc.

Benefits of Employee Satisfaction:

More Accurate Perspective:

Organization achieve a more accurate view of current policies and a more clear

perspective of issue that are of priority to employees than others, such as benefits versus career

development, versus compensation.

Increased Employee Loyalty:

By quantifying and analyzing employee attitudes and opinions, enterprises can identify

problem areas and solutions to create a supportive work environment encouraging a motivated

and loyal workforce.

Training Needs Assessment:

Employees Satisfaction Surveys aid in developing individual goals and career potential.

With more insight into their opinion and attitudes, management can establish professional

development initiatives.

Improved Customer Service:

Because motivated employees are critical to improved organizational initiative, such as

increasing customer satisfaction, enterprises that value had strive for greater employee

satisfaction ultimately create higher customer satisfaction.

A comprehensive employee satisfaction process can be keys to a more a motivated and

loyal workforce leading to increased customer satisfaction and overall profitability for an

enterprise.

Herzberg's theory

In the late 1950s, Frederick Herzberg, considered by many to be a pioneer in motivation theory,

interviewed a group of employees to find out what made them satisfied and dissatisfied on the

job. He asked the employees essentially two sets of questions:

1. Think of a time when you felt especially good about your job. Why did you feel that

way?

2. Think of a time when you felt especially bad about your job. Why did you feel that way?

From these interviews Herzberg went on to develop his theory that there are two dimensions to

job satisfaction: motivation and "hygiene" ("Two dimensions of employee satisfaction").

Hygiene issues, according to Herzberg, cannot motivate employees but can minimize

dissatisfaction, if handled properly. In other words, they can only dissatisfy if they are absent or

mishandled. Hygiene topics include company policies, supervision, salary, interpersonal

relations and working conditions. They are issues related to the employee's environment.

Motivators, on the other hand, create satisfaction by fulfilling individuals' needs for meaning and

personal growth. They are issues such as achievement, recognition, the work itself, responsibility

and advancement. Once the hygiene areas are addressed, said Herzberg, the motivators will

promote job satisfaction and encourage production.

Applying the theory

To apply Herzberg's theory to real-world practice, let's begin with the hygiene issues. Although

hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an

environment in which employee satisfaction and motivation are even possible.

Company and administrative policies. An organization's policies can be a great source of

frustration for employees if the policies are unclear or unnecessary or if not everyone is required

to follow them. Although employees will never feel a great sense of motivation or satisfaction

due to your policies, you can decrease dissatisfaction in this area by making sure your policies

are fair and apply equally to all. Also, make printed copies of your policies-and-procedures

manual easily accessible to all members of your staff. If you do not have a written manual, create

one, soliciting staff input along the way. If you already have a manual, consider updating it

(again, with staff input). You might also compare your policies to those of similar practices and

ask yourself whether particular policies are unreasonably strict or whether some penalties are too

harsh.

Supervision. To decrease dissatisfaction in this area, you must begin by making wise decisions

when you appoint someone to the role of supervisor. Be aware that good employees do not

always make good supervisors. The role of supervisor is extremely difficult. It requires

leadership skills and the ability to treat all employees fairly. You should teach your supervisors

to use positive feedback whenever possible and should establish a set means of employee

evaluation and feedback so that no one feels singled out.

Salary. The old adage "you get what you pay for"

tends to be true when it comes to staff members.

Salary is not a motivator for employees, but they do

want to be paid fairly. If individuals believe they are

not compensated well, they will be unhappy working for you. Consult salary surveys or even

your local help-wanted ads to see whether the salaries and benefits you're offering are

comparable to those of other offices in your area. In addition, make sure you have clear policies

related to salaries, raises and bonuses.

Interpersonal relations. Remember that part of the satisfaction of being employed is the social

contact it brings, so allow employees a reasonable amount of time for socialization (e.g., over

lunch, during breaks, between patients). This will help them develop a sense of camaraderie and

teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and

offensive comments. If an individual continues to be disruptive, take charge of the situation,

perhaps by dismissing him or her from the practice.

Working conditions. The environment in which people work has a tremendous effect on their

level of pride for themselves and for the work they are doing. Do everything you can to keep

your equipment and facilities up to date. Even a nice

chair can make a world of difference to an

individual's psyche. Also, if possible, avoid

overcrowding and allow each employee his or her own personal space, whether it be a desk, a

locker, or even just a drawer. If you've placed your employees in close quarters with little or no

personal space, don't be surprised that there is tension among them.

Think of a time when you felt especially

good about your job. Why did you feel that

way?

Even a nice chair can make a world of

difference to an individual's psyche.

Before you move on to the motivators, remember that you cannot neglect the hygiene factors

discussed above. To do so would be asking for trouble in more than one way. First, your

employees would be generally unhappy, and this would be apparent to your patients. Second,

your hardworking employees, who can find jobs elsewhere, would leave, while your mediocre

employees would stay and compromise your practice's success. So deal with hygiene issues first,

then move on to the motivators:

Work itself. Perhaps most important to employee motivation is helping individuals believe that

the work they are doing is important and that their tasks are meaningful. Emphasize that their

contributions to the practice result in positive outcomes and good health care for your patients.

Share stories of success about how an employee's actions made a real difference in the life of a

patient, or in making a process better. Make a big deal out of meaningful tasks that may have

become ordinary, such as new-baby visits. Of course

employees may not find all their tasks interesting or

rewarding, but you should show the employee how

those tasks are essential to the overall processes that

make the practice succeed. You may find certain

tasks that are truly unnecessary and can be

eliminated or streamlined, resulting in greater

efficiency and satisfaction.

Achievement. One premise inherent in Herzberg's

theory is that most individuals sincerely want to do a

good job. To help them, make sure you've placed

them in positions that use their talents and are not

set up for failure. Set clear, achievable goals and

standards for each position, and make sure

employees know what those goals and standards are.

Individuals should also receive regular, timely

feedback on how they are doing and should feel they are being adequately challenged in their

jobs. Be careful, however, not to overload individuals with challenges that are too difficult or

impossible, as that can be paralyzing.

Two dimensions of employee satisfaction

Frederick Herzberg theorized that

employee satisfaction depends on two sets

of issues: "hygiene" issues and motivators.

Once the hygiene issues have been

addressed, he said, the motivators create

satisfaction among employees.

Hygiene issues

(dissatisfiers)

Company and

administrative policies

Supervision

Salary

Interpersonal relations

Working conditions

Motivators

(satisfiers)

Work itself

Achievement

Recognition

Responsibility

Advancement

Recognition. Individuals at all levels of the organization want to be recognized for their

achievements on the job. Their successes don't have to be monumental before they deserve

recognition, but your praise should be sincere. If you notice employees doing something well,

take the time to acknowledge their good work immediately. Publicly thank them for handling a

situation particularly well. Write them a kind note of praise. Or give them a bonus, if appropriate.

You may even want to establish a formal recognition program, such as "employee of the month."

Responsibility. Employees will be more motivated to do their jobs well if they have ownership

of their work. This requires giving employees enough freedom and power to carry out their tasks

so that they feel they "own" the result. As individuals mature in their jobs, provide opportunities

for added responsibility. Be careful, however, that you do not simply add more work. Instead,

find ways to add challenging and meaningful work, perhaps giving the employee greater freedom

and authority as well.

Advancement. Reward loyalty and performance with advancement. If you do not have an open

position to which to promote a valuable employee,

consider giving him or her a new title that reflects

the level of work he or she has achieved. When

feasible, support employees by allowing them to pursue further education, which will make them

more valuable to your practice and more fulfilled professionally.

SCOPEOF THE STUDY

For studying satisfaction of employee at YAHAMA automobile sector. Following people

contacted:-

LEVEL

Top management

Middle management

PEOPLE CONTACTED

GM-HR

Engineer, Supervisor, Managers, Sr.Managers

The following areas were covered in the study;-

1. Currently used method

2. Involvement of employees in policy making

Employees will be more motivated to do

their jobs well if they have ownership of

their work.

