CONTENTS

Acknowledgements i
Summary ii
Table of Contents iii
 ACKNOWLEDGEMENT

Behind every study their stands a myriad of people whose help and

contribution make it successful.

I am thankful to Mr. Khushjiv Singh (Executive Director) and Mr. Sanjiv Singh

(Director Marketing) for giving me an opportunity to learn in their organization.

I am thankful to Ms. Umang Wadhwa Osahan (Assistant Manager HRD) and

Ms. Nidhi Walia (HR Executive) who have made me learn new things

everyday.

I am also thankful to all the other employees of the organization who’ve

helped me whenever needed, for the completion of my project.

I am thankful to Dr. Shabnam Priyadarshini and all the respected faculty of

Centre for Management Training & Research for their boosting guidance.

Simranpreet Kaur

i
 SUMMARY

Life is a long journey, wherein each one of us crosses number of milestones.

Every stoppage teaches us a lot. I, being the student of management, learnt a
plethora of things here during my training period.

The summer training is one of the part of management studies to enhance our
business skills and to gain practical experiences. During these 45 days, I was
exposed to a number of practical events, procedures by my trainer.

My project was to “Build a procedure for the Summer Trainings” for the trainees
in Gilard Electronics Pvt. Ltd. This procedure was developed keeping in mind the
company policies and rules.

ii
 TABLE OF CONTENTS

Chapters:

1. Introduction
2. Industry Profile
3. Company Profile
4. Products Offered
5. Departments
6. Organization Chart
7. Clients
8. Project Undertaken
9. Research Project
10. Limitations
11. Analysis of data.
12. References

iii
INTRODUCTION:

Gilard Electronics Pvt. Ltd. (GEPL) is an auto-electrical components

manufacturing company. It is an ISO-9001:2000 and ISO/TS 16949:2002
certified company. Earlier, during its establishment in the year 1961, GEPL was
into the manufacturing of the radio components, but later it ventured into a totally
diverse field of producing the components of automobiles. And now it is
considered to be the most preferred amongst the automobile sector for
producing the automobile components.

As far as the sector is concerned, GEPL falls into the Automobile Ancillary
Industry. Over a period of time GEPL built up its strength in Re engineering of
components and manufacturing import substitution components. This was made
possible with an infrastructure backed by a very strong Tool room and Design.

Today GEPL is a Design responsible Company and also assists its customers in
research and develops products for them, from concept to completion.

GEPL is also certified for ISO14001:2004 and OHSAS 18001:1996 .

INDUSTRY PROFILE:

The Indian auto ancillary industry is at the cusp of a new growth trajectory.
Though currently a minuscule contributor to the global industry which is worth
trillions of dollars, over the past few years, the Indian players have developed
and displayed their strengths in the technical and high-end activities. With cost
arbitrage and technological advantages, the industry is all set to grow its
revenues. However, competition from countries like China might disrupt the
industry growth in the long run.

Auto component SMEs are among the fastest growing companies in India. They
are key contributors to the total production of auto components and also have a
significant share in the exports of the industry. As part of a highly fragmented
industry, these companies mostly are part of the unorganized sector. A few of
the suppliers to OEMs are medium scale enterprises.

India holds huge potential in the automobile sector including the automobile
component sector owing to its technological, cost and manpower advantage.
India also has a well-developed and globally competitive auto ancillary industry
and established automobile testing and R&D centers. The country enjoys a
natural advantage and is among the lowest cost producers of steel in the world.
India enjoys a cost advantage with regard to castings and forgings as well. The
manufacturing costs in India are 25 to 30 percent lower than its western
counterparts. India's competitive advantage does not come from costs alone, but
from its full service supply capability.

The industry is undergoing a major restructuring and many existing companies

are expected to move up in the value chain to a higher tier. Nevertheless,
sustenance and survival still remain issues of concern for these companies as
they will have to absorb global best practices in this competitive environment.

While the Indian market remained relatively insulated earlier, the liberalization of
this sector and the entry of several foreign auto majors integrated the country, to
an extent, into the global market for auto and auto components. Successive
governments have reduced custom duties over the years. However, they remain
high by international standards. Further, certain segments are characterized by
an inverted duty structure.
Problems for the lack of Global exposure:

The last decade has seen the Indian industry gain maturity and confidence. This
industry is counted amongst the larger contributors to India's economic
development. However there are a few issues which restrain India from attaining
the status of other global players.

