A Project Report on“Employee Satisfaction at Bosch Ltd. Nashik Plant” At “Bosch Limited” Submitted by Veeranna S. Chougale Project Guide Mrs. 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 20 th June 2013 to 18 th 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 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 HRL Responsible 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-III RESEARCH 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 departments. It has been observed that the employee‟s satisfaction level of this dimension is 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 departments. It has been observed that the employee‟s satisfaction level of this dimension is 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 departments. It has been observed that the employee‟s satisfaction level of this dimension is 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 departments. It has been observed that the employee‟s satisfaction level of this dimension is 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. The above graph shows the percentage level of Task and Activities in the different 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. The above graph shows the percentage level of Task and Activities in the different 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. The above graph shows the percentage level of Task and Activities in the different 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). The above graph shows the percentage level of Task and Activities in the different 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‟. The above graph shows the percentage level of Task and Activities in the different 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. The above graph shows the percentage level of Task and Activities in the different 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. The above graph shows the percentage level of Task and Activities in the different 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. The above graph shows the percentage level of Task and Activities in the different 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. The above graph shows the percentage level of Task and Activities in the different 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 Satisfaction level of 80%. The Age Group of 16-25 shows the lowest Satisfaction of 71%. 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 Satisfaction level of 81%. The Age Group of 6-10 shows the lowest Satisfaction of 68%. 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.