Project on Employee Satisfaction (2)

A Project Report on

“Employee Satisfaction at Bosch Ltd.

Nashik Plant”

At

“Bosch Limited”

Submitted byVeeranna S. Chougale

Project GuideMrs. Sneha Oak.

ACKNOWLEDGEMENT

I would like to express our gratitude to the entire team of Bosch Ltd., Nashik.

Without their continuous support and guidance this project would not have reached its final

culmination.

To begin with, I would like to thank Mr. R. G. Mane (Deputy General Manager) for

providing us such a wonderful opportunity to do our summer internship project at Bosch Ltd.,

Nashik. He gave me the opportunity to explore many new aspects of the project and helped

us in attaining knowledge regarding various aspects which were totally unknown to me.

I would like to express our gratitude to Mr. B. G. Mujumdar (Deputy Manager) and

Mr. Jatin Suley (Deputy Manager) for providing us all the information, guidance, valuable

suggestions & encouragement which helped me to complete my project.

I express my sincere gratitude towards Mrs. Sneha Oak (Assistance Manager) who

helped and arranged all possible visits & training for us at Bosch and has been a great source

of information and being the main reason for this project success.

I also thank Mr. D. M. Watve for helping me to get the permission to carry out my

project in this reputed company.

It was a pleasure to be associated with Bosch Ltd., Nashik. The experience that we

have gained has a profound impact on us. I carry high regards for the complete team of

Bosch Limited, Nashik.

PREFACE

The summer training is an integral part of the MBA course. As a matter of fact every

management students, has to undergo practical training in an approved business

or organization, under the guidance of professional managers, as to become aware of the real

life, business situation and the environment. During the course of training, the trainees are

expected to use and apply their academic knowledge and again valuable insight into

corporate cultures with all its environment operational complexity the said training offers, a

valuable of the trainings to meet their academic knowledge with the real world situation. I

undertook my training in BOSCH Ltd, Company. During the training period as project

trainee, I visited the various departments of the organization. In this report I have put my best

efforts to compile the data, to the highest level of accuracy.

Executive Summary

The aim of the study was to check the Employee satisfaction. The background study

was done with understanding of the theory. The questionnaire was designed and made

available to the HRL Department for its consent. The research includes project objectives.

The organization profile and Employee Satisfaction theory is discussed in brief.

After finalizing the questionnaire, the M&SS (Management & Supervisory Staff) were

informed through mails and the Associates were informed through the concerned Department

Heads. The design and purpose of the study was explained to them and the responses were

taken on the questionnaire. The data was collected and analyzed. The research includes

primary data collection with sample size of 343. Based on the analysis findings and

recommendations were given.

CHAPTER-I

INTRODUCTION

Project Title:

“Employee Satisfaction at Bosch Ltd. Nashik Plant.”

I chose to do the project in Bosch Ltd. Nasik as it is a MNC with well-defined HR

department and HR system. I got the best industrial exposure in this company with all the

support of the management and other staff. This project was carried out to know the

Employees Satisfaction level at Bosch Ltd. Nashik. It is necessary and useful for further

improvement in satisfaction level of employees. My project would give some valuable inputs

to the organization for Employee needs if necessary.

I carried the project at Bosch Ltd. Nashik. The duration of my project was for two

months i.e. from 20th June 2013 to 18th August 2012.

Introduction of the Study

“Employee satisfaction is the extent to which employees are happy or content

with their jobs and work environment”.

Employee Satisfaction: Employee satisfaction is typically measured using an employee

satisfaction survey. These surveys address topics such as respect, compensation, workload,

perceptions of management, empowerment, teamwork, resources, etc. All of these are

important to companies who want to get the most out of their employees and reduce turnover.

Employee satisfaction survey:

Employee satisfaction is important for an organization to increase productivity,

enhance employee retention, improve teamwork and reduce turnover of employees.

Employee satisfaction survey helps to streamline the smooth working process within

the organization, they are more committed to organization, and they will care more

about their work quality.

Bosch mainly focuses on satisfaction level of their employees because the company

believes that “satisfied employees are more productive”. Bosch conducts two types of

survey:

1. Global Survey:

Global survey is carried out once in two years. This survey is conducted by an

external agency. Questionnaire for the survey is prepared in consensus with the

Management of Bosch.

2. Dipstick (internal) survey:

Bosch conducts the global survey after every two year. To bridge the gap of two

years, the Nashik Plant Management in 2009 decided to conduct an annual Internal

Satisfaction Survey. Also the dimensions covered in the Global survey are of

strategic nature and do not cover all the aspects required to capture the dimensions

which NaP perceives as important. Hence Nashik specific questions were added to

the questionnaire. And for this survey the questionnaire is designed by the Cross

functional team after getting the input from the forum, Department wise coordinators

are nominated for smooth functioning of the survey.

Objectives of the study:

1. To Study the procedure carried out by the Human Resource department in Bosch Ltd,

for evaluating the level of satisfaction among the associates and M&SS.

2. To collect feedback from the associates

3. To analyze and evaluate the data collected for its usage and further application for

Employee satisfaction.

4. To find out the loopholes and the area of improvement related to associates and

M&SS.

5. To learn various aspects of human relation and get first experience by directly

interacting with the associates.

6. To bring out impact of employee related activities on employee satisfaction.

Scope of the Project:

The project was undertaken to study the employee satisfaction by obtaining

feedback. It will help the organization in evaluating the level of Satisfaction in the

organization. The project included (random selection of 15% employees of M&SS at all

levels and Associates from every department based on their grades.