Not enough economies of scale:

Despite being around 60 years old, the domestic auto industry lags behind other
countries like South Korea, Brazil and Mexico in terms of production and sales.
This makes it difficult for companies to invest extensively in R&D, a key
competitive tool in the global market.

Competitive threats:
Countries like China and Thailand might put a spanner in the domestic industry's
wheels as they are capable of beating India at its own game, that of low cost.

Trade agreements:
The growing number of FTAs (Free Trade Agreements) that are being signed by
India with countries like Thailand, Singapore, China etc is likely to hurt the
domestic players as they pay a relatively higher duty of around 25% as
compared to 1%-10% being paid by its Asian counterparts.

Higher tariffs:
Tariffs contribute about 10% more to the cost of cars in India compared to China.
The other major cost factor is import duty on raw materials. However, both these
will be withdrawn for ‘export only’ units. A similar statement holds for
components with about 13-14% out of the 18-19% difference in costs coming
from duties and taxes. The primary cost differential between the two countries is
due to country-specific costs, such as taxes, duties and government policy. Firm
specific costs, such as labor, engineering and logistics are marginally higher in
India.

Resistance to IT:
When it comes to the adoption of IT, countries like China use computers for
accounting functions. Most of the suppliers carry out their accounting functions in
full-fledged ERP systems. There is a potential readiness to process computer to
computer material from customers implying customer order management to an
extent is automated. But modes of receiving orders still are through paper or fax.
However, it is generally seen that as the business grows, the resistance to
adoption of IT keeps decreasing.
COMPANY PROFILE:

History:
GEPL was established in the year 1961, Mr. H.S. Sethi and Mr. C.S. Sethi
(brothers) started this organization in partnership with Mr. Gillard as Gilard Radio
Components in Kota (Rajasthan) in the year 1961. The partnership with Mr.
Gillard was concluded in the year 1964 and the name of the organization
changed to Gilard Electronics, which later became Gilard Electronics Pvt. Ltd. in
the year 1983. GEPL shifted its operations from Kota to S.A.S. Nagar (Mohali) in
the year 1985, and the current location for the organization was occupied in the
year 1988.
Gilard Electronics is an ISO/TS 16949:2002 and EMS & OHSAS 18001 certified
company. Started as a Radio components manufacturing company, it later
enhanced its range to electronic components for telecom, instrumentation,
entertainment and defense. Over a period of time GEPL built up its strength in Re-
engineering of components and manufacturing import substitution components.
This was made possible with an infrastructure backed by a very strong Tool room
and Design. Based on its strength, in 1987 the organization diversified into the
manufacture of components for the Automobile companies and are now considered
the most preferred source for the same. Today GEPL is a Design responsible
Company and also assists its customers in research and develops products for
them, from concept to completion.

Gilard has the honour of being a supplier to the First 4 Auto-Electrical

Companies of the world : Delphi, Bosch, Denso and Visteon
Company’s Vision:

To be the first choice of our Customer

Company’s Mission:

To be a supplier to the Automobile, Electronic and Electrical Industry and achieve

perfection in whatever we do.

Company’s Quality Policy:

The Vision to be the first choice of our customer drives us to improve the way we
think, change, and act on a continuous basis. We shall measure our performance
by our Quality, Delivery, and the Skills of our people. We shall maximize our
effectiveness by continuously improving our products, processes, and services
based on customer inputs and our internal metrics.

Approvals:
Gilard is an ISO 9001:2000 and ISO/TS 16949:2002 certified Company and is also
certified for ISO 14001:2004 & OHSAS 18001:2007. All certifications have been
done by the UL (Underwriters Laboratory) of USA.
Wherever required, our products have approvals from LCSO, CACT, C-Dot,VDE &
UL.
PRODUCTS OFFERED:

1. Toggle Switches
2. Snap Action
3. Connectors
4. Cold Start of diesel engines
5. Relays and Relay Sockets
6. Receptacles/ Power outlets
7. Rocker Switches
8. Tractor Switches
9. Switches for Trucks, Buses LCV’s
10. AC switches
11. Selector Switches
12. Resistors
13. Solenoid Valve
14. Flasher
15. 2- Wheeler Switches
16. Wiper Covers
17. Moulded Products
DEPARTMENTS:

 Marketing
We have a fully devoted team to determine what the customer wants.
 Purchase
ERP is used to plan and achieve 100% on-time deliveries to our dependent
customers.
 Computer Aided Design (CAD)
Uses modern softwares to draft and design the components, Assemblies,
Moulds, and other tools.
 New Product Development (NPD)
Uses APQP techniques to in-built Quality in the Product right from
conception.
FMEAs are conducted to identify high RPNs and key characteristics. Control
plans are made and reviewed to minimize any potential chance of failure.
Process Capability studies are conducted to validate the processes. Customer
complaints and other corrective actions are handled effectively using D8.
 Product Life Management (PLM)
This department is responsible for providing engineering support to
production. Their main role is to study the processes and make improvements
to make them more productive, lesser worker fatigue, quality improvements
and safer operations.
 Tool Room
The tools and moulds are manufactured in our Tool Room which is equipped
with sophisticated machines like CNC Wirecut, EDMs, Milling, and Grinding
machines.
 Stamping (Press Shop)
We have high speed Presses equipped with Auto Feeders and Decoilers and run

progressive tools in auto mode

.
 Injection Moulding
We have fully Automatic Computer controlled machines varying from 25 to 145
tons to mould both thermoplastic and thermosetting material including NYLON,
LCP, PBT, PPO, PMO, PC, PA, BAKELITE, etc.

 Precision Turning (Automats Shop)

CAM programmed machines for making parts from Brass, PB, and steels.
Machines include Traubs, Sliding heads, and SPMs.

 Electroplating
We have lines for plating Gold, Silver, Tin, Nickel, Copper, and Zinc- both
Hexa or Hexa chrome free. While most lines are semi automatic, silver
line is PLC controlled, fully automatic.

 Assemblies
We have dedicated and flexi-lines for different products. The lines are
scientifically designed to yield optimum productivity and produce defect free
products. Online testing is in place where ever required. POKA YOKE is in
place for mistake proofing.

 Quality Assurance
Our cost of development is low, speed of development is fast and our Quality
standards are high.

 Human Resource Development (HRD)

Assists in the achievement of Company's objectives and works towards
creating & maintaining a healthy work atmosphere and a motivated work force
by creating, utilizing and retaining an able and motivated workforce that is
committed, productive and innovative by selective and organized recruitment,
taking care of welfare & development, and monitoring their performance for
improvement.
 Finance
We have an efficient team that plans the budget and the funds most effectively
and efficiently in allocating the best of resources.
The above facilities reduce our dependency on the outside vendors, and
enables us to have better control at all the stages of Manufacturing. It also
enables us to design and develop a product based on customer specific
requirements.
ORGANIZATION CHART:

Managing Director

Executive Director Director Marketing Director Finance

I/C I/C I/C I/C I/C I/C I/C I/C

I/C

We have our Board of Directors heading different verticals. Down the hierarchy
we have Department Heads (i.e. Managers) and section Incharges(I/C)

CLIENTS:
• Mitsubishi
• Sonalika International
• Bosch
• Subros
• Hyundai
• Eicher
• Toyota
• Swaraj
• Reva
• Visteon
• BEHR
• Autoliv
• Swaraj Mazda
• Denso
• Delphi
• Honda
• Tata
• Maruti Suzuki., and the list is still growing.
 PROJECT UNDERTAKEN:
The project undertaken in GEPL for my training period is to “Build a procedure
for summer trainings” in GEPL.
This required me to know the process through which a trainee’s profile is passed
before allowing them to start their training.
These steps are mentioned diagrammatically in the input-process-output
diagram. These steps are followed in order to permit a summer trainee for their
training in the company.

INPUT PROCESS OUTPUT

Summer Trainee The profiles received The relevant requests

Request Letters are are then matched with are then forwarded to
received from their the company’s the departments
colleges with their requirements. concerned, with a
CV’s. Summer Trainee
Requirement Form.

Approval/Rejection is In case of rejection, no Communicating the

done on the Summer more further same to the HR
Trainee Requirement proceedings are done. department
form which was sent But if the request is
along to the approved, a Project
department head. and a Trainer is
assigned to the trainee.

