Harshita

PROJECT REPORT
ON
EMPLOYEES SATISFACTION OF MAHINDRA &

MAHINDRA
(SUBMITTED IN THE PARTIAL FULLFILLMENT

FOR THE AWARD OF MASTER DEGREE IN
BUSINESS ADMINISTRATION)
UNDER THE GUIDANCE OF: - SUBMITTED BY:
IMSAR,
MDU, ROHTAK
DECLARATION
I.., Roll no-06, M.B.A. 2 nd year of my college N.C. college of Engineering,
Israna, Distt. - PANIPAT, here by declares that final project report entitled EMPLOYEES
SATISFACTION OF MAHINDRA & MAHINDRA is an original work and the same has not been
submitted to any other institute for award of any other degree.
A seminar presentation of the training report was made on the date
_______________ and suggestions as approved by the faculty, were duly

incorporated
ACKNOWLEDGEMENT
Getting a report ready requires the work and effort of many people. I would like to thank all those
who have contributed in completing this report.
First and foremost, I would like to acknowledge .. H.O.D of M.B.A Dept in IMSAR,
for giving me the opportunity to do work on this project.
I would like to thank my special mentors:

Table of Contents
Contents Page Numbers
Chapter1. Introduction
Introduction about the study
Company Profile
Objectives of the Study
Scope of the Study
Chapter 2. Research Methodology
Chapter 3. Data Analysis and Interpretation

Analysis and Interpretation
Findings
Chapter 4. Conclusions and Suggestions

Conclusion
Suggestions
Chapter 5. Annexure
Questionnaire
Bibliography
INTRODUCTION TO THE PROJECT
Organization is nothing but a group of people whose activities have been planned & coordinated to
meet organization objectives. An organization that exists to produce & services has a good chance to service &
prosper it. It consists of right people.
The vast majority of people work to support themselves & their families. But people work for many
other reasons other than economic security e.g. many also work to keep busy & feel useful, to create & achieve
something. They want to gain recognition & achiever status or to test & stretch their capabilities. To meet these
multifarious needs, people & organization join forces.
The biggest challenge to an the manager is to make all employees contribute to the success of the
organization in an ethical & socially responsible way. The society well-being, to a large extend depends on its
organization particularly business organization. It is the business organization which makes goods & service
available, provided job, generate wealth & land stability & security to the people.
To assist employees in achieving their personal goals, at least in so for as these goals enhance the
individuals contribution to the organization. Personal objective of employees must be met if workers leave the
organization is to be maintained retained & motivated. Otherwise, employee performance & satisfaction may
decline & employee may leave the organization.
Human resource is the important factor of the organization. If this factor is not satisfied or not work properly
then organization cannot achieve their target.
For that purpose employees are of ten asked to supply MAHINDRA information about the content of
job, given their familiarity with it. An organization expects accurate information about the job as well as
organization also concerned about the employees reaction to having their jobs analyzed. In order to prevent
employee dis-satisfaction uncertainty & anxiety, organization should communicate the reason for conducting the
job analysis & keep the employee informed about employee satisfaction process.
Employees are the most valuable assets of an organization there should be a conscious effort to realize
goals by satisfying needs and aspiration of employees.
Organization must meet their goals by which employees feel satisfied in their work lines due to the key
strength of the company determined by the human power of the organization.
Basically two types of functions performed by HR Manager these are operative & managerial both
function are helpful to get the employee satisfaction working in the company.
FUNCTION OF HRM
Operation Functions Managerial Functions
EMPLOYEE
SATISFACTION
Wages
Nature of work
Promotion Chances
Supervision
Work Group
Working Conditions
Employee satisfaction surveys are a MAHINDRA tool to a measure and benchmark the satisfaction of
employees. Local and productive employees are any businesss most MAHINDRA asset, yet few take
time to measure their employees satisfaction. Even fewer track how this measure moves over time.
High employee satisfaction levels can reduce employee turnover. Dissatisfied employees tend to perform
below their capabilities, result in high turnover of staff and leave their jobs relatively quickly and are not
very likely to recommend the company as an employer.
Employee satisfaction research give employees a voice and also allow the pinpointing of problematic
areas leading to the raising of staff satisfaction levels, developing and reviewing of staff management and
optimizing corporate communication.
Issues covered include the current workplace situation, management styles/attitudes, internal
communications, workplace atmosphere, corporate culture/vision and image.
Employee satisfaction research encompasses many different research techniques but the measurement of
satisfaction is only the first step to improving employee satisfaction.
Job Satisfaction is influenced by:
Opportunity
Research done by various researcher show that satisfied, motivated employees will create higher customer
Stress and in turn positively influence organizational performance. Noticing this trend, many organizations
satisfaction
are investing in measuring and quantifying employees opinions and attitudes by incorporating Employees
Leadership
Satisfaction Surveys into their existing HR and organizational processes.
By establishing frequent and consistent employee feedback processes, enterprises can retain and
Wwork Standards
develop their most MAHINDRA asset: employees.
Fair Rewards
Benefits of Employee Satisfaction:

Adequate authority
More Accurate Perspective:
Organization achieve a more accurate view of current policies and a more clear perspective of issue
that are of priority to employees than others, such as benefits versus career development, versus compensation.
Increased Employee Loyalty:

By quantifying and analyzing employee attitudes and opinions, enterprises can identify problem areas
and solutions to create a supportive work environment encouraging a motivated and loyal workforce.
Training Needs Assessment:
Employees Satisfaction Surveys aid in developing individual goals and career potential. With more
insight into their opinion and attitudes, management can establish professional development initiatives.
Improved Customer Service:
Because motivated employees are critical to improved organizational initiative, such as increasing
customer satisfaction, enterprises that value had strive for greater employee satisfaction ultimately create higher
customer satisfaction.
A comprehensive employee satisfaction process can be keys to a more a motivated and loyal workforce
leading to increased customer satisfaction and overall profitability for an enterprise.
COMPANY PROFILE
HSTORY OF MAHINDRA & MAHINDRA AUTOMOTIVE

