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Transcript of Employ Satisfaction
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MDU
SUMMER TRAINING REPORT
ON
EMPLOYEE SATISFACTION AT
INDIA YAMAHA MOTOR PVT. LTD.
Submitted in partial fulfillment of the requirements of
Post Graduate Programme
by
Priyanka
Maharshi Dayanand University(Rohtak)
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MDUACKNOWLEDGEMENT
I express sincere and deep sense of gratitude to my industry guide, Ms
deepika kamra, HR Asst. Manager for her constant support which made
me work in right direction and her encouraging attitude at every stage of
preparation of this project.
I am also thankful to my faculty guide, Mrs.Tripti Pande Desai, for her
help in the completion of this project.
I would also like to thank the whole Human Resource Department,
Yamaha India Motor Pvt Ltd, for making me familiar with the intricacies of
project development and ensuring that I work in a systematic way.
Also, I would like to extend my grati tude to my institute MDU(Rohtak) for
giving me an opportunity to have a practical experience of job.
It is a great pleasure for me to acknowledge the assistance of these
people who have taken keen interest in my work and extended their help.
It was a great experience knowing the attitude of different people towards
the system. I owe my sincere thanks to all of them.
Date: Priyanka
PGP(2008-10)
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TABLE OF CONTENTS
Page 3
S.No. Chapter No Page no.
1 Executive Summary 5
2 Industry Study 6
3 Company Profile 8
4 Ownership Pattern/Company history 9
5 Organization Structure 10
6 Products & Services 11
7 Competitors 12
8 Introduction To The Project 13
9 Statement Of Problem 15
10 Objectives 15
11 Methodology 15
12 Copy Of Questionnaire 18
13 Limitations 31
14 Results and Analysis 32
15 Conclusion 35
16 Recommendations 36
17 References 37
18 Appendix 38
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EXECUTIVE SUMMARY
Employee satisfaction is a measure of how happy workers are with their
job and working environment. Keeping morale high among workers can be
of tremendous benefit to any company because happy workers will be
more likely to produce more, take fewer days off and stay loyal to the
company. There are many factors in improving or maintaining high
employee satisfaction. But before that it is important to measure the
satisfaction levels of the employees. Hence, this project aims at designing
an Employee Satisfaction Survey for Yamaha Motor India Pvt. Ltd. to
measure the satisfaction levels amongst the employees and to identify theareas of strengths and opportunities for improvement.
The study begins with a secondary research which includes the industry
study and then an introductory study of Yamaha. The company profile of
Yamaha includes a brief description of its organization structure, history,
ownership profile, competitors, and products and services.
Secondary research is followed by a Primary research which includes aQuestionnaire based on the current trends and relevant factors. The
questionnaire includes various parameters which have been selected on
the basis of discussions with senior officials and comparisons with past
surveys.
The projects conclusion includes the final questionnaire which can be
used for the annual employee satisfaction survey in the company and an
explanation of all the parameters used with their respective reasons.
Recommendations which were drawn from the study and limitations of the
research have been provided at the end.
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MDUINDUSTRY STUDY
The Two Wheeler Market Globally
Globally, the two-wheeler industry is concentrated in the developing
world, especially China and India, which together account for over half the
total worldwide sales of two-wheelers.
The Japanese manufacturers, Honda, Yamaha, Suzuki and Kawasaki,
dominate the two-wheeler industry globally. Currently, all major twowheeler markets, except India, are dominated either by Japanese firms or
their joint ventures. However, in the leading markets, such as China and
South-East Asia, a host of local players exists.
Two Wheeler Industry: The Indian Scenario
The Indian two-wheeler industry can be divided into three broad
categories: scooters, motorcycles and mopeds. Each of these categories
can be further segmented on the basis of several variables, like price,engine power, type of ignition, and engine capacity.
Today, India is the second largest producer and customer of two-wheelers
in the world. The Indian two-wheeler industry has undergone a significant
change over the past 10 years with the preference changing from mopeds
to scooters, and more recently, from scooters to motorcycles. With the
reduction in the price differential between scooters and motorcycles, there
has been a perceptible shift towards motorcycles because of their better
styling, higher fuel efficiency, and higher load carrying capacity.
Rise of a Product: The Motorcycles
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Motorcycles are the most expensive of all two-wheelers. They are more
powerful than scooters and mopeds, have the highest load carrying
capacity (which is essential for rural areas), are fuel-efficient, have better
road grip, and are also the most expensive. Besides, motorcycles are
viewed as trendy in the urban areas as compared with scooters and
mopeds.