The HRDepartment The Summer Trainee The department

sends a Summer joins the company.
Trainee Request Now the Summer
Acceptance Letter on Trainee Data Form is
the name of the to be filled by the
student and the trainee. A T-code is
institute. assigned to the trainee
by the accounts
department, also the
Summer training
schedule is issued.
concerned maintains
the trainee’s
attendance record via
traineeattendence
form and by reporting
daily to the assigned
trainer.
Submission of project Evaluation of the A certificate for the
report by the end of project and the completion of training
the training period assessment of the is issued alongwith the
trainee is done by the assessment form filled
trainer via filling the by the trainer.
Summer Trainee
Assessment Form.
 GILARD ELECTRONICS PVT. LTD.

Intern Training Process

OBJECTIVE:
1. To provide practical learning to the students as a part of the social
responsibility of the organization.
2. Help the company to reach its goals and growth objective through temporary
employee support.
3. Imparting best of the skills in the students so that it helps them in their future
jobs, hence making a name for the company through positive word of mouth.
SCOPE:
Covers HR, Finance, Sales/Marketing, PLM, QA and NPD, CAD, Production and
IT Departments.
DURATION:
2 to 6 weeks only. Requests coming for more than 6 weeks training would not be
considered.
PROCEDURE:
(i) The request letters are received from different colleges/ students
directly/ referrals/ by hand, requesting for summer training in the
company. The request letters should carry the CV of the student.
(ii) The profiles are then matched with the requirements of the company,
and if relevant, then forwarded to the departments concerned with the
Summer Trainee Requirement Form.
(iii) We consider the Summer Training Requests coming only from
MBA(HR, Finance, Marketing) and Diploma/Engineering( Mechanical,
Electrical, Tool & Die) students. Such requests are forwarded to the
respective department heads or the I/C’s for consideration of
approval/rejection.
(iv) When the request is approved, a project is assigned to the trainee and
communicated to the HRD in written by filling the Summer Trainee
Requirement Form.
 (v) A Summer Trainee Request Acceptance letter is issued by the HR
on the name of the trainee and the institute for the formal joining of the
trainee in the company.
(vi) Upon trainee’s joining in the company, HR must get the Summer
Trainee Data Form filled up by the trainee and record it in the summer
trainees’ file. T-code shall also be assigned to the trainee here by the
accounts department.
(vii) At this point of time, the Summer Trainee Training Schedule is also
issued to the Trainee by the HR which is to be filled by the
Trainer/Guide assigned.
(viii) During training the trainee is expected to report to the trainer/guide
daily and also must follow all the rules and regulations of the company.
The trainee’s attendance shall be maintained by the accounts
department and also to be recorded by the trainer in Summer Trainee
Attendance Form.
(ix) The trainee must submit the Project Report by the end of the training
period. At the time of the completion of training period, the trainee is
evaluated by filling the Summer Trainee Assessment Form by the
Trainer/Guide. Also the trainee must return the Summer Trainee
Training Schedule to the HR at this point.
(x) A Training Certificate shall be issued on the name of the trainee by
the HR department for the successful completion of training. The
Summer Trainee Assessment form should be attached along with the
certificate.

P.S.: In case of any medical emergency, the Company will not be responsible
 GILARD ELECTRONICS PVT. LTD.

Summer Trainee Requirement Form

To
(Department I/C)

Dear Sir/Madam

Please find below the details of the student(s) who wish to undergo training at
Gilard Electronics Pvt. Ltd. for Duration of Training. Kindly let us knowif you can
accommodate this student for the training.

Name Institution Course Duration Period Department

Yes, We can take this student _________________

If Yes, please fill the details below:
1. Project

______________________________________________________
2. Trainer/Guide from your department
____________________________________
3. If any resources required to take the trainee in
____________________________
No, We can not take this student, for the reason that
____________________________
HOD/ Department Incharge Director Marketing
(Signature) (Signature)

GILARD ELECTRONICS PVT. LTD.

Summer Trainee Data Form
1. T-Code (to be given by Accounts)
___________________________________________
2. Trainee’s Name
______________________________________________________
3. Father’s Name
______________________________________________________
4. Address:
Permanent Address Present Address

5. Phone No. ____________________ Mobile

_______________________
6. Gender Male □ Female □
8. Date of Birth (dd/mm/yyyy)
________________________________________________
9. E-Mail
______________________________________________________
10. Course Information:
Course Specialization Institute University Completion YEar

11. Duration of Training, from ________________ to __________________

12. Educational Qualification:

 Education institute Name University/Board Year Percentage

13. In case of Emergency, Contact:

Name_______________________________________________________
Relation______________________________________________________
Address______________________________________________________
Phone No______________________ Mobile ______________________

GILARD ELECTRONICS PVT. LTD.