Mahindra & Mahindra (M&M) was established in 1945 as Mahindra & Mohammed. Later on, after the partition
of India, one of the partners - Ghulam Mohammad - returned to Pakistan, where he became Finance Minister. As
a result, the company was renamed to Mahindra & Mahindra in 1948.
M&M started its operation as a manufacturer of general-purpose utility vehicles. It assembled CKD jeeps in
1949. Over the passing years, the company expanded its business and started manufacturing light commercial
vehicles (LCVs) and agricultural tractors.
Apart from agricultural tractors and LCVs, Mahindra & Mahindra also showed its dexterity in manufacturing
army vehicles. Soon, it started its operations abroad, through its plants set up in China, the United Kingdom and
the USA.
M&M partnered with companies prominent in the international market, including Renault SA, International
Truck and Engine Corporation, USA, in order to mark its global presence. M&M also started exporting its
products to several countries across the world. Subsequently, it set up its branches including Mahindra Europe
Srl (based in Italy), Mahindra USA Inc., Mahindra South Africa and Mahindra (China) Tractor Co. Ltd.
At the same time, M&M managed to be the largest manufacturer of tractors in India, by holding leadership in
the market of the country, for around 25 years. The company is an old hand in designing, developing,
manufacturing and marketing tractors as well as farm implements. It made its entry to the passenger car segment
in India, with the manufacture of Logan (mid-size sedan) in April 2007, under the Mahindra Renault
collaboration.
Soon after the considerable success of Logan, M&M started launching a wide range of LCVs and three wheelers
as well as SUVs including Scorpio and Bolero. In the present time, Bolero has gained immense popularity in
India. It is one of the most opted vehicles in its.
SUV PRODUCT OF MAHINDRA AND MAINDRA
MAHINDRA BOLERO
Mahindra Bolero is one of the most successful and popular utility vehicle of the Mahindra and Mahindra
Group. The car is robust in appearance and it has been elegantly designed, keeping in mind the conditions of the
Indian roads.
Mahindra Bolero is also among the best fuel-efficient cars of India as the manufacturer has equipped it with a
2500 cc diesel engine with5- speed transmission.
MAHINDRA SCORPIO
Mahindra & Mahindra Limited launched Mahindra Scorpio as its first Sports Utility Vehicle in India in 2002.
This SUV has redefined the expectations for the design of SUVs with its sturdy looks and powerful
performance, the sophisticated interior design adds to the further glory to the appearance.
MAHINDRAINGENIO
Mahindra & Mahindra is planning to launch a new multi-purpose vehicle (MPV) to take on the Toyota Innova
and the Chevrolet Tavera in both the individual buyer and taxi segments. Mahindra has currently named the
project Ingenio. The vehicle is expected to hit the market in2009
MAHINDRA RENAULT LOGAN
Much awaited Mahindra-Renault Logan has been launched in India. This compact sedan is a spacious, practical
and affordable vehicle. The outlook of Logan is impressive and the basic version is a value for money, however
the top-end versions are a bit high on price. The prominent feature of this car is its performance, interiors and
economy.
MAHINDRA XYLO
Mahindra & Mahindra Limited launched their latest Multi Utility Vehicle (MUV) Xylo in India on January
13, 2009. The car boasts of having all the luxurious features that are seen in todays sedans, with the ample
space of a utility vehicle. Xylo's muscular stance contributes to its commanding road presence. Fully packed
with the latest features, the MUV is sure to impress Indian consumers and provide a stiff competition to the
other vehicles within its class.
PRODUCT PROFILE
MAHINDRASCORPIO
MAHINDRA BOLERO
MAHINDRA XYLO
MAHINDRA RENAULT LOGAN

MAHINDRA MARSHAL
MAHINDRA MAXX
BOLERO VARIANTS
DEALER PROFILE
Our Distinction:
This is one of the largest authorized dealers for Mahindra & Mahindra Automotives. Record sales in the first
year of operation.
Partners in Progress:
We are the preferred partners of M&M automotives, chiefly due to our successful sales record and quality. Our
facilities have remained unsurpassed, as we strive everyday to better our self.
Commanding Presence:
G L Motors as a centralized air-conditioned showroom of M&M automotives its kind in Jharkhand, spread
gracefully and decorated elegantly over an impressive 8100 sq.ft at Deoghar, Being equipped with affable front
office staff and adept professional technicians, Provide a perfect of quality Service and Reliability.
Space Friendly:
The interiors are aimed at making you feel completely at ease, In luxury. Because for us the customer is king,
one who deserves a regal offering. The setting is apt for times when you need to switch into a relaxed state of
mind.
Technology to Stay Ahead:
We are equipped with the latest technological advancement in the industry, in order to give the best of services
when it matters. Not just to be part of, But to build the future, is our motto.
Ambience the Exude Relaxation:
Ours is one of the few service centers to be equipped with a fully-fledged customer-waiting lounge. A part from
a television and pool table, it had a wed kiosk to keep u connected all the time.
Service with Commitment:
Our dedicated team of mechanical specialty offers expert treatment for your vehicle. We ensure consistency in
performance each time, without fail.
Attention to Details:
We provide genius spare parts and accessories to ensure exceptional performance. Every single aspect related to
your vehicle is taken care of at our premises.
Dealing Made Convenient:
It is a part of our commitment policy to give advantage to the customer at every juncture. We offer assistance of
every kind at our premises itself, which makes it a one stop facility.
Expert Guidance at Every Step:
Our sales team gives utmost priority to your satisfaction. When you need help to make the right choice, it is
ensured that the result is beyond your expectations. Thus making it a point that you get the best in both luxury
and comfort always.
Models: Mahindra & Mahindra has been launching various type of MUVs and cars from the year of 1945,
keeping in mind the quality, design, driving, comfort, fuel efficiency, and service and resale value. These from a
formidable force that gives our customers the pride and the joy of value forever. What drives M&M is
Commitment
Leadership
Any an eye for appropriate technology.
SWOT ANALYSIS OF MAHINDRA

STRENGTHS
Focus on lean manufacturing WEAKNESS & Scrap reduction through six Sigma initiative.
Brand image of company
International market
Ability to produce widest range of fasteners & of various standards India
Received regional export from EEPC India
Well established in norther India
Competitive cost
Participation in different trade fairs.
WEAKNESS
Delay in delivery
Less wide network in south Compared to northern India.
Odd location (as compared to well established cities like Noida. Gurgaon, Delhi etc Company is not fully
committed to its Employees.
OPPORTUNITIES
New Markets in South
Demand generation in OEMS
Walking as per plans
THREATS
From its competitors- SUNDRAM, PUZA,CAPARV, STERLINS.
Cost reduction of its product
ORGANIZATION HUMAN RESOUCE

AGM: HRD
Executive : Executive Sr. Executive Sr. Executive EMS

T &D Admm. HR
Jr. Mgt Trainee

Executive Supervisor HR Supervisor
Mgt Trainee Payroll Time Office Housekeeping
T &D
OBJECTIVES
OF
THE STUDY
OBJECTIVE OF THE STUDY
To find out the importance of already existing policies or satisfaction among the employees.
To find out healthy relationship between employees and management and recommend them
respectively.
To assess the existing satisfaction level of the employees.
To check out the satisfaction level of employees regarding the existing HR policies.
To check out better working condition and smooth functioning in the organization.
SCOPE
In this project, Focus is on measuring the satisfaction of employee at MAHINDRA (Plant-2).

Satisfaction is measured in term of various parameters like salary & wages, employee welfare, training &
development etc.
For student or academicians, it gives the guidelines for conducting such surveys. It assists the
management to take corrective actions in order to give maximum satisfaction to their employees.
This project provides the basis of innovation, identifies the critical areas to satisfy an employee and , is an aid to
decision making.
CHAPTER-2
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
Research is an art of scientific investigation. It refers to a search for knowledge. The advance Learners
Dictionary English lays down the meaning of research as, A careful investigation or inquiry especially through
search for new facts in any branch of knowledge.
Research Methodology is a way to systematically solve the research problem. The research begins its formation
when the problem or objective of the research is identified for which a research report is conducted. The main
objective for which this report is carried out is to find out Satisfaction level of employees at MAHINDRA
.
Types of research:-
i) Descriptive:- Descriptive research includes surveys and fact-findings enquiries of
different kind. The major purpose of descriptive research is description of the state of
affairs as it exists at present. The main characteristics of this method is that the researcher
has no control over the variables; he can only report what has happened or what is
happening.
ii) Analytical:- In Analytical research, the researcher has to use facts or information already
available, and analyze these to make a critical evaluation of material.
iii) Applied:- It aims at findings a solution for an immediate problem facing a society or an
organization/business organization.
iv) Fundamental:- Fundamental research is mainly concerned with generalizations and with
the formulation of a theory. Research studies concerning human behaviour carried on with
a view to make generlisations about human behaviour is an example of fundamental
research.
Quantitative:- It is based on the measurement of quantity or amount. It is applicable to
phenomena that can be expressed in terms of quantity.
v) Qualitative:- It is concerned with qualitative phenomenon, i.e., phenomena relating to or
involving quality or kind. For instance ,when we are interested in investigating the
reasons for human behaviour(i.e. why people think or do certain things), we quite often
talk of Motivation Research, an important type of qualitative research.
vi) Conceptual:- Conceptual research is that related to some abstract idea(s) or theory. It is
generally used by philosophers and thinkers tp develop new concepts or to reinterpret
existing ones.
vii) Empirical:- Empirical research relies on experience or observation alone, often without
due regard for system and theory. It is data-based research, coming up with conclusions
which are capable of being verified by observation or experiment.
In this present study descriptive type of research is used.
Research Design:-
A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to
combine relevance to the research purpose with economy in procedure. In fact, the research design is the
conceptual structure within which research is conducted; it constitutes the blueprint for the collection,
measurement and analysis of data.
Different types of Research Design are as follows:-

