A

PROJECT REPORT ON

EMPLOYEE SATISFACTION AT SHUBH MOTORS

JABALPUR
IN PARTIAL FULLFILLMENT FOR THE AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
IN RANI DURGAVATI VISHWAVIDHYALYA JABALPUR

UNDER THE GUIDANCE

MR. SACHIN SHARMA

Submitted By
Arfan Khan 4th Sem
Batch 2014-2016

GYAN GANGA COLLEGE OF TECHNOLOGY

JABALPUR (M.P.)

Forward
I hereby forward the project entitled A STUDYON

EMPLOYEE SATISFACTION AT SHUBH MOTORS

JABALPURJABALPUR submitted by ARFAN KHAN, student of MBA

4TH semester Gyan Ganga College Of technology. Partial fulfillment of the

degree
of
Master
of
Business
Administration
of
Rani
DurgavatiVishwaVidyalaya, Jabalpur (M.P.)

Director
M.B.A

DECLARATION
I hereby declare that the project entitled A STUDY ON EMPLOYEE
SATISFACTION AT SHUBH MOTORS JABALPUR which
is being submitted in partial fulfillment of the requirement for the award of the
degree of MBA of Rani DurgavatiVishwaVidyalaya, Jabalpur (M.P.) is an
authentic record and all the information furnished by me are true to my
knowledge and information and facts furnished by me are based on my own
findings and as per the information collected through Primary/Secondary
research.
The matter reported in this project is neither being used
Elsewhere nor has been submitted earlier for the award of degree of
MASTERS OF BUSINESS ADMINISTRATION.

Place: JABALPUR
Date:

ARFAN KHAN
MBA 4TH SEM (2014-2016)

ACKNOWLEDGEMENT
I would like to express my gratitude and sincere thanks to MR. Sachin Sharma,
for giving me this opportunity and for instilling confidence in me to carry out
this study and extending valuable guidance and encouragement from time to
time, without which it would not have been possible to undertake and complete
this project.
I would also like to thank Director (MBA Dept.), and all faculties of Gyan
Ganga College Of Technology Jabalpur (M.P.) for his continuous support,
encouragement and support.
I would also like to thank my parents and others, who have stood by me
whenever needed, and without whose support this task would not have been
accomplished.

ARFAN KHAN
MBA 4th Semester
Batch: 2014-2016

TABLE OF CONTENT

S.No

TOPIC

1.

Executive Summery

2.

Objectives of Research

3.

Introduction

4.

Company profile

5.

Conceptual Background

6.

Research Methodology

7.

Data analysis interpretation &

8.

presentation
Observation and findings

9.
10.

Suggestions and recommendations

Limitations

11.

Conclusion

12.

Bibliography

Page no.

MARUTI UDYOG LTD.

Maruti Udyog Ltd (MUL) is the largest car manufacturer in the country with a market
share of over 80 per cent in the car industry. It is a joint sector corporation setup by the
Government of India and Suzuki Motor Corporation, Japan. Although the company is a
clear leader, it faces threats from new entrants into car industry. It is a leading fourwheeler automobile manufacturer in South Asia. Suzuki Motor Corporation of Japan
holds a majority stake in the company. It was the first company in India to massproduce and sell more than a million cars. It is largely credited for having brought in an
automobile revolution to India. It is the market leader in India. On 17 September 2007,
Maruti Udyog was renamed to Maruti Suzuki India Limited. The company's
headquarters remain in Gurgaon, near Delhi.
The company was incorporated in 1981 to take over the assets of the erstwhile Maruti
Ltd. Maruti Ltd set up in June 1971 had been wound up by a High Court order in 1978.
The assets of Maruti Ltd were then acquired by the Government under the Maruti Ltd
(Acquisition And Transfer of Undertakings Act, 1980).
In the year 1982, the government signed a joint venture agreement with Suzuki Motor
Corporation of Japan. Suzuki's stake had risen from 26% to 40% in 1987. Suzuki's stake went
up once again to 50.25% in 1992. Between August 1997 and June 1998, there were severe
tensions between the two partners over the issue of appointment, of the managing director of
the company. This was resolved in June 1998.The first product, Maruti 800 was launched in
1984. In 1985, the all-terrain vehicle Gypsy was launched and Maruti sold its 50,000th
vehicle. The Maruti 1000 was launched in 1990 and the Zen in 1993.The company
manufactures passenger cars at its factory in Gurgaon, Haryana. Its installed capacity of
350,000 vehicles is expected to rise to 450,000 in the year 1999. The company's models
include the 800cc small car, Esteem, Zen and Gypsy.

C
O
M
P
A
N
Y
P
R
O
F
I
L
E

S
h
u
b
h

M
o
t
o
r
s

i
s
c
o
m
m
i
t
t
e
d

t
o

d
e
l
i
v
e
r
i

n
g

q
u
a
l
i
t
y

s
e
r
v
i
c
e
a
n
d

o
p

t
i
m
u
m

v
a
l
u
e
t
o

a
l
l
i
t
s
c
u
s

t
o
m
e
r
s
.
O
u
r
i
n
t
e
g
r
a
t
e
d

n
e

t
w
o
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k

o
f
c
a
r
s
a
l
e
s
a
n
d

s
e
r

v
i
c
e
s
i
s
s
p
r
e
a
d

a
c
r
o
s
s
s
t
r

a
t
e
g
i
c
l
o
c
a
t
i
o
n
s
t
h
a
t
y
o
u

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a
n

c
o
n
v
e
n
i
e
n
t
l
y

r
e
a
c
h

i
t
h

s
h
o
w
r
o
o
m
s
a
n
d

s
e
r
v
i
c

e
c
e
n
t
r
e
s
a
t
d
i
f
f
e
r
e
n
t
l
o
c
a

O
b
j
e
c
t
i
v
e
s
:
T
h
e
s
t
u
d
y
i
s
c
o
n
d
u
c
t
e
d
w
i
t
h
t
h
e
f
o
l

l
o
w
i
n
g
o
b
j
e
c
t
i
v
e
s
:
1. To
di
sc
ov
er
th
e
va
ri
ou
s
ex
pe
ct
ati
on
s
th
at

de
te
r
m
in
es
th
e
sa
tis
fa
cti
on
le
ve
l
of
e
m
pl
o
ye
e.
2. To
m
ea
su
re
th
e
sa
tis
fa
cti
on

le
ve
l
of
th
e
e
m
pl
o
ye
es
,
wi
th
re
sp
ec
t
to
th
e
co
m
pa
ny
.
3. To
kn
o
w
th
e
ke
y
ar
ea
s
le
ad
s
to
di
ss
ati

sf
ac
ti
on
of
th
e
e
m
pl
o
ye
es
.