3. Review of employee satisfaction

4. Relationship with supervisors

5. Satisfaction of employees

6. Involvement of employees

7. Purpose of employee satisfaction.

SUPERVISOR S;-

Information area covered—

Changes noticed in:-

Behavior

Motivation

Absenteeism

Productivity

Cycle times

Wastage

Frequency of accidents

Reduction in grievances

HR-DEPARTMENT

Information area covered;-

Duration of programmed

Effect on profitability

Appraisal of training

Objective of training

Regular review of training programmed

Feedback from employees

Problems faced

There are so many parameters of EMPLOYEE SATISFACTION are:-

Salary , Incentive, Benefits

Work condition and work life

Welfare facilities

Relation with Superior, Peers, Subordinates

Opportunities for growth

Opportunities for value addition or development

Fairness in promotion policies

In this project, Focus is on measuring the satisfaction of employee .Satisfaction is

measured in term of various parameters like salary & wages, employee welfare, training &

development etc.

OBJECTIVE

1. To find out the level of satisfaction of the employee in the organization.

2. To study about the impact of employee satisfaction on organizational

effectiveness.

3. To know about the causes of dissatisfaction if it persist among the employee.

4. To identify the various measure for improving employee satisfaction in the

organization.

5. To study the effectiveness of various welfare measures and other employee

related activities in generating satisfaction level among employee.

6. To study the relation between different variables of employee satisfaction and

their impact on employee’s performance and productivity.

7. To recommend different alternative and suggestion as a means for improving

employee satisfaction.

8. To know the high satisfaction job factor and low satisfaction job factor.

9. To know the relationship of job and ages of employee.

10. To know the relationship of jo satisfaction and income of employees.

LIMITATIONS

1. Biasness can be observed in the response by the employee acted as a hurdle in narrating

true picture to the research work.

2. Organizational culture/behaviors can be barrier.

3. Of course time will play its crucial role while making the study.

4. Sample size does not exactly represent the total population.

5. Language problem while interacting with few south Indian employees.

6. Response from respondents may be different from actual view. Respondents might not

disclose actual views.

7. Unresponsiveness nature of certain respondents.

8. Lack of reliability of data.

CHAPTER ARRENGMENT

This report is divided into six parts

Chapter 1: This chapter is showing that we have included the Introduction, Objectives of

study, Scope, limitation etc

INTRODUCTION

WHY I HAVE CHOSEN THIS TOPIC

PROBLEM STATEMENT

REVIEW OF LITRATURE

CONCEPTUALISATION

SCOPE OF THE STUDY

OBJECTIVE OF THE STUDY

LIMITATION

CHAPTER ARRANGEMENT

Chapter 2: (Theoretical Background) this chapter includes about the company what business

it does and its structure.

RESEARCH METHODOLOGY

PROFILE OF THE COMPANY

Chapter 3: it includes the concept of the employee satisfaction in the Yahma

CONCEPTUAL FRAMEWORK

Chapter 4: (Core Chapter) it includes all the core parts of this report such as the conclusion

of the data analyzed and findings.

CONCLUSION OF DATA ANALYZED

FINDINGS

Chapter 5: this chapter includes the summary of conclusion and suggestions

Summary of Conclusion

Recommendations

Chapter 6: this chapter includes bibliography it means from where we collect the data and

questionnaire

Bibliography

Annexure

CHAPTER-2

RESEARCH

METHODOLOGY

RESEARCH METHODOLOGY

Research is an art of scientific investigation, the pursuit of truth with the help of study,

observation, comparison and experiment. The advanced Learner’s dictionary of

current English, lays down the meaning of research as a careful investigation or inquiry

especially through search for new facts in any branch of knowledge. Some people

consider research as a movement, a movement from the known to the unknown. It is

actually a voyage of discovery. Research aims to analyze interrelationship between

variables and to drive explanations and thus enables us to have a better understanding of

the world in which we live. It aims at developing new tools, concepts and theories for a

better study of unknown phenomena.

A significant part of research is the Research Methodology. In it, a researcher

studies the various steps that are adopted to the research problem. In research

methodology we not only consider the research method but also the logic behind the

method chosen. Research methodology helps to answer many questions concerning a

research problem or study.

Types of research:-

i) Descriptive:- Descriptive research includes surveys and fact-findings

enquiries of different kind. The major purpose of descriptive research is

description of the state of affairs as it exists at present. The main

characteristics of this method are that the researcher has no control over the

variables; he can only report what has happened or what is happening.

ii) Analytical: - In Analytical research, the researcher has to use facts or

information already available, and analyze these to make a critical evaluation

of material.

iii) Applied: - It aims at findings a solution for an immediate problem facing a

society or an organization/business organization.

iv) Fundamental: - Fundamental research is mainly concerned with

generalizations and with the formulation of a theory

v) Quantitative: - It is based on the measurement of quantity or amount. It is

applicable to phenomena that can be expressed in terms of quantity.

vi) Qualitative: - It is concerned with qualitative phenomenon, i.e., phenomena

relating to or involving quality or kind. For instance, when we are interested

in investigating the reasons for human behavior (i.e. why people think or do

certain things), we quite often talk of ‘Motivation Research’, an important

type of qualitative research.

vii) Conceptual: - Conceptual research is that related to some abstract idea(s) or

theory. It is generally used by philosophers and thinkers tp develop new

concepts or to reinterpret existing ones.

viii) Empirical: - Empirical research relies on experience or observation alone,

often without due regard for system and theory. It is data-based research,

coming up with conclusions which are capable of being verified by

observation or experiment.

In this present study descriptive type of research is used.

Research Design:-

 

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in procedure. In

fact, the research design is the conceptual structure within which research is conducted; it

constitutes the blueprint for the collection, measurement and analysis of data.

Different types of Research Design are as follows:-

1. Research design in case of exploratory research studies.

2. Research design in case of descriptive studies.

3. Research design in case of diagnostic research design.

4. Research design in case of hypothesis-testing research design.

In this study Descriptive research studies is used because descriptive research studies are

those studies which are concerned with describing the characteristics of a particular individual,

or a group and situation etc. and in this report the descriptive research design is used to find

out the satisfaction level of employees.

 

The design in such studies must focus attention on the following or process in descriptive

research design is as follows:- 

(a)    Formulating the objective of the study.

(b)   Designing the methods of data collection.

(c)    Selecting the sample

(d)   Collecting the data.

(e)    Processing and analyzing the data.

(f)     Reporting the findings.

 

Process of research

There is no consensus about how to conceptualize the actual undertaking of research. There are, however, two main traditions of approaching a research topic – quantitative and qualitative. Each approach demands different research methods.

Quantitative research

The quantitative approach usually starts with a theory or a general statement proposing a general relationship between variables. With this approach it is likely that the researchers will take an objective position and their approach will be to treat phenomena as hard and real. They will favour methods such as surveys and experiments, and will attempt to test hypotheses or statements with a view to generalizing from the particular. This approach typically concentrates on measuring or counting and involves collecting and analyzing numerical data and applying statistical tests.

Qualitative research

The alternative tradition is the qualitative approach. Here the investigator views the phenomena to be investigated as more personal and softer. He or she will use methods such as personal accounts, unstructured interviews and participant observation to gain an understanding of the underlying reasons and motivations for peoples’ attitudes, preferences or behaviors. With this approach, the emphasis is more on generating hypotheses from the data collection rather than testing a hypothesis.

In reading around the subject you will find many alternative names for qualitative and quantitative research. It is good to have an understanding of these and to recognize them when you see them in research methods textbooks.

The features and differences between the two research processes are detailed below.You should note the following points:

Qualitative and quantitative research methods are not clear-cut nor mutually exclusive – most research draws on both methods.

Both approaches can generate quantitative and qualitative data. The difference between the two methods is in the overall form and in the emphasis and

objectives of the study.

Outcome of research Applied research

Applied research is problem-oriented as the research is carried out to solve a specific problem that requires a decision, for example, the improvement of safety in the workplace, or market research. For your dissertation it is not usually acceptable to carry out applied research as it is very much limited to one establishment or company and you are required to look at issues of wider significance, perhaps to your industry as a whole or to a sector of it. You may have already carried out a problem-based piece of research related to your placement. It is important to understand that the dissertation requires you to carry out some form of basic research – see below.