1. Research design in case of exploratory research studies.
2. Research design in case of descriptive studies.
3. Research design in case of diagnostic research design.
4. Research design in case of hypothesis-testing research design.
In this study Descriptive research studies is used because descriptive research studies are those studies which
are concerned with describing the characteristics of a particular individual, or a group and situation etc. and in
this report the descriptive research design is used to find out the satisfaction level of employees at
MAHINDRA .
The design in such studies must focus attention on the following or process in descriptive research design is as
follows:-
(a) Formulating the objective of the study.
(b) Designing the methods of data collection.
(c) Selecting the sample
(d) Collecting the data.
(e) Processing and analyzing the data.
(f) Reporting the findings.
Sources Of Data:-
The task of data collection begins after a research problem has been defined and research design plan chalked
out. Basically two types of data are available to the research namely:-
Primary Data:- We collect primary data during the course of doing experiments research but in case
we do research of the descriptive type and performs surveys, whether sample survey or census surveys,
then we can obtain primary data either through observation or through direct communication with
respondents in one form or another or through personal interviews.
Secondary Data:- Secondary data means data that are already available i.e., they refer to the data
which have already been collected and analyzed by someone else.
In the present study, primary as well as secondary data has been used.
Sample Design:-
In most of the research design it becomes almost impossible to examine the entire universe. So the only
alternative is to report to sampling. This is true for the present study as well. Basic principles to be followed in
sampling are that the sample chosen must be representative of entire universe to be studied.
Universe and Survey Population:-
Universe is the set of objective to be studied. It can be finite and infinite. And survey population is a part of
universe that represents the whole universe.
In this present study universe is 120 and survey population is 100 peoples.
Sample Size:-
In this present study we have taken the sample size of 100 employees to get their views regarding how much
they are much satisfied with their job, training provided to them for their future growth and other facilities
provided to them. These 100 people included employees of different level working in MAHINDRA .
Sampling Method:-
In the present study, convenience sampling method has been used.

Data Collection Method:-
In dealing with any real life problem it is often found that data at hand are inadequate, and hence, it becomes
necessary to collect data that are appropriate. There are several ways of collecting data which differ
considerably in context of a survey, data can be other resources at the disposal of the researcher.
Primary Data can be collected through various methods like:-

Questionnaire method
Observation Method
Through Schedules
Interview method
In the present study Primary data is collected through Questionnaire cum personal interview method.
Secondary data can be collected though various methods like:-

Magazines
Newspapers
Websites
Books
In the Present Study Secondary Data is collected through:-

Different Websites
Company Journals
Books
Analysis & Interpretation of Data:-
Data collection through Questionnaire resulted in availability of the desired information but these were useless
until these were analyzed. Various steps required for this purpose were editing, coding and tabulating.
Tabulating refers to bringing together similar data and compiling them in an accurate and meaningful manner. In
this present study the data collected by questionnaire was analyzed, interpreted with the help of table, pie
charts and bar diagrams.
CHAPTER-3
ANALYSIS OF DATA &
INTERPRETATION OF
SATISFACTION LEVEL OF
EMPLOYEES
1.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR COMMUNICATION WITH
SUPERIOR
Table-1
Various Response %age
Strongly Agree 35
Agree 37
Neutral 8
Disagree 20
Strongly Dis-agree 0
Total 100
Graph-1
Interpretation:-
35% employees strongly agree that superior communicate to them what they expect and 37% employees are
also quite but 8% employees are not agree with this statement and 20% employees are disagree with the
8% statement.
51%
2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST OF JOB
Table-2
Strongly Agree 20
Agree 50
Neutral 16
Disagree 14
Total 100
Graph-2
Interpretation:- 20% employees states their job are very interesting and 50% employees also quite satisfy with
the nature of the job they perform but 16% are neutral and 14% are disagree with interest of job.
3.) SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS PROVIDED BY COMPANY
Table-3
Strongly Agree 36
Agree 40
Neutral 8
Disagree 16
Total 100
Graph-3
Interpretation:- 36% employees are very much satisfaction with holidays provided by organization and 40%
employees are quite satisfied but 8% employees neutral with the statement and 16% employees are dissatisfied
with holidays by the company.
4.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING HOUR
Table-4
Strongly Agree 28
Agree 50
Neutral 8
Disagree 10
Total 100
Graph-4
Interpretation:-28% employees are very satisfied with their working hour in the organization and 50%
employees are also satisfied with working hour, 8% employees are quite satisfied, 10% people are disagree and
4% employees are strongly disagree with their working hour in the organization.
5.) SATISFACTION LEVEL OF EMPLOYEES ABOUT TRAINING & DEVELOPMENT
Table-5
Strongly Agree 20
Agree 30
Neutral 12
Disagree 16
Total 100
Graph-5
Interpretation:- 20% employees are very much satisfied with training & development Program provided by
company and 30% employees are satisfied with training & development 12% employees are quiet satisfied with
training & development 16% employees are not satisfied and 22% employees are strongly disagree with training
& development program provided by company.
6.) SATISFACTION LEVELOF EMPLOYEES ABOUT AUTHORITY & RESPONSIBILITY
Table-6
Strongly Agree 8
Agree 64
Neutral 12
Disagree 12
Total 100
Graph-6
Interpretation:- 8% employment are very satisfied with authority & responsibility and 64% employees are
satisfied and 12% employee are quite satisfied but 12% employees are dissatisfied with authority &
responsibility and 4% employees are very dissatisfied with authority & responsibility and 4% employees are
very dissatisfied with authority & responsibility.
7.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SAFETY MEASURES
Table-7
Strongly Agree 12
Agree 60
Neutral 16
Disagree 12
Total 100
Graph-7
Interpretation:- 12% employee are very much satisfaction with safety measures. 60% employees are satisfied
and 16% employees are quite satisfied and 12% employees are disagree with safety measures provided by
organization.
8.) SATISFACTION LEVEL OF EMPLOYEES ABOUT CO-OPERATION FROM CO-WORKERS
Table-8
Strongly Agree 16
Agree 62
Neutral 12
Disagree 10
Total 100
Graph-8
Interpretation:-16% employees are very much satisfied with co-operation from their co-workers and 72%
employees are satisfied and 12% employees are quite satisfied and10% employees are disagree with co-
operation from their c-workers.
9.) SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION TAKEN BY SENIOR FOR
EMPLOYEES GREIVENCES
Table-9
Strongly Agree 16
Agree 48
Neutral 24
Disagree 8
Total 100
Graph-9
Interpretation:-16% employees are very much satisfied with action taken by seniors for employees grievances
and 48% employees are satisfied and 24% employees and 24% employees are quite satisfied but 8% employees
are dis-satisfied action taken by seniors for employees grievances and 4% employees are very dis-satisfied.
10.) SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK METHOD USES BY THEIR
SENIOR.
Table-10
Strongly Agree 16
Agree 50
Neutral 16
Disagree 18
Total 100
Graph-10
Interpretation:-16% employees are very much satisfied with feed back method used by their senior and 50%
employees are satisfied, 16% employees are quite satisfied and 18% people are disagree with feed back method
used by their senior.
11.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SHARE SUFFICIENT INFORMATION