T
h
e
o
b
j
e
c
t
i
v
e
s
o
f
M
U
L
t
h
e
n
a
r
e
a
s
c
i
t
e
d
b
e
l
o
w
:

Mo
de
rni
zat
io
n
of
th
e
In

di
an
A
ut
o
m
ob
ile
In
du
str
y.

Pro
du
cti
on
of
fu
eleff
ici
en
t
ve
hi
cle
s
to
co
ns
er
ve
sc
ar
ce
res
ou
rc
es.

Pro
du
cti
on
of
lar
ge
nu
m

be
r
of
m
ot
or
ve
hi
cle
s
w
hi
ch
wa
s
ne
ce
ss
ar
y
for
ec
on
o
mi
c
gr
o
wt
h.

P
R
O
D
U
C

T
S
1. The
compa
ny
sells a
wide
range
of
Marut
i
Suzuk
i cars
2. They
also
sell
Marut
i
Genui
ne
Acces
sories

B
e
s
i
d
e
o
f
t
h
e
s
e
p
r
o
d
u
c
t
s
,
t
h
e
c

o
m
p
a
n
y
p
r
o
v
i
d
e
s
d
i
f
f
e
r
e
n
t
s
e
r
v
i
c
e
s
:

S
e
r
v
i
c
e
s

1. Sa
les
an
d
Se

rvi
ce
2. M
ar
uti
Ge
nu
in
e
Pa
rts
3. M
ar
uti
Fi
na
nc
e
4. M
ar
uti
In
su
ra
nc
e
5. M
ar
uti
Dr
ivi
ng
Sc
ho
ol
6. M
ar
uti
O
n
Ro
ad
Se
rvi
ce
7. Va
lu
e
A
dd

ed
Se
rvi
ce
8. Ex
te
nd
ed
W
arr
an
ty

Accounts
Departme
nt

Accessories

Sales

Department

Department

Customer
Service
Department

HR
Department

EDP
Departme
nt

S
W
O
T
A
n
a
l
y
s
i
s
S
t
r
e
n
g
t
h

B
r
a
n
d
i
m
a
g
e
M
U
L
i
s
i
n
a
l
e
a
d
e
r
s
h
i
p
p
o
s
i
t
i
o
n
i
n
t
h
e
m
a
r
k
e

t
.

M
aj
or
str
en
gt
h
of
M
U
L
is
ha
vi
ng
lar
ge
st
ne
tw
or
k
of
de
ale
rs
an
d
aft
er
sal
es
ser
vi
ce
cat
ers
in
th
e
co
un
try
.

R
e
f
u
r
b
i
s
h
e
d
C
a
r
s
:
M
U
L
h
a
s
a
l
s

o
e
n
t
e
r
e
d
i
n
t
o
s
e
c
o
n
d
h
a
n
d
c
a
r
m
a
r
k
e
t
w
i
t
h
a
b
r
a
n
d
n
a
m
e
M
a
r
u
t
i
T
r
u
e
V
a
l
u
e
.
A
v
a
i
l

a
b
i
l
i
t
y
o
f
r
a
w
m
a
t
e
r
i
a
l

W
e
a
k
n
e
s
s

V
e
r
y
o
l
d
p
l
a
y
e
r
i
n
I
n
d
i
a
m
a
r
k
e
t
(
f
i
r
s
t
m
a
j
o
r
p
l
a
y
e
r
)

La
ck
of
ha
vi
ng
pr
od
uc
ts
in
mi
dsiz
e
ca
r
se
g
m
en
t
co
ul
d
res
ult
in
shi
fti
ng
of
lo
ya
l
cu
sto
m
ers
w
ho
ha
sa
de
sir
e
to
up
gr
ad
e
th
eir
ca
rs.
Lo
w
int
eri
or
qu
ali
ty
ins
id
e
th
e
ca
rs.
La
ck
of
ha

vi
ng
pr
od
uc
ts
in
mi
dsiz
e
ca
r
se
g
m
en
t
co
ul
d
res
ult
in
shi
fti
ng
of
lo
ya
l
cu
sto
m
ers
w
ho
ha
sa
de
sir
e
to
up
gr
ad
e
th
eir
ca
rs.

O
p
p
o
r
t
u
n
i
t
y
Pro
du
cts
an
d
ser

vi
ce
ex
pa
nsi
on

Tak
eo
ve
r

Tar
ge
tin
g
hi
gh
mi
dd
le
cla
ss

Eco
no
mi
c
gr
o
wt
h
of
th
e
co
un
try
is
so
un
d
an
d
pr
o
mi
sin
g
in
fut
ur
e.

Big
M
ar
ke
t:
D
o
m
est
ic
an
d
A
br
oa
d
T
h
r
e
a
t
Co
m
pe
titi
on

Ch
ea
pe
r
tec
hn
ol
og
y

Ext
er
na
l
ch
an
ge
s
(g
ov
er
n
m
en
t ,
po
lic
ies
an
d
ta
xe
s
etc
)

Lo
we
r
co
st
co
m
pe
tit
or
or
im
po
rts

Pri
ce
wa
rs

Pro
du
ct
su
bst
itu
tio
n

Vision and mission statement

Vision:
The leader in the Indian automobile industry, creating customer delight and shareholder's
wealth; a pride for India.
Core values:

Customer Obsession
Fast, Flexible and Fast Mover
Innovation and Creativity

Mission:
To provide maximum value for money to their customers through continues improvement of
products and service.

H
R
D
e
p
a
r
t
m
e
n
t
C
o
m
p
a
n
y
v
a
l
u
e
s
i
t
s
h
u
m
a
n
r
e
s
o
u
r
c
e
i
t
c
o
n
s

i
d
e
r
s
a
s
a
v
a
l
u
a
b
l
e
a
s
s
e
t
.
E
m
p
l
o
y
e
e
s
a
r
e
m
o
t
i
v
a
t
e
d

t
o
b
r
i
n
g
o
u
t
t
h
e
b
e
s
t
w
i
t
h
i
n
t
h
e
m
s
a
l
v
e
s
.
P
e

r
f
o
r
m
a
n
c
e
i
s
r
e
c
o
g
n
i
z
e
d
a
n
d
a
p
p
r
o
p
r
i
a
t
e
.

C
o
m
p
a
n
y
i
s
a
l
s
o
i
m
p
l
e
m
e
n
t
i
n
g
s
y
s
t
e
m

o
f
i
n
c
r
e
a
s
i
n
g
s
a
l
a
r
i
e
s
a
c
c
o
r
d
i
n
g
t
o

t
h
e
e
x
p
e
r
i
e
n
c
e
i
n
t
h
e
i
r
d
e
p
a
r
t
m
e
n
t
s
.