Basic research

Basic research is also called fundamental or pure research, and is conducted primarily to improve our understanding of general issues, without any emphasis on its immediate application. It is regarded as the most academic form of research since the principal aim is to make a contribution to knowledge, usually for the general good, rather than to solve a specific problem for one organisation. This may take the form of the following:

o Discovery – where a totally new idea or explanation emerges from empirical research which may revolutionise thinking on that particular topic. An example of this would be the Hawthorne experiments. (Gillespie, 1991)

o Invention – where a new technique or method is created. An example of this would be the invention of TQM (total quality management).

o Reflection – where an existing theory, technique or group of ideas is re-examined possibly in a different organisational or social context. For example, to what extent can Herzberg’s theory of motivation be applied to front-line workers in the contract catering sector? (Torrington & Hall, 1995)

For an undergraduate dissertation it is most likely that you will be concentrating on reflection, as the scope of the project is unlikely to be large enough to consider discovery or invention.

Action research

This is a form of research where action is both an outcome and a part of the research. The researcher ‘interferes’ with or changes – deliberately – what is being researched. The critics of action research argue that since the researcher is changing what is being researched during the process of research, the work cannot be replicated. If it cannot be replicated its findings cannot be tested in other situations. This prevents general knowledge being developed and thus it cannot contribute to theory. Also, as the researcher is involved in the change process there is a loss of critical, detached objectivity. There are two approaches to action research:

o Classical action research begins with the idea that if you want to understand something you should try changing it.

o New paradigm research is based on a new model or framework for research. It claims that research can never be neutral and that even the most static and conventional research exposes the need for change in what is being researched. It involves inquiry into persons and relations between persons, and is based on a close relationship between researcher and those being researched. The research is a mutual activity of a ‘co-ownership’ involving shared power with respect to the process and the outcomes of the research. Those being researched can, for example, decide how the research will be undertaken, in what form and with what questions being asked. The researcher is a member of a ‘community’ and brings to it special skills and expertise. The researcher does not dictate what will happen. This type of research is most easily carried out when working with individuals or small groups. It means that the researcher must be highly skilled not only in

research methods but also in the interpersonal skills of facilitating others. It is not, therefore, usually appropriate for an undergraduate student who is carrying out a major piece of research for the first time. Action research is often used by educationalists who are trying to improve their own practice by making changes to the delivery of their classes and by observing and asking students which actions work best.

As you can see, there are a number of types of research and not all may be suitable for you in your dissertation. The key points to remember are as follows:

While the purpose of your dissertation may have some elements of exploratory or descriptive research you should concentrate on research that will mainly fall into the explanatory area, or perhaps predictive research if you are very confident. Explanatory research gives you the opportunity to demonstrate the skills of analysis and evaluation which will help you to score highly in your final marks.

The process of your research can either be quantitative or qualitative and the different methods that can help you to carry out your research in this way are outlined more fully in Unit 3.

It is likely that you will be carrying out basic or pure research in the reflection mode (rather than applied or action research) as this will give you the best chance of showing that you can test out a theory in a new situation.

METHOD OF DATA COLLECTION

For every research, related data can be collected in two ways:

Primary data

Secondary data

Sources of primary data collection were:

Observation

Questionnaire

Interview

Sources of secondary data collection are:

Document sources of the organization

Various publications

Official research and process data collected by the organization.

In all two approaches were adopted to collect data and information regarding this study.

The strategy applied was to have a wide coverage of the organization, and at the same

time, ensure an in-depth perspective of the study.

The first step involved the administering of the various questionnaires to the relevant

people within the organization, of different department and designation.

The second step was the collection of data from documents and manuals, which provided

the details of HR matters, training and its programs, and requisite organizational

information pertinent to the study.

In the present study, primary as well as secondary data has been used.

Sample Design:-

 

In most of the research design it becomes almost impossible to examine the entire universe. So

the only alternative is to report to sampling. This is true for the present study as well. Basic

principles to be followed in sampling are that the sample chosen must be representative of entire

universe to be studied.

Sampling plan

For the conducting this study the following sampling plan was used and the sample was

randomly selected.

 

Universe and Survey Population:-

 

It comprised of:-

100 employees which included:

50 Engineer and supervisor

30 Managers

20 Sr.Managers 

Sample Size:-

 

In this present study we have taken the sample size of 50 employees to get their views regarding

how much they are much satisfied with their job, training provided to them for their future

growth and other facilities provided to them.

 

Sampling Method:-

 

In the present study, random sampling method has been used.

PROFILE OF THE ORGANISATION

About India Yamaha Motor Pvt. Ltd.

Yamaha made its initial foray into India in 1985. Subsequently, it entered into a 50:50 joint

venture with the Escorts Group in 1996. However, in August 2001, Yamaha acquired its

remaining stake becoming a 100% subsidiary of Yamaha Motor Co., Ltd, Japan (YMC). In 2008,

YMC entered into an agreement with Mitsui & Co., Ltd. to become a joint investor in the

motorcycle manufacturing company "India Yamaha Motor Private Limited (IYM)".

IYM operates from its state-of-the-art-manufacturing units at Surajpur in Uttar Pradesh and

Faridabad in Haryana and produces motorcycles both for domestic and export markets. With a

strong workforce of more than 2000 employees, IYM is highly customer-driven and has a

countrywide network of over 400 dealers. Presently, its product portfolio includes MT01 (1670

cc), YZF-R1 (998 cc), the all new YZF-R15 (150 cc), Gladiator Type SS & RS (125 cc),

Gladiator Graffiti (125cc), G5 (106 cc), Alba (106 cc) and Crux (106 cc).

Vission

We will establish YAMAHA as the "exclusive & trusted brand" of customers by "creating

Kando" (touching their hearts) - the first time and every time with world class products &

services delivered by people having "passion for customers".

Mission

We are committed to:

Be the Exclusive & Trusted Brand renowned for marketing and manufacturing of YAMAHA

products, focusing on serving our customer where we can build long term relationships by

raising their lifestyle through performance excellence, proactive design & innovative technology.

Our innovative solutions will always exceed the changing needs of our customers and provide

value added vehicles.

Build the Winning Team with capabilities for success, thriving in a climate for action and

delivering results. Our employees are the most valuable assets and we intend to develop them to

achieve international level of professionalism with progressive career development. As a good

corporate citizen, we will conduct our business ethically and socially in a responsible manner

with concerns for the environment.

Grow through continuously innovating our business processes for creating value and knowledge

across our customers thereby earning the loyalty of our partners & increasing our stakeholder

value.

Core Competencies

Customer #1

We put customers first in everything we do. We take decisions keeping the customer in mind.

Challenging Spirit

We strive for excellence in everything we do and in the quality of goods & services we provide.

We work hard to achieve what we commit & achieve results faster than our competitors and we

never give up.

Team-work

We work cohesively with our colleagues as a multi-cultural team built on trust, respect,

understanding & mutual co-operation. Everyone's contribution is equally important for our

success.

Frank & Fair Organization

We are honest, sincere, open minded, fair & transparent in our dealings. We actively listen to

others and participate in healthy & frank discussions to achieve the organization's goals.

Service / Technical

Stroke: Single direction movement of the piston, when the piston moves up from BDC to TDC

or TDC to BDC, the single direction movement of the Piston in one direction is called 'Stroke'.

Bore: The bore is inside Diameter of Cylinder

RPM: Revolution per minutes

Effect of bore and stroke on engine performance: Engines of the same displacement vary in

character depending on "bore and stroke".

Short stroke engines: Stroke is smaller than bore diameter. Square engines: Stroke and bore

diameter are even. Long stroke engines: Stroke is larger than bore diameter.

Compared with a long stroke engine, the square or short stroke type is easy to raise the engine

speed and develop high power. If the engine speeds are the same, the piston speed is slower and

friction resistance can also be reduced. Among other merits are the lower overall height and

compact design. Therefore, the square type and short stroke engines are dominant.

Displaced Volume: The compression ratio indicates to what extent the air - fuel mixture is

compressed when piston is at TDC.