ABOUT IMPORTANT METHOD AFFECTING THEM
Table-11
Strongly Agree 8
Agree 55
Neutral 28
Disagree 9
Total 100
Graph-11
Interpretation:- 8% employees are very much satisfied regarding share sufficient information about important
factor affecting them, 55% employees are satisfied, 28% employees are quite satisfied and 9% people are
disagree regarding share sufficient information about important factor affecting them.
12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK IS FAIRLY DISTRIBUTED IN THE

WORK GROUP
Table-12
Strongly Agree 8
Agree 48
Neutral 16
Disagree 24
Total 100
Graph-12
Interpretation:- 8% employees are very much satisfied regarding work is fairly distributed in the work group,
48% employees are satisfied and 16% employees are quite satisfied but 24% employees are disagree and 4%
employees are strongly disagree with the statement.
13.) SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS & RECOGNITION SYSTEM

Table-13
Strongly Agree 8
Agree 28
Neutral 24
Disagree 28
Total 100
Graph-13
Interpretation:-8% employees are very much satisfied with rewards & recognition system of the company and
28% employees are satisfied 24% employees are quite satisfied but 28% employees are dissatisfied with rewards
& recognition system and 12% employees are very dissatisfied.
14.) SATISFACTION LEVEL OF EMPLOYEES ABOUT CANTEEN FACILITY PROVIDED BY

COMPANY
Table-14
Strongly Agree 0
Agree 36
Neutral 20
Disagree 16
Total 100
Graph-14
Interpretation:-36% employees are very much satisfaction with canteen facility provided by company and 20%
employees are quite but 16% employees are dissatisfied with canteen facility provided by company and 28%
employees are very dissatisfied with canteen facility provided by company.
15.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY

Table-15
Strongly Agree 16
Agree 32
Neutral 8
Disagree 32
Total 100
Graph-15
Interpretation:-16% employees are very much satisfied with their salary. 32% employees are satisfied and 8%
employees are quite satisfied but 32% employee are disagree with their salary and 12% employees are strongly
disagree with their salary.
16.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE

Table-16
Strongly Agree 28
Agree 40
Neutral 20
Disagree 8
Total 100
Graph-16
Interpretation:- 28% employees are very much satisfied with their work place. 48% employees are satisfied
and 20% employees are quite satisfied but 8% employee are disagree and 4% employees are strongly disagree
with work place.
17.) SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION POLICY

Table-17
Strongly Agree 16
Agree 20
Neutral 20
Disagree 28
Total 100
Graph-17
Interpretation:-16% employees are very much satisfied with promotion policy. 20% employees are satisfied
and 20% employees are quite satisfied but 28% employee are dissatisfied and 16% employee are very
dissatisfied with promotion policy.
18.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR PERFORMANCE APPRAISAL

SYSTEM
Table-18
Strongly Agree 12
Agree 52
Neutral 12
Disagree 16
Total 100
Graph-18
Interpretation:-12% employees are very much satisfied with their performance appraisal from their superior.
52% employees are satisfied and 12% employees are quite satisfied with their performance appraisal system but
16% employee are disagree and 8% employee are strongly diaagree with their performance appraisal system.
19.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WELFARE ACTIVITIES

Table-19
Strongly Agree 0
Agree 48
Neutral 16
Disagree 20
Total 100
Graph-19
Interpretation:- 48% employees are satisfied with their welfare activities and 16% employees are quite
satisfied but 20% employee are disagree and 16% employee are strongly disagree with their welfare activities.
20.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR FUTURE GROWTH IN THE

COMPANY
Table-20
Strongly Agree 12
Agree 52
Neutral 20
Disagree 8
Total 100
Graph-20
Interpretation:-12% employees are very much satisfied about their future growth in the cmpany. 52%
employees are satisfied and 20% employees are quite satisfied with their career but 8% employee are disagree
and 8% employee are strongly disagree about their future growth in the company .
FINDINGS
FINDINGS
Local talents needs to be recruited in MAHINDRA .

MAHINDRA needs to focus on betterment of society.
Training is not made as per new requirement.
Promotion and increment policies needs to be revised.
Self appraisal is required.
More outdoor tours are needed for training.
Management policies are not discussed with every dept. before implementation.
Canteens food & snacks are not hygienic of good quality & cheaper rate.
Morale building is required.
Need to improve information system.
Management policy need to be transparent.
Need to pay attention on promotion at lower level.
Working facilities like gloves, glasses, helmets & fans etc. needs improvement .
Conveyance facilities need to be provided.
CHAPTER - 4
CONCLUSION
CONCLUSION
In conclusion it can be said that employees in MAHINDRA are satisfied with the communication with
their superiors. They are satisfied with their interest of job. They are satisfied with holidays provided to
them. They are also satisfied with their working hour of their job. Employees are not so much satisfy
with their training and development program provided to them. They are satisfied with the authority
and responsibility given to them. Employees in MAHINDRA are satisfied with the safety measures
used in the organization. They are also satisfied with the co-operation from co-workers. They are also
satisfied with the action taken by their seniors for employee grievances. Employees are not satisfied
with their reward and recognition system. Food provided in the canteen is not up to the mark.
Employees are not so much satisfied with their salary. They are also not much satisfied with their
workplace and promotion policy. They are not satisfied with the welfare acivities.
SUGGESTIONS
SUGGESTIONS
Promotion practices should be well defined & must be done in practices.
Adequate rewards must be given to the employee either rewards may in the form of monitory & non-
monitory.
Employees must be recognized by their potential or efforts apply in their jobs.
The food provided to the employees must be hygienic & of good quality in course of health of the employees.
Salary must be provided to the employees according to their potential.
Adequate welfare activities should be adopted by company in regular intervals.
Conflicts should be handled efficiently & proper process should be adopted.
Grievance should equally with all the employee working in the organization.
Plans made should be strictly implemented it should not be in papers.
Company should start its own conveyance facility for the comfort of employees.
Company should start medical claim & insurance scheme for each category of employees.
Meditation or yoga classes should be started so as to reduce the stress of employee.
Theres need to focus more on fulfilling social responsibility towards society.

