SUMMER TRAINING REPORT ON EMPLOYEE SATISFACTION AT INDIA YAMAHA MOTOR PVT. LTD.

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Submitted in partial fulfillment of the requirements of Post Graduate Programme by Priyanka Maharshi Dayanand University(Rohtak)

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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 gratitude 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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ACKNOWLEDGEMENT

TABLE OF CONTENTS
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S.No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18
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Chapter No Executive Summary Industry Study Company Profile Ownership Pattern/Company history Organization Structure Products & Services Competitors Introduction To The Project Statement Of Problem Objectives Methodology Copy Of Questionnaire Limitations Results and Analysis Conclusion Recommendations References Appendix

Page no. 5 6 8 9 10 11 12 13 15 15 15 18 31 32 35 36 37 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 the areas 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 a Questionnaire 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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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 two wheeler 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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INDUSTRY STUDY

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 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 198687. 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.
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road grip, and are also the most expensive. Besides, motorcycles are

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, 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.
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A15 and FZs, The motorcycle market in India can be segmented on the

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 the company. 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.
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Ownership Patterns
Founded Capital Employees Head office President : July 1, 1955 : 5393.22 million dollar (as of March 31, 2008) : 46850 (as on March 31, 2008) : 2500 Shingai, Iwata, Shizoka, Japan : Mr. T Kajikawa

Company History
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1979 Entered into technical collaborations with YMC of Japan for manufacturing 350 cc motorcycles.
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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
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Department Head Sr. Manager Manager Middle Management

Assistant Manager Administrative Assistant / Supervisor Junior Management

Employment Details
( As on 31 st January 2003) Faridabad Managerial (AM and above) Junior Staff Staff Workmen Trainees/Apprentices
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Surajpur 264 155 316 987 75

178 158 222 785 456

Average of employee years

35-40 years

40-45 years

YMC PRODUCTS
SNO. 1 2 3 4 Land On road sports bike Snow mobiles Super sports bike Motor crossers Marine Large sized motors American style cruiser Sail boats Sports fishing boats Others Water pumps Amusing pools Truss Artificial Reefs Industrial Helicopters 5 6 Racing dinghies Scooters Trail bikes Personal water craft ATVs Commercial generators 7 8 9 10 Golf cars Electro-hybrid bicycles Land cars Business use scooters Sports boats Jet boats Outboard motors Four stroke motors Automatic feeders Surface mounters Wheel chair mounter Built-in type water purifier 11 12 FRP fishing boats Two stroke Outboards

YAMAHA SERVICES
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1. Music Schools 2. Ringtones 3. On lines shop and Entertainment

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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-formoney 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 sales and 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 Yamaha have a market share of about 5% in the Indian two-wheeler market.
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have launched two bikes in2004 as change Libero and Fazer. Currently,

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INTRODUCTION
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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 the findings 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 through feeling of achievement. Enhanced employee satisfaction leads to improved 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.
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service, by doing so will also further enhance the employees 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 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.
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fulfilling their desires and needs at work and is often measured by

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 degree of 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 :
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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
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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 order to 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.
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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 administered periodically that gauge employee satisfaction in areas such as management and teamwork
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desires and needs at work and is often measured by anonymous surveys

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

2. Assembly Group

21. Press Weld & Tool Room

3. Casting Paint

22. Product Eng. & Dev. Center

4. CEO

23. Product Planning and Brand Management 24. Production Control

5. Corporate Audit

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 Page 22

32. R & D Engineering Admin

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1.

Administration

20. PEM/Kaizen Shop

14. Logistics

33. Sales and Marketing Management

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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 Development Management

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
4. Sex

2-5 yrs

5-7 yrs

7-10 yrs

10 yrs+

Male

Female

VISION/VALUE AND LEADERSHIP

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S.No 1.) 2.) 3.) 4.)

Question I have a good Yamahas vision. understanding of

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

I am familiar with the mission statement put forth by Yamaha I have a good understanding Yamahas core competencies. of

I have confidence in the leadership of Yamaha.