Coverage:

Total no of employees covered: 343 Of which M&SS: 118 and Associates: 225

This research is done for evaluating among employees on various dimensions. This

survey was carried out to study opinion of employees on 24 dimensions. These dimensions

are based on Motivational factors and Satisfaction factors.

Motivational Factors Satisfaction Factors

Communication. Facilities and services.

Empowerment Health and safety conditions

Equal opportunity Job security

Leadership Working condition

Opportunity to learn & achieve Pay and benefits

Rewards and recognition Relationship

Company values Management of change

Training and development Organization role in the community & society

Career development Manager above my supervisor

Involvement Trust, dedication & commitment

Target setting and appraisal Quality & Customer

Vision, Policy and strategy Associate survey

Limitations of the study:

1. Due to improper communication employees do not understand the concept of survey

and hence don’t give proper feedback.

2. Absenteeism & negligence during period of collecting feedback.

3. Proper feedback not possible due to lack of understanding of questions.

4. Questionnaire is lengthy.

5. Survey could not be conducted for all employees

6. Perception cannot be true north

7. Understanding of questions by employees

8. Perception can be different every time in every survey.

Chapter II

Company overview

The Bosch Group is a leading global supplier of technology and services. In 2012, it’s

roughly 3,06,000 associates generated sales of 52.5 billion euros. Since the beginning of

2013, its operation has been divided into four business sectors: Automotive Technology,

Consumer goods, and Energy and Building Technology. The Bosch Group comprises Robert

Bosch GmbH and its roughly 360 subsidiaries and regional companies in some 50 countries.

If its sales and service partners are included, then Bosch is represented in roughly 150

countries. This worldwide development, manufacturing and sales network is the foundation

for further growth.

Bosch spent some 4.8 billion euros for research and development in 2012 and applied

nearly 4,800 patents worldwide. The Bosch Group’s products and services are designed to

fascinate, and to improve the quality of life by providing solutions which are both innovative

and beneficial. In this way, the company offers technology worldwide that is “invented for

life”

The company was set up in Stuttgart in 1886 by Robert Bosch (1861-1942) as

“Workshop for Precision Mechanics and Electrical Engineering”. The special ownership

structure of Robert Bosch GmbH guarantees the entrepreneurial freedom of the Bosch Group,

making it possible for the company to plan over the long term and to undertake significant

upfront investments in the safeguarding of its future. 92% of the share capital of Robert

Bosch GmbH is held by Robert Bosch Stiftung GmbH, a charitable foundation. The majority

of voting rights are held by Robert Bosch Industrietreuhand KG, an industrial trust. The

entrepreneurial ownership functions are carried out by the trust. The remaining shares are

held by the Bosch family and by Robert Bosch GmbH.

Bosch in India

Bosch has been present in India for more than 80 years, first through a representative

office in Calcutta since 1922, and from 1951 through its subsidiary Bosch Limited.

The Bosch Group operates in India through six companies, viz, Bosch Limited, Bosch

Chassis Systems India Limited, Bosch Rexroth India Limited, Robert Engineering and

Business Solutions Limited, Bosch Automotive Electronics India Pvt. Ltd. and Bosch

Electrical Drives India Pvt. Ltd. Bosch Limited is the flagship company of the Bosch Group

of India.

The Robert Bosch Gmbh holds 71.18 percent stake in Bosch Limited. Headquartered

out of Bangalore, Bosch Limited has its manufacturing facilities in Bangalore, Nashik,

Naganathapura, Jaipur and Goa. These plants are TS 16949 and ISO14001 certified. With a

presence across automotive technology, industrial technology, consumer goods and energy

and building technology, the company has a headcount of over 11,000 associates. It

manufactures and trades products as diverse as diesel and gasoline fuel injection system,

automotive aftermarket products, auto electricals, and special purpose machines, packing

machines, electric power tools and security systems. In 2012 Bosch Limited touched a

turnover of Rs. 8400 Crores.

Apart from wide product portfolio, over the decade the company has also developed

excellent R&D facilities in the country resulting in a strong and loyal customer base. The

market leadership of Bosch Limited is a testimony to the high quality and technology of its

products. Over and above the strong presence in India Automotive service sector, Bosch in

India has a vast service network that spans across 1,000 towns and cities with over 2,500

service outlets. These service outlets ensure widespread availability of both products and

services. In addition to this, Bosch India also has a strong automotive training network that is

spread across 16 cities thereby offering parts, bytes, services and training all under one roof.

Bosch Automotive Technology

Automotive Technology is the largest Bosch business sector. In 2012, it generated 59

percent of total sales. Here, the company areas of business are injection technology for

internal combustion engines, alternative powertrain concepts, efficient and networked

powertrain peripherals and system for active and passive driving safety, assistance and

comfort functions, technology for user friendly infotainment as well as car-to-car and car2X

communication, and concepts, technology, nd service for the automotive aftermarket.

Automotive Technology:

Gasoline Systems

Diesel Systems

Chassis Systems Control

Electrical drives

Starter Motors and Generators

Car Multimedia

Automotive Electronics

Automotive Aftermarkets

Steering Systems

Bosch Industrial Technology

In 2012, Industrial Technology accounted for some 15% of total sales. Since 2013,

Industrial Technology has comprised two divisions: Drive and Control Technology, a

globally operating supplier for the mechanical engineering sector, with hydraulic components

for mobile machinery, drive and control solutions for industrial applications and components

and systems for wind turbines. The second division, packaging and process engineering

solutions, above all for the pharmaceuticals, cosmetics, food and confectionary industries.