CHAPTER-5
LIMITATIONS
LIMITATIONS
Sample size does not exactly represent the total population.
Language problem while interacting with few south Indian employees.
Response from respondents may be different from actual view. Respondents might not disclose actual
views.
As the study was conducted at one branch (group) only, result involving may not be true at zonal level.
CHAPTER-6
ANNEXURE
EMPLOYEE SATISFACTION QUESTIONNAIRE
The questionnaire contains a number of statements related to human resource policies, systems and practices
of the organization. The participants are required to choose one option as their response out of five options given
for each statement. These option are based on FIVE POINTS SCALE Strongly agree (SA), Agree (A),
Neutral (N), Disagree (D) and Strongly disagree (SD).
It is assured that individual response would be kept confidential and only the conclusion or common views
will be communicated to the top management.
Response
S. No. Statements
SA A N D SD
1. My superior communicate clearly as to what is expected of

me.
2. My job is interesting enough to perform it well.
3. The number of holidays provided by MAHINDRA is

sufficient
4. The working hour in the company Industrial Relation
Satisfied.
5. Training & development is satisfactory
6. The responsibility and authority are clearly defined.
7. The safety measures are sufficient
8. Co-operation from co-workers
9. The senior take immediate & suitable action to redress

grievance of subordinate.
10. The senior uses normally feedback method in all these
interaction
11. The team member share sufficient information about
important method affecting them.
12. Are you satisfied with the work given in the
workgroup.
13. Adequate reward & recognition system in the MAHINDRA
14. The food & snacks provided in the canteen are hygienic &
of reasonably good quality.
15. Are salary is given as per the capabilities of the employees
and ability of MAHINDRA
16. My work place is need & clean.
17. Are promotion policy of MAHINDRA is well defined & in

practice.
18. The good performance always receives praise from
superiors.
19. Are welfare activities followed one satisfactory
20. My career will have enough growth in MAHINDRA
BIBLIOGRAPHY
BIBLIOGRAPHY
Kothari. C.R. Research Methodology- Methods and techniques, New Delhi, Wiley Inernational
Ltd.,2005
Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing House, 2002.
Raom V.S.P Human Resource Management Text & Cases, New Delhi, Excel Books, 2003.
Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance Learning, April, 2002.
Stephan P. Robbinson, Organizational Behavior, New Delhi, Prentice Hall of
India, 1989.
SWOT ANALYSIS
Strength:
(a) Trust people are having in the brand name Mahindra motors.
(b) Strong relationship with dealers
(c) Number of authorize service station is in good number than that of competitors
(d) Product is based on M-HAEK and CRD engine which are successfully running on roads.
(e) Most of the market is credit driven so easy finance provided by Mahindra motors (Mahindra finance)
itself and others is an edge over competitors.
(f) Stylish when compared to Tata product.
(g) More spacious than Tata product.
(h) Safer than Tata product.
(i) The size of fuel cylinder is large. Therefore to go number of times to a petrol pump for filing.
Weaknesses:
(a) Dealers are selling vehicles at different prices in a singal city.
(b) Changing of original parts by a dealers.
(c) Type of MRF is not having a very good claim processing system. Claim processing is carried out only
twice a week.
(d) Average is less than that of tata product.
(e) Maintenance cost is high.
(f) Vehicle is out of the reach middle class because initial of Mahindra sports utility v is above 4 lakhs.
(g) Rising cost of raw materials resulting in law margins. Therefore discounts cant be offered
Opportunities:
(a) Improving road infrastructure.

(b) Standard of living of country people are improving day by day because of increasing per capita income so
there is a chance ofspreading the business in every nook corner of the city.
(c) Lenient norms for generation of permits.
Threats:
(a) Demand contraction due to marketupheaval.
(b) Strong presence of TaTa product maruti product
HR Department
Company values its human resource it considers as a valuable asset.
Employees are motivated to bring out the best within them salves. Performance is recognized
and appropriate.
Company is also implementing system of increasing salaries according to the experience in
their departments. This department includes HR manager, HR executive and 95 employees.
Objectives:

Maintenance of good employee relationship in the organization.

Providing a comfortable working environment to our employees.

To develop employees skill through continuous training.

To promote a better quality of life.

To define personal qualification requirement.

To conduct and arrange training and keep records.

To implement measure to motivate personal.

To improve working condition.
Functions:

Hiring

Promotions

Reassignments

Position classification and grading
Salary determination
Performance appraisal review and processing
Awards review and processing
Personnel data entry and records maintenance
Consultation and advisory services to management and

employees o Conduct problems
o Performance problems
9
Policy development
Technical policy interpretation
Work Permitting Immigration Visa Program
Benefits
o Health care insurance

o Life insurance
o Disability insurance
o Retirement
o Voluntary accidental death and dismemberment insurance
o Leave Transfer Program
o Tuition Assistance Plan
o Training opportunities
o Combined Federal Campaign
Employee assistance referral
Workers' compensation
10
Structure of HR Department :
HR
manager
HR
executive
EMPLOYEE SATISFACTION
Employee Satisfaction is a prerequisite for the customer satisfaction.

Enhanced employee satisfaction leads to higher level of employee retention.
A stable and committed workforce ensures successful knowledge transfer, sharing, and
creation --- a key to continuous improvement, innovation, and knowledge-based total
customer satisfaction.
When companies are committed with providing high quality products and services; when
companies set high work standards for their employees; and when employees are empowered
through training and development, provided with knowledge and information, permitted to
make mistakes without punishment, and trusted; they will experience an increase in their
level of satisfaction at work.
This level of satisfaction can be enhanced further if teamwork and visionary leadership are
introduced.
Continuous improvement comes from the efforts of the empowered employees motivated by
visionary leadership. This is supported by the findings that empowerment and visionary
leadership both have significant correlation with employee satisfaction. Teamwork is also
supported by the findings. In addition, the study found significant correlation between
employee satisfaction and employees intention to leave.
The success of a corporation depends very much on customer satisfaction. A high level of
customer service leads to customer retention, thus offering growth and profit opportunities to
the organization. There is a strong relationship between customer satisfaction and employee
11
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 Chowgule Industries Ltd, Automobile branch, which deals in Maruti Suzuki cars
and provides different services of the Mahindra & Mahindra
12
HUMAN RESOURCES MANAGEMENT ISSUES
People are our greatest asset is a mantra that companies have been chanting for years. But
only a few companies have started putting Human Resources Management (HRM) systems in
place that support this philosophy. There are a number of challenges in the Indian industry
which require the serious attention of HR managers to find the right candidate and build a
conductive work environment which will be beneficial for the employees, as well as the
organization. The industry is already under stress on account of persistent problems such as
attrition, confidentiality, and loyalty. Other problems are managing people, motivation to
adopt new technology changes, recruitment and training, performance management,
development, and compensation management. With these challenges, it is timely for
organizations to rethink the ways they manage their people. Managing HR in the knowledge
based industry is a significant challenge for HR managers as it involves a multi task
responsibility. In the present scenario, HR managers perform a variety of responsibilities.
Earlier their role was confined to administrative functions like managing manpower
requirements and maintaining rolls for the organization. Now it is more strategic as per the
demands of the industry.
Managing People
In view of the industry dynamics, in the current times, there is a greater demand for
knowledge workers. Resumes abound, yet companies still fervently search for the people who
can make a difference to the business. Often talented professionals enjoy high bargaining
power due to their knowledge and skills in hand. The attitude is different for those who are
taking up responsibilities at a lesser age and experience. These factors have resulted in the
clear shift in approach to individualized career management from organization career
commitment.
13
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.
14
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.
Objectives:
The study is conducted with the following objectives:
1. To discover the various expectations that determines the satisfaction level of
employee.
2. To measure the satisfaction level of the employees, with respect to the company.
3. To know the key areas leads to dissatisfaction of the employees.
15
Primary data:
Sampling design
The survey was targeted to know the satisfaction level of Employees in the local branch
(Panaji, Goa) 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 panaji branch of Mahindra & Mahindra
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 Mahindra & MahindraSuzuki Panaji branch.
Also I had question direct from the HR manger and HR executive of Mahindra &
MahindraSuzuki Panaji 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.
16
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

17
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 Somewhat Disagree Strongly

Agree Agree Disagree
29 14 5 2 0
Graphical view and Analysis:

60%
As showed in the above table, 58% of the
employees are strongly agreed that they 50% Strongly Agree
have clear understanding of the goals and Agree
40%
objectives, while 28% are just agree with it. Somewhat Agree
The most of Employees have clear 30% Disagree
understanding of the goals of the Strongly Disagree
20%
company, each of them know what is
expected from them.10% was somewhat 10%
agree, 4% disagree and they cannot
0%
understand of the goal and objective of the
company.
18
2. I receive timely feedback from my supervisor concerning my performance.
Table
Strongly Agree Agree Somewhat Agree Disagree Strongly