Suggestions/ Comments : a.) ------------------------------------------------------------------------------------------------------------------------------------b.) ------------------------------------------------------------------------------------------------------------------------------------c.) -------------------------------------------------------------------------------------------------------------------------------------

COMMUNICATION/KNOWLEDGE ABOUT COMPANY

S.No Question The company always immediate communication relevant information. ensures of any Strongly Agree Agree Neutral Disagree Strongly Disagree

1.)

2.)

I am informed about the companys policies, practices along with the future business plans and strategies The internal PR is strong. The corporate communication. intranet helps in the

3.) 4.) 5.) 6.) 7.)

The senior management in organization is easily accessible

I know whom to approach whenever I have any question(s). I feel free to express a critical opinion about work related issues.

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8.) 9.)

The communication between departments is satisfactory.

the

Management pays careful attention to employee suggestions. I get enough opportunities to interact with everyone informally, through team get-togethers, office parties and other events. I am aware of the available training and development opportunities at Yamaha Seniors leaders are competent running the business effectively. at

10.)

11.) 12.)

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

PERFORMANCE APPRAISAL POLICY

S.No Question I have a clear understanding about performance standards and norms of Yamaha. The benefits provided are the best as compared to the industry. The organization has well defined reward and recognition system. I get an opportunity to share my concerns regarding my performance appraisal. The quality and quantity of my work is evaluated. I am given feedback related to my performance at regular intervals. I think that the feedback given on my performance is useful in identifying the areas of improvement. Strongly Agree Agree Neutral Disagree Strongly Disagree

1.)

2.) 3.)

4.)

5.) 6.)

7.)

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8.)

I believe that the performance system clearly distinguishes poor, average and good performers. I feel a continuous pressure to improve my personal and group performance. I am rewarded for improving work processes.

10.)

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

OPPORTUNITIES FOR GROWTH AND CAREER PROGRESS

S.No 1.) Question I have a clearly established career path at Yamaha. There is a well defined career progression policy which helps me manage my career well The identification of training needs is done on a regular basis at Yamaha. I have received the training I need to do my job efficiently and effectively. I am assigned jobs/ tasks that help me develop my talent. Enough Global / Overseas opportunities are given at Yamaha. Opportunities for promotion in Yamaha are satisfactory. Favoritism is not an issue in raises or promotions. I can look forward to a great career at Yamaha. Strongly Agree Agree Neutral Disagree Strongly Disagree

2.)

3.) 4.) 5.) 6.) 7.) 8.)

9.)

Suggestions/ Comments :

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9.)

a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

EMPLOYEE BELONGINGNESS
S.No 1.) 2.) 3.) 4.) Question I feel that the company cares about its people. I have job security. I am involved in decision making that affects my job. I am encouraged to develop new and more efficient ways to do my work I feel that the organization is doing a good job of retaining its most talented people. I feel that Yamaha has a good brand visibility. I am committed to Yamaha. I would recommend others to work for this company. I am proud to work for Yamaha. I feel motivated/excited to come to office everyday. I believe Yamaha is a frank and fair organization. Strongly Agree Agree Neutral Disagree Strongly Disagree

5.)

6.) 7.) 8.) 9.) 10.) 11.)

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) -------------------------------------------------------------------------------------------------------------------------------------WORK LIFE BALANCE

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S.No 1.) 2.)

Question My job does not cause unreasonable stress in my life. I am able to balance work priorities with my personal life. The management is flexible and understands the importance of balancing work and personal life. Yamaha offers me alternative schedule. flexible time/

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

3.)

4.) 5.) 6.)

The physical working conditions in my department are satisfactory. The time I get to spend with my family / friends is satisfactory.

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

EMPLOYEE WELFARE/BENEFITS POLICY

S.No Question The company provides excellent benefits and welfare facilities for me and my family. I am informed about the welfare benefits at Yamaha. The benefits provided by Yamaha meet my needs. I am aware of the employees benefit package. I'm satisfied with Yamahas Leave policy. Strongly Agree Agree Neutral Disagree Strongly Disagree

1.)

2.) 3.) 4.) 5.)

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6.)