The fortunes of the motorcycle industry changed after the announcement
of the liberal licensing policy in 1982 where by foreign collaboration were
allowed. In 1982, the Government allowed foreign players to enter the
industry through joint ventures. Within four years, the TVS Group tied up
with Suzuki, the Hero Group with Honda, the Escorts group with Yamaha
and Bajaj Auto Limited (Bajaj Auto) with Kawasaki. TVS Suzuki introduced
Ind-Suzuki in 1984, Hero Honda Motors Limited (HHML) launched CD100
in 1985, and both Escorts and Bajaj Auto launched their models in 1986-
87.
Also, new entrants have entered the market by introducing their products
at lower price points, while the existing players have announced price
cuts. This has led to price competition in the domestic market.
Market Segmentation for the Motorbikes
The motorcycle market is divided into three segments.
Entry category models priced between Rs.27, 000 & Rs.37, 000. Here the
focus is, by and large, on price and fuel efficiency. In this category, Bajaj
Auto has Boxer range of motorcycles and CT 100, HHML has Dawn and
KEL BOSS and Yamaha has Crux S.
Executive category models priced between Rs. 38,000 and 45,000. These
are models with Japnese and European standards of engineering, styling,
manufacturing and riding comfort. This segment has strong brand such as
Victor (TVS), Passion and Splendor (HHML), Wind and Discover (Bajaj
Auto), Freedom(LML), Libero and Fazer(Yamaha).
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Premium category models priced above Rs. 45,000. Bajaj Auto has the
Pulsar 150, the Pulsar 180 and the Eliminator in the higher end of this
category, HHML has Karizma, CBZ and Ambition, Yamaha has Enticer,
A15 and FZs, The motorcycle market in India can be segmented on the
basis of price and power. HHML is the market leader in the motorcycles
segment, followed by Bajaj Auto, TVS and Yamaha. However the high
growth rates of this segment have attracted other players too, such as
LML and KEL. Since Honda has always been one of the global pioneers in
developing fuel-efficient engine technology, the unique selling
propositions of all HHML motorcycles are fuel efficiency and ease of
maintenance. Motorcycles are positioned as performance oriented,
economy oriented and more recently, as products offering a mix of
performance and economy.
YAMAHA COMPANY PROFILE
India Yamaha Motor (IYM) Ltd. Is the fully-owned subsidiary of Yamaha
Motor Company of Japan. IYM was initially known as Yamaha Motors
Escorts Ltd. But the parent company, Yamaha Motor Company, purchased
Escorts Ltd. remaining 26% holding in their motorcycle joint venture
Yamaha Motor India Ltd.
IYM follows Yamaha Motors corporate mission of creating KANDO a
unique Japnese word that means touching peoples hearts. KANDO also
describes the spirit of challenge to create new value surpassing
customer expectations. IYM is committed to making products that benefit
from the skills and technology used by Yamaha world-wide.
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To fulfill customer satisfaction, and meet the needs of the Indian market,
IYM plans to produce one or more models in the first year, four models in
three years.
To achieve these goals, IYM will pursue three major objectives within thecompany. The first is customer satisfaction; the second is strengthening
R&D. IYMs mission is to constantly produce what customer are looking
for , by analyzing market trends and changes. The third objective is to
optimize the internal working system. IYMs motto is Speed, Quality, and
Yamahas original design. Yamaha is aiming to make a significant
contribution to Indian society and create products that the people of India
will take to their hearts.
Ownership Patterns
Founded : July 1, 1955
Capital : 5393.22 million dollar (as of March 31, 2008)
Employees : 46850 (as on March 31, 2008)
Head office : 2500 Shingai, Iwata, Shizoka, Japan
President : Mr. T Kajikawa
Company History
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1979 Entered into technical collaborations with YMC of Japan for
manufacturing 350 cc motorcycles.
1983 Obtained letter of intent for 100 cc motorcycles launched
Motor cycles in market all over India.
Setup CNC in the Organization.
1985 Started manufacturing of RX-100 motor cycle in technical
collaboration with YMC, Japan at Surajpur Plant.
1995 50:50 joint venture Company formed an Escorts group.
1996 Added Faridabad plant under joint venture.
2000 Share holding of YMC increased from 50% to 74%.
2001 100% of YMC, Japan2002.