Disagree
14 23 11 2 0
Most of the employees are given timely Strongly Agree

50%
feedback, 28% of the employees are strongly
agreed, 46% just agreed, 22% somewhat agreed 40% Agree
and 4%.disagree 30%
.the most of employees receiving timely 20% Somewhat
feedback with it, but a small number are not Agree
10%
satisfied some receive timely feedback. Disagree
0%
3. My supervisor gives honest feedback
Table:

24 18 5 3 0
Graphical view and Analysis: Strongly

50% Agree
As showed the above table 48% of the employees Agree
40%
strong agree, 36% of them agree, 10 of them just
somewhat agree and 6%of them disagree. 30% Somewhat
Agree
The employees are agree that they receive honest 20%
feedback. Disagree
10%
Strongly
0% Disagree
19
4. My supervisor is approachable when needed.
Table

17 24 7 2 0
Graphical view and Analysis: Strongly Agree

50%
Supervisor is approachable and the supervisor shows Agree
40%
interest in their careers, only 4% of the employees
say they are not Somewhat
satisfied. 30% Agree
Disagree
The table showed the most of employees satisfied.
20%
Strongly
10% Disagree
0%
5. My supervisor expresses an interest in my career.
Table:
Strongly
Strongly Agree Agree Somewhat Agree Disagree Disagree
9 14 11 6 0

40
% Agree
As the above table showed the most of employees Agree
said they are satisfied. 35
%
Somewhat
Only 6% of employees are not satisfied their 30
Agree
%
supervisor is not interest in their career. Disagree
25
%
Strongly
20 Disagree
%
15
%
10
%
5%
0%
20
6. When changes are made in the company, the interests of the employees are considered?
Table:
Strongly Agree Somewhat Disagree Strongly Disagree

Agree Agree
11 20 14 5 0

Strongly
As in above table showed the most of the employees 40% Agree
are satisfied.
35% Agree
When any change is made in the company, interests of 30%
Somewh
the employees are considered, jut 10% of the 25% at Agree
employees say that their interest is not considered 20% Disagree
while any change is made in the company. 15%
Strongly
10%
Disagree
5%
0%
7. The senior management team communicates how
well the company is doing?
Table:

Agree Agree
18 20 8 4 0

40 Strongly
% Agree
The senior management communicates the Agree
achievement and the position of the company in the 35
%
market with the employees most of the employees are Somewha
30 t Agree
agreed or somewhat agreed, whereas 8% of the % Disagree
employees say that they are not communicated where
25
the company is running in the market. % Strongly
Disagree
20
%
15
%
10
%
5%
0%
21
2. Team work and trust:
8. The company encourages teamwork.
Table

Agree Agree
17 24 5 5 4
Strongly Agree
Graphical view and Analysis: 50%
Agree
Team work and Trust in the employees or trust of 40%
employees on the management and trust of the
management on the employees, are two important 30% Somewhat
factors in the survival and success of any company, Agree
20%
in Mahindra & MahindraSuzuki Panaji Branch, all Disagree
the employees are agreed. (10%) somewhat agreed 10%
(10%) disagree and 8% of them strong disagree.
Strongly
The most of the employees that the company 0% Disagree
encourages team work, team work utilizes team
efforts of the employees.
9. There is a high level of trust at the company.
Table:

Agree Agree
13 24 10 3 0
Graphical view and Analysis: 40% Strongly

Agree
As showed in table the Trust is a very important factor, 35%
Agree
6% of the employees say that there is no high level of 30%
trust in the company, whereas 26% are strongly agreed, 25%
48% are just agreed and 20% are somewhat agreed, Somewhat
Agree
20%
which means that only specific employees are trusted Disagree
15%
more.
10% Strongly
Disagree
5%
0%
22
10. Work is fairly distributed in my work group.
Table:

Agree Agree
10 29 7 4 0

60% Agree
As showed in table the fair distribution of work 50% Agree
among the work group is an effort to gather
40%
individual efforts to achieve a specific target, a Somewhat
small number of the employees (8%) are not 30% Agree
happy with the part distributed to them, and 14% 20% Disagree
of them are somewhat agreed that the work 10%
distributed is fair, whereas 58% are agreed and Strongly
0% Disagree
20% are strongly agreed and believe that the work
distributed among the group members in different
work groups.
3. Career Development:
11. I am satisfied with my job overall.
Table:

Agree Agree
15 23 7 5 0
1
0
%
40 5
% %
35 0
% %
Most of the employees are satisfied with their jobs
30
(30% strongly agreed, 46% are agreed and 10% %
are somewhat agreed), but a small number of 25
employees (10%) are not satisfied with their jobs %
and career, which means that the company needs 20
%
to revise the job standards for them.
15
%
Strongly Agree
Agree
Somewhat
Agree
Disagree
Strongly Disagree
23
12. There are clear performance standards for my job.
Table:

Agree Agree
5 31 10 4 0
Strongly Agree
Graphical view and Analysis: 40
%
Most of the employees say that they have 35 Agree
%
clear job standards, where 8% say that the 30 Somewhat
% Agree
jobs standards are not clear to them. All the
25 Disagree
employees are agreed that their jobs make %
good use of their skills, which means 20

Strongly
%
Disagree
employees are placed at the right jobs. 15
%
10
%
5%
0%
13. I would feel comfortable talking to my supervisor about diversity
issues. Table:

Agree Agree
3 20 9 4 0
speaking with
Graphical view and Analysis: their supervisor

about diversity 4
8% of the employees are not comfortable 0
issues. %
while talking with their supervisors about
3
diversity issues, which means that morale of 5
%
the employees, is weak, whereas most of them
3
agree that they feel comfortable while 0
%
25%
20%
15%
Strongly Agree
10%
5% Agree
0%
Somewhat
Agree
Disagree
Strongly Disagree
24
14. My job makes good use of my skills.
Table:

Agree Agree
14 21 10 5 0
Strongly
50% Agree
Graphical view and Analysis: 40% Agree
The most of the employees are agreed that their jobs make
Somewhat
good use of their skills, which means employees are 30%
Agree
placed
at the right jobs. Disagree
20%
Only 10 of the employees somewhat agreed and 10%
Strongly
disagree. 10% Disagree
0%
Rewards and Employee benefits:
15. Employee benefits at the company are communicated clearly to me.
Table:

Agree Agree
17 20 9 4 0

40%
Agree
Rewards and Employee benefits are the monetary Agree
30%
tools to motivate the employees to perform in a
Somewhat
better way. Most of the employees are agreed that 20% Agree
Disagree
employee benefits are clearly communicated to
10%
them, whereas 8% are not agreed, and they said that Strongly
Disagree
employee benefits are not communicated with them. 0%
25
16. Employee benefits meet my needs.
Table:

Agree Agree
5 15 25 5 0
Graphical view and Analysis: Strongly Agree

50%
More than 50% of the employees say that
40% Agree
employee benefit not always meet their needs,
and 10% say that employee benefits given to 30% Somewhat
Agree
them never met their needs, whereas 30% 20%
Disagree
employees are agreed that their benefits meet
10%
their needs, which means all the employees are Strongly
not given enough benefits to meet their needs, 0% Disagree
only some of them are paid adequately.
17. I am fairly paid for the work I
do. Table:
Agree Agree
13 21 10 6 0