Combustion Chamber volume: The volume of space between the cylinder head and the piston at

TDC is called "combustion chamber volume".

Compression ratio: The compression ratio indicates to what extent the air - fuel mixture is

compressed when piston is at TDC in compression stroke.

The higher Compression ratio is used for High speed Vehicles.

Compression Ratio:

Volume of Combustion chamber (v) + Displacement (v) divided by

Volume of Combustion chamber (v)

Torque : The turning force exerted on rotating parts is called “torque”. Motorcycles are driven by

the torque of the crankshaft.

Torque = Force × distance (kg·m N·m = kgN × m)

Change in torque (Primary and secondary reductions, and speed reduction from the gear box).

The greater the number of gear teeth, the greater the torque. However, the rotational speed is

reduced.

The “maximum torque” is indicated along with the engine speed at which maximum torque is

delivered.

When a motorcycle is run at maximum torque, the rear wheel driving force is at the maximum.

Difference between BHP (Brake Horse power) & PS (Pfred Scale): Both are the unit of Power

1 Bhp = 1.0143 Ps

Single Over Head Cam Shaft (SOHC): In this type of Cam Mechanism, Cam shaft is positioned

in the cylinder head & driven by Cam Chain to operate Inlet & exhaust valve thru Rocker arms.

In this type mechanism lesser parts are used to operate valves hence operation is stable even at

high speed.

Trochoid Type Oil Pump: Two rotors rotating at different Speeds causing variations in the

volume between them. This Variation in volume causes oil flow in and out of the Pump. The

Trochoid Pump is more commonly used due to its advantages and compact design.

Four Stroke Engine

Basic construction: A 4-stroke engine requires two complete revolution of the crankshaft (4

strokes of the piston) to complete a full cycle (Intake, Compression, Combustion and Exhaust).

Power stoke: A power stroke takes place on every other full rotation of the crankshaft. The

cylinder head has two ports. An intake and an exhaust. Valves control the opening and closing of

these ports. The opening and closing of the valves is timed to piston movement and location in

its travel.

All air/fuel mixture compression takes place above the piston.

Advantages: Intake, compression, combustion and exhaust occur independently, so operation is

more precise, efficient and very stable. Fuel loss caused by "stroke" over lap is less than 2-stroke.

Fuel consumption is lower.

Single Axis Balancer

As engine runs, vibrations are caused from inertia force created by motion of engine

Components (Piston & Connecting rod).

In order to lessen the vibration a balancer weight is added on a axis positioned at an angle above

Crank Shaft and made to rotate in the opposite direction of Crank Shaft to reduce engine

vibrations.

Wet Sump system: Oil is stored in the oil sump in bottom of crank case, from here oil is pumped

under pressure to various parts of the Engine. Oil is fed to both the Crank Shaft & Valve Train.

The Crank Shaft assembly is lubricated with the same oil used to lubricate the Transmission &

Clutch .The oil is fed directly from the Oil Pump. The Cylinder & Piston are lubricated by splash

oil that previously lubricated the Crank pin & connecting rods. The Valve Train is also lubricated

by Pressure fed oil. After lubrication, the oil returns to the sump (Oil Chamber).

Diamond Frame: In this type of Frame the Engine is mounted at five locations (One at the top &

two each at the front & rear of the Crank cases) and used as a stressed member of the frame for

better stability, less vibrations & light weight The large size & thickness of the main pipe

provide extra rigidity.

What is BS type Carburetor and what is the benefit of that for the user?

The BS carburetor (‘B’ stands for butterfly valve and ‘S’ for SU, designating the maker Skinner

Union.)

In this type of the Carburetor, the air-fuel mixture is controlled by the regulation of the Engine

Intake vacuum (negative pressure) which results in smooth operation of the vehicle, stable idling

& good fuel economy.

Also due to this carburetor, the user gets smooth acceleration, even if the rider opens or closes

the throttle sharply.

YTPS technology and its benefit: Yamaha Throttle position sensor (YTPS) is a unit fitted on the

carburetor on same axis of Butterfly valve.

It is adopted in order to control the ignition timing for each engine RPM. This helps to ensure

excellent combustion efficiency and hence smooth throttle response, superior fuel economy and

less emissions.

With the use of YTPS technology, 3- dimensional digital mapping has been done among, engine

revolution, ignition timing and throttle opening for optimum combustion their by ensuring

maximum mileage.

CHAPTER-3

CONCEPTUAL

FRAMEWORK

Overview

Founded July 1, 1955

Capital 48,302 million yen (as of March 31, 2008)

President Takashi Kajikawa

Employees (Consolidated) 46,850 (as of December 31, 2007)

Parent: 9,019 (as of December 31, 2007)

Sales (Consolidated) 1,756,707 million yen

(from January 1, 2007 to December 31, 2007)

Parent: 799,209 million yen

(from January 1, 2007 to December 31, 2007)

Sales Profile Sales (%) by product category (consolidated)

Sales (%) by region (consolidated)

Major Products &

Services

Manufacture and sales of motorcycles, scooters,

electro-hybrid bicycles, boats, sail boats, Water

Vehicles, pools, utility boats, fishing boats, outboard

motors, diesel engines, 4-wheel ATVs, side-by-side

vehicles, racing karts, golf cars, multi-purpose engines,

generators, water pumps, snowmobiles, small-sized

snow throwers, automotive engines, intelligent

machinery, industrial-use remote control helicopters,

electrical power units for wheelchairs, helmets.

Biotechnological production, processing and sales of

agricultural and marine products and microorganisms.

Import and sales of various types of products,

development of tourist businesses and management of

leisure, recreational facilities and related services.

Headquarters 2500 Shingai, Iwata-shi, Shizuoka-ken, Japan

Affiliated Companies Consolidated subsidiaries: 112

Non-consolidated subsidiaries: 8

(by the equity method)

Affiliates: 27

(by the equity method)

Yamaha strives to provide the best environment to its employees. The company has provision for

day care for children of the employees. It follows the management principles of kaizen

(continuous improvement), leadership, teamwork, empowerment, etc.

Board of Directors of Yamaha Motors

Position Personnel

Chairman Toru Hasegawa

President & Representative Director Takashi Kajikawa

Sr. Managing Director & Representative

Director

Tsuneji Togami

Managing Director Hiroyasu Miyao

Directors Shuji Ito

Wataru Suzuki

Yukio Suganuma

Shohei Kato

Toyoo Ohtsubo

Takaaki Kimura

Shinji Terashita

Tetsuo Uchiyama

Recruitment and Training

Training and development programs for the employees are held from time to time. The company

welcomes engineers and management professionals.

It has its own training and development centers for various divisions such as motorcycles service

skills, etc.

Since launching the first premium website in 2006 September, we empower automotive

consumers with the tools and information they need to make smart, well-informed vehicle

purchasing and ownership decisions. The company has helped thousands of automotive shoppers

and generated billions of rupees in vehicle sales for dealers.

By providing a convenient and comprehensive automotive consumer experience across the

purchase and ownership lifecycle, AutoIndia provides new value and touch-points for

automotive marketers. Through AutoIndia's marketing network, the company connects

dealerships with a steady, diverse stream of exceptionally motivated, serious shoppers, while

providing both dealers and manufacturers with precision-targeted brand and product marketing

opportunities. The company's advanced web-based advertising and marketing programs also help

dealers and manufacturers build relationships with customers, as well as helping them to

efficiently manage and convert online business.

OUR MISSION

    Our Mission at AutoIndia.com is to be your ultimate online solution for buying and selling

used cars, bikes and commercial vehicles. Our site is designed to give you more control of the

buying process and make finding a used vehicle that meets your personal needs easier than ever

before.

 Our customers are our partners.