2009 again gear up for its awesome model R15
ORGANIZATION STRUCTURE
Divisions, number of people: Department workers etc.
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Managing Director & CEO
Operation Head
Group Head
Division Head Top Management
Department Head
Sr. Manager
Manager Middle Management
Assistant Manager
Administrative Assistant / Supervisor Junior Management
Employment Details
( As on 31st January 2003)
Faridabad Surajpur
Managerial (AM and above) 178 264
Junior Staff 158 155
Staff 222 316
Workmen 785 987
Trainees/Apprentices 456 75
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Average of employee years 35-40 years 40-45 years
YMC PRODUCTS
SNO. Land Marine Others
1 On road sports bike Large sized motors Water pumps
2 Snow mobiles American style cruiser Amusing pools
3 Super sports bike Sail boats Truss Artificial Reefs
4 Motor crossers Sports fishing boats Industrial
Helicopters
5 Racing dinghies Trail bikes ATVs
6 Scooters Personal water craft Commercial
generators
7 Golf cars Sports boats Automatic feeders
8 Electro-hybrid bicycles Jet boats Surface mounters
9 Land cars Outboard motors Wheel chair mounter
10 Business use scooters Four stroke motors Built-in type water
purifier
11 FRP fishing boats
12 Two stroke Outboards
YAMAHA SERVICES
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1. Music Schools
2. Ringtones
3. On lines shop and Entertainment
COMPETITORS
As the auto industry witnessed yet another year of good sales, there is
clear evidence that the dynamics of the Indian two-wheeler industry has
changed significantly over the last few years. While everyone knows that
there has been constant shift in demand towards motorcycles from geared
scooters. Various companies have entered into the two-wheeler industry.
There are various competitors of Yamaha comes from Hero Honda. The
driver of growth for Hero Honda was the launch of entry level, value-for-
money bike CD-Dawn and the upgraded version of Splender and
Passion. The company which had lost its market share in FY02 has
made a strong comeback and regained its share.
Secondly another company Bajaj is also leading in the two-wheeler in the
market. The success Bajajs latest model Pulsar has helped the company
to stay clear of adopting an aggressive price reduction strategy. Besides,
the recently launched CT100 has also enjoyed a fair degree of success.
The various other companies like TVS, LML and Kinetic are also trying to
capture the good market share by introducing the different models of
bikes. The industry has now acquired the traits of the consumer durable
industry, of price wars, celebrity endorsement and ever-increasing salesand promotional out go. Earlier, Hero Honda and Bajaj Auto were the only
producers of four-stroke motorcycles. Now, TVS Motor, Kinetic, LML are
also jostling for space in the four-stroke market.
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Yamaha Motors India last year achieved a dramatic turnaround on the
back of the success of its 125cc Enticer and 106cc Libero models IYM is
also trying to retain their market share by introducing different bikes. They
have launched two bikes in2004 as change Libero and Fazer. Currently,
Yamaha have a market share of about 5% in the Indian two-wheeler
market.
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INTRODUCTION
Employee satisfaction is the terminology used to describe whether
employees are happy and contented and fulfilling their desires and needs
at work. Many measures purport that employee satisfaction is a factor in
employee motivation, employee goal achievement, and positive employee
attitude in the workplace. Enhanced employee satisfaction leads to higher
level of employee retention.
Employee satisfaction can also be defined as a measure of how happy
workers are with their job and working environment. Keeping morale high
among workers can be of tremendous benefit to any company, as happy
workers will be more likely to produce more, take fewer days off, and stay
loyal to the company. A stable and committed workforce ensures,
successful knowledge transfer, proper communication and loyalty; a key
to continuous improvement, innovation and progress.
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 thefindings that empowerment and visionary leadership both have significant
correlation with employee satisfaction. Teamwork is also supported by the
findings. In addition, there exists a significant correlation between
employee satisfaction and employees intention to leave.
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Satisfied employees are more likely to stay with company and become
committed and have more likely to be motivated to provide high level of
service, by doing so will also further enhance the employees satisfaction
through feeling of achievement. Enhanced employee satisfaction leads toimproved employee retention; and employee stability ensures the
successful implementation of continuous improvement.
Thus, keeping the work force satisfied is one of the most important tasks
of the HR department. Its importance can be summarized in the following
points:
Satisfaction is the key to performance improvement It leads to increase in the productivity of the worker
It increases the employee morale
It helps in gaining employee trust.
It reduces the turnover rate.