Summer Trainee Assessment Form
T-Code: _____________________________

Trainee’s Name: _____________________________

Date / Period: _____________________________

Mark 1 if Unsatisfactory, 2 if Average, 3 if Good, 4 if Very Good, 5 if

Excellent

Details 1 2 3 4 5 Comments
Attendance
Number of absences, sick leave and occasional leave
Punctuality
Arrival in accordance to Company Policy
Appearance
Professional, presentable and in accordance with Company dress
code
Behavior
Positive, co-operative, enthusiastic
Work Quality
Thorough, accurate, consistent
Creativity
Displays initiative, assumes responsibility, problem solving
Team Work
Considerate, willingness to help, respectful

Comments:

1. Unacceptable = 20% 2. Poor = 40% 3. Satisfactory = 60%

4. Good = 80% 5. Excellent = 100%

Rater’s Name: _____________________

Designation: _____________________

Signature: _____________________

Date: _____________________

GILARD ELECTRONICS PVT. LTD.

Student Training Schedule

1. Name of Trainee __________________ 2. Department_____________

3. Duration __________ Weeks

4. Period ___________ to_________

5. Project _____________________________________________________

6. Trainer __________________________

8. Need for Training in any other department Y/N

_______________________________
If yes, fill the following details

Department period Trainer Trainer’s Signature

9. Performance/ learning level of trainee:

Details: 1 2 3 4 5 Comments:
Learning Level

Mark 1-Unacceptable, 2-Average, 3-Good, 4-Very Good, 5.Excellent

Remarks:
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________

Trainer’s Signature: HOD/ Incharge’s

Signature

Summer Trainee Attendance Form

Trainee Name_____________________________________________________
Department_______________________________________________________

Project___________________________________________________________

Trainer___________________________________________________________

Period __________________________ to ________________________________

Days Month 1: Month 2:

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
Symbol Meaning
P Present
A Absent
L Leave
 GILARD ELECTRONICS PVT. LTD.
Request Acceptance Letter

Ref No: Date:

Institute’s Name
Place

Subject: Summer Training

Dear Sir/Madam,
Refer letter received from your institute/college for Internship/Summer Training of
Name of the Student, student of __ semester Course. This is to inform you that
she is being permitted to be taken as a trainee for __ weeks starting from
____________ to ____________. Please note that we shall not be charging
anything for this training nor shall we be giving any stipend for this training.
During the training the trainee is expected to be disciplined and follow the
company rules. In case of indiscipline, their training can be cancelled at any
stage.

Thanks and Regards

FOR GILARD ELECTRONICS PVT. LTD.

Name of the authority

(Designation)

CERTIFICATE

Ref No. Date: ___________

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Mr./Ms. _________________________, a student of

___________ at the ___________________________________ has undergone
training at our organization- Gilard Electronics Pvt. Ltd. For a period of ___ weeks,
w.e.f. _______________. During the training he/she completed the project entitled
“_______________________________” under the guidance and training of
______________. His/Her conduct during the training was found to be
___________________________

Name of the authorized signatory.

(Designation)

INTRODUCTION

Human life has become very complex and completed in now-a-days. In modern
society the needs and requirements of the people are ever increasing and ever
changing. When the people are ever increasing and ever changing when the
peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are
likely to contribute very little for any purpose. Job satisfaction of industrial
workers us very important for the industry to function successfully.

Apart from managerial and technical aspects, employers can be considered as

backbone of any industrial development. To utilize their contribution they should
be provided with good working conditions to boost their job satisfaction..
Job satisfaction is important technique used to motivate the employees to work
harder.
It is often said that “ A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE”. A
happy employee is generally that employee who is satisfied with his job. Job
satisfaction is very important because most of the people spend a major portion
of their life at working place. Moreover, job satisfaction has its impact on the
general life of the employees also, because a satisfied employee is a contented
and happy human being. A highly satisfied worker has better physical and
mental well being.