Industrial Technology:

Drive and Control Technology

Packaging Technology

Bosch Consumer Goods

In 2012, the Consumer Goods and Building Technology business sector was

responsible for nearly 26 percentage of total sales. It was made up of the power tools,

Thermotechnology, and Security Systems division, as well as joint venture Bosch und

Siemens Hausgerate GmbH. Since the start of 2013, the consumer goods business sector has

comprised the activities of Power Tools and the 50% shares in the Bosch und Siemens

Hausgerate GmbH joint venture, which manufactures products for cooking, baking, cleaning

clothes and dishes, cooling and freezing.

Bosch Consumer Goods:

Power Tools

Household Appliances

Bosch Energy and Building Technology

Effective 2013, Bosch has a new, fourth business sector: Energy and Building

Technology. It includes the Thermotechnology division, a manufacturer of resources-

conserving heating products and hot-water solution, the Security System Division, a provider

of Security Technology as well as Communication-center and other services for companies,

and Solar Energy, a provider of photo voltaics solutions. As an energy services provider for

commercial customers, subsidiary Bosch Energy and Building Solutions GmbH develops

integrated solutions that are eco-friendly, energy efficient, and economical.

Energy and Building Technology:

Thermotechnology

Security Systems

Solar Energy

Company History

Year Event

1861 Robert Bosch is born in Albeck near Ulm on September 23.

1897 First Successful installation of the Bosch low-voltage magneto-ignition

system with Bosch spark plugs.

1898 First Bosch sales office outside Germany opened in the United Kingdom.

1905 First Bosch manufacturing site outside Germany opened in Paris.

1921 The first Bosch Service repair shop is opened in Hamburg.

1932 First power drill and Bosch hammer

1940 Opening of the Robert Bosch Hospital

1951 Start of production for Gasoline injection system for passenger cars

1963 Acquisition of Erich Wetzel Verpackungsmaschinen GmbH, entry into

packaging technology.

1974 Launch of the 3S program- “Safe, Clean, economical”- for product

development.

1978 Start of series production for ABS, the electronically controlled antilock

braking system.

1989 TravelPilot IDS, first independent vehicle navigation system in Europe.

1997 Start of series production for the common-rail high pressure diesel injection

system.

2005 Start of production of the night vision driver assistance system.

2010 Full parallel hybrid powertrain for passenger cars goes into series production.

2012 Bosch announces majority stake in a joint venture with the Chinese

manufacturer Polaris, thus entering the e-scooter market.

Plant Locations in India:

Bangalore Plant:

It manufactures and trades products as diverse as diesel and gasoline fuel injection

systems, automotive aftermarket products, auto electricals, special purpose machines,

packaging machines, electric power tools and security systems. In 2011, Bosch Limited

touched a turnover of Rs. 8017 crores.

Naganathapura Plant:

Naganathapura Plant was established in the year 1989. Among the other Bosch

Limited Plants in India, Naganathapura Plant is the 3rd Bosch Plant. The major products

being manufactured in Naganathapura Plant are Spark Plugs, Starter Motors, Alternators,

Generators and some products of Gasoline Systems.

Jaipur Plant:

Jaipur Plant is the fourth location of Bosch Ltd. In India, commissioned in 1999 with

a state of the art manufacturing facility to produce FIP's. A TS16949 and ISO 14001 certified

company. It is a technological oasis in the developing state of Rajasthan. Jaipur Plant is the

lead plant for VE pump. A young team of enthusiastic & dedicated professionals work single-

mindedly to make BOSCH, Jaipur world class

Nashik Plant:

The Nashik Plant has achieved the highest production levels in Common Rail

Injectors (CRI) by crossing a milestone of 2.5 million production mark. The plant produced

50 million DSLA Nozzles. In the conventional products, the plant faced sharp fall in demand

due to general sluggishness in the market. To reduce the adverse impact of underutilization of

capacities, the plant strongly focused on cost reduction measures. Though the plant went

through a tough time, it saw the year 2012 as an opportunity to closely review all the

processes and improve in all areas to prepre for the future to meet the market demand. The

plant invested 3,600 million INR for building a new production hangar.

ORGANIZATION PROFILE

Name of the Organization: BOSCH Ltd.

Year of Establishment: 1951 in India

Address: Post Box No.64

75/MIDC Estate, Satpur,

Trimbak Road, Nashik: 422007

Telephone No: (0253) 2350342-45

Fax No: (0253) 2294 999

Website: www.boschindia.com

Product of the Company: Manufacturing of Nozzles and Nozzle

Holders at Nasik Plant

Areas of Marketing: Within India and Outside the India

Achievement: ISO certified, Best Innovation Award for

Safety, Health and Environment (SHE)

Initiative in 2006

http://www.boschindia.com/

Vision, Mission and Values

Vision:

We are the most preferred partner to our customers based on our reliability and

leadership in technology and quality.

We focus on our core competencies and continues improvement for sustained and

profitable growth

We involve, empower and motivate our people to shape our future together.

We along with our business partners are cost competitive through lean and effective

process.

We commit ourselves towards environment protection & social responsibility.

Mission:

Leadership in production and logistics of cost effective diesel injectors through

innovative solutions and best in class quality.

Values:

Future and result focus-

In order to ensure dynamic development of our company and to guarantee long-term

corporate success, we participate in shaping the changes in markets and technologies. By

doing so, we provide our customers with innovative solutions and our associates with

attractive jobs. We act result focused in order to secure growth and financial independence.