It increases the commitment level of employees towards work.
It provides an edge over competitors.
It helps in improving the reputation of the company in the market.
It helps in improving the work environment.
It leads to customer satisfaction.
Employee satisfaction should thus be measured regularly. There are
various tools for measuring the satisfaction levels amongst the employees
such as; Employee Satisfaction Surveys, Complaint and Suggestion
System, Lost Employee Analysis, Interviews, Group discussions,
Productivity of employees, Employee feedback, Self evaluation etc. Some
of the important tools are explained below:
1.Complaint and Suggestion System: Employee can freely deliver
complaints and suggestions through facilities like suggestion box,
personal meetings with seniors etc.
2.Lost Employee Analysis: The exit interviews are conducted or
employee loss rate is computed.
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3.Employee Satisfaction Survey: A tool to measure employee
performance and satisfaction. Employee satisfaction is the terminology
used to describe whether employees are happy and contented and
fulfilling their desires and needs at work and is often measured by
anonymous surveys administered periodically that gauge employee
satisfaction in areas such as management and teamwork
The most popular of all these methods is Employee Satisfaction Survey
because it has a wider scope and covers different parameters important to
the organization. It is also flexible in nature and maintains the anonymity
of the employees. Such surveys can also be very effective in identifying
problems areas before they become serious, especially those that are
hidden from senior management.
STATEMENT OF PROBLEM:
In todays world the work atmosphere has become competitive and
dynamic which makes it all the more important to keep the employees
satisfied. Hence, it is necessary to keep a constant check on their level of
satisfaction. Thus, this project includes designing an employee
satisfaction survey for conducting a pilot survey which includes a degreeof subjectivity, bringing in a wider range of opinions.
OBJECTIVE OF THE RESEARCH:
1. Measure job satisfaction from full time staff employees at Yamaha.
2.Increase the sense of commitment and loyalty of your employees.
3. Save company money due to fewer turnovers.
4. Increase employee morale.
5. Gain employee trust.
6.Study the attitude of employees towards their organization.
7. Measure employee perceptions of the work environment
8.Identify job satisfaction levels.
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9. Identify areas of strength and opportunities for improvement
METHODOLOGY:
1.Problem Definition:
It is necessary for any organization to keep a constant check on the level
of satisfaction of their employees. Thus, this project includes designing an
employee satisfaction survey for conducting a pilot survey which includes
a degree of subjectivity, bringing in a wider range of opinions.
2.Research Design:
The research design is Exploratory in nature, as; in this type of research
design the primary objective is to provide insights into and an
understanding & comprehension of the problem situation confronting the
researcher. Also, the research process adopted is flexible and
unstructured and also the primary data is qualitative in nature.
3. Plan:
Data Source:
Primary Source: Survey of existing employees of Yamaha,
interaction with the employees of Yamaha.
Secondary Source: HR manual of Yamaha, access to past
records of Yamaha, official website, internet.
Time Frame: 8 weeks(1st May to 30th June)
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Sampling Method: Convenience Sampling
Sampling Unit: Employees of Grade 9 and above.
Sample Size: 250 employees
Instrument: Questionnaire
The Questionnaire includes the following parameters:
Vision/Value And Leadership Communication/Knowledge About Company
Performance Appraisal Policy
Opportunities For Growth And Career Progress
Employee Belongingness
Work Life Balance
Employee Welfare/Benefits Policy
Work Culture
My Department
Functioning Groups
Sales & Marketing
Rationale for building the questionnaire:
I studied the past 2 years surveys of Yamaha in orderto get an insight about the pattern of questionnaire
being followed.
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I consulted the senior officials of Yamaha to find out
the pros and corns of the surveys conducted in the
past.
I conducted a secondary research of my own to get a
better understanding of the parameters used in the
past surveys.
After all the research that I did, I concluded that two
very important parameters My Department & Work
Life Balance had not been given enough importance.
After listing out all the parameters, I got them short
listed by my mentor to put them in the final survey.
She picked out most important once keeping in mind
the time constraint.
Note: A copy of the questionnaire is attached below.
YAMAHA MOTOR INDIA PVT. LTD.
EMPLOYEE SATISFACTION SURVEY
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Employee Satisfaction Survey is a tool to measure employee performance
and satisfaction. Employee satisfaction is the terminology used to
describe whether employees are happy and contented and fulfilling their
desires and needs at work and is often measured by anonymous surveys
administered periodically that gauge employee satisfaction in areas such
as management and teamwork
SCOPE
Employees from Grade 9 and above.
