1.

1 Introduction of Study:

Employee satisfaction has been defines as a function of perceived performance and

expectation.

It is a person's feeling of pleasure or disappointment resulting from comparing a product's

outcome to his/her expectations. If the performance falls short of expectations, the employee
is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction
implies improvement in efficiency and performance doing work or service. The process is
however, 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.

Employee satisfaction is the terminology used to describe whether employees are happy and
contended and fulfilling their desires and needs at work. Many measures meaning that
employee satisfaction is a factor in employee motivation, employee Goal achievement and
positive employee morale in the workplace. as per room "employee satisfaction is a positive
orientation of an individual towards a work role which is presently occupying".

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 benifit to any
company, as happy works will be more likely to produce more, take fever days of , and stay
loyal to the company. there are many factors in improving or maintaining high employee
satisfaction which wiz employers would well to impliment employee satisfaction, while
generally a positive in organization can also be a bad luck if mediocre employees stay because
they are satisfied with your work environment.
1.2 Objectives:

 To study the employees perception towards the organization.

 To recommended the strategy for improving the HR practice in order to increase the
employee satisfaction.
 To measure the employees job satisfaction level.
 To identify the factors that motivates the employees.
 To give suggestion for the growth and perceptive of the company.
 To Identify functions concern to HR practice leading to employee satisfaction.
 To know the opinion of employees towards the Existing HR policies in Organization.
1.3 Scope of the Study:

 Job satisfaction is an important output that employees work for organization.

 It comprises of extrinsic and intrinsic factors and helps maintain an able and willing work
forces.
 This report is useful to management of the company to know the satisfaction level of
the employees and they can take measures to increase productivity.
 It is interesting and significant area for conducting research.
 The study made on the topic of job satisfaction will reveal the factors of feelings of
employees.
 This report may be useful to the management student for the reading and may be
useful in preparing report on the job
 Satisfaction and morale, in business concern, public
Orgnisation etc.
Limitations:

 Only 100 respondents are allowed for a survey by the company.

 It does not ensure proportionate representation to all constituent group of
population.
 Some respondents hesitated to give the actual situation, they feared that
management would take any action against them.
 The study is limited for the period of 30 days only.
1.4 Research methodology:
The methodology followed for conducting the study includes the specification of research
design, sample design, questionnaire design, data collection, and statistical tools used for
analyzing the collected data.

1) Research design:
Research design used for this study is of the descriptive research studies are those studies
which are concerned with a describing a characteristics of a particular individual or a group.

2) Data Collection:
1) Primary Data:

when data will collect first time for the any research that data known as primary data.

for this survey collect the primary data in the form of questionnaires and this questions

fill by the employees of different level. Questions are framed in such a way that the answer

reflect the ideas and thoughts of the respondents with regard to level of satisfaction of various

factors of employees satisfaction. the questionnaires has total 20 questions and linkert scaling

technique has been used for each question.(strongly agree, agree, disagree, strongly disagree).

2) Secondary Data:

It's one which is already collected by some other researcher not for the reason for particular study
or research. and in this use personnel file, company websites.

3) Sample Size:

All the items consideration in any field of inquiry constitutes a universe of population. In this
research only a few items can be selected form the population for our study purpose. this items
selected constitute that is technically called a sample, here out sample size is a100 respondents
from the total population to conduct the study.
1.5 significance of study:
The employees satisfaction is the orientation of the industry towards his work role, which he is
presently playing. The organization will only thrive and survive when it's employees are
satisfied.

The survey is also useful way to assess the training needs and also a tangible expression of the
management's interest in the employee welfare, which would give the employee a cause to
have and feel better towards the management employee will believe that the organization will
be satisfying in the long run.
2.1 Introduction of Organization:

Earlier they had carried on the business of trading in yarn and long cloth at sakhar peth Solapur.
Later on as a part of diversification ,under taken the dealership of electronic consumer durable
and home appliances in 1984 at jodhbhavi chowk solapur, namely Videocon international ltd.,

LG washing machine ltd. Voltas air conditioners. Honda Power Generators, Symphony products
and many more with the help flourished public social relation, trust of customers and religious
activities, the electronic business was flourished up to 1991.