With the dividends generated, the Robert BOSCH foundation supports charitable activities.

Responsibility-

We accept that our actions must accord with the interests of society. Above all else,

we place our products and services in the interests of the safety of people, economic use of

recourses, and environmental sustainability.

Initiative and Determination-

We act on our own initiative, with an entrepreneurial but accountable spirit, and demonstrate

determination in pursuing our goals.

Openness and Trust-

We inform our associates, business partners, and investors in a timely and open

fashion of important developments within our company. This is the best for a trustful

relationship.

Reliability, Credibility and Legality-

We promise only what we can deliver, accept agreements as building, and respect and

observe the blow in all our business transactions.

Fairness-

We view mutual fairness as a condition of our corporate success when dealing with

each other and with our business partners.

Cultural Diversity-

We are aware of our company’s regional and cultural origins and at the same time regard

diversity as an asset, as well as a precondition of our global success.

Customers of Bosch:

BOSCH has a large customer base. The products of BOSCH are not only used

in India but also are exported and used by many world renowned automobile

manufacturing companies.

Customers outside India:

Peugeot Nissan

Hatz IVECO

FIAT Mercedes Benz

Renault BMW

Lombardi USA Inc. Daimler Chrysler

General Motors Volkswagen

Customers in India:

Ashok Leyland Ford Tempo

BEML Cummins India Ltd.

Swaraj Mazda VST Tillers tractors Ltd.

Ford KAMCO Diesel Engines

Simpsons Co. Ltd. Kirloskar

L & T John Deer

Ford Eicher Escorts Ltd.

Organizational Chart

PM : Plant Manager PT : Technical Plant Manager

PC : Corporate Plant Manager MFN : Manufacturing Nozzle

MFH : Conventional Injectors MHS : Heat & Surface Treatment

MFN1 : Conventional Nozzles TEF : Technical Functions

QMM : Quality Management MFC : Common Rail Injectors

HSE : Health Safety department MFN2 : Manufacturing of DSLA

CLP : Customer Logistic & Planning HRL : Human Resource Location

CFA : Controlling Finance Accounting PUI : Indirect Purchase

Human Resource Department

HRL : Human Resource Location

BVC : Bosch Vocational Centre

PRS : Protection and Security

PA : Personal Assistant

MED : Medical

PRS

MED

BVC

HRL 3

HRL 2

HRL 1

NAP HRL

HRL-PA

HRL 33

HRL 31

HRLResponsible for Personnel Management and Industrial Relations, Welfare

Administrations, Training Development, Canteen, Medical and Security Services ,

Recruitment and Performance Management, CSR, Career Planning, Succession Planning, HR

Policy, New HR Initiatives, In-house Magazine, All HR activities in respect of M&SS.

HRL1:

Responsible for IR, Negotiation with Union, Total Administration of Canteen

Services, Promotion and Up-gradation, Absenteeism, Grievance Handling, Development of

Manpower, Strict Monitoring and Control of Hospitalization Schemes, Co-ordination and

Awareness of House of Orientation, Competence Management, Lessoning with Government,

DBE Range coordinator, HR cost, Performance Assessment and Administration.

HRL2:

Recruitment of Group 4 and Above, Salary fitment, Introduction of new entrants,

Monthly manpower report, Payroll and HRIS updating, CSR, Employee counseling, M&SS

retirement formalities, New HR initiatives, Deputation.

HRL3:Training and Development, Audit co-ordination, Training programmed, Faculty

selection, Educational expenses, Management development program, MIS on training and development, Employee Satisfaction –Associate Survey, Competence management, Recruitment of graduate apprentice and vocational, Summer project trainee.

BVC:It deals with Administration of Vocational Center, Apprenticeship Training, Industry

and Institute Interaction.

PRS:It is responsible for Security function, Vigilance, Contract Security, Lessoning with Government.

MED:This department is Responsible for overall medical facility.

Corporate Social Responsibility:

“Taking the lead in the community development”

Society is one of Bosch’s key stakeholders and many campaigns and projects have

been driven with this thought. Projects at the Plants are driven primarily through vocational

training, environment, health and hygiene as well as community development. Bosch Limited

conducts several programs on a regular basis as part of CSR.

At the Bangalore Plant, the Children Healthcare Development Program screens

around 2,000 children from 18 schools varying from the age of six to 16 for medical ailments.

Internally too, the Plant often conducts health camps such as cardiac and orthopedic check-

ups for associates and their family members. Around 1,200 people, including associates and

family members, have benefitted from such health camps. An ambulance was also donated to

the Department of Factories on National Safety Day in 2012 to provide emergency assistance

for industrial accident cases in industrial layouts in Bangalore. This ambulance is specially

used by the Employee State Insurance Department.

The Nashik Plant conducts several projects such as the malnutrition diet program,

dental hygiene camps for children, and blood donation camps for kids affected by

thalassemia. Every year, a general health camp is conducted in villages with specialist

doctors from Nashik participating in this camp. In 2012, around 387 patients benefited from

this program.

Jaipur has often been in the news for poor water quality. Its citizens have suffered from

unavailability of drinking water. Residents of Jaipur have also complained of high fluoride

content in water, which can affect the teeth and bones. Bosch set up a Reverse Osmosis Plant

in the Government Industrial Training Institute – now adopted by the Jaipur Plant - and

another one at Goner village. The Reverse Osmosis Plant provides safe drinking water to

around 820 families in and around the village, apart from 150 students, including staff at the

Industrial Training Institute.