GUIDELINES
Please answer with a checkmark where appropriate.
Your specific answers will be completely anonymous, but your
views, in combination with those of others, are extremely important.
We at Yamaha Motor India Pvt. Ltd ensure your anonymity.
Please fill if any comments and suggestions in the space provided
for the same.
DEMOGRAPHICS
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1. Your Functional Area
1. Administration 20. PEM/Kaizen Shop
2. Assembly Group 21. Press Weld & Tool Room
3. Casting Paint 22. Product Eng. & Dev. Center
4. CEO 23. Product Planning and BrandManagement
5. Corporate Audit 24. Production Control
6. Corporate Planning 25. Production Control-Fbd
7. Paint & Plating 26. Production Division-Fbd
8. Export 27. Quality Management-Fbd
9. Export & Spare Parts 28. QA
10.Final Inspection 29. QE
11.Finance 30. R & D Production Design
12.HR 31 R & D Experimentation
13.IR & GA 32. R & D Engineering Admin
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14.Logistics 33. Sales and Marketing Management
15.Machining 34. Sales Management
16.Manufacturing 35. Service, CS & Spare Parts
17.Marketing& Sales 36. Spare Parts
Planning
18.Material Management 37. SQA
Group
19.Mfg Div 1 38. Dealer DevelopmentManagement
2. Your total work experience
1-2 yrs 2-5 yrs 5-7 yrs 7-10 yrs 10 yrs+
3. Your work experience at Yamaha.
0-2 yrs 2-5 yrs 5-7 yrs 7-10 yrs 10 yrs+
4. Sex
Male Female
VISION/VALUE AND LEADERSHIP
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S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)I have a good understanding of
Yamahas vision.
2.)I am familiar with the mission statement
put forth by Yamaha
3.)I have a good understanding of
Yamahas core competencies.
4.)I have confidence in the leadership of
Yamaha.
Suggestions/ Comments :
a.) -------------------------------------------------------------------------------------------------------------------------------------
b.) -------------------------------------------------------------------------------------------------------------------------------------
c.) -------------------------------------------------------------------------------------------------------------------------------------
COMMUNICATION/KNOWLEDGE ABOUT COMPANY
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)
The company always ensures
immediate communication of any
relevant information.
2.)
I am informed about the companys
policies, practices along with the future
business plans and strategies
3.) The internal PR is strong.
4.)The corporate intranet helps in
communication.
5.)The senior management in the
organization is easily accessible
6.)I know whom to approach whenever I
have any question(s).
7.)I feel free to express a critical opinion
about work related issues.
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8.)The communication between the
departments is satisfactory.
9.)Management pays careful attention to
employee suggestions.
10.)
I get enough opportunities to interactwith everyone informally, through team
get-togethers, office parties and other
events.
11.)I am aware of the available training and
development opportunities at Yamaha
12.)Seniors leaders are competent at
running the business effectively.
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
PERFORMANCE APPRAISAL POLICY
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)
I have a clear understanding about
performance standards and norms of
Yamaha.
2.)The benefits provided are the best as
compared to the industry.
3.)The organization has well defined
reward and recognition system.
4.)
I get an opportunity to share my
concerns regarding my performance
appraisal.
5.)
The quality and quantity of my work is
evaluated.
6.)I am given feedback related to my
performance at regular intervals.
7.)
I think that the feedback given on my
performance is useful in identifying the
areas of improvement.
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8.)
I believe that the performance system
clearly distinguishes poor, average and
good performers.
9.)I feel a continuous pressure to improve
my personal and group performance.
10.)I am rewarded for improving work
processes.
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
OPPORTUNITIES FOR GROWTH AND CAREER PROGRESS
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)I have a clearly established career path
at Yamaha.
2.)
There is a well defined career
progression policy which helps me
manage my career well
3.)The identification of training needs is
done on a regular basis at Yamaha.
4.)I have received the training I need to do
my job efficiently and effectively.
5.)I am assigned jobs/ tasks that help me
develop my talent.
6.)Enough Global / Overseas opportunities
are given at Yamaha.
7.)Opportunities for promotion in Yamaha
are satisfactory.
8.) Favoritism is not an issue in raises orpromotions.
9.)I can look forward to a great career at
Yamaha.
Suggestions/ Comments :
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a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
EMPLOYEE BELONGINGNESS
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)I feel that the company cares about its
people.
