Employ Satisfaction

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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



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.


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

PERFORMANCE APPRAISAL POLICY



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.


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

OPPORTUNITIES FOR GROWTH AND CAREER PROGRESS



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.


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a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

EMPLOYEE BELONGINGNESS



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.


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

WORK LIFE BALANCE

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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.


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

EMPLOYEE WELFARE/BENEFITS POLICY



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.).


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

WORK CULTURE


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.


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

MY DEPARTMENT



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.


a.) -------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

c.) --------------------------------------------------------------------------------------------------------------------------------------

FUNCTIONING GROUPS



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


a.) --------------------------------------------------------------------------------------------------------------------------------------

b.) --------------------------------------------------------------------------------------------------------------------------------------

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c.) --------------------------------------------------------------------------------------------------------------------------------------

SALES & MARKETING



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.


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

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