50% Agree
12% of the employees say that they are not paid 40% Agree
fairly for the work they deliver, more than 20% say
30%
that they are somewhat paid fairly, but only Somewhat
26%strongly agree and 42% agree say that they are 20% Agree
fairly paid, which means that only senior employees 10% Disagree
are paid more, and the rest are not paid much. 0%
Strongly
But all the employees agree that there is a connection Disagree
that how effectively they work, they are paid more.
26
18.There is a clear connection between how effectively I work and how much I am
paid. Table

Agree Agree
4 24 10 12 0

Strongly
50%
The above tables showed most of the employees agree Agree
Agree
that there is a connection that how effectively they 40%
work, they are paid more. Only 20% of them 30% Somewhat
somewhat agreed and 24%disagreed because they are Agree
20%
not paid. Disagree
10%
Strongly
0% Disagree
19. Employees are rewarded for innovative ideas.
Table:

Agree Agree
11 21 17 11 0
1
0
Graphical view and Analysis: %
45 5
More than 50% of the employees say that they are % %
40 0
rewarded for their innovative ideas, whereas 16% % %
say that they are never paid for their ideas given to 35
%
the company, and 24% say that they are sometimes 30
rewarded for their ideas. %
25
%
20
%
15
%
Strongly
Agree
Agree
Somewhat Agree
Disagree
Strongly Disagree
27
20. Employees are recognized for innovative ideas.
Table:

Agree Agree
10 25 8 7 0
Graphical view and Analysis: 50% Strongly

Agree
The above table showed the most of the Agree
40%
employees are recognized for their innovative Somewhat
ideas. Agree
30%
Disagree
5o% agrees and 20% strongly agree of the
20% Strongly
employees say that they are recognized for their Disagree
innovative ideas, whereas 14% say that there is no 10%
recognition for their ideas.
0%
Work culture and Environment:
21. I believe that my office is staffed adequately to achieve our service goals
Table:

Agree Agree
5 33 5 7 0
1
0
Graphical view and Analysis: %
70 0
Most of the employees are agreed that their office % %
is staffed adequately, whereas 10% just somewhat 60
%
agree and 14% are not happy with it.
50
%
40
%
30
%
20
%
Strongly Agree
Agree
Somewhat
Agree
Disagree
Strongly
Disagree
28
22. My supervisor permits flexible work schedules as long as essential tasks and services
are accomplished.
Table:

Agree Agree
10 27 10 3 0
60% Strongly
Graphical view and Analysis: Agree
50% Agree
Most of the employees are agreed that their supervisor
permits flexible working schedules for them; this 40%
Somewhat
means that the company allows flexible working timing 30% Agree
for the employees. 20% Disagree
Only 6% of them are not agree with their supervisor 10% Strongly
Disagree
permits flexible working schedule for them. 0%
23. My physical working conditions are good.
Table:

Agree Agree
8 27 11 4 0

60% Agree
All the employees are happy with their Physical 50% Agree
working conditions, which mean they are provided
with good working conditions where they can work 40%
effectively. Somewhat
30% Agree
Only 8% of the employees are not agreed. 20% Disagree
10%
Strongly
0% Disagree
29
Training of Employees:
24. I receive adequate training for my current job responsibilities.
Table:

Agree Agree
12 27 9 2 0
Strongly
60%
Graphical view and Analysis: Agree
50% Agree
Most of the employees are agreed that they
40%
receive adequate training for their current jobs Somewhat
30% Agree
and responsibilities, while 4% say that they are
20% Disagree
not given enough training to meet their job
requirements. 10%
Strongly
0% Disagree
25. I receive cross-job training to develop my career in other positions.
Table:

Agree Agree
10 24 10 6 0

50% Agree
Employees are given cross-job training to develop Agree
40%
their career in other positions, most of the
30% Somewhat
employees agree with it, and while 12% disagree of
Agree
the employees say that they are not given cross-job 20%
Disagree
training and are sticks to the current positions.
10%
Strongly
0% Disagree
30
26. What is the most important aspect of your job that influences your decision
to continue working here?
For this question I got different answers from different employees,
Most of them said that their job itself influences them to continue working with the
company some them said they are happy with challenging work, some said they are
independent in individual decision making and some said they are simply enjoying the
job.
While some are happy with the management, colleagues and the management, a
small number of the employees said that they are influenced by the salary paid to
them.
Whereas a very small numbers said they are here, because of the motivation and care
they receive from the management.
27. What is it that you are not confortable in your job right now?
For this question I got different answer.
Some of the employees are not happy with the timing of the company, and some of them said
that they are not happy with the salary which is paid to them.
31
Findings:
To know the overall satisfaction of the employees, employees are categorized into 4
categories: High satisfied employees, Moderate satisfied employees, less satisfied employees
and not satisfied employees.
1. Employee Relation with the management, Feedback and communication:
From the above data calculated, it is known that employees have good relation with their
management, receive timely and honest feedback from their supervisors and happy from the
communication within the company, as most of the employees (36%) come under the
Moderate satisfied employees.
Some of the employees are high satisfied (33%) they have excellent relation with the
Management and are given honest and timely feedback.
But 17% of the employees are not happy with the relation they have with their
management
because:
They say their supervisor is not fully interested in their career

Supervisor is not always approachable
They are not considered while changes are made in the company.
The management not always communicates with them that how well the company is
running.
A small percentage of the employees (5%) are not satisfied at all, with the relation they have
with their management and the feedback they receive.
They say they dont receive timely feedback. They are given feedback on irregular
basis.
They are considered at all when any changes being made in the company.
They are never communicated how the company is running.
The possible reasons behind this could be that:
They may not be the key employees.
The company may not be willing to share some secrets with all the employees.
Their job wont be of that importance.
32
2. Team Work and Trust

Team work and trust in the company are two most important factors behind the success of
any company, as it utilizes mutual efforts to achieve the goals and objectives of the company.
All the employees are happy and satisfied, that the company encourages and supports team
work, which is a key to their success.
But a few employees are less satisfied with the team work, the possible reason behind this
could be:

Their job could be of individual nature.

The employees themselves may not interest to work in teams.
Trust is another important factor to be built in any company, 24% of the employees are highly
agreed that there is a highly trust in the company, 20% are moderately agreed, but 40% say
there is trust but not always, they are less satisfied with the Trust factor in the company,
whereas 16% of the employees say that there is no trust in the company, which is an
important question arises, but the following could be the possible reasons:
These employees may not a good relation with their supervisor.

They maybe new comers to the company.
The company may have trust on specific key employees.
Fairly distribution is another factor leads to satisfaction of the employees, 40% of the
employees are moderately satisfied with the distribution of work in the company, where as
34% are not happy with it.
3. Career Development
A very important factor that leads to satisfaction of the employees is their career
development. Employees are looking for the opportunities to develop their career, besides
providing best services to the company. Most of the employees are satisfied with their jobs,
but 4% are not satisfied with their jobs, they say they dont have clear performance standards
set for them, they are trying best, but dont know how much and how well we delivered.
But some says that they dont feel comfortable, speaking with their supervisor about their
career.
33
4. Rewards and Employee benefits

Rewards and benefits are non-monetary motivating tools used for enhancing employees
performance and leads to satisfaction.
Some of the employees are satisfied with the rewards and benefits they get from the
company, they say

Benefits are clearly communicated with them

They are happy with their salary.

They are recognized and rewarded for their useful ideas.
But some of the employees are not satisfied with the benefits and rewards, they say:

Their salary is low, and they are not fairly paid by the company.