T
h
i
s
d
e
p
a
r
t
m
e
n
t
i
n
c
l
u
d
e
s
H
R
m
a
n
a
g
e
r

,
H
R
e
x
e
c
u
t
i
v
e
a
n
d
9
5
e
m
p
l
o
y
e
e
s
.

O
b
j
e

c
t
i
v
e
s
:

M
ai
nt
en
an
ce
of
go
od
e
m
pl
oy
ee
rel
ati
on
shi
p
in
th
e
or
ga
ni
zat
io
n.

Prov
idin
g a
co
mf
orta
ble
wor
kin
g
env
iro
nm
ent
to
our
em
plo
yee
s.
To
dev
elo
p
em
plo
yee
s
skil
l
thr
oug

h
con
tinu
ous
trai
nin
g.

To
pro
mo
te a
bett
er
qua
lity
of
life
.
To
defi
ne
per
son
al
qua
lifi
cati
on
req
uire
me
nt.
To
con
duc
t
and
arra
nge
trai
nin
g
and
kee
p
rec
ord
s.
To
im
ple
me
nt
me
asu
re
to
mo
tiva
te
per
son
al.
To
im
pro
ve
wor
kin
g
con
diti
on.

F
u
n
c
t
i
o
n
s
:

Hi
rin
g

Pro
mo
tion
s
Reas
sig
nm
ent
s
Posit
ion
clas
sifi
cati
on
and
gra
din
g
Salar
y
det
erm
inat
ion
Perf
or
ma
nce
app
rais
al
revi
ew
and
pro
ces
sin
g
Awa
rds
revi
ew
and
pro
ces
sin
g
Pers
onn
el
dat
a
entr
y
and
rec
ord
s
mai
nte
nan
ce

Co
ns
ult
ati
on
an
d
ad
vis
or
y
ser
vi
ce
s
to
m
an
ag
e

m
en
t
an
d
e
m
pl
oy
ee
s
o
Co
nd
uc
t
pr
ob
le
ms
o
Performa
nce
problem

P
o
li
c
y
d
e
v
e
l
o
p
m
e
n
t
T
e
c
h
n
ic
al
p
o
li
c
y
i
n
te
r
p
r
et
at
i
o
n
W
o
r
k
P
e
r
m
it
ti
n
g
I
m
m
i
g
r
at
i
o
n
V
is
a
P
r
o
g
r
a
m
B
e
n
e
fi
ts

o
Healt

h care
insura
nce o
Life
insura
nce
o
Disabi
lity
insura
nce o
Retire
ment
o
Volun
tary
accide
ntal
death
and
disme
mber
ment
insura
nce o
Leave
Transf
er
Progr
am
o
Tuitio
n
Assist
ance
Plan
o
Traini
ng
opport

unitie
s

o C
o
m
bi
ne
d
Fe
de
ral
Ca
m
pa
ig
n
E
m
p
l
o
y
e
e
a
s
s
i
s
t
a
n
c
e
r
e
f
e
r
r
a
l
W
o
r
k
e
r
s
'
c
o
m
p
e
n
s
a
ti
o
n

St
ru
ct
ur
e
of
H
R
D
ep
ar
t
m
en
t:
HR manager

HR executive

E
M
P
L
O
Y
E
E
S
A
T
I
S
F
A
C
T
I
O
N

E
m
p
l
o
y
e
e
S
a
t
i
s
f
a
c
t
i
o
n
i
s
a
p
r
e
r
e
q
u
i
s

i
t
e
f
o
r
t
h
e
c
u
s
t
o
m
e
r
s
a
t
i
s
f
a
c
t
i
o
n
.
E
n

h
a
n
c
e
d
e
m
p
l
o
y
e
e
s
a
t
i
s
f
a
c
t
i
o
n
l
e
a
d
s
t
o

h
i
g
h
e
r
l
e
v
e
l
o
f
e
m
p
l
o
y
e
e
r
e
t
e
n
t
i
o
n
.

A
st
ab
le
an
d
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m
m
itt
ed
w
or
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or
ce
en
su
re
s
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cc
es
sf
ul
kn
o
wl
ed
ge
tr
an
sf
er,
sh
ar

in
g,
an
d
cr
ea
ti
on
--a
ke
y
to
co
nt
in
uo
us
i
m
pr
ov
e
m
en
t,
in
no
va
ti
on
,
an
d
kn
o

wl
ed
ge
ba
se
d
to
tal
cu
st
o
m
er
sa
tis
fa
cti
on
.
W
h
e
n
c
o
m
p
a
ni
es
ar
e
c
o
m

m
itt
e
d
w
it
h
pr
o
vi
di
n
g
hi
g
h
q
u
al
it
y
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o
d
u
ct
s
a
n
d
se
rv
ic
es
;
w

h
e
n
c
o
m
p
a
ni
es
se
t
hi
g
h
w
or
k
st
a
n
d
ar
ds
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r
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r
e
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o
y
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s;

a
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d
w
h
e
n
e
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pl
o
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ee
s
ar
e
e
m
p
o
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ro
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a
n

d
d
e
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el
o
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e
nt
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pr
o
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d
e
d
w
it
h
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e
a
n
d
in
fo
r
m
at

io
n,
p
er
m
itt
e
d
to
m
a
k
e
m
is
ta
k
es
w
it
h
o
ut
p
u
ni
sh
m
e
nt
,
a
n
d
tr
us

te
d;
th
e
y
w
ill
e
x
p
er
ie
n
ce
a
n
in
cr
ea
se
in
th
ei
r
le
v
el
of
sa
ti
sf
ac
ti
o
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at

w
or
k.
T
hi
s
le
v
el
of
sa
ti
sf
ac
ti
o
n
ca
n
b
e
e
n
h
a
n
ce
d
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rt
h
er
if
te
a
m

w
or
k
a
n
d
vi
si
o
n
ar
y
le
a
d
er
sh
ip
ar
e
in
tr
o
d
u
ce
d.
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on
ti
nu
ou
s
i
m
pr

ov
e
m
en
t
co
m
es
fr
o
m
th
e
ef
fo
rts
of
th
e
e
m
po
w
er
ed
e
m
pl
oy
ee
s
m
ot
iv
at
ed

by
vi
si
on
ar
y
le
ad
er
sh
ip
.
T
hi
s
is
su
pp
or
te
d
by
th
e
fi
nd
in
gs
th
at
e
m
po
w
er
m

en
t
an
d
vi
si
on
ar
y
le
ad
er
sh
ip
bo
th
ha
ve
si
gn
ifi
ca
nt
co
rr
el
ati
on
wi
th
e
m
pl
oy
ee
sa

tis
fa
cti
on
.
Te
a
m
w
or
k
is
al
so
su
pp
or
te
d
by
th
e
fi
nd
in
gs
.
In
ad
di
ti
on
,
th
e
st