Last year, the Naganathapura Plant also conducted a special program around

Parappana Agrahara and Naganathapura villages. The idea was to plant as many saplings as

possible so that they will grow into lush green trees. So Associates at the Plant took the area

by storm, planting over 1,000 saplings for a month. This was just Bosch’s way of spreading

the green message.

Sales Offices:

Ahmadabad. Bangalore.

Chandigarh. Chennai.

Guwahati. Indore.

Jaipur. Kochi.

Kolkata. Lucknow.

Mumbai. New Delhi.

Patna. Raipur.

Ranchi. Secunderabad.

Regional Offices:

Agra.

Chennai.

Jamshedpur.

New Delhi.

Pune.

Rajkot.

List of competitors:

Auto Line Industry Ltd.

Banco Products (India) Ltd.

Federal- Mogul Goetze (India) Ltd.

Ip Rings Ltd.

Kar Mobiles Ltd.

CHAPTER-IIIRESEARCH METHODOLOGY

1. Research:

Research Methodology is a search for knowledge. Research is an art of scientific

investigation. It is movement from the known to the unknown. Research is a voyage of

discovery. It is a scientific & systematic search for pertinent information on a specific topic.

It is an organized enquiry. It clarifies doubtful facts. Research is an original contribution to

the existing stock of knowledge making for its advancement. It is the pursuit of truth with

help of study, observation, comparison & experiment. In short research is nothing but the

search for knowledge through objectives. It is a systematic method of finding solution to a

problem.

Definition:-

“A Careful investigation or inquiry especially through search for new facts in any

branch of knowledge.” - Advance Learners Dictionary of Current English (Oxford).

Importance of Research:-

1. Control:

Research helps to delineate causal relationship & enables better. Control over events

e.g. general law of meteorology enabling prediction of cyclones & consequent prevention

measures.

2. Purposive Planning:

Research aids in purposive planning at the national development. It throws up facts &

relevant data to support informed decision-making. It enables testing of alternative

approaches to an issue of interest.

3. Verifiable & Sound Theories:-

Research establishes generalization & laws & theory contributes to Building of

verifiable & sound theories. E.g. laws of demand, Newton’s law of gravity, Theories of

motivation, various principle of management etc. These help in making reliable predictions

under similar conditions.

4. Clarifies Theory:-

Research initiates formulates, deflects & clarifies theory.

5. Better Understanding:-

Research able us to have a better understanding or our world

6. Develop:-

Research helps to develops new tools, theories & concept to better comprehend

hitherto unknown aspects of life &the physical world.

Type of Research:

1. Descriptive Research

Descriptive research includes surveys & fact-finding enquiry of different kinds. In this

method researcher has no control over the variables. He too can only report what has

happened & what is happening. In social research it is called as Ex-post facto research.

2. Analytical Research

In these research facts, information used to make critical evaluation. In analytical

research detailed analysis of facts is given.

3. Applied Research

It is also called as action research. It aims at finding a solution for an immediate

problems facing by the society, business or an organization etc.

4. Fundamental Research

This is a basic or pure research. It is a concerned with generalizations & with the

formulation of theory. Gathering knowledge for “Knowledge Sake” is called as basic

research.

5. Qualitative Research

This research is concerned with qualitative phenomenon such as quality or kind. This

research aims at discovering the underlying motives & desires. This research is important in

behavioural science.

6. Quantitative Research

This research is based on the measurement of quantity or amount.

7. Conceptual Research

Conceptual research is related to some abstract ideas or theory. This research is

mostly used by philosophers, thinkers to develop new concepts.

12. Field Research

It is a research that is carried in actual domain of problem i.e. instead of working in

labs the researcher will actually work in live or real situation.

16. Decision Oriented Research

This research is always made for decision maker. It based on scientific approach.

17. Conclusion Oriented Research

In this research researcher is free to pick up a problems redesign the enquiry as he

proceed & prepare to conceptualized as he wishes.

Collection of Data:-

Collection of data is the preliminary step in the inquiry. After the information is

collected, it must be analyzed properly to bring out the important feature of the data

according to certain common features. This leads to classification, tabulation & graphical

presentation.

Need for Collection:-

Utmost care must be taken while collecting data because data constitute the

foundation on which the superstructure of statistical analysis is built. The results obtained

from the analysis are properly decisions are taken. Hence if the data is inaccurate &

inadequate the whole analysis may be faulty & the decisions taken misleading. To avoid this

data must be collected accurately.

Depending on the source, statistical data are classified under two categories.

1. Primary Data

2. Secondary Data

Primary Data:-

Primary data are obtained by a study specifically designed to fulfill the data needs of

the problems at hand. Such data are original in character & are generated in large numbers of

surveys conducted mostly by government & also by some individuals, institutions & research

bodies. For e.g. data obtained in a population census by the office of the register general &

census commissioner, Minister of Home Affairs, are primary data.

Primary data is the information collected during the course of an experiment during

experimental research. It can also be obtained through observation or through direct

communication, with the person associated with the selected subject, by performing surveys

or descriptive research. There are several methods of collecting primary data. These are as

follow.

1. Observation Method

2. Interview Method

3. Questionnaire Method

4. Other Method:

Warranty cards, distributor audits, pantry audits, consumer panels, using mechanical devices,

through projective techniques, depth interviews & content analysis, their surveys, E-mail –

Internet survey.

Secondary Data:

Secondary data is one, which is already available and passed the statistical process.