 •    We exist to serve the needs of our customers

 •    We strive to be the preferred choice of our customers and clients

 •    We focus on the development and retention of customer and client relationships

 •    Giving unbiased views to help our customers make informed decisions

 •    Giving a wide choice to our customers in all aspects of car buying

 Business Excellence is our goal

 •    We demonstrate competitively superior quality in all our products and services

 •   We focus on continual business process and technological improvement

 •    We recognize value creation is best measured by sustained profitability

 •    We benchmark with the ‘Best in class’ in the world to improve continuously

 Our people are our foundation

 •    We value each employee's contributions to the growth and profitability of AutoIndia.com

 •    We are committed to our team member's continued professional development and personal

success

 •    We cultivates a rewarding, and enjoyable experience for our customers and employees

CORPORATE BIOS

Chandramouli Venkataraman, President and CEO

A veteran of online and digital media, Chandramouli Venkataraman provides AutoIndia.com

Online Pvt Ltd. with an exceptional balance of leadership experience, broad operational and

marketing skills, and extensive domain expertise in Search, Local, Classifieds, and eCommerce.

As President and CEO, Chandramouli’s mission is to further evolve AutoIndia’s mandate to

provide cost-efficient and effective marketing services to the automotive industry by extending

its innovations in automotive Search, digital media, Internet broadcasting, and advertising, as

well as by leveraging his deep technological expertise to support AutoIndia’s continued

emergence as a leading provider of solutions for automotive dealers. An integral part of this

mission is to further expand AutoIndia’s popularity with vehicle shoppers and buyers by building

on its pro-consumer legacy of creating and distributing innovative products that improve the

automotive shopping, purchasing and ownership experience.

Chandramouli’s career spans over nineteen years including six years in a leadership role as the

head of a Business Unit where he played a key role in strategic planning and new business

initiatives and was instrumental in driving sales from start to Rs.100+ Crores (Approx US$ 22

Million) in less than five years. In his various assignments he has led businesses to market

leadership status in a short span.

Chandramouli was most recently at Sify.com, the India’s first and leading online portal where he

was heading content for the various channels in News, Finance, Sports, Mobile Entertainment &

others. Before heading Sify.com Chandramouli spent over fifteen years at NIIT in India and

USA, one of Asia’s leading Software, Training, Consultancy and IT Services Companies.

Chandramouli started his career as a Management executive with The Murugappa Group,

headquartered in Chennai, India, a USD 2 billion (Rs. 8,500 crore) conglomerate.

A recognized authority in digital media, marketing and Search, Chandramouli is a frequent

speaker at media industry events. He holds a Bachelor’s degree in Chemical Technology from

the Osmania University, Hyderabad and an MBA from IRMA, Anand.

Satish Ramakrishnan, Co-Founder and Director

Satish has over 18 years of experience building companies and growing technology teams. He

has worked at large companies like Wipro and BEA and has helped build companies from the

ground floor, including PointCast (acquired by AOL), KnowNow Inc., Good Technologies

(acquired by Motorola) and Women.com (acquired by village) – the last of which he helped take

public. He has successfully raised capital, been instrumental in key sales and partnership

opportunities, and built large and small teams from scratch both in the U.S. and off-shore.

Satish was the head of Weblogic Integration at BEA and also the original VP of Engineering at

KnowNow Inc. where he launched the company, championed new product development, acted

as the primary contact for prominent clients such as Morgan Stanley, PeopleSoft, and others and

managed the release of five cutting-edge products.

Satish has been at the helm of pioneering internet consumer companies including PointCast

which introduced media and personalization to the Web and Women.com - the first true portal

targeted at the female demographics online.

Binu, Co-Founder and Director

Binu is an accomplished information systems professional with more than 12 years of experience

in the areas of ERP/CRM/SCM’s, Databases, software development and design. He has worked

with fortune 200 companies like Computer Sciences Corporation, Paramount Technologies and

DSQ Software.

Binu was the Sr. EIS Consultant at Computer Sciences Corporation(CSC) where he championed

new products planning, acted as the primary contact for prominent clients such as

AutoTrader.com, DuPont and SC Johnson.

Babu Sivadasan, Director

Babu Sivadasan, who was the founding Chief Technology Officer for few startup companies

including stamps.com (Nasdaq:STMP) and is currently serving as the EVP of Engg, responsible

for firm-wide engineering activities at Envestnet Asset Management, the leading, independent

wealth management platform provider for the financial advisory marketplace.

Babu has a distinguished career as an entrepreneur and executive, having been involved in

successful technology start-up companies in the internet, infrastructure and financial services

sectors. He has a distinguished record working with entrepreneurs turning their ideas into

innovative companies, and delivering solutions for Fortune 500 companies. He has extensive

experience in global software delivery models and coordinating engineering activities across

geographically distributed groups. He has delivered technology solutions to leading financial

services organizations like AIG, ING, Northwestern Mutual, Russell, S&P, Discover etc.

Patrick Stanton, Advisor

Patrick has over 12 years experience as a consultant, entrepreneur, and executive to a variety of

established and start-up high technology companies in the Internet, clean technology, life science

and transportation industries. Patrick is an expert in developing and executing strategic plans

with a particular focus on revenue growth and strategic account management. Patrick served as

vice president, business development for Dealix Corporation (acquired by The Cobalt Group),

where he was part of the early executive team that built Dealix into one of the web's most

successful automotive Internet marketing organizations. A prolific dealmaker, Patrick built

strategic alliances with some of the industry’s most well known brands including, Yahoo!,

Microsoft, AOL, General Motors, and Ford. Prior to Dealix, Patrick enjoyed similar success

while running enterprise sales and affiliate marketing for Autoweb.com (acquired by Autobytel)

as vice president, business development.

Patrick is a founder and the corporate development chair of the California Clean Tech Open, the

world’s largest business plan competition to promote the commercialization of clean

technologies. Additionally, Patrick recently founded angel investment and advisory group,

Chobe Group, LLC, to bring best practices in automobile retailing to emerging markets, notably

in India and China.

AUTO MODELS IN INDIA

Car Models in India: Indian auto models market is accelerating

with fast pace and in tandem with it car market in India is also

galloping. From its early sign of status, Cars have become a

necessity in today's fast paced style of living, and India is no

exception to it. Earlier, there were only two or three Cars brands,

like Fiat and Ambassador, ruling the Indian roads, but today

global auto players like Honda, Skoda, General Motors, Volvo,

Ford Motors are investing big bucks in India and launching their Car models with more refined

technology, design, comfort, styling and safety. This section of Surfindia makes your search of

dream vehicle so easy. You can find here every necessary detail like the striking features, price,

technical specifications, colors etc. about your dream car.

Motorcycle Models in India: See through this section the latest

and upcoming bikes of India loaded with power packed

performance, superb riding comfort and excellent fuel-economy. Premier Motorcycle makers of

India like Hero Honda, Bajaj, TVS and Yamaha are launching their Bikes to lead in the race of

stiff competition. Today, there is a bike for the need of every individual whether style, power or

comfort and here you can find useful and accurate information about Bikes in India. Get all

details of latest automobiles bikes models launched in India and go through their cutting edge

technology, variant color options and safety features.

Scooter Models in India: Get on the more powerful, convenient,

fuel economic and stylish Scooters with this section. This is the

new face of modern scooters in India that have gone through sea

changes since its prime stages. The Indian market of scooters is

growing at fast pace and in the near future new players will be

joining the race to outshine each other and grasp the market share

of this segment. The Scooter Models section of Surfindia will

keep you updated with the latest Scooter launches in India giving useful details covering key

features, price, power, performance and available variants of colors. So kick start your search

through the links here and grab complete knowledge of Scooters before paying a visit to

showrooms..

Electric Bikes & Scooters in India: The power of electricity is all

set to change the face of personal transport in India. Electric

Bikes & Scooters will start a new era of transportation in face of

regular fuel prices hike, traffic congestion, fuel-economy and cost

of maintenance. E Bikes & Scooters runs through electricity and

it do not require license or registration. E Bikes are simple in

design, light weight and very economical providing low cost of

maintenance. This section of Surfindia would provide you every needful information about the E

Bikes & Scooters in India.

Group Companies

Country/RegionCompany

The Netherlands

YMENV

Yamaha Motor Europe N.V. (YMENV)

Yamaha Motor Middle Europe B.V. (YMME)

Yamaha Motor Netherland B.V. (YMNL B.V.)

Yamaha Motor Finance(Europe) B.V. (YMFE)

France

MBK

MBK Industrie (MBK)

Yamaha Motoro France S.A. (YMF)

Italy

Yamaha Motor Italia S.p.A. (YMIT)

Motori Minarelli S.p.A.