ud
y
fo
un
d
si
gn
ifi
ca
nt
co
rr
el
ati
on
be
tw
ee
n
e
m
pl
oy
ee
sa
tis
fa
cti
on
an
d
e
m
pl
oy
ee

s
in
te
nt
io
n
to
le
av
e.
T
h
e
su
cc
es
s
of
a
c
or
p
or
at
io
n
d
e
p
e
n
ds
v
er
y
m

u
c
h
o
n
c
us
to
m
er
sa
ti
sf
ac
ti
o
n.
A
hi
g
h
le
v
el
of
c
us
to
m
er
se
rv
ic
e
le
a

ds
to
c
us
to
m
er
re
te
nt
io
n,
th
us
of
fe
ri
n
g
gr
o
w
th
a
n
d
pr
of
it
o
p
p
or
tu
ni
ti

es
to
th
e
or
g
a
ni
za
ti
o
n.
T
h
er
e
is
a
st
ro
n
g
re
la
ti
o
ns
hi
p
b
et
w
ee
n
c
us

to
m
er
sa
ti
sf
ac
ti
o
n
a
n
d
e
m
pl
o
y
ee

satisfaction. Satisfied employees are more likely to stay with company and become
committed and have more likely to be motivated to provide high level of customer service, by
doing so will also further enhance the employees satisfaction through feeling of
achievement. Enhanced employee satisfaction leads to improved employee retention; and
employee stability ensures the successful implementation of continuous improvement and
customer satisfaction. Customer satisfaction will no doubt lead to corporate success and
greater job security.
These will further enhance employee satisfaction. Therefore, employee satisfaction is a
prerequisite for customer satisfaction.
In a company, the satisfaction level of the employees differs, some of the employees are
happy with the facilities provided and some are not, some employees are happy with their job
itself, but some are not, at the same there can be satisfied and unsatisfied employees in a
company receive the same facilities and working condition.
There are various factors that explains the satisfaction of employees in a company, such as
the relation of the employees with the management of the company, salary, rewards and
recognition of the employees for their better performances and innovative ideas, employee
benefits they get from the company, the trust and importance of the employees, the
motivation level of the company, the job and career development of the employees their
different needs like social needs, training needs, financial needs, etc, if employees are happy
with these factors the employees are said to be satisfied.
I have conducted a survey considering all these factors, to know the employee satisfaction
level in the Shubh Motors Pvt Ltd Jabalpur, Automobile branch, which deals in Maruti
Suzuki cars and provides different services of the Maruti Suzuki.

H
U
M
A
N

R
ES
O
U
R
C
ES

M
A
N
A
G
E
M
E
N
T
IS
SU
ES

P
eo
pl
e
ar
e
ou
r
gr
ea
te
st
as
se
t
is
a
m

an
tr
a
th
at
co
m
pa
ni
es
ha
ve
be
en
ch
an
ti
ng
fo
r
ye
ar
s.
B
ut
on
ly
a
fe
w
co
m
pa
ni
es
ha

ve
st
ar
te
d
pu
tti
ng
H
u
m
an
R
es
ou
rc
es
M
an
ag
e
m
en
t
(
H
R
M
)
sy
st
e
m
s
in
pl

ac
e
th
at
su
pp
or
t
th
is
ph
il
os
op
hy
.
T
he
re
ar
e
a
nu
m
be
r
of
ch
all
en
ge
s
in
th
e
In

di
an
in
du
str
y
w
hi
ch
re
qu
ir
e
th
e
se
ri
ou
s
att
en
ti
on
of
H
R
m
an
ag
er
s
to
fi
nd
th
e

ri
gh
t
ca
nd
id
at
e
an
d
bu
il
d
a
c
on
du
cti
ve
w
or
k
en
vi
ro
n
m
en
t
w
hi
ch
wi
ll
be
be

ne
fi
ci
al
fo
r
th
e
e
m
pl
oy
ee
s,
as
w
ell
as
th
e
or
ga
ni
za
ti
on
.
T
he
in
du
str
y
is
al
re

ad
y
un
de
r
str
es
s
on
ac
co
un
t
of
pe
rsi
st
en
t
pr
ob
le
m
s
su
ch
as
att
rit
io
n,
co
nf
id
en
tia

lit
y,
an
d
lo
ya
lty
.
Ot
he
r
pr
ob
le
m
s
ar
e
m
an
ag
in
g
pe
op
le,
m
ot
iv
ati
on
to
ad
op
t
ne

w
te
ch
no
lo
gy
ch
an
ge
s,
re
cr
ui
t
m
en
t
an
d
tr
ai
ni
ng
,
pe
rf
or
m
an
ce
m
an
ag
e
m
en

t,
de
ve
lo
p
m
en
t,
an
d
co
m
pe
ns
ati
on
m
an
ag
e
m
en
t.
W
it
h
th
es
e
ch
all
en
ge
s,
it
is

M
a
n
a
gi
n
g
P
e
o
pl
e
In
vi
e
w
of
th
e
in
du
str
y
dy
na
m
ic
s,
in
th
e
cu
rr
en
t
ti
m

es
,
th
er
e
is
a
gr
ea
te
r
de
m
an
d
fo
r
kn
o
wl
ed
ge
w
or
ke
rs.
R
es
u
m
es
ab
ou
nd
,
ye

t
co
m
pa
ni
es
sti
ll
fe
rv
en
tl
y
se
ar
ch
fo
r
th
e
pe
op
le
w
ho
ca
n
m
ak
e
a
di
ff
er
en
ce

to
th
e
bu
si
ne
ss
.
O
ft
en
tal
en
te
d
pr
of
es
si
on
al
s
en
jo
y
hi
gh
ba
rg
ai
ni
ng
po
w
er
du

e
to
th
ei
r
kn
o
wl
ed
ge
an
d
sk
ill
s
in
ha
nd
.
T
he
att
it
ud
e
is
di
ff
er
en
t
fo
r
th
os
e

w
ho
ar
e
ta
ki
ng
up
re
sp
on
si
bi
lit
ie
s
at
a
le
ss
er
ag
e
an
d
ex
pe
ri
en
ce
.
T
he
se
fa
ct

or
s
ha
ve
re
su
lte
d
in
th
e
cl
ea
r
sh
ift
in
ap
pr
oa
ch
to
in
di
vi
du
ali
ze
d
ca
re
er
m
an
ag
e

m
en
t
fr
o
m
or
ga
ni
za
ti
on
ca
re
er
co
m
m
it
m
en
t.

