MARUTI SUZUKI AUTHORISED DEALERS A PROJECT ON EMPLOYEE SATISFACTION SURVEY

Name of the Guide: Submitted By:

Mr. RAMINDER SINGH Meeta

Bincy Babu Mr. JASPREET LUTHRA Vaswani

Shalini Sahu

ACKNOWLEDGEMENT

It is our proud privilege to release the feeling of our gratitude to several people who have helped us directly or indirectly to conduct this project work. We are greatly thankful and owe a deep sense of gratitude to our guides Mr. Raminder Singh and Mr. Jaspreet Luthra, for there sincere guidance, help and valuable suggestions in completing this project work. We would love to express our gratitude to Mr. Deepak Arora for his moral support and permission to conduct this study. Last but not the least our deepest sense of appreciation goes to my parents and co-workers who were always there as a source of inspiration.

DECLARATION

We hereby declare that this project work entitled EMPLOYEE SATISFACTION SURVEY is our original work carried under the guidance and supervision of our guide Mr. Raminder Singh and Mr. Jaspreet Luthra, in partial fulfillment of requirement for the award of degree of Master of Business Administration (MBA) adhering to the conditions laid down by the Management Department of our college.

PROJECT GUIDE

NAME OF THE GROUP MEMBERS

Mr. Raminder Singh Mr. Jaspreet Luthra

Bincy Babu Meeta Vaswani Shalini Sahu

CONTENTS
1) INTRODUCTION:
DEFINING VARIABLES COMPANY PROFILE RATIONALE OBJECTIVE

2) RESEARCH METHODOLOGY:
SAMPLE DESIGN

RESEARCH DESIGN TOOLS FOR DATA COLLECTION TOOLS FOR DATA ANALYSIS

3)

RESULT AND DISCUSSION:

MAJOR RESULT
TABLES/CHARTS

DISCUSSION

4) CONCLUSION:
CONCLUSION SUGGESTIONS

 LIMITATIONS SCOPE FOR FUTURE WORK

5) REFERENCE:
BIBLIOGRAPHY WEBLIOGRAPHY

6) ANNEXURES:
QUESTIONNAIRE EMPLOYEES PERSONAL FORM

INTRODUCTION
An employee is:

A worker who is hired to perform a job An individual who provides labor to a company or another person A person who is paid for the performance of his or her duties by his or her employer and can include an officer, partner and sole-proprietor.

A person who performs work for an employer under a verbal or written understanding where the employer gives direction as to what tasks are done.

Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement. To measure employee satisfaction, surveys or face-to-face meetings with employees can be adopted to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale. Indian companies best in terms of employee satisfaction: Indian companies rank top among global peers in employee satisfaction, reflecting their successful business practices, says a study. The findings are part of a report, 'Driving Success Through Performance Excellence and Employee Engagement,' by research arm of leading global HR solutions provider Kenexa.

In HR, you work with your companys managers to get the most out of your employees. Here are 10 ways to make your motivational techniques work for every employee.

1. Ask what they want out of work. Just knowing that an HR manager or boss is interested in a worker's goals will make many employees feel better about their jobs. It can be difficult to get a quick and accurate answer to this question, however. Some workers may say that they want to work on a prestigious project, for example, only to discover once they have been assigned to the project that it isnt what they expected.

2. Consider each employees age and life stage. There are exceptions to every generalization, of course, but workers nearing the end of their careers are often less focused on the next promotion than those who are just starting to climb the corporate ladder. Younger workers may also be less accustomed than older ones to waiting patiently in a job they dont find interesting. 3. Match motivators to the company or department culture. Again, there are exceptions, but engineers are likely to be motivated by working on cutting-edge projects. On the other hand, sales professionals tend to use money as a way to measure how well theyre doing. 4. Pinpoint each employees personality. Some people love public praise; others are mortified by it and would much prefer a sincere, in-person thank-you. Make sure you take this into account if you are planning a ceremony to give awards or other recognition. 5. Use flexibility wisely. Allowing employees to telecommute some of the time or to set their own office hours can have big benefits. It makes employees lives more manageable and it shows them that they are trusted.