2.) I have job security.
3.)I am involved in decision making that
affects my job.
4.)I am encouraged to develop new and
more efficient ways to do my work
5.)
I feel that the organization is doing a
good job of retaining its most talented
people.
6.)I feel that Yamaha has a good brand
visibility.
7.) I am committed to Yamaha.
8.)I would recommend others to work for
this company.
9.) I am proud to work for Yamaha.
10.)I feel motivated/excited to come to office
everyday.
11.)I believe Yamaha is a frank and fair
organization.
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
WORK LIFE BALANCE
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S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)My job does not cause unreasonable
stress in my life.
2.) I am able to balance work priorities withmy personal life.
3.)
The management is flexible and
understands the importance of
balancing work and personal life.
4.)Yamaha offers me flexible time/
alternative schedule.
5.)The physical working conditions in my
department are satisfactory.
6.) The time I get to spend with my family /friends is satisfactory.
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
EMPLOYEE WELFARE/BENEFITS POLICY
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)
The company provides excellent
benefits and welfare facilities for me and
my family.
2.)I am informed about the welfare benefits
at Yamaha.
3.) The benefits provided by Yamaha meetmy needs.
4.)I am aware of the employees benefit
package.
5.)I'm satisfied with Yamahas Leave
policy.
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6.)I'm satisfied with Yamahas
Communication Policy.
7.)
The organization provides enough
benefits and facilities to reduce stress at
work. (Canteen, Breakout area etc.).
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
WORK CULTURE
S.No QuestionStrongly
Agree
Agree Neutral DisagreeStrongly
Disagree
1.)The organization has created an open
and comfortable work environment.
2.)Proper health and safety measures are
adopted at Yamaha.
3.)The employees are treated fairly and
equally.
4.)The organization has a process that
resolves grievances quickly.
5.)
The organization is committed to
provide a workplace, free of sexual
harassment, intimidation or exploitation.
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
MY DEPARTMENT
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.) I am treated fairly by my manager.
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2.)My managers effort to help me take job
promotions is satisfactory
3.)
My manager encourages me to
participate in training programs/
sessions and company meetings
4.)
My manager encourages me to share
my ideas and opinions and make
constructive use of them
5.)My manager recognizes the good work
done by me.
6.)My manager knows and understands
the problems faced by me.
7.)
The degree to which my manager
administers rules and discipline
consistently is satisfactory.
8.)My manager provides me with regular
feedback
9.)I have confidence and trust in my
manager.
10.) I learn from my manager.
11.)In the last three months, my manager
has talked to me about my progress
12.) I am involved in decision making thataffects my job.
13.)The processes and procedures here
make it easy to do my work well.
14.)Employees share experience to help
each other.
15.)
I am provided with clear instructions and
sufficient facilities regarding new
assignments.
16.) My job description matches my jobduties
17.)I know my job requirements and what is
expected of me on a daily basis
18.)I have ready access to the information I
need to get my job done.
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19.)My peers are committed to doing quality
work.
20.)My relationship with my colleagues is
satisfactory.
21.) Differing views are discussed in mydepartment while making decisions.
22.) I am satisfied with my job at Yamaha.
23.)My manager helps me defining my MBO
clearly.
Suggestions/ Comments :
a.) -------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
FUNCTIONING GROUPS
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)I am satisfied with the functioning of
General Affairs Department.
2.) I am satisfied with the working ofFinance Department
3.)I am satisfied with the functioning of HR
Department
4.)The HR department is always friendly
and supportive.
5.)The HR practices are comparable to the
best in the industry
6.)
The HR team treats me with respect
and keeps my discussion confidential
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
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c.) --------------------------------------------------------------------------------------------------------------------------------------
SALES & MARKETING
S.No QuestionStrongly
AgreeAgree Neutral Disagree
Strongly
Disagree
1.)I have a good understanding of sales
turnover of the company.
2.)
The customer satisfaction is taken as
one of the key performance attributes at
Yamaha.
3.)I feel Yamaha has enough brand
visibility.
Suggestions/ Comments :
a.) --------------------------------------------------------------------------------------------------------------------------------------
b.) --------------------------------------------------------------------------------------------------------------------------------------
c.) --------------------------------------------------------------------------------------------------------------------------------------
1. What do you like the most about working for Yamaha?
-----------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------
2. What causes you stress at work?
-----------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------
3. What could be done to improve teamwork and cooperation at Yamaha?
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-----------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------------------------.