Motivating the Workforce

As the competition is growing rapidly in the global market, a technological edge supported
by a talent pool has become a crucial factor for survival in the market. Naturally, as a result
every organization gives top priority to technology advancement programs. HR managers are
now performing the role of motivators for their knowledge workers to adopt new changes.
Competency Development
Human capital is the real asset for any organization, and this makes the HR role important in
recruiting, managing, and retaining the best. The HR department has a clear role in this
process and determines the success tempo of any organization. An urgent priority for most of
the organizations is to have an innovative and competent HR pool; sound in HR management
practices with strong business knowledge.
Recruitment and Training
Recruitment has become a major function from an imperative sub system in HR, particularly
in the industry. HR managers play a vital role in creating assets for the organization in the
form of quality manpower. Attracting new talent also is a top priority for software companies,
but less so for smaller companies. Another challenge for HR managers is to put systems in
place to make the people a perfect fit for the job. Skill redundancy is fast in the industry. To
overcome this problem, organizations give the utmost priority to training and skill
enhancement programs on a continuous basis. Many companies are providing technical
training to the employees on a quarterly basis. These trainings are quite useful also in terms
of providing security to the employees.
Work life Balance Factor
Another dimension to the challenges faced by our company is the growing pace of talent
acquisition. This aspect creates with it the challenge of a smoother assimilation and the
cultural binding of the new comers into the organization fold. The pressure of delivering the
best of quality services in a reduced time frame calls for ensuring that employees maintain a
work life balance.

Attrition/Retention of the Talent Pool

One of the toughest challenges for the HR managers in the industry is to deal with the
prevalent high attrition levels. Though there is an adequate supply of qualified staff at entry
level, there are huge gaps in the middle and senior level management in the industry. Further,
the salary growth plan for each employee is not well defined. This situation has resulted in
increased levels of poaching and attrition between organizations. The industry average
attrition rate is 3035 per cent and could range up to 60 per cent.

Research Methodology
Employee satisfaction has been defined as a function of perceived performance and
expectations. It is a persons feeling of pleasure or disappointment resulting from comparing
a products outcome to his/her expectations.
If the performance (Company Services) falls short of expectations, the employee is dissatisfied
and if it matches the expectations, the employee is satisfied. A high satisfaction implies more
purchase/use of the product or service. The process is however, more complicated then it appears.
It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it
will not lead to switching over once a better offer comes in.

Primary data:
Sampling design
The survey was targeted to know the satisfaction level of Employees in the local branch of
Maruti Suzuki, a sample size of 50 was decided to answer the questionnaire. Age group or
experience of employees was not considered, all those who were employees were targeted.
The criterion reserved was:
The respondents should be strictly employees of Shubh Motors branch of Maruti Suzuki.
Research design
On the basis of attributes which have been identified, a questionnaire is prepared. To each
question, there are 5 possible answers out of which one is to be ticked.
Taking the objectives into consideration a questionnaire was prepared to collect the necessary
information from the employees of Maruti Suzuki Shubh Motors branch.
Also I had question direct from the HR manger and HR executive of Maruti Suzuki Shubh
Motors branch.
Data collection:
The primary data for the study was collected with the help of the research questionnaire
designed. The necessary data was collected by means of questionnaires given to the
employees.
Data analysis
Survey was completed and then the data collected was analyzed and interpreted with the help
of charts and graphical forms for better understanding.
Finally based on the analysis, a set of suggestions and recommendations have been forwarded
through the report.

Secondary Data:
Employee satisfaction survey or employee opinion is like a double edged sword which can be
used both against and in favor of the employee. Being in constant touch with the employees
through these tools and acting upon the information gathered can lead to significant results.
Using the result of the survey, management can decide different decision to improve the
employees effectiveness and, hence, increase their productivity.
The data was successfully collected from various sources like web sites, reference guide and
other readymade materials. The knowledge gained from the secondary data was finally
combined with the primary data and hereby presented in this report.

Introduction
Employees are often referred as the internal customers of the organization. Understanding the
attitudes, behavior, their motivations, feelings and issues affecting them and their
performance is an elementary concern for any and every organization, as they play an
extremely important role in shaping and directing the organizations productivity and
achievement of the goals and overall success.
The following factors measure the satisfaction level of the employees:
1. Employee Relation with the management
2. Feedback
3. communication
4. Team Work
5. Trust
6. Employee Career Development
7. Rewards, Recognitions
8. Employee benefits
9. Work culture and physical Environment
10. Training of Employees
The above factors are structured as a questionnaire to collect the needed data to measure the
satisfaction level of the employees
The collected data has been analyzed as follows

ANALYSIS AND INTERPRETATION OF THE SURVEY:

1. Employee Relation with the Management, Feedback and
Communication:
1. I have a clear understanding of my departments goals and
priorities.
Table

Strongly

Agree

Somewh
at
Disagree

Agree
29

14

Agree
5

Graphical view and Analysis:

As showed in the above table,
58% of the
employees are strongly agreed
that they
have clear understanding of the
goals and
objectives, while 28% are just
agree with it.
The most of Employees have clear
understanding of the goals of the
company, each of them know what
is
expected from them.10% was
somewhat
agree, 4% disagree and they
cannot
understand of the goal and
objective of the
company.

Strongl
y
Disagre
e
0

60%

50%

40%

Strongly
Agree
Agree
Somewhat
Agree

Disagree
30%
20%

10%

0%

Strongly
Disagree

2
.
I
r
e
c
e
i
v
e
t
i
m
e
l
y
f
e
e
d
b
a
c
k
f
r
o
m
m
y
s
u
p
e
r
v
i
s
o
r
c
o
n
c
e

r
n
i
n
g
m
y
p
e
r
f
o
r
m
a
n
c
e
.
T
a
b
l
e
Strongly
Agree

Agree

14

23

G
M

A
S
A
g

Somewhat Disagre Stro

Agree
e
y
Disa
e
11
2
0

r
e

3
.
M
y
s
u
p
e
r
v
i
s
o
r
g
i
v
e
s
h
o
n
e
s
t
f
e
e
d
b
a
c
k
T
a
b
l
e
:

Strongly
Agree

Agree

24

18
A

Somewhat
Agree
5

Disagre
e
3

T
S
A
g
A
S

A
g
D
S
D
i

s
a

Strongly
Agree
17
Graphical view and
Analysis:
S is approachable and the
Supervisor
supervisor shows
interest A
in their careers, only 4% of the
employees
say they Sare not
satisfied.A
g
The table
D showed the most of employees
satisfied.
S
D
i

5
.
M
y
s
u
p
e
r
v
i
s
o
r
e
x
p
r
e
s
s
e

s
a
n
i
n
t
e
r
e
s
t
i
n
m
y
c
a
r
e
e
r
.
T
a
b
l
e
:
Strongly
Agree

Agree

Somewhat
Agree

Di

14

11

G
A
O

S
A
g
A
S

A
g
D
S
D
i

s
a

6
.
W
h
e
n
c
h
a
n
g
e
s
a
r
e
m
a
d
e
i
n
t
h
e
c
o
m
p
a
n
y
,
t
h
e
i
n
t
e
r
e
s
t
s
o
f
t
h
e
e

m
p
l
o
y
e
e
s
a
r
e
c
o
n
s
i
d
e
r
e
d
?
Table:

Strongly
Agree
11

Agree
20

Somewh
at
Disagree
Agree
14
5

Strong
0

Graphical view and Analysis:

As in above table showed the most of the
employees
are satisfied.
When any change is made in the company,
interests of
the employees are considered, jut 10% of
the
employees say that their interest is not
considered
while any change is made in the company.