6. Put money in its place. How well does money motivate workers? The answer isnt simple. An employee who demands a raise might really be unhappy because his or her suggestions are being ignored, for example. And surveys and experts offer different answers about how important money is, depending on how the question is phrased.

7. Dont rely on stock options. If money is an unreliable motivator, stock options are even less likely to motivate most workers. Employee worth goes up and down with a companys stock price something very few workers feel they can control.

8. Offer help with career goals. When you ask workers what kind of work they enjoy, also find out about what theyre hoping to do in the future. Giving workers opportunities to build the skills and make the connections they need to get ahead in their careers will build loyalty and motivation. 9. Help employees learn. Its very important for workers to keep learning new skills on the job. With people changing jobs more often than they used to and companies no longer promising long-term employment, younger workers in particular realize that continuing to learn is the way to stay employable, said Leslie G. Griffen, managing partner of Career Management Associates, in Overland Park, Kan.

10. Recognize that motivation isnt always the answer. If your motivation efforts arent working, it may not be your fault. Not everyone can be motivated for that particular job, Beasley said. If an employee would really rather be doing something else, it may be best to encourage him or her to pursue something new.

COMPANY PROFILE
STANDARD MARUTI is a unit of STANDARD AUTO AGENCIES. The company was selected by Maruti Suzuki India Limited as authorized dealer for Jabalpur (M.P.) and it has opened its showroom in the prime business place in Napier Town area and workshop near Delite talkies, Civil Line area. The Maruti Suzuki Dealership started operations in the year 2004 at Jabalpur..and subsequently got its ISO 9001 certification. In the year 2010 the company was awarded with Platinum certification which only shows the growth level and potential the company has in it. It provides all the facilities under one roof like Sales, Service, Spares, Finance, Insurance, and Accessories. Standard Maruti is one the fastest growing car dealers in

this region. A state of the art showroom, workshop, experienced staff, enviable sales record are a few of the reasons why it makes sense to choose Standard Maruti.

Standard Maruti has in its customer base professionals, high ranking Government personnels, Advocates, Doctors, Tradesman ranging from small to big Corporates, Commercial Transport operators, Government departments and Public sector undertakings

Our Vision

To become the largest and most profitable service providers in India in the field of automotive

Our Mission

To take pride & pleasure in providing excellent pre-sales and after-sales service to the end customers. To maintain repeat & multiple business relationships with our customers for a lifetime.

RATIONALE
The study of "employee satisfaction" helps the company to maintain a standard & increase productivity by motivating the employees. This study tells us how much the employees are capable & their interest at work 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 employees satisfaction helps to know the working conditions & to know the things that affect them adversely, because of which they are not able to work properly. The various parameters used for measuring employee satisfaction are as follows:

 Work Work Stress Immediate Supervisor Career Tenure Communication System Compensation Package Employee Welfare Working Environment

OBJECTIVES OF THE STUDY

To determine the level of satisfaction of the employees of MARUTI SUZUKI STANDARD AUTO AGENCY, Jabalpur (MP) To suggest measures for improving the level of Employees Satisfaction

RESEARCH METHODOLOGY

SAMPLE DESIGN
Non-Probability or Convenience sampling is used in which every item of the universe does not have an equal chance of being selected. Population means the entire spectrum of a system of interest

 Example: Population representing all the employees of the organization on whom the

study is conducted.
Sample is that part of universe which we select for the purpose of investigation.

The sample will be consisting of forty employees, consisting a mix of General Managers, Team Leaders, Sales Executives, Telecallers and so on.

RESEARCH DESIGN
It is an Exploratory Research Design as it is flexible and there is scope for further studies. The study is about measuring the level of satisfaction of the employees of Maruti Suzuki Standard Auto Agency, Jabalpur. The study is being made to explain the impact of various factors on employee satisfaction.

TOOLS FOR DATA COLLECTION

Primary Data: Primary Data are those which are collected afresh and for the first time, and thus happen to be original in character. It will be collected by the following methods:

1. One to one interaction with employees of the organization.

2. Questionnaire based study: Questionnaires cost low and are free from the biasness of the interviewer. Respondents have adequate time to answer the questions so the data is more reliable. The questionnaire consisting of total 30 questions.