Yamaha Motor Research & Development Europe S.r.l. (YMRE)

YEC Europe S.r.l. (YEC Europe)

Elm Design Europe S.r.l.

Yamaha Motor Racing S.r.l. (YMR)

Spain

Yamaha Motor Espana S.A. (YMES)

Motor Center BCN S.A.

Portugal

Yamaha Motor Portugal S.A. (YMP)

UnitedKingdom

Yamaha Motor (UK) Ltd. (YMUK)

Germany

Yamaha Motor Deutschland GmbH (YMG)

Sweden

Yamaha Motor Scandinavia AB (YMS)

Ohlins Racing AB

Austria

Yamaha Motor Austria GmbH (YMAG)

Hungary

Yamaha Motor Hungary Kft. (YMH)

Belgium

D'Ieteren Sport S.A.

Turkey

Beldeyama A.S.

Russia

Yamaha Motor CIS (YMCIS)

Czech Rep- Yamaha Motor CZECH spol.s.r.o (YMCZ)

Dealers

Our Brand Image speaks for itself. Complementing the Marketing team is our vast and strong

Dealer network - the backbone of our vital marketing operations.

Recent initiatives have been launched by Yamaha in the field of business-to-business as well as

business-to-consumer cooperation with Dealers. The new showrooms based on YAMAHA

VISUAL IDENTITY are one of the many steps in this direction.

Our dealer network works on the "3S" fundamentals of -SALES SERVICE and SPARE PARTS

under one roof. With a strongly dedicated team of Sales and Service engineers, IYM targets the

fulfillment of customer's needs. Every single customer matters to us. Together the 3S operate in

tandem to serve our customer and forge an everlasting bond with them.

CUSTOMER SATISFACTION is our motto and we remain steadfast in our commitment to our

valued customers...

Offering Nothing But the Very BEST to Them.

Exports

IYM is an active player in the exports market. Currently, we export motorcycles to 50 countries

including Argentina, Mexico, Philippines, Bangladesh, Sri Lanka, Columbia, Dominican

Republic, Nigeria and lvory Coast. The export Product line boasts of RX 100, Crux, YD 125,

Enticer and Libero.

To consolidate our position in the exports arena, we are rapidly expanding our presence in Asia,

Africa, Central and South America.

Strengthening our reputation as an export base for YMC global operations, we are bright and

optimistic about our emergence as a top-notch bike exporter of India.

Products

FZ16

YZF-R15

YZF-R1

MT01

\Gladiato

Alba

G5

Crux

Concept

Racing Instinct. - Passing on the “R series” DNA -

- Humachine Technologies & Sensual Racing Form -

The YZF-R1 and YZF-R6 are equipped with under cowls that are based on the image of a

diffuser, to give them the best form for aero-management. These are not cowls for simply

enclosing the engine, but forms composed of blade surfaces that actively control airflow. This

spirit has been directly inherited by the YZF-R15.

“Harmony between rider and machine.” YAMAHA's Human Technology involves studying the

form of the motorcycle actually in motion with the rider on it. The R series is the embodiment of

1) a wide frontal space that protects the rider, 2) an easy to ride seating area that gives riders the

freedom of movement and allows them to steer effectively, 3) the glamorous tail treatment that

takes into account the management of airflow behind the rider, and 4) a sensual racing form that

brings all 3 of these elements together in a harmonious package. These characteristics have been

splendidly reproduced in the YZF-R15.

Additionally, the designs were developed in the same modeling room where YZF-R1 designers

worked. Information was shared, ensuring that the R lineage would be transmitted. In addition,

the model also incorporates a multitude of adjustments for the Indian market including seat shape

that allows for tandem riding (integrated with the main seat), tandem grips that are easy to grip

and also contribute to the supersport design, and a riding position that takes into account

comfort, etc. In other words, the YZF-R15 is characterized by a hybrid design that combines the

world-class design of the “R” series with localized functions. The YZF-R15 was created to lead

the supersport category in India.

INDIAN AUTOMOBILE HISTORY

During the 1920s, cars exhibited design refinements such as balloon tires, pressed-steel

wheels, and four-wheel brakes.

In Brief-----------The origin of automobile is not certain. In this

section of automobile history, we will only discuss about the

phases of automobile in the development and modernisation

process since the first car was shipped to India. We will start

automotive history from this point of time.

The automobile industry has changed the way people live and

work. The earliest of modern cars was manufactured in the year 1895. Shortly the first

appearance of the car followed in India. As the century truned, three cars were imported in

Mumbai (India). Within decade there were total of 1025 cars in the city.

The dawn of automobile actually goes back to 4000 years when the first wheel was used for

transportation in India. In the begining of 15th century Portuguese arrived in China and the

interaction of the two cultures led to a variety of new technologies, including the creation of a

wheel that turned under its own power. By 1600s small steam-powered engine models was

developed, but it took another century before a full-sized engine-powered vehicle was created.

The actual horseless carriage was introduced in the year 1893 by

brothers Charles and Frank Duryea. It was the first internal-

combustion motor car of America, and it was followed by Henry

Ford's first experimental car that same year.

One of the highest-rated early luxury automobiles was the 1909

Rolls-Royce Silver Ghost that featured a quiet 6-cylinder engine,

leather interior, folding windscreens and hood, and an aluminum body. It was usually driven by

chauffeurs and emphasis was on comfort and style rather than speed.

During the 1920s, the cars exhibited design refinements such as balloon tires, pressed-steel

wheels, and four-wheel brakes. Graham Paige DC Phaeton of 1929 featured an 8-cylinder engine

and an aluminum body.

The 1937 Pontiac De Luxe sedan had roomy interior and rear-hinged back door that suited more

to the needs of families. In 1930s, vehicles were less boxy and more streamlined than their

predecessors. The 1940s saw features like automatic transmission, sealed-beam headlights, and

tubeless tires.

The year 1957 brought powerful high-performance cars such as

Mercedes-Benz 300SL. It was built on compact and stylized

lines, and was capable of 230 kmh (144 mph).

This was the Indian automobile history, and today modern cars

are generally light, aerodynamically shaped, and compact.

four metros i.e. Mumbai, Delhi, Kolkatta and Chennai through Honda exclusive stores. The

expected price of Hond

NEW AUTOMOBILE LAUNCHES

Browse this division of Surfindia and do not miss any latest Car, Bike, Sports Bike and Scooter

or any new vehicle launches in India.In an attempt to outshine each other under stiff

competition, Indian auto companies, manufacturing Cars,

Motorcycles and Scooters, are coming up with new models on

regular intervals. In every three months there are some new models plying on the road with more

utility compiled to it and speed, fuel efficiency and comfort has become the call of the time in

auto industry.

Car Motorcycle Scooter

Keep yourself updated with all the new auto launches in India comprising category of Cars,

Motorcycles, Scooters and Sports Bikes. Here we have provided a brief on key aspects of latest

auto models and further given a link to its detailed information. This section will give you handy

details of every latest Car, Bike and Scooter model, So keep surfing to see your dream vehicle

becoming real sometime in future.

New Skoda Superb

Skoda is all set to launch the newest version of its Superb model in India

around the month of March, 2009. Set to be the most anticipated launches of

the year, this car is set to rule the roost with its elegant design, safety

features, increased interior space and a variety of electronic devices. The

price of the New Skoda Superb is set to be between 20-25 lakh. “We will

bring an exciting range of engines: a 1.8-litre, 160bhp TSI petrol, a 2.0-litre diesel with 140bhp,

and a new 3.6-litre V6 petrol with 260bhp.” said Thomas Kuehl, Board Member of Skoda India.

Fiat Linea

Fiat India Automobile Pvt. Ltd. a joint venture between Fiat and Tata Motors

has launched its C-Segment Sedan in India by the name of 'Fiat Linea'. The

striking looks of the Fiat Linea along with its spacious interiors have been the

features of this new luxury Sedan which have been widely appreciated by

one and all.