Secondary data provides the starting point for research and offer advantage of low cost and

ready availability. In this project the secondary data was used in the form of data presentation

of questionnaire.

Sources of secondary data are company internal records, magazines, annual reports, internet

search and Etc.

CHAPTER-IV

Review of Literature

Meaning & concept of employee satisfaction:

Satisfaction

“The fulfillment of a desire, need, or want.”

Employee satisfaction surveys provide the information needed to improve levels of

productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job

issues and create solutions for improvements with an accurate perspective of employee

views.

Discover what motivates people, what drives loyalty, and what genuinely makes and

keeps your employees happy. Satisfaction levels increase when employees know that their

issues are being addressed. There is a direct link between employee job satisfaction and

financial results. The happier your employees are the more motivated and committed they

will be to your organization’s success

Process of Survey

Definition of Employee Satisfaction

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 morale in the workplace.

Meaning of Employee Satisfaction

Surveying employee satisfaction and commitment provides an opportunity for the

company to reveal its employee’s real needs, which is a material element of business

efficiency. The purpose of the survey is to explore and understand the factors and fields that

affect employee satisfaction, and what all or a group of employees are dissatisfied with

despite considering it important for their activities. Another goal of the survey is to compare

the extent of satisfaction across organizational units.

Customized solutions offered to employees on their real problems are attached particular

significance for all employees. In the course of our analysis, we provide our clients with an

accurate, detailed and comprehensive view of the current situation; at the same time, it is not

only the present that is addressed, but also future tendencies are outlined, as well as the key

areas of intervention identified. The company management is provided information on

employee’s judgment of their workplace, on the timescale they reckon with the company and

extent they feel motivated.

For our surveys, we use a customized questionnaire, which facilitates surveying the

employee’s real satisfaction areas attached high importance and low. In the survey, these

are the factors represented that affect satisfaction most. Areas with bad or deteriorating

results can be paid particular attention in strategic planning.

The survey reveals the positive tendencies seen in the field of employee satisfaction and

commitment, and the inhibiting factors regarding the whole company various employee

groups.

On surveying employee satisfaction, the following aspects are examined:

The relationship of employees to the company (commitment, loyalty)

Factors that affect performance (working environment, motivation)

Process that affect company operations (coordination, decision making, flow of

information) the survey is anonymous, which ensures that employee’s names are not revealed

and also provides an opportunity to publish individual opinions. Employees evaluate the

various areas on a scale of satisfaction. They assess each question in terms of importance &

their satisfaction.

The result of employee satisfaction are of key importance to senior management &

the HR management ,as these level of management have an influence on the resources that

effect satisfaction, is addition to managing have an influence on the resources that effect

satisfaction in ,addition to managing such resources and operating any related process and

systems.

CHAPTER-V

Data Presentation, Analysis &

Interpretation.

15% Sample size is considered for the survey from the total population. Sample size is

equally considered from the different departments to get the accurate results. The people who

had attended the Bosch Internal Survey 2011 were not considered for this time.

Total Number of Associates : 1500

Total Number of M&SS : 550

Number of People Considered for Survey

Associates: 235

M&SS: 118

Questionnaire:

For associates, the questionnaire has 66 questions. These questions are divided into 24

Dimensions. Each question is rated on the scale of ‘5’ as follows:-

1. Strongly agree

2. Agree

3. Neutral

4. Disagree

5. Totally Disagree

Questionnaire for associates is in the regional language i.e Marathi.

For M&SS, the questionnaire has 69 questions. These questions are divided into 24

Dimensions. Each question is rated on the scale of 5 as following ;-

1. Strongly agree

2. Agree

3. Neutral

4. Disagree

5. Totally Disagree

Observations:

This graph shows the comparison of current year’s Employee Satisfaction Result with

the last 2 years Employee Satisfaction Result. In this graph we can see that most of the

dimensions are in positive trend. The dimensions like job security, career development and

pay & benefits showing the decreasing trend.

Observations:

In this graph we can see the Associates and the M&SS staff’s contribution to the

Survey Results. The Associates shows the 73% of the satisfaction whereas M&SS staff shows

72% of satisfaction.

Observations:

The above graph shows the percentage level of Communication in the different

departments. It has been observed that the employee satisfaction level of this dimension is

increased to 73% from 72% in 2012 and 2011.

Observations:

Empowerment comes into phase when employees are been given authority to work,

responsibilities. Employees are also provided certain training programs, which may help

them to grow within the organization.

The above graph shows the percentage level of Empowerment in the different

departments. It has been observed that the employee’s satisfaction level of this dimension is

increased to 72% from 70% and 69% in 2012 and 2011 respectively.

Observations:

In order to have better working conditions, all the employees are been given equal

opportunities to perform and develop their skills which helps the organization to achieve their

motives.

The above graph shows the percentage level of Equal Opportunity in the different


74% from 73% in 2012 and 2011.

Observations:

Bosch as an organization pays great deal of attention towards leadership qualities and

leadership skills. Company conducts various leadership trainings and assessments.

The above graph shows the percentage level of Leadership in the different

departments. The Employee’s Satisfaction level of this dimension is 70 % which was 69%

and 67% in the year 2012 and 2011 respectively.

Observations:

Bosch runs many programs which helps its employees to grow in the organization.

Bosch has various education reimbursement schemes for the employees. Different training

programs are carried out for better opportunity to learn and achieve their goals.

The above graph shows the percentage level of Opportunity to Learn & Achieve in

the different departments. Opportunity to Learn and Achieve dimension has been increased

by 2% from 2012 and 4% from 2011 ESS results. It has increased to 72% in the current year.