There after the electronics business has shown some kind of slugishness. the situation tempted
chavan group to undertake the new and abitious business in automobile industry, which
resulted in having a dealership of kinetic Honda Motor Co. Ltd. In the year of 1992. Realizing the
need of times, Mr. Ambadas Chavan groomed his 2 young and dynamic sons Mr. Shivprasad
and Mr. Ghanshyam, so as to impart their skills onto the business and to process the most
important method of diversification of business.

Accordingly both of them come out with a dream concept of providing the people solapur city a
wide range of choices. Mr. Shivprakash runs the 2 wheeler section under and Mr. Ghanshyam
runs the 4 wheeler sections.

The dream came true and the chavan group floated a new concern viz. Chavan Automobiles
(Chavan Hero) and Chavan Motors Pvt. Ltd. the organization has been floated

not only with an intention to give a wide range of option to customer but also to provide a
bouquet of value added service under the one roof.
Company Profile:

Name of the organization : Chavan Automobile Pvt Ltd.

Owner : Shivprakash A. Chavan

Legal Form : Proprietory Firm

Works and Head Office : 150, akkalkot road, opposite to svcs high school Solapur.

Business : : Sales, Service, Spares, Insurance.

Achievement : Best Dealer in territory, Best Service Dealer and top 5 in

Maharashtra.

Phone Number : 0217 2606666

History of Chavan Group:
1984 - Dealership of

 Videocon International Ltd.

 Sunsui India Ltd.
 LG Electronics Ltd.
 Hair electronics Ltd.
 IFB Washing Machine Ltd.
 Voltas Air – Conditioners

1992 - kinetic Engineering Ltd.

2005 - Nokia Priority Dealership

2007 - Hero Honda

2009 - Samsung Exclusive Shoppe.

2010 - Maruti Suzuki

2011 Launched new Models of Hero Honda Motorcycles- Glamour, Glamour F1, CBZ
Xtreme and Karizma. New Licensing arrangement signed between Hero and Honda. In August
Hero and Honda parted Company. thus forming Hero MotoCorp and Honda moving out of the
Hero Honda joint venture. In November, Hero launched its first ever Off road Bike Named Hero
"Impulse".

2012 - New Models of Hero MotoCorp - Mestro and Masculine scooter and I genitor the
young generation bike are launched.
 2.2 Various Department in the Organization
Department at chavan automobile :

Account Department :

In this department accounts record all the transaction of business and once in a week it signifise
by auditor.

Sales Department :

In this department the represented person gives the information about product to customer
and sales the product.

Service Department :

In this department gives the after service the customer.

pare Department

In this department they sale the spare parts of the bike.

Human Resource Department :

In this department the recruitment selection training to the employee is done. for appointment
of any workers , employee human resource department work.

In human resource department they think about they welfare of the workers and the
employees.

Management information System (MIS) Department :

Management Information System (MIS)Department they store all the data related to business.

Research and Development Department :

In this department they search new information about product. research and development
department is creating and innovation the products.
  Competitors of Chavan Automobiles

 Laxmi Automobiles(Hero)

 Mondhe Automobiles(yamaha)

 Kizen Honda(Honda)

 Gandhi TVS

 Auto rider Honda

Human Resource department Activities :

The function of HR department are:

1) Employment:

 Man Power Planning

 Recruitment and Selection
 Promotion, Demotion and Transfer
 Separation

2) Wage and Salary Administration :

 Rate determination
 Merit rating
 suplimental compensation or recruitmentation.

3) Industrial Relations :

 Communication
 Collective bargaining
  Employee decipline

4) Organization Planning and controlling :

 Organization planning

 Employee appraisal

 HR Development

 Training

5) Employee Services :

 Medical Canteen services

 recreation
 safety, security, transport

Services provided to customers :

friendly and polite customer officers to help out

Qualified and trained customer relation officers, service advisor and technical's.