Hyundai i20

Hyundai i20 is the 05 door hatchback car model launched in India's by the

leading automaker Hyundai Motor India Limited (HMIL). With this

launch Hyundai has added another car mode in its 'i' series fitted with

advanced Kappa engine technology. The all new Hyundai i20 car is packed

with attractive features in terms of styling, safety and performance. Follow

the link to find out more about Hyundai i20.

Maruti Suzuki A-Star

Check out the all new A Star that, as per the features provided by its maker,

promises to be the best in its class. India's auto giant Maruti Suzuki has

launched A Star which would be made completely in the company's Gurgaon

Plant. Maruti Suzuki A Star boasts an eye catching looks and host of

futuristic qualities in its engine and transmission. So click the following link

and know more about this cool looking hatchback.

Toyota Corolla Altis

Check out the new avatar of Toyota Corolla range that has been rolled out

recently. The all new Toyota Corolla Altis has been packed with number of

eye-catching features that make this premium sedan segment car an asset to

flaunt. Toyota Altis has the distinctive exterior flow line, small turning radius

of 5.3 m, soft-plush interiors, fully integrated audio system and the advanced

1794 cc engine.

Honda CBR1000RR

Honda Motorcycle and Scooters India (HMSI) has launched in India its

premium sports bike, HONDA CBR1000RR. HMSI is all set to give their

competitors a run for their money with this beautifully designed and feature

studded sports bike also nicknamed 'The FireBlade'. The expected price of

Honda CBR 1000RR is around Rs. 12 .5 lakh.

Honda CB1000R

The HONDA CB 1000R with its lightweight naked frame body styling is

sure to come up as a winner on the Indian roads. This super bike just like its

other sibling the HONDA CBR1000RR, will be available initially only in tha

CBR 1000RR is around Rs. 9.5 lakh.

Suzuki Hayabusa

Take on the all new Hayabusa motorcycle with 1340 cc engine and leave

everyone turning their heads on the road. This latest high-end bike from

Japanese auto giant Suzuki is packed with everything gigantic in it. The

engine-transmission, the looks, the comfort and the performance, everything

in Suzuki Hayabusa bike is awesome. Follow the link to know more about

this bike in India.

Yamaha FZ 16

Japanese auto major Yamaha Motors has launched its strong-muscular model

FZ 16 to pose a strong challenge to other players of this 150 cc bikes

segment. Equipped with disc brakes at both front and rear tyres and powered

with liquid cooled 04 stroke engine the Yamaha FZ 16 bike would flaunt a raunchy-tough looks

through its classy front forks.

Honda Stunner CBF

After partial success of Unicorn and not so shining performance by the

Shine, Honda Motorcycle and Scooter India has launched the all new 125

CC Honda Stunner CBF - a motorcycle that magnificently justifies its

name. The all new Honda Stunner CBF is powered by a 125 cc engine, that

exhales a healthy output of 11 bhp at 8000 rpm. Find out more about this

stunning beauty on the road, at the click given here.

Suzuki Access

Clear lens multi reflector lights, spacious under seat space, attractive chrome

plated silencer cover, powered with technology of Xtra Torque Performance

(XTP), available with number of color options are the worth noticing

attributes of this all new Suzuki Access 125 cc Scooter. Falling in a

competitive price tag this gearless scoooter having CVT (Continuous

Variable Transmission) may be a tough call for the other players of this field.

Bajaj Kristal DTSi

Kristal DTSi from Bajaj Auto is the second vehicle offered in scooterette

segment. To attract youth of the age group between 16-25 years Bajaj

Kristal DTSi boasts of trendy features with power performance. It is light

weight, having wide wheelbase, spacious seat storage space of 22 litres, front

fuelling, side stand alarm and automatic lamp are some of the features that

make this scooterette outstanding in its class.

Hero Honda Pleasure

Marking its entry into the scooter market segment Hero Honda Pleasure has

been launched targeting the young lady riders under the company's unique

concept of ''just 4 her''. Pleasure is available in sizzling colors and comes

packed with number of catchy features.

What is so good about a liquid cooling system?

"You know how good cool water feels for us on a hot day. It's the same with an engine. Liquid

cooling ensures stable engine performance in high-speed riding, on uphills in traffic jams and on

hot days." Liquid cooling has the ability to keep down the temperature in a high-performance

engine that would otherwise reach very high temperatures. That's why it is used on race

machines. Also, the liquid coolant in a liquid-cooling system absorbs engine noise. That's why

the engine is quieter and the ride has a quality feeling"

Technology aims

The YZF-R15 is the first India-made motorcycle in this class to mount a liquid cooling system

for higher engine performance. When the engine is running the combustion in the cylinders heats

up the engine. But if the engine gets too hot it loses power. If the engine remains hot for a long

time, that causes slight distortion in the engine parts that in turn reduces the gaps between the

moving parts. That is why an effective cooling system is necessary to cool down the engine parts

and the lubricating oil. There are two kinds of cooling systems: air cooling, which uses the

running air flow to cool the engine, and liquid cooling that circulates coolant fluid through

passages around the engine. Most automobiles have a liquid cooling system. But, because of the

additional parts required, it can make the engine heavier. But, because the system adds some

weight to the machine, liquid cooling has not been use on 100 to 225cc class motorcycles in the

past.

Mechanism

A liquid cooling system uses a web of passages around the cylinder to circulate coolant through.

When the temperature of the coolant around the engine rises, it is sent to the radiator (a heat

dissipating tank) to be cooled by running air flow or an electric fan and then circulated back to

the engine. This constant circulation of coolant constantly cools the engine.

CHAPTER-4

Analysis & Interpretation of Data:-

 

Data collection through Questionnaire resulted in availability of the desired information but these

were useless until these were analyzed. Various steps required for this purpose were editing,

coding and tabulating. Tabulating refers to bringing together similar data and compiling them in

an accurate and meaningful manner. In this present study the data collected by questionnaire

was analyzed, interpreted with the help of table, pie charts and bar diagrams.

DATA PRESENTATION AND ANALYSIS

1. From how many time employee stay in the company

Table:-1

Respondents Percentage

Less than one year 20%

Less than two year 30%

More than three years 50%

Total 100%

Graph:-1

Interpretation:-20% employees are working in the company less than one year, 30% employees are working in the company less than two years and 50% employees are attach with the company more than three years.

2. Any employee fined any difficulty while joining the company

Table:-2

Respondents Percentage

Induction 20%

Training 50%

Behavior of staff member 30%

Total 100%

Graph:-2

Interpretation:-20% employees said through the induction they find difficulty while joining the company, 50% employees said through the training they face difficulty when they join the

company and 30% employees says through the behavior of the staff they find difficulty while joining the company.

3. Is the induction programmed is necessary for the new employees

Table:-3

Respondents Percentage

Yes 90%

No 5%

Can’t say 5%

Total 100%

Graph:-3

Interpretation:-90% employees say that the induction program me is necessary for the new employees and 5% of the employee says no and can’t say but from my side 90% employees are right for their decision.

4. Satisfaction level of employees about salary

Table:-4

Various Response %age

Yes 60%

No 20%

Can’t say 20%

Total 100

Graph-4

Interpretation:-60% employees are very much satisfied with their salary.20% employees are not satisfied and 20% employees can’t say anything..

5. Satisfaction level of employees about workplace

Table:-5

Various Response %age

Yes 50%

No 20%

Can’t say 30%

Total 100

Graph:-5

Interpretation:- 50% employees are very much satisfied with their work place. 20% employees are not satisfied with the working condition and 30% employees can’t say anything.

6. Satisfaction of employees about holidays provided by company

Table:-6

Various Response %age

Yes 30

No 40

Can’t say 30

Total 100

Graph-6

Interpretation:- 30% employees are very much satisfaction with holidays provided by organization and 40% employees are quite satisfied but 30% employees neutral with the statement.

7. Satisfaction level of employees about working hour

Table:-7

Various Response %age

Yes 40

No 40

Can’t say 20

Total 100

Graph:-7

Interpretation:40% employees are very satisfied with their working hour in the organization and 40% employees are not satisfied with working hour, and at last 20% can’t say anything about the working hours or they didn’t give any response.