FACTORS INFLUENING JOB SATISFACTION

There are no. of factors that influence job satisfaction in an organization. A no. of
research studies have been conducted in order to establish some of the causes
that result in job satisfaction. These studies have revealed consistent correlation
of certain variables with the job satisfaction. These factors are given below:

Organizational factors:

1). Salaries and wages: Wages do play a significant role in determining of

satisfaction. Salaries and wages is instrumental in fulfilling so many needs.
Money facilities the obtaining of food, shelter, and clothing and provides the
means to enjoy valued leisure interest outside of work.

2). Promotion chances: Promotion chances considerably affect the job

satisfaction because promotion indicates an employees’s worth to the
organization which is highly moral boosting. This is particularly true in case of
high level jobs. Employee takes promotion as the ultimate achievement in his
career and when it is realized , he feels extremely satisfied.

3). Company policies: Organizational structure and policies also play an

important role in affection job satisfaction of employees. An autocratic and highly
authoritative structure causes

Work environment factors:

1).Supervision:
Employee centered or consideration supervisors who establish a
supportive personal relationship with subordinates and take a personal
interest in them. The other dimension of supervisory style influence participation
in decision making, employee who participates in decision that affect their job,
display a much higher level of satisfaction with supervisor an the overall work
situation .

2).Working condition: The employees desire good working condition because

they lead to greater physical comfort. The working conditions are important to
employees because they can influence life outside of work. If people are require
to work long hours and / or overtime, they will have very little felt for their
families, friends and recreation outside work. So the working conditions
inside the organization should be favorable.

Work itself

Along with pay, the content of the work itself plays a very major role in
determining how satisfied employees are with their jobs. By and large, workers
want jobs that are challenging; they do want to be doing mindless jobs day after
day. The two most important aspect of the work itself that influence job
satisfaction are variety and control over work methods and work place.
In general, job with a moderate amount of variety produce the most job
satisfaction. Jobs with too little variety cause workers to feel bored and fatigue.
Jobs with too much variety and stimulation cause workers to feel
psychologically stressed and ‘burnout’.

Personal factors:
Age and seniority: With age, people become more mature and realistic and less
idealistic so that they are willing to accept available resources and rewards and
be satisfied about the situation. With the passage of time , people move into
more challenging and responsible positions. People who do not move up at all
with time are more likely to be dissatisfied with their jobs.

i) Tenure : Employees with longer tenure are expected to be highly satisfied with
their jobs. Tenure assures job security , which is highly satisfactory to
employees. They can easily plan for their future without any fear of losing their
jobs.

ii) Personality: Some of the personality traits which are directly related to job
satisfaction are self assurance, self esteem, maturity , challenge and
responsibility. Higher the person is on Maslows needs hierarchy , the higher is
the job satisfaction. This type of satisfaction comes from within the person and is
a function of his personality.

OBJECTIVES OF THE STUDY:

This project work characterizes to evaluate job satisfaction level of employees
working in Gilard Electronics Pvt. Ltd.. The objectives of the study are as follows:

A. To study and analyse the satisfaction level of employees at GEPL.

B. To study various factors which influences job satisfaction of employees.

C. To study the relationship between personal factors of employees (income,

designation, education qualification etc.)
D. To identify and suggest measures for the improvement of the satisfaction
level.

AREA OF STUDY
The study was conducted in two GEPL, Mohali
.
SAMPLE SIZE
A sample of 35 employees was taken from the staff level employees
Data was collected from both primary and secondary sources.

LIMITATION OF STUDY

• Data collected was based on questionnaire method only.

• Total number of employees in GEPL is more but due to unwillingness of

employees, the sample size is limited to 35 only.

• The research was conducted in limited duration only.

• Some respondents hesitated to give actual situation, they feared that

management would take action against them.

• Information provided by employees can not be relied upon completely.

ANALYSIS OF DATA

DESCRIPTIVE STATISTICS

The distribution of males and females amongst the sample

Male 20
Female 15
 GENDER

43%

57%

Male Female

The following chart shows the distribution of the respondents according to the
designations.

Executive 16
Engineer 10
Asst
Manager 2
Supervisor 2
Incharge 3
Manager 2
 Designation

6%
9%

6%

6% 45%

28%

Executive Engineer Asst Manager

Supervisor Incharge Manager
The following pie chart shows the distribution of the departments amongst the
respondents.