I'm satisfied with Communication Policy.

Yamahas

7.)

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

WORK CULTURE
S.No 1.) 2.) 3.) 4.) Question The organization has created an open and comfortable work environment. Proper health and safety measures are adopted at Yamaha. The employees are treated fairly and equally. The organization has a process that resolves grievances quickly. The organization is committed to provide a workplace, free of sexual harassment, intimidation or exploitation. Strongly Agree Agree Neutral Disagree Strongly Disagree

5.)

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

MY DEPARTMENT
S.No 1.) Question I am treated fairly by my manager. Strongly Agree Agree Neutral Disagree Strongly Disagree

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The organization provides enough benefits and facilities to reduce stress at work. (Canteen, Breakout area etc.).

2.)

My managers effort to help me take job promotions is satisfactory My manager encourages me to participate in training programs/ sessions and company meetings My manager encourages me to share my ideas and opinions and make constructive use of them My manager recognizes the good work done by me. My manager knows and understands the problems faced by me. The degree to which my manager administers rules and discipline consistently is satisfactory. My manager provides me with regular feedback I have confidence and trust in my manager. I learn from my manager. In the last three months, my manager has talked to me about my progress I am involved in decision making that affects my job. The processes and procedures here make it easy to do my work well. Employees share experience to help each other. I am provided with clear instructions and sufficient facilities regarding new assignments. My job description matches my job duties I know my job requirements and what is expected of me on a daily basis I have ready access to the information I need to get my job done.

3.)

4.)

5.) 6.)

7.)

8.) 9.) 10.) 11.) 12.) 13.) 14.)

15.)

16.) 17.) 18.)

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19.) 20.) 21.) 22.) 23.)

My peers are committed to doing quality work. My relationship with my colleagues is satisfactory. Differing views are discussed in my department while making decisions. I am satisfied with my job at Yamaha. My manager helps me defining my MBO clearly.

Suggestions/ Comments : a.) ------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

FUNCTIONING GROUPS
S.No 1.) 2.) 3.) 4.) 5.) 6.) Question I am satisfied with the functioning of General Affairs Department. I am satisfied with the working of Finance Department I am satisfied with the functioning of HR Department The HR department is always friendly and supportive. The HR practices are comparable to the best in the industry The HR team treats me with respect and keeps my discussion confidential Strongly Agree Agree Neutral Disagree Strongly Disagree

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) --------------------------------------------------------------------------------------------------------------------------------------

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c.) -------------------------------------------------------------------------------------------------------------------------------------SALES & MARKETING S.No 1.) Question I have a good understanding of sales turnover of the company. The customer satisfaction is taken as one of the key performance attributes at Yamaha. I feel Yamaha has enough brand visibility. Strongly Agree Agree Neutral Disagree Strongly Disagree

2.)

3.)

Suggestions/ Comments : a.) -------------------------------------------------------------------------------------------------------------------------------------b.) -------------------------------------------------------------------------------------------------------------------------------------c.) --------------------------------------------------------------------------------------------------------------------------------------

1. What do you like the most about working for Yamaha?

-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

2. What causes you stress at work?

-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

3. What could be done to improve teamwork and cooperation at Yamaha?

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-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------.

Thanks, Corporate HR

LIMITATIONS OF THE STUDY

1. Time Constraint: Due to time constraint it became difficult to include all the parameters and thus only some of the important once were shortlisted. 2. Short listing the parameters:

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Since all the parameters were important, it became difficult to pick up the few important once. 3. Number of questions: Since the number of questions is large i.e 98, it would require the respondent to devote a lot of time and patience to the survey.

RESULT AND ANALYSIS

The result of the study is a questionnaire which included all those parameters which were based on the current trends and level of importance to the employees. The parameters used are explained below with their respective reason of selection.

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1. Vision/Value And Leadership:

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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 cause of dissatisfaction among employees and can lead to more serious problems such as stress.
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to reduction in employee turnover. Lack of proper training is a common

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 not required 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 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.
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parameters, such as, work life balance and Performance appraisal

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.
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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.

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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/CommunicationOrganisation/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

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