It was 70% and 68% in the 2012 and 2011 respectively.

Observations:

The reasons for improving level of satisfaction are Rewards for best performing team

or individuals. Bosch conducts rewards such as service and attendance which helps to boost

the employee morale and level of satisfaction.

The above graph shows the percentage level of Rewards and Recognition in the

different departments. It has been observed that the employee’s satisfaction level of this

dimension is 78% which was 66% and 67% in the 2012 and 2011 respectively.

Observations:

Bosch values are lived within the organization creating awareness and maintaining the

level of importance amongst the employees and the targets are achieved up to the mark.

The above graph shows the percentage level of Company Values in the different


73% which was 72% and 70% in the 2012 and 2011 respectively.

Observations:

Training and development has been playing a very important role in organizations

development and increase the level of standard. Bosch conducts various training programs

using standard training programs. Management here spends huge attention towards the

employee development.

The above graph shows the percentage level of Training and Development in the

different departments. The Training and Development shows the constant trend to 70% which

was same in 2012. In the year 2011 it was 69%

Observations:

It has been observed that Bosch being one of the most facilities providing

organization. The employees at Bosch are happy with the Facilities and Services provided by

the company.

The above graph shows the different departments contributing to the Facilities and

Services dimension in Employee Satisfaction Survey. It has been observed a great increase in

the satisfaction level of the employees in this dimension. It has increased by 5% at 67%,

which was 63% and 66% in 2012 and 2011 respectively.

Observations:

Bosch being an automobile organization pays great deal of attention towards welfare

facilities for the employees. Health and safety conditions are to be one of the core aspects of

organization’s working environment.

The above graph shows the percentage level of Health and Safety in the different


79% which was 75% and 73% in 2012 and 2011 respectively.

Observations:

It has been observed that due to the slowdown in the market, employees are not

affirmed on their current jobs. Same has been found with the Bosch employees. As there

were a couple of layoffs and situations where the plant had to be kept shut for a couple of

days. This has brought up a negative effect on employee feedback

The above graph shows the percentage level of Job Security in the different


71% which was 73% and 75% in 2012 and 2011 respectively.

Observations:

Bosch has been one of the best known organizations for its working environment,

safety and Maintenance. The same has been found while conducting the survey.

The above graph shows the percentage level of Working Environment in the different

departments. This dimension shows the positive trend. In the current year Employee

Satisfaction Survey result it is 74% which was 73% and 72% in the year 2012 and 2011

respectively.

Observations:

Bosch as a company motivates all its employees with different training programs such

as FMDP, MDP. Bosch also encourages all its employees for going for higher education.

However employees are not that satisfied with this dimension.

The above graph shows the percentage level of Career Development in the different

departments. The above graph shows the negative trend in the Career Development

Dimension. It is decreased to 65% by 4%. It was 69% and 67% in 2012 and 2011

respectively.

Observations:

Bosch always takes an improvement initiative for employee involvement like

Suggestion schemes, welfare activities, idea board etc. by which employee feels that their

opinion is taken into consideration by the organization.

The above graph shows the increasing percentage level of involvement in the current

year. It has been observed that the employee’s satisfaction level of this dimension is 73% and

target is of 75%

Observations:

At Bosch each Job is entitled with the clear Job Description and Job Specification.

The Employees have clear picture of their work. This helps the employees in smooth

functioning of their tasks and Activities.

The above graph shows the percentage level of Task and Activities in the different

departments. It shows the constant trend. In the current year it is at 76% which was same in

the year 2012. It was 77% in the year 2011.

Observations:

There is a structured process of communication of Bosch Values, Strategies and

policy deployment. Various sign boards of Vision, Mission policies are displayed in company

premises to make employees aware of them.


departments. This dimension has increased to 72% which was 70% in 2012 and 76% in 2011.

Observations:

Bosch has been one of the most efficient paying organizations in the global market.

Wage Settlement for Blue collared employees is done once in four years. In 2011 the

organization has introduced the Performance related pay to employees at all levels of

Managerial Staff. This has brought up a great level of motivation amongst employees.


departments. The Pay and Benefits shows the declining trend in the current year. It is at 62%

which was 63% in 2012 and 60% in 2011.

Observations:

Every department in Bosch plant has to follow a united strategy in order to have

smooth functioning. Departmental cooperation and collaboration is necessary for formation

of different teams. Various trainings programs are conducted in order to have better relations

amongst the employees.


departments. There has been an excellent increase by 7% in the Relationship dimension. It

reached at 80% which was 73% in 2012 and 72% in 2011.

Observations:

Bosch supports and comes up with timely changes and takes initiatives like BPS

(Bosch production system), CIP (Continues improvement programmed). TPM (Total

Productive Management).


departments. Management Change dimension has increased by 2% to 70%. It was 68% in

2012 and 71% in 2011.

Observations:

Bosch takes various initiatives to contribute towards the same. Some of them are

adoption of a village for development, tree plantations, use of recycled of water, blood

donations and activities conducted in ‘Nashik Run’.


departments. The Organization Role in the Community and Society has improved by 5%. It

has reached to 76% which was 71% in 2012 and same in 2011.

Observations:

Bosch main motto is to provide best and cost competitive products to its customers.

Bosch takes extra care of its products before reaching to the final consumer.


departments. The Quality and Customer dimension has increased by 1% to 78% which was

77% in 2012.

Observations:

The Employees were questioned about the manager above their direct supervisors.