8. Satisfaction level of employees about training and development

Table:-8

Various Response %age

Yes 60

No 20

Can’t say 20

Total 100

Graph:-8

Interpretation:- 60% employees are very much satisfied with training & development Program provided by company and 200% employees are not satisfied with training & development, at last 20% employees can’t give any response.

9. Satisfaction level of employees about co-operation from co-workers

Table:-9

Various Response %age

Yes 40

No 30

Can’t say 30

Total 100

Graph:-9

Interpretation:-40% employees are very much satisfied with co-operation from their co-workers and 30% employees are not satisfied and 30% employees are disagree with co-operation from their c-workers.

10. Satisfaction level of employees about their communication with superior

Table:-10

Various Response %ageYes 35

No 35

Can’t say 30

Total 100

Graph:-10

Interpretation:-35% employees strongly agree that superior communicate to them what they expect and 35% employees are not satisfied with the statement and at last 30% employees say nothing about this statement.8%

51%

11. Satisfaction level of employees about reward and recognition system

Table:-11

Various Response %age

Yes 45

No 45

Can’t say 10

Total 100

Graph:-11

Interpretation:-45% employees are very much satisfied with rewards & recognition system of the company and 45% employees are not satisfied and 10% employees say nothing about reward and recognition.

12. Satisfaction level of employees about promotion policy

Table:-12

Respondents Percentage

Good 20%

Excellent 20%

Average 30%

Worst 20%

Poor 10%

Total 100%

Graph:-12

Interpretation:-20% employees say that the company’s increment and promotion procedure are good and also 20% employees says excellent, but 50% employees says that the company’s increment and promotion procedure are on average, 20% employees say worst and 10% says the poor company’s increment and promotion procedure.

13. Satisfaction level of employees about canteen facility provided by company

Table:-13

Various Response %age

Yes 30

No 35

Can’t say 35

Total 100

Graph:-13

Interpretation:-30% employees are very much satisfaction with canteen facility provided by company and 35% employees are not satisfied with the canteen facility and 35% cant say anything about the canteen facility.

14. Employees are satisfied with the first aid while any emergency

Table:-14

Respondents Percentage

Yes 70%

No 20%

Can’t say 10%

Total 100%

Graph:-14

Interpretation: - 70% of the employee say the company provide first aid at the time of

emergency, 20% employees say no the company can’t provide any first aid while any emergency

and at last 10% employee say nothing.

15. Satisfaction of employee about their experience which they gain while working in the

company

Table:-15

Respondents Percentage

Good 50%

Excellent 30%

Average 15%

Poor 5%

Total 100%

Graph:-15

Interpretation:-50% employee show the good experience while working in the company,30%

employees say excellent result,15% employee say average and 5%employee say poor result or

experience while working in the company.

FINDINGS

Company has earned good name in the area in which it deals leaving its competitors behind it to survive.

Most of the employees in the company can’t find any difficulty while joining the

company.

Most of the employees said the induction programme is necessary for the new employees.

Employees are satisfied with their salary, so that they stay in the company for so many

times.

The employees are also satisfied with the working condition of the company.

Employees are satisfied with the working hours.

Good and effective interaction is there between the middle level management and the

workers.

The company also provides compensation to the employee, if any damage or any health

issue arises.

Employees are happy with the increment and promotion procedure.

Employees are satisfied with the cleanliness in the company and happy with the food

given in the canteen.

First – aid facility also provided to the employees at the time of any emergency.

Due to the training and development program the employees are able to increase the

working capability.

Workers are not fully able to face the compliance and the buyers who are there to deal

with the company.

Workers follow the rules and regulations of the company resulting in healthy

environment of the company.

I was able to learn that what the main functions of H.R department are.

CHAPTER-5

Implications and conclusions

CONCLUSIION

In conclusion it can be said that employees are satisfied with the communication with their

superiors. They are satisfied with their interest of job. They are satisfied with holidays provided

to them. They are also satisfied with their working hour of their job. Employees are not so much

satisfy with their training and development program provided to them. They are satisfied with

the authority and responsibility given to them. Employees are satisfied with the safety measures

used in the organization. They are also satisfied with the co-operation from co-workers. They are

also satisfied with the action taken by their seniors for employee grievances. Employees are not

satisfied with their reward and recognition system. Food provided in the canteen is not up to the

mark. Employees are not so much satisfied with their salary. They are also not much satisfied

with their workplace and promotion policy. They are not satisfied with the welfare activities.

SUGGESTIONS

Promotion practices should be well defined & must be done in practices.

Adequate rewards must be given to the employee either rewards may in the form of monitory

& non-monitory.

Employees must be recognized by their potential or efforts apply in their jobs.

The food provided to the employees must be hygienic & of good quality in course of health

of the employees.

Salary must be provided to the employees according to their potential.

Adequate welfare activities should be adopted by company in regular intervals.

Conflicts should be handled efficiently & proper process should be adopted.

Grievance should equally with the entire employee working in the organization.

Plans made should be strictly implemented it should not be in papers.

Company should start its own conveyance facility for the comfort of employees.

Company should start medical claim & insurance scheme for each category of employees.

Meditation or yoga classes should be started so as to reduce the stress of employee.

There’s need to focus more on fulfilling social responsibility towards society.

.

CHAPTER-6

BIBLIOGRAPHY

www.humanlinks.com

www.personnelonline.com

Human Resource Management: A contemporary perspective by T.N.CHHABRA

Personnel management by C.B.Mamoria

Training instrument of H R D by UDAI PAREEK.

Kothari. C.R. Research Methodology- Methods and techniques, New Delhi, Wiley

Inernational Ltd.,2005

Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing House,

2002.

Rao V.S.P Human Resource Management – Text & Cases, New Delhi, Excel Books,

2003.

Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance Learning,

April, 2002.

Stephan P. Robbinson, Organizational Behaviour, New Delhi, Prentice Hall of

India, 1989.

ANNEXURE

QUESTIONAIRE

NAME:-

DESIGNATION:-

DEPARTMENT:-

DATE OF JOINING:-

QUESTIONS

1. How long have you been here?

Less than one year

Less than two year

More than three years

2. Did you find any of the difficulty while joining the company?

1) Induction ( )

2) Training ( )

3) Behavior of staff member ( )

3. Do you think induction program me is necessary for new employees?

1) Yes ( )

2) No ( )

3) Can’t say ( )

4. Are you satisfy with the salary in respect of your job?

1) Yes ( )

2) No ( )

3) Can’t say ( )

5. Are you satisfied with the working condition of the company?

1. Yes ( )

2. No ( )

3. Can’t say ( )

6. Are you satisfied with the holidays provided by the company which is provided by the

company?

1. Yes ( )

2. No ( )

3. Can’t say ( )

7. Are you satisfied with the working hours?

1. Yes ( )

2. No ( )

3. Can’t say ( )

8. Employees are satisfied with the training and development?

1. Yes ( )

2. No ( )

3. Can’t say ( )

9. Are you satisfied by working relationship with the co-workers?

1. Yes ( )

2. No ( )

3. Can’t say ( )

10. Are you satisfied by working relationship with the supervisors?

.

1. Yes ( )

2. No ( )

3. Can’t say ( )

11. Is the organization giving you the compensation for, if any damage or any health issue

arises?

1. Yes ( )

2. No ( )

3. Can’t say ( )

12. How do you find a company’s increment and promotion procedure?

1. Good ( )

2. Excellent ( )

3. Average ( )

4. Worst ( )

5. Poor ( )

15. Are the employees happy with the food given in the canteen?

1. Yes ( )

2. No ( )

3. Can’t say ( )

16. What do you feel about the cleanliness in the company on the following issues; rate them

on the scale of 1 to 3

1) Floors _ _ _

2) Wash rooms_ _ _

3) Working area_ _ _

4) Canteen_ _ _

17. Is the first aid provided to the employee by the company at the time of emergency?

1) Yes ( )

2) No ( )

3) Can’t say ( )

18. How is your experience you gain while working in the company?

1. Good ( )

2. Excellent ( )

3. Average ( )

4. Worst ( )

5. Poor ( )

APPROVAL/NON APPROVAL SHEET