Thanks,
Corporate HR
LIMITATIONS OF THE STUDY
1.Time Constraint:
Due to time constraint it became difficult to include all the parameters and
thus only some of the important once were shortlisted.
2.Short listing the parameters:
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Since all the parameters were important, it became difficult to pick up the
few important once.
3.Number of questions:
Since the number of questions is large i.e 98, it would require the
respondent to devote a lot of time and patience to the survey.
RESULT AND ANALYSIS
The result of the study is a questionnaire which included all those
parameters which were based on the current trends and level of
importance to the employees. The parameters used are explained below
with their respective reason of selection.
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1.Vision/Value And Leadership:
It is important for every employee to believe in the mission & vision
statement of his company and to channelize his efforts towards achieving
the same. A satisfied employee feels committed to the companys core
values and works towards fulfilling them. Surveys can measure and
monitor the extent that the employees are aligned with the senior
management's business goals and objectives.
2. Communication/Knowledge About Company
Communication is one of the basic functions of management in any
organization and its importance can hardly be overemphasized. For an
organization to run efficiently good internal and external communications
are essential, surveys can provide a method to help organizations to
monitor and measure how well an organization communicates. Also a well
informed employee feels more confident about the work being done by
him and thus increases the satisfaction levels
3. Performance Appraisal Policy
Rewards and recognition motivate the employees to perform better and
also increase healthy competition. Thus it is important to ensure that the
employees have a clear understanding about the performance standards
and feel that the benefits provided to them are best in the industry.
4. Opportunities For Growth And Career Progress
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Employees feel more secure in an organization which provides them with
good opportunities for growth and career progression which in turn leads
to reduction in employee turnover. Lack of proper training is a common
cause of dissatisfaction among employees and can lead to more serious
problems such as stress.
5. Employee Belongingness
It is very important for every employee to have a sense of belongingness
towards the organization because that makes them feel more loyal
towards the organization and thus they connect better on all grounds.
6. Work Life Balance
In todays fast moving world, it is important for every organization to help
the employees strike a balance between work life and personal life. This
leads to low stress levels amongst the employees and also improves their
efficiency.
7. Employee Welfare/Benefits Policy
Employees feel happy to work with organizations which provide benefits
equivalent to those prevalent in the industry. They are less attracted to
switch jobs and give their best keeping the long term tenure in mind.
8. Work Culture
It is important for every organization to provide a work atmosphere free
from any danger to the health of the employees, stress, harassment,
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racism etc. Employees are an asset for the organization and thus it should
care for them and make them feel wanted.
9.My Department:
A clear understanding should be built amongst all the employees within a
department. A sense of commitment, towards one another, leads to
healthy working conditions, better efficiency and less wastage of time and
money.
10. Functioning Groups
All departments within an organization are connected on some or the
other level. Employees should be satisfied with the working of all
departments so that they focus on their work and not blame one another.
11. Sales & Marketing:
An employee must be well aware about the sales turnover of an
organization to be able to compare it with the standards set and then plan
and target his performance. It is also important for the employee to
understand that customer is not just important to the organization but to
each and every employee working in that organization.
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CONCLUSION:
Employee Satisfaction is one of the most important factors of an
organization that must be constantly reviewed to keep a check on the
level of existing employees satisfaction. An adequate level of employee
satisfaction leads to adequate level of employee performance. Desired
employee performance is an indispensable requirement of achieving
desired productivity of any department of any company. Thus, an
employee satisfaction survey must be conducted in every organization on
regular basis every year. Another conclusion that can be drawn from this
study is that, timely knowledge of employee satisfaction can provide
useful insights into HR matters of keeping track of attrition rate, motivation
levels, effectiveness of reward system etc. Employee satisfaction
information is also a very important part of the Managements decision
making and policy making processes. Hence, up-to-date and accurate
employee satisfaction level measurement is necessary for the
organization to have it ready for the top management.
Another important aspect of Employee satisfaction survey is to ensure the
adequacy of parameters used. Parameters such as, Vision / Value &
leadership, My Department and Employee belongingness are notrequired to be changed with time and remain almost constant as
compared to parameters such as, Employee welfare policy,
Opportunities for growth & career progress and work culture which
need to be evaluated as per the prevailing trend. Also parameters such as
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, My department and Opportunities for growth & career progress should
be well developed, keeping in mind all the possible questions that can be
framed to get a detailed insight of how employees feel about it. Other
parameters, such as, work life balance and Performance appraisal
policy also affects the satisfaction levels in the employees and thus
should be clearly framed.