40%

35%

30%

25%

20%
15%

10%

5%

0%

7
.
T
h
e
s

e
n
i
o
r
m
a
n
a
g
e
m
e
n
t
t
e
a
m
c
o
m
m
u
n
i
c
a
t
e
s
h
o
w
w
e
l
l
t
h
e
c
o

m
p
a
n
y
i
s
d
o
i
n
g
?
Table:

Strongly
Agree
18
G
T

Agre
e
20

Somewh
at
Agree
8

Disagre
e
4

Str
Disa
0

A
g

r
e
e
A
S

t
A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

2. Team work and trust:

8. The company encourages teamwork.
Table
Strongl
y
Agree
17

Agree
24

Somewh
at
Agree
5

Disagree

Strongly Disagree

Graphical view and Analysis:

Team work and Trust in the employees or
trust of employees on the management
and trust of the management on the
employees, are two important factors in
the survival and success of any company,
in Maruti Suzuki Shubh Motors branch,
all the employees are agreed. (10%)
somewhat agreed (10%) disagree and 8%
of them strong disagree.
The most of the employees that the
company encourages team work, team
work utilizes team efforts of the
employees.

4
5
0
%
4
0
%
3
0
%
2
0
%
1
0
%
0
%

Strongly
Agree
Agree

Somewhat
Agree
Disagree
Strongly
Disagree

9
.
W
o
r
k
i
s
f
a
i
r
l
y
d
i
s
t
r
i
b
u
t
e
d
i
n
m
y
w
o
r
k
g
r
o
u
p
.
Table:

Strongly
Agree

10

Agre
e

29

Somewh
at
Agree

Disagre
e

S
D

S
A
g

r
e
e
A
S

A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

3. C
a
r
e
e
r
D
e
v
e
l
o
p
m
e
n
t
:
1
0.
I
a
m
s
at
is
f
e
d
w
it
h
m
y
jo
b
o
v
e
r
al
l.
Table:
Strongly
Agree

15

Agre
e

23

Somewh
at
Agree

Disagree Strongly D

0
%

S
A
S
A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

1
1
.
T
h
e
r
e
a
r
e
c
l
e
a
r
p
e
r
f
o
r
m
a
n
c
e
s
t
a
n
d
a
r
d
s
f
o
r
m
y
j
o

b
.

T
a
b
l
e
:

Strongly
Agree

Agree

Somewh
at
Agree

31

10

Disagre
e

S
D

S
A
S
A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

1
2.
I
w
o
ul
d
fe
el
c
o
m
fo
rt
a
bl
e
ta
lk
in
g
t
o
m
y
s
u
p
e
rv
is
o
r
a
b
o
u
t
di
v
e
rs
it
y
is
s
u
e
s.
T
a
b
l

e
:

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Stro

20

0
%

S
A
S
A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

1
3
.
M
y
j
o
b
m
a
k
e
s
g
o
o
d
u
s
e
o
f
m
y
s
k
i
l
l
s
.
T
a
b
l
e
:

Strongly
Agree

14

5
0

Agree

21

Somewh
at
Disagree
Agree

10

The most of the employees are agreed

their jobs make
good use of their skills, which means
employees are placed
at the right jobs.

Only 10 of the employees somewhat ag

S
A
g
A

A
g
D
S
D
i

1
4.
E
m
pl
o
y
e
e
b
e
n
e
f
ts
at
t
h
e
c
o
m
p
a
n
y
a
r
e
c
o
m
m
u
ni
c
at
e
d
cl
e
a
rl
y
t
o
m
e.
T
a
b
l
e
:

G
R

Strongly
Agree

Agree

17

20

S
A
g

Somewha
t
Agree

Disagre
e

r
e
e
A
S

A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

15. Employee benefts meet my needs.

Table:
Strongly
Agree

Agree

Somewh
at
Agree

Disagree

15

25

Graphical view and Analysis:

More than 50% of the employees
say that employee benefit not
always meet their needs, and 10%
say that employee benefits given
to them never met their needs,
whereas 30% employees are
agreed that their benefits meet
their needs, which means all the
employees are not given enough
benefits to meet their needs, only
some of them are paid adequately.

Strongly
Disagree

0
Strongly
Agree

5
0
%

Agree

4
0
%

Somewhat
Agree

3
0
%

Disagree
Strongly
Disagree

2
0
%
1
0
%
0
%

16. I am fairly paid for the work I

do.
Table:

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strongly Disagree

13

21

10

Graphical view and Analysis:

12% of the employees say that they
are not paid fairly for the work they
deliver, more than 20% say that they
are somewhat paid fairly, but only
26%strongly agree and 42% agree say
that they are fairly paid, which means

t
h
a
t
o
n
ly
s
e

nior
emplo
yees
are

paid more, and the rest are not paid

much.
But all the employees agree that there
is a connection that how effectively
they work, they are paid more.

5
0
%
4
0
%
3
0
%
2
0
%
1
0
%
0
%

Strongly
Agree
Agree

Somewh
at

Agree

Disagre
e

Strongly
Disagr
ee

1
7
.
T
h
e
r
e
i
s
a
c
l
e
a
r
c
o
n
n
e
c
t
i
o
n
b
e
t
w
e
e
n
h
o
w
e
f
f
e
c
t
i
v
e

l
y
I
w
o
r
k
a
n
d
h
o
w
m
u
c
h
I
a
m
p
a
i
d
.
T
a
b
l
e

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strong

24

10

12

not paid.
Graphical view and Analysis:
The above tables showed most of the
employees agree
that there is a connection that how
effectively they
work, they are paid more. Only 20% of
them
somewhat agreed and 24%disagreed
because they are

S
A
g

A
S

A
g
D
S
D
i

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strong

11

21

17

11

G
M

0
%

S
A
g
r
e
e
A
S

A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

1
9
.
E
m
p
l
o
y
e
e
s
a
r
e
r
e
c
o
g
n
i
z
e
d
f
o
r
i
n
n
o
v
a
t
i
v
e
i
d
e
a
s
.
T
a
b
l

e
:

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strong

10

25

S
A
g
A
S

A
g
D
S
D
i

W
2
0
.
I
b
e
l
i
e
v
e
t
h
a
t
m
y
o
f
f
i

c
e
i
s
s
t
a
f
f
e
d
a
d
e
q
u
a
t
e
l
y
t
o
a
c
h
i
e
v
e
o
u
r
s
e
r
v
i
c
e
g
o
a
l
s
T
a
b

l
e
:
Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strong

33

G
M

S
A
S
A
g

r
e
e

D
S
D
i
s
a
g
r
e
e

21. My supervisor permits flexible work schedules as long as

essential tasks and services are accomplished.
Table:
Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strongly Disagree

10

27

10

Graphical view and Analysis:

Most of the employees are agreed that
their supervisor
permits flexible working schedules for
them; this
means that the company allows flexible
working timing
for the employees.
Only 6% of them are not agree with their
supervisor
permits flexible working schedule for them.