Secondary Data: Secondary Data are those which have already been collected by someone else and which have already been passed through the statistical process. Data will also be collected from internet and magazines.

TOOLS FOR DATA ANALYSIS

PIE CHARTS

A pie chart (or a circle graph) is a circular chart divided into sectors, illustrating proportion. Pie charts best represent discrete data. In a pie chart, the arc length of each sector (and consequently its central angle and area), is proportional to the quantity it represents. Together, the sectors create a full disk. Pie charts can be an effective way of displaying information in several cases, in particular if the intent is to compare the size of a slice with the whole pie.

RESULTS AND DISCUSSION

1. Individual initiative is encouraged in the Company.

2. You think that your present work will help you grow in your career.

3. You feel you have freedom to perform your job.

4. You find yourself as a part of the team/organization.

5. The work load is too heavy.

6. The work schedule is flexible.

7. You feel free to take help of your supervisor.

8. Your colleagues are eager to help you.

9. My superior gives appreciation to good work done by me promptly.

10. My views and participation are valued.

11. My superior gives me guidance & feedback whenever I want.

12. My superior corrects me gently when I go wrong in the work.

13. You feel uncertain about your tenure in the company.

14. Would you recommend employment in the company to your friend.

15. The company has concern for its people.

16. You are satisfied with the overall job security

17. Company updates me with all important developments

18. My superior communicates regularly about our departments performance.

19. The behavior of your colleagues, peers & superiors is courteous & friendly.

20. I am free to put any questions to the HR manager anytime relating to any problems.

21. I am satisfied with the non-monetary incentives & welfare facilities extended by the company.

22. I am satisfied that my compensation package matches my work.

23. I agree that the companys compensation package matches similar organization in the industry.

24. The Company provides me training at regular intervals.

25. You are demanding for the training programmes that you have missed.

26. My performance for every year is reviewed and discussed with me.

27. There are enough opportunities for promotion.

28. Do you think it is good to provide recreational facilities in the Company..

29. The atmosphere of the organization is healthy and hygienic.

30. The Company is using latest tools, equipments and technology that suits you.

OVERALL OPINION

CONTRIBUTING FACTORS TO EMPLOYEE SATISFACTION

CONCLUSION

1. Individual initiative is highly encouraged in the company. 2. Their present work will help them in future career. 3. They have full autonomy to do work.

4. They feel themselves as a part of a team /organization. 5. The work load is quite heavy. 6. Work timing is flexible. 7. Full guidance and support by the supervisor.
8. Friendly relation. 9. The supervisors are polite and gentle while giving feedback of the employees. 10. Employee to some extent feels uncertain about their tenure in the company. 11. Employees are satisfied with the overall job security. 12. Problems are solved quickly.

13. Some employees are satisfied with the compensation package.

14. There are some opportunities for growth and promotion. 15. Atmosphere of the organization is healthy, hygienic and friendly.

The overall conclusion of the survey under standard motors reveals that the employees are much satisfied with the management facilities and companies policies. The relation between employer and employee is friendly, healthy and appropriate for new comers too. There problems are solved on time and they are treated as real assets of the company. Every company has some pros and cons but standard motors believes in delivering high quality of services to its customers and employees. Employees are least satisfied with the compensation packages, but they are highly satisfied with the employee welfare schemes.

SUGGESTIONS

1. Working hours should be reduced so that employees are satisfied and can contribute

their best towards the work performed by them.

2. Employees should be encouraged: Encouraging the employees are a part of

motivation of the employees.

3. Promotional avenues should be more: Promotional avenues help the employees in

facing higher challenges and responsibilities, thus leading to overall development of the employees.
4. Communication with female employees should be more polite and friendly: They

should feel themselves as the assests of the organization.

5. Get together Parties should be organized once in every month: Such parties help the

employees to know each other well, thus, promoting cooperation within the firm.
6. Coordination should improve: Better coordination helps the firm in reducing wastage

of time, money and resources.

7. Data should be maintained more systematically and properly. This would help the

organization for future references and for emergencies.