Designing an Employee Satisfaction Survey involves a lot of time,
research and money and thus it should be well planned and managed to
make the maximum use out of it. It should include all the parameters
important to the organization to be able to identify the areas of strength
and opportunities.
RECOMMENDATIONS
Following are the recommendations drawn from the study:
A regular and up-to-date Employee Satisfaction study is a must for
the organization.
This survey must be based on current industry trends and the
prevailing economic conditions which directly affect the factors
influencing employee satisfaction.
A comparative analysis of surveys conducted should be done to
identify areas of strength and opportunities.
The time limit within which the employees must submit the filled
questionnaires should be fixed to avoid any wastage of time.
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The questions asked in the survey should be evaluated to make
sure that they are not leading to a desired response, vague or open
to interpretation.
The employees should not be allowed to self select to participate in
the survey because in such a case, either the most satisfied
employees participate or the least satisfied ones.
Comments from the employees should be kept to minimum as they
are time consuming and difficult to measure and analyze.
Other tools of measuring employee satisfaction such as interviews,lost employee analysis should also be adopted.
REFERENCES
Redefining Employee Satisfaction: Business Performance,
Employee Fulfillment, and Leadership Practices Wilson Learning
Worldwide Inc. Research Report, 2006.
Linking Employee Satisfaction with Productivity, Performance, and
Customer Satisfaction. Corporate Executive Board, 2003.
Creating a Highly Engaged and Productive Workplace Culture.
The Gallup Organization, 2001.
Working Today: Understanding What Drives Employee
Engagement. Towers Perrin, 2003.
Beverly Kaye and Sharon Jordan-Adams, Building Loyalty and
Commitment in the Workplace. Career Systems International,
2002.
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Measuring satisfaction is key to company success. By Robin
Thompson, MS/TRS, 2004.
Employee Engagement People at Work and Play, 2007.
How people evaluate others in organizations. A book by Manuel
London.
www.wikipedia.com
Employee Satisfaction Survey Report 2003, OIRA administered.
http://www.yamaha-motor-india.com/about/profile/index.html
Measuring Importance in Employee Surveys.
http://www.employee-satisfaction.com/measuring.asp
Employee Satisfaction
http://humanresources.about.com/od/employeesurvey1/g/employee
_satisfy.htm
Communication In Organization
http://www.peerpapers.com/essays/Communication-
Organisation/165925.html?topic
http://humanresources.about.com/od/employeesatisfaction/a/survey
s_2.htm
http://humanresources.about.com/od/employeesurvey1/Employee_S
atisfaction_Surveys.htm
APPENDIX
http://www.yamaha-motor-india.com/about/profile/index.htmlhttp://www.employee-satisfaction.com/measuring.asphttp://humanresources.about.com/od/employeesurvey1/g/employee_satisfy.htmhttp://humanresources.about.com/od/employeesurvey1/g/employee_satisfy.htmhttp://www.peerpapers.com/essays/Communication-Organisation/165925.html?topichttp://www.peerpapers.com/essays/Communication-Organisation/165925.html?topichttp://humanresources.about.com/od/employeesatisfaction/a/surveys_2.htmhttp://humanresources.about.com/od/employeesatisfaction/a/surveys_2.htmhttp://humanresources.about.com/od/employeesurvey1/Employee_Satisfaction_Surveys.htmhttp://humanresources.about.com/od/employeesurvey1/Employee_Satisfaction_Surveys.htmhttp://www.yamaha-motor-india.com/about/profile/index.htmlhttp://www.employee-satisfaction.com/measuring.asphttp://humanresources.about.com/od/employeesurvey1/g/employee_satisfy.htmhttp://humanresources.about.com/od/employeesurvey1/g/employee_satisfy.htmhttp://www.peerpapers.com/essays/Communication-Organisation/165925.html?topichttp://www.peerpapers.com/essays/Communication-Organisation/165925.html?topichttp://humanresources.about.com/od/employeesatisfaction/a/surveys_2.htmhttp://humanresources.about.com/od/employeesatisfaction/a/surveys_2.htmhttp://humanresources.about.com/od/employeesurvey1/Employee_Satisfaction_Surveys.htmhttp://humanresources.about.com/od/employeesurvey1/Employee_Satisfaction_Surveys.htm