Admin 2
Finance 6
Sales 5
Purchase 5
Assembly 3
QA 4
PLM 4
CAD 4
HR 2

Department

6% 6%

11%
18%

11%

14%

11%

9% 14%

Admin Finance Sales Purchase Assembly QA PLM CAD

Distribution of Age amongst the Respondents

18-29 30
30-39 4
40-49 1
50-59 0

Age

35

30

25
No. Of Employees

20

15

10

0
18-29 30-39 40-49 50-59
Age Groups
The graph below shows the qualification distribution of the respondents.

Undergraduate 0
Graduate 14
Post Graduate 17
Diploma 4

Qualification

18

16

14

12

10

0
Undergraduate Graduate Post Graduate Diploma
Series1 0 14 17 4
The motivational preferences of the respondents with regard to the different
options listed in the questionnaire, based on their rankings. The graph is made
taking the average of the each option, the least average shows most preferred
and higher average shows least preferred option.

Work Timings 2.9428

Salary 2.8857
Designation 2.0571
Job security 3.4571
Stress Levels 3.5714

M otivation al Preferen ces

3.5

2.5

2 S eri

1.5

0.5

0
W ork Tim ings S alary D esignation Job security S tre ss Levels
The graph shows the responses of the people with respect to their job being
boring or not.

Yes 8
No 27

Repetitiv e and Boring Job

23%

77%

Yes No
INFERENTIAL STATISTICS

H0: There is no difference in the motivation levels of males and females with
respect to the PF and ESI schemes.
H1: There is a significant difference in the in the motivation levels of males and
females with respect to the PF and ESI schemes.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Item 18 * gender 35 59.3% 24 40.7% 59 100.0%

Item 18 * gender Crosstabulation

Count

gender

1 2 Total

Item 18 1 3 0 3

2 5 1 6

3 4 8 12

4 6 6 12

5 2 0 2

Total 20 15 35

Chi-Square Tests

Asymp. Sig. (2-

Value df sided)

Pearson Chi-Square 8.458a 4 .076

Likelihood Ratio 10.485 4 .033

N of Valid Cases 35
Interpretation: As the table value is higher than the calculated value, the null
hypothesis is accepted that there is no significant difference between males and
females regarding the PF and ESI schemes.

H0: There is no significant difference between the job perceptions of the different
age groups.
H1: There is a significant difference between the job perceptions of the different
age groups.

ANOVA

VAR00004

Sum of Squares df Mean Square F Sig.

Between Groups 2.019 2 1.010 1.159 .327

Within Groups 27.867 32 .871

Total 29.886 34

Interpretation: As the table value is higher than the calculated value, the null
hypothesis is accepted that there is no significant difference between the job
perceptions of the different age groups.
.
H0: There is no change in the preferences of males and females towards job.
H1: Change in the preferences of males and females towards job

ANOVA

Sum of Squares df Mean Square F Sig.

Between Groups 1.867 1 1.867 2.989 .093

Within Groups 20.608 33 .624

Total 22.475 34

Interpretation: As the table value is higher than the calculated value, the null
hypothesis is accepted that there is no change in the preferences of males and
females towards job
REFERENCES:
1 http://www.gilard.in/index.php
2 http://www.google.co.in/search?
q=automobile+ancillary+industry+of+india&hl=en&client=firefox-
a&hs=8wW&rlz=1R1WZPB_en___IN381&ei=EudSTJqMAcqFrQfpm6DeAQ&
start=20&sa=N
3 http://nmcc-vikas.gov.in/auto.html
4 Organizational behavior Stephen P Robbins
5 Human resource management L.M Prasad
6 Fundamentals of Statistics S.C.Gupta.
 Summer Training
Project Report
On

BUILDING A PROCEDURE FOR SUMMER TRAININGS

AND JOB SATISFACTION OF EMPLOYEES

Submitted To
GILARD ELECTRONICS PVT. LTD.

In partial fulfillment of the requirements

For the degree of
Master of Business Administration
(2009-2011)
Of
Punjab Technical University
 Submitted By
SIMRANPREET KAUR

CENTRE FOR MANAGEMENT TRAINING & RESEARCH

KHARAR-140301, DISTT. MOHALI(PB.)