This dimension was added from the 2012 Employee Satisfaction Survey.


departments. This dimension is showing a positive trend. It is at 74% which was 72% in

2012.

Observations:

The trust level of employees has been of a great value in Bosch. Employees are

dedicated and committed to their work and collogue as united team.


departments. This dimension has been constant with the last year Employee Satisfaction

Results. This dimension is at 82 which was same in 2012.

Observations:

Dipstick – survey is carried out in Bosch since the year 2009, however in order to

have efficiency check, carefully analyze and implement changes if necessary for any further

improvement this dimension was of a need to be included in this standard procedure.


departments. This dimension is increased to 71% which was 70% in 2012.

Observations:

The above graph shows the employees from different Age Segments which

contributes to the overall Employee Satisfaction Results. The Age Group of 36-45 shows the

highest Satisfaction level of 75%. The Age Group of 26-35 shows the lowest Satisfaction of

69%.

Observations:

The above graph shows the different Age Segments of Associates who contributes to

the overall Employee Satisfaction Results. The Age Group of 21-25 shows the highest

Satisfaction level of 82%. The Age Group of 26-35 shows the lowest Satisfaction of 69%.

Observations:

The above graph shows the different Age Segments of M&SS who contributes to the

overall Employee Satisfaction Results. The Age Group of 36-45 shows the highest

Satisfaction level of 81%. The Age Group of 26-35 shows the lowest Satisfaction of 68.4%.

Observations:

The above graph shows the employees from different Service Segments which

contributes to the overall Employee Satisfaction Results. The Service Group of 11-15 shows

the highest Satisfaction level of 76%. The Service Group of 3-5 shows the lowest Satisfaction

of 71.5%.

Observations:

The above graph shows the different Service Segments of Associates who contributes

to the overall Employee Satisfaction Results. The Age Group of <3 shows the highest


Observations:

The above graph shows the different Service Segments of M&SS who contributes to

the overall Employee Satisfaction Results. The Service Group of 11-15 shows the highest


Observations:

The above graph shows the Gender Segments of Employees who contributes to the

overall Employee Satisfaction Results. The Male Employees show 73% Satisfaction whereas

Female Employees show 65% of Satisfaction.

Chapter VI

Conclusion

Nashik Plant is very effective & satisfactory at followings dimensions.

Opportunity to learn and achieve – opportunities for employee to learn and grow within the

organization.

Rewards and Recognition- By giving the rewards to the best performer is also one part of

motivation which has given to the employee.

Training and Development- It plays a vital role in the organization. Bosch conducts various

training programs for its employee and has a focused approach towards the development of

employees.

Relationship- As there is good relationship between the all level of organization, and

Departmental cooperation and collaboration is also good.

The following dimensions are at lower satisfaction level:

Equal Opportunity.

Facility and services- Employees are not satisfied with the facilities and services provided to

them.

Job security- Due to business downturn, production facilities were closed for a few days. This

has brought up a negative effect on employee feedback.

Pay and Benefits- Wage Settlement for Blue collared employees is done once in four years

through structured wage settlement. Continuous efforts are taken by the organization for

improving pay and benefits which has reflected a positive trend in the past four years.

However, the set target has not been achieved.

Manager above my Supervisor- The cohesive working of the immediate Supervisor and his

Supervisor shows a positive trend

Trust, Dedication & Commitment- This dimension indicates a positive trend

Associate Survey- The identification of areas for improvement and the visibility of the

improvements.

Chapter VI

Suggestions & Recommendations

The satisfaction level of employees of Bosch NaP indicates a positive trend. But to sustain

and improve the satisfaction level, it is necessary to take precautionary actions. Some general

suggestions are as follows.

1. The management of Bosch NaP should communicate the results of survey with

employees and have to describe how they acted to improve satisfaction level of

employees.

2. Management should formally respond to the issues raised in surveys even if the demands

of employees are not to be met.

3. Regular interaction between superiors and colleagues about their working style,

achievements and development scope should be conducted. This will enable a bond of

trust amongst employees and management and ensure efficient engagement of employees

with their work.

4. As per company policy there are 50% women criteria so there should be sufficient

number of restrooms for the women.

5. Suggestion box can be keep at canteen where employees can directly give their

suggestions about food, hygiene, timings etc.

6. Kaizen Box should be kept in every department for people to share their thoughts for

implementation of good ideas.

.

Chapter VII

Abbreviations

• PM :- Plant Manager

• PT :- Technical Plant Manager

• M & SS :- Managerial and Superintendent Staff

• MFN :- Manufacturing Nozzle

• QMM :- Quality Management

• CFA :- Controlling Finance Accounting

• PRS :- Protection and Security

• HSE :- Health, Safety & Environment

• SAP :- System Application and Products

• TEF :- Technical Functions

• PUQ :- Purchase Quality

• CIP :- Continuous Improvement Program

• BPS :- Bosch Production System

• DBE :- Diesel Business Excellence

• HRL :- Human Resource Location

• PUR :- Purchase Department

• ISY :- Information System

• SAF :- Safety Department

• BVC :- Bosch Vocational Center

Chapter VIII

Bibliography

1. Websites:

www.google.com

www.bosch.com

2. Book

Research Methodology

Author- S. R. Kothari.

3. Company magazines and newspapers:

Bosch Ltd. Profile.

Sa.Na.Vi.Vi.

Previous survey report.

Bosch Journal.

http://www.bosch.com/

http://www.google.com/

Documents

Project on Employee Satisfaction (2)