Employee benefits dont meet their needs

They are not rewarded or recognized for their innovative ideas.
But all the employees agree that there is a clear connection with the efforts delivered and the
salary received
5. Work culture and Environment:

The company offers flexible work hours, most of the employees are happy with them,
employees get opportunities to grow professionally as well as personally.
All the employees are happy and satisfied with working culture and the working environment
provided to them. They say:

The office is adequately staffed.

They are permitted to flexible hours working.

And they are happy with the physical environment.
34
6. Training of Employees:
All the employees receive enough training both for the requirements of their current jobs as
well as cross-job training to develop their career in other positions.
But a small number of employees are not happy with the training opportunities available to
them, some said that they dont receive enough training for their current jobs, and some said
that they dont receive cross-job training and are stuck to the present job only.
Observation
Generally, the employees look satisfied, they are provided with quite satisfactory facilities
and benefits, but it is naturally, all employees cant be satisfied at one time, some maybe
satisfied with the same conditions provided, but some may not, however the above survey is
observed as follows:

They have good relation with their Management; their management is always
supportive to them.

They are happy with the communication and feedback they receive timely and
honestly.

Employees are very happy for the facilities provided for their career development.

Team Work is encouraged in the company and work is fairly distributed among them

Employees have trust on their management and say the management trust them back

Rewards, Recognitions, Employee benefits are other factors the have been kept the
employees happy.

Employees receive regular and cross-job training, which satisfy the needs of their
current jobs.
However, some employees (a small percentage) are not satisfied, due to specific factors, for
which relevant suggestions are given, below.
35
Suggestions:
Based on the data collected from the employees the following suggestions are given:

Employees should be convinced to share their complaints with the management or
use complaint box to convey their complaints to the management.

A small number of the employees are not happy with their jobs; due to lack of clear
job standards, the management should revise their job standards. To make them feel
they do important work.

Some of the employees look disappointed, they are not recognized, neither rewarded
for their innovative ideas, the management should consider this.

Some the employees are not happy with the supervision, they should be provided a
close and supportive supervision.

Some employees dont receive timely feedback; the management should consider
all the employees to give them timely feedback.

Employee benefits should be clearly communicated with the employees, as some of
the employees say they are communicated upon benefits.
36
Conclusion
Employees are the greatest assess of an organization. Therefore, valuing their issues,
thoughts and opinions can provide significant insights to organizational performance and
achieve its goals. It is an investment which builds a sense of commitment and attachment of
the employees with the organization. Also, a simple and cost-effective of tool of knowing
employee opinions can go a long way in creating satisfied employees leading to satisfied
customers and ensuring long term success of the organization.
Employee surveys help to improve customer satisfaction as well. The correlation between the
employee satisfaction and customer satisfaction is well-known. Therefore, employee
satisfaction surveys and other tools for employee opinions are not just for improving the
employee satisfaction. Customer satisfaction and loyalty is the key to organizational success.
It is on the organization to realize and achieve that as employee satisfaction is one of the most
important key to customer satisfaction. Satisfied employees create satisfied, loyal, and more
profitable customers
I have learnt much from this project, visiting the industry involved people is a great
experience for me, knowing the factors which lead to satisfaction of dissatisfaction of the
employees, importance of employee satisfaction, and many other issues which are hidden
between the employees and the management.
37
BIBLIOGRAPHY
References:
1. Internet
www.citehr.com
www.quickmba.com
www.scribd.com
www.wikipedia.com
2. On sight
www.Marutisuzuki.com
38
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
2. I receive timely feedback from my supervisor concerning my performance.
Strongly Agree Agree Somewhat Agree Disagree Strongly Disagree
3. My supervisor gives honest feedback.
4. My supervisor is approachable when needed.
5. My supervisor expresses an interest in my career.
6. The senior management team communicates how well the company is doing.
7. When changes are made in the company, the interests of the employees are considered.

39
Team Work and Trust:
8. The company encourages teamwork.

Strongly
9. There is a high level of trust at the company.

Strongly
10. Work is fairly distributed in my work group.

Strongly
Career Development:
11.I am satisfied with my job overall.
12. There are clear performance standards for my job.
13. My job makes good use of my skills.
14. I would feel comfortable talking to my supervisor about diversity issues.
Rewards and Employee benefits:
15. Employee benefits at the company are communicated clearly to me.

40
16. Employee benefits meet my needs.
17. I am fairly paid for the work I do.
18. There is a clear connection between how effectively I work and how much I am paid.
19. Employees are rewarded for innovative ideas.
20. Employees are recognized for innovative ideas.
Work culture and Environment:
21. I believe that my office is staffed adequately to achieve our service goals.
22. My supervisor permits flexible work schedules as long as essential tasks and services are accomplished.
23. My physical working conditions are good
Strongly Agree Agree Somewhat Disagre Strongly Disagree

Agree e
41
Training of Employees:
24. I receive adequate training for my current job responsibilities.
Strongly Agree Agree Somewhat Agree Strongly Disagree

Disagree
25. I receive cross-job training to develop my career in other
positions. Strongly Agree Agree Somewhat Agree Disagree Strongly 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

Harshita

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PROJECT REPORT

EMPLOYEES SATISFACTION OF MAHINDRA &

(SUBMITTED IN THE PARTIAL FULLFILLMENT

UNDER THE GUIDANCE OF: - SUBMITTED BY:

submitted to any other institute for award of any other degree.

A seminar presentation of the training report was made on the date

_______________ and suggestions as approved by the faculty, were duly

who have contributed in completing this report.

for giving me the opportunity to do work on this project.

I would like to thank my special mentors:

Contents Page Numbers

Chapter 2. Research Methodology

Chapter 3. Data Analysis and Interpretation

Chapter 4. Conclusions and Suggestions

Operation Functions Managerial Functions

Job Satisfaction is influenced by:

Benefits of Employee Satisfaction:

Increased Employee Loyalty:

HSTORY OF MAHINDRA & MAHINDRA AUTOMOTIVE

SUV PRODUCT OF MAHINDRA AND MAINDRA

MAHINDRA RENAULT LOGAN

MAHINDRA RENAULT LOGAN

Technology to Stay Ahead:

Ambience the Exude Relaxation:

Service with Commitment:

Dealing Made Convenient:

Expert Guidance at Every Step:

Any an eye for appropriate technology.

SWOT ANALYSIS OF MAHINDRA

Less wide network in south Compared to northern India.

New Markets in South

Demand generation in OEMS

Walking as per plans

From its competitors- SUNDRAM, PUZA,CAPARV, STERLINS.

Cost reduction of its product

ORGANIZATION HUMAN RESOUCE

Executive : Executive Sr. Executive Sr. Executive EMS

Jr. Mgt Trainee

OBJECTIVE OF THE STUDY

In this project, Focus is on measuring the satisfaction of employee at MAHINDRA (Plant-2).

In this present study descriptive type of research is used.

Different types of Research Design are as follows:-

Universe and Survey Population:-

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

Primary Data can be collected through various methods like:-

Secondary data can be collected though various methods like:-

In the Present Study Secondary Data is collected through:-

11.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SHARE SUFFICIENT INFORMATION

12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK IS FAIRLY DISTRIBUTED IN THE

13.) SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS & RECOGNITION SYSTEM

14.) SATISFACTION LEVEL OF EMPLOYEES ABOUT CANTEEN FACILITY PROVIDED BY

15.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY

16.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE

17.) SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION POLICY

18.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR PERFORMANCE APPRAISAL

19.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WELFARE ACTIVITIES

20.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR FUTURE GROWTH IN THE

Local talents needs to be recruited in MAHINDRA .

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

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

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

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