60%
50%
40%

Strongly
Agree
Agree

Somewhat

Agree
30%
20%
10%

Disagree
Strongly
Disagree

0%

22. My physical working conditions are

good.
Table:

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strongly Disagree

27

11

0
20%
10%

Graphical view and Analysis:

All the employees are happy with their
Physical working conditions, which mean
they are provided with good working
conditions where they can work effectively.
Only 8% of the employees are not agreed.

60
%
50
%
40
%
30
%

0%

Agree
Strongly
Agree
Agree

So
me
wh
at

Disagree
Strongly
Disagree

Trai
ning
of
Empl
oyee
s:
2
3
.
I
r
e
c
e
i
v
e
a
d
e
q
u
a
t
e
t
r
a
i
n
i
n
g
f
o
r
m
y
c
u
r
r
e
n
t
j
o
b
r
e
s

p
o
n
s
i
b
il
it
i
e
s
.
T
a
b
l
e
:
Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Strong

12

27

G
M

S
A
g
r
e
e
A
S

A
g
r
e
e
D
S
D
i
s
a
g
r
e
e

2
4.
I
r
e
c
ei
v
e
c
r
o
s
sjo
b
tr
ai
ni
n
g
t
o
d
e
v
el
o
p
m
y
c
a
r
e
e
r
in
o
t
h
e
r
p
o
si
ti
o
n
s.
T
a

bl
e:

G
E

Strongly
Agree

Agree

Somewh
at
Agree

Disagree

Stron

10

24

10

S
A
g
A
S

A
g
D
S
D
i

s
a

2
5
.
W
h
a
t
i
s
t
h
e
m
o
s
t
i
m
p
o
r
t
a
n
t
a
s
p
e
c

t
o
f
y
o
u
r
j
o
b
t
h
a
t
i
n
f
l
u
e
n
c
e
s
y
o
u
r
d
e
c
i

s
i
o
n
t
o
c
o
n
t
i
n
u
e
w
o
r
k
i
n
g
h
e
r
e
?

F
o
r
t
h
i
s
q
u

e
s
t
i
o
n
I
g
o
t
d
i
f
f
e
r
e
n
t
a
n
s
w
e
r
s
f
r
o
m
d
i
f
f
e
r
e
n
t
e
m
p
l
o
y
e
e
s
,

M
o
s
t
o
f
t
h
e
m
s
a
i
d
t
h
a
t
t
h
e
i
r
j
o
b
i
t
s
e
lf
i
n
fl

u
e
n
c
e
s
t
h
e
m
t
o
c
o
n
t
i
n
u
e
w
o
r
k
i
n
g
w
i
t
h
t
h
e

c
o
m
p
a
n
y
s
o
m
e
t
h
e
m
s
a
i
d
t
h
e
y
a
r
e
h
a
p
p
y
w
i
t

h
c
h
a
ll
e
n
g
i
n
g
w
o
r
k
,
s
o
m
e
s
a
i
d
t
h
e
y
a
r
e
i
n
d
e

p
e
n
d
e
n
t
i
n
i
n
d
i
v
i
d
u
a
l
d
e
c
i
s
i
o
n
m
a
k
i
n
g
a
n

d
s
o
m
e
s
a
i
d
t
h
e
y
a
r
e
s
i
m
p
l
y
e
n
j
o
y
i
n
g
t
h
e
j
o

b
.

W
h
il
e
s
o
m
e
a
r
e
h
a
p
p
y
w
i
t
h
t
h
e
m
a
n
a
g
e
m
e
n

t
,
c
o
ll
e
a
g
u
e
s
a
n
d
t
h
e
m
a
n
a
g
e
m
e
n
t
,
a
s
m
a
ll
n
u

m
b
e
r
o
f
t
h
e
e
m
p
l
o
y
e
e
s
s
a
i
d
t
h
a
t
t
h
e
y
a
r
e
i
n

fl
u
e
n
c
e
d
b
y
t
h
e
s
a
l
a
r
y
p
a
i
d
t
o
t
h
e
m
.
W
h
e
r
e

a
s
a
v
e
r
y
s
m
a
ll
n
u
m
b
e
r
s
s
a
i
d
t
h
e
y
a
r
e
h
e
r
e
,
b

e
c
a
u
s
e
o
f
t
h
e
m
o
t
i
v
a
t
i
o
n
a
n
d
c
a
r
e
t
h
e
y
r
e
c

e
i
v
e
f
r
o
m
t
h
e
m
a
n
a
g
e
m
e
n
t
.

2
6
.
W
h
a
t
is
it
t
h
a
t
y
o

u
a
r
e
n
o
t
c
o
n
f
o
rt
a
b
le
i
n
y
o
u
r
j
o
b
ri
g
h
t
n
o
w
?
F
o
r
t
hi
s
q
u
e
st
io
n
I
g
ot
di
ff
e

r
e
n
t
a
n
s
w
er
.
S
o
m
e
of
t
h
e
e
m
pl
o
y
e
e
s
a
r
e
n
ot
h
a
p
p
y
w

it
h
t
h
e
ti
m
in
g
of
t
h
e
c
o
m
p
a
n
y,
a
n
d
s
o
m
e
of
t
h
e
m
s
ai
d

t
h
at
t
h
e
y
a
r
e
n
ot
h
a
p
p
y
w
it
h
t
h
e
s
al
a
r
y
w
hi
c
h
is
p
ai

d
to
t
h
e
m
.