8. There should be a common room for female employees for avoiding inconvenience. 9. The suggestion box should be placed at an easily approachable place: A suggestion

box is a common tool in business to get information about quality of the business from the customer or employee standpoint. The typical suggestion box is a box into which people could insert notes, ideas for business improvement or surveys. 10. There should be a dormitory room for the employees in case they are ill they can take rest there. 11. There should be provisions for Recreational facilities within the organization to avoid fatigue and tiredness.

LIMITATIONS
1. The method of data collection through questionnaire is relatively more time consuming and slowest of all, specifically when the sample is large and recalls upon the respondent are necessary.
2. There remains a possibility of bias of the interviewer as well as that of respondents as

some of the subscribers would not be able to apprehend certain question, which would result in ambiguous replies.
3. Certain type of respondents such as important official of executives group would not be

easily approachable.
4. The result would be based on the answers obtain from 40 respondents only.

5. Minute details of data and that too in employees own words cannot be assessed in the structured questionnaire. 6. Some employees could not respond effectively because of the language.

SCOPE FOR FUTURE WORK

This report emphasizes on the level of satisfaction of employees of the organization and the ways to improve the same.

In future studies can be conducted for comparing the level of satisfaction of employees of different cadres/units.

Sample size can be larger.

BIBLIOGRAPHY:
Human Resource Operating Standards (MARUTI SUZUKI)

HUMAN RESOURCE MANAGEMENT (V.S.P. Rao)

WEBLIOGRAPHY:
www.answers.com/topic/employee

http://wiki.answers.com/Q/Why_to_study_about_employee_satisfaction

www.wisegeek.com/what-is-employee-satisfaction

www.hrworld.com/features/ten-motivational-tips-112807/

ANNEXURES
QUESTIONNAIRE

STANDARD AUTO AGENCIES - EMPLOYEE SATISFACTION SURVEY

NAME DESIGNATION UNIT
INDEX : Neutral

: : :
1 Strongly Disagree 2- Disagree 4 Agree 5 Strongly agree 3

A. WORK 1. Individual initiative is encouraged in the Company 2. You think that your present work will help you grow in your career 3. You feel you have freedom to perform your job 4. You find yourself as a part of the team/organization B. WORK STRESS

5. The work load is too heavy 6. The work schedule is flexible 7. You feel free to take help of your supervisor 8. Your colleagues are eager to help you C. YOUR IMMEDIATE SUPERIOR 9. My superior gives appreciation to good work done by me promptly 10. My views and participation are valued 11. My superior gives me guidance & feedback whenever I want 12. My superior corrects me gently when I go wrong in the work D. CAREER TENURE 13. You feel uncertain about your tenure in the company 14. Would you recommend employment in the company to your friend 15. The company has concern for its people 16. You are satisfied with the overall job security E. COMMUNICATION SYSTEM 17. Company updates me with all important developments 18. My superior communicates regularly 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1

about our departments performance 19. The behavior of your colleagues, peers & superiors is courteous & friendly 20. I am free to put any questions to the HR manager anytime relating to any problems. F. COMPENSATION PACKAGE 21. I am satisfied with the non-monetary incentives & welfare facilities extended by the company 22. I am satisfied that my compensation package matches my work 23. I agree that the companys compensation package matches similar organization in the industry G. EMPLOYEE WELFARE 24. The Company provides me training at regular intervals 25. You are demanding for the training programmes that you have missed 26. My performance for every year is reviewed and discussed with me 27. The are enough opportunities for promotion 28. Do you think it is good to provide recreational facilities in the Company. H. WORKING ENVIRONMENT 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1

29. The atmosphere of the organization is healthy and hygienic 30. The Company is using latest tools, equipments and technology that suits you

OVERALL OPINION:
Your overall opinion on the company as an employee

EXCELLENT VERY GOOD GOOD NOT GOOD BAD

SPECIAL COMMENTS / SUGESTIONS, IF ANY:

EMPLOYEE PERSONAL FORM

NAME OF EMPLOYEE :

FATHERS NAME

SPOUSES NAME

RESIDENTIAL ADDRESS

CONTACT NUMBER

(Mobile): (Landline):

BLOOD GROUP

EDUCATIONAL QUALIFICATION

DATE OF BIRTH

(SELF)

: :

(HUSBAND/WIFE)

MARRIAGE ANNIVERSARY

HOBBIES