F
i
n
d
i
n
g
s
:
T
o
k
n
o
w
t
h
e
o
v
e
r
al
l
s
at
is
fa
ct
io
n
of
t
h

e
e
m
pl
o
y
e
e
s,
e
m
pl
o
y
e
e
s
a
r
e
c
at
e
g
o
ri
z
e
d
in
to
4
c
at
e

g
o
ri
e
s:
H
ig
h
s
at
is
fi
e
d
e
m
pl
o
y
e
e
s,
M
o
d
e
r
at
e
s
at
is
fi
e
d

e
m
pl
o
y
e
e
s,
le
s
s
s
at
is
fi
e
d
e
m
pl
o
y
e
e
s
a
n
d
n
ot
s
at
is
fi
e

d
e
m
pl
o
y
e
e
s.
1
.
E
m
p
l
o
y
e
e
R
e
l
a
t
i
o
n
w
i
t
h
t
h
e
m
a
n
a
g
e
m
e
n

t
,
F
e
e
d
b
a
c
k
a
n
d
c
o
m
m
u
n
i
c
a
t
i
o
n
:
F
r
o
m
t
h
e
a
b
o
v
e
d
a
t

a
c
al
c
u
la
t
e
d
,
it
is
k
n
o
w
n
t
h
a
t
e
m
p
lo
y
e
e
s
h
a
v
e
g
o

o
d
r
el
a
ti
o
n
w
it
h
t
h
ei
r
m
a
n
a
g
e
m
e
n
t,
r
e
c
ei
v
e
ti
m
el
y

a
n
d
h
o
n
e
st
f
e
e
d
b
a
c
k
fr
o
m
t
h
ei
r
s
u
p
e
r
vi
s
o
r
s
a
n

d
h
a
p
p
y
fr
o
m
t
h
e
c
o
m
m
u
n
ic
a
ti
o
n
w
it
h
i
n
t
h
e
c
o
m
p

a
n
y,
a
s
m
o
st
o
f
t
h
e
e
m
p
lo
y
e
e
s
(
3
6
%
)
c
o
m
e
u
n
d
e
r

t
h
e
M
o
d
e
r
a
t
e
s
a
ti
s
fi
e
d
e
m
p
lo
y
e
e
s.
S
o
m
e
o
f
t
h

e
e
m
p
lo
y
e
e
s
a
r
e
h
i
g
h
s
a
ti
s
fi
e
d
(
3
3
%
)
t
h
e
y
h
a
v

e
e
x
c
el
le
n
t
r
el
a
ti
o
n
w
it
h
t
h
e
M
a
n
a
g
e
m
e
n
t
a
n
d
a
r

e
g
iv
e
n
h
o
n
e
st
a
n
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ti
m
el
y
f
e
e
d
b
a
c
k.
B
u
t
1
7
%
of
t
h
e
e
m
pl
o

y
e
e
s
a
r
e
n
ot
h
a
p
p
y
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it
h
t
h
e
r
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at
io
n
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v
e
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it
h
t
h
ei
r
m
a
n
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g
e
m
e
n
t

b
e
c
a
u
s
e:

T
h
e
y
s
a
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t
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2
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y
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o
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y
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t
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ei
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r
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e
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h
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h
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t
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d
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fo
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4
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e
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h
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t
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a
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d
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t
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iv
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5
.
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n
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:

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u
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,
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m
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B
I
B
L
I
O
G
R
A
P
H
Y

R
ef
er
en
ce
s:

1. Inte
rnet
www.
citehr.
com
www.
quick
mba.c
om
www.
scribd
.com

www.
wikipe
dia.co
m

2. On
sig
ht

 www.M
arutisu
zuki.co
m

Annexure:
Employee Satisfaction Survey:

Employee Relation with the management, Feedback and

communication:

1. I have a clear understanding of my departments

goals and priorities
Strongly
Somewhat
Disagre
Agree
Agree
Agree
e

Strongly
Disagree

2. I receive timely feedback from my supervisor concerning my

performance.
Strongly
Somewhat
Strongly
Agree
Agree Agree
Disagree Disagree
3
. My supervisor gives honest feedback.
Strongly
Somewhat
Agree
Agree Agree

Strongly
Disagree Disagree

4 My supervisor is approachable when

. needed.
Strongly
Somewhat
Agree
Agree Agree

Strongly
Disagree Disagree

5 My supervisor expresses an interest in

. my career.
Strongly
Somewhat
Agree
Agree Agree

Strongly
Disagree Disagree

6 The senior management team communicates how well the

. company is doing.
Strongly
Somewhat
Strongly
Agree
Agree Agree
Disagree Disagree
7 When changes are made in the company, the interests of the
. employees are considered.
Strongly
Somewhat
Strongly
Agree
Agree Agree
Disagree Disagree
39

Team Work and Trust:

8. The company encourages teamwork.
Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

9. There is a high level of trust at the

company.
Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

10. Work is fairly distributed in my work

group.
Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

Career
Development:
11. I am satisfied with my job overall.
Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

12. There are clear performance

standards for my job.
Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

13. My job makes good use of my skills.

Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

14. I would feel comfortable talking to my supervisor about

diversity issues.
Somewhat
Strongly
Strongly Agree
Agree Agree
Disagree Disagree

Rewards and Employee benefts:

15. Employee benefits at the company are
communicated clearly to me.
Somewhat
Strongly Agree
Agree Agree

Strongly
Disagree Disagree

1
6. Employee benefits meet my needs.
Strongly
Somewhat
Agree
Agree Agree

Disagre
e

Strongly
Disagree

1
7. I am fairly paid for the work I do.
Strongly
Somewhat
Agree
Agree Agree

Disagre
e

Strongly
Disagree

1 There is a clear connection between how effectively I work and

8. how much I am paid.
Strongly
Somewhat
Disagre Strongly
Agree
Agree Agree
e
Disagree
1 Employees are rewarded for
9. innovative ideas.
Strongly
Somewhat
Agree
Agree Agree

Disagre
e

Strongly
Disagree

20. Employees are recognized for

innovative ideas.
Strongly
Somewhat
Agree
Agree Agree

Disagre
e

Strongly
Disagree

Work culture and Environment:

21. I believe that my office is staffed adequately to achieve our
service goals.
Strongly Agree
Disagree

Agree Somewhat Agree Disagree Strongly

22. My supervisor permits flexible work schedules as long as

essential tasks and services are accomplished.
Strongly
Agree

Somewhat
Agree Agree

23. My physical working conditions are

good
Strongly
Somewhat
Agree
Agree Agree

Disagre
e

Strongly
Disagree

Disagre
e

Strongly
Disagree

Training of
Employees:
24. I receive adequate training for my current job
responsibilities.
Strongly
Somewhat
Strongly
Agree
Agree Agree
Disagree Disagree

25. I receive cross-job training to develop my career

in other positions.
Strongly
Somewhat
Strongly
Agree
Agree Agree
Disagree Disagree

Suggestions

26.
What is the most important aspect of your job that influences
your decision to continue working here?

27.

What is it that you are not comfortable in your job right now?

28.

Any other suggestion

Thanks for giving your time