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Vijayanand Road line Ltd Job satiafaction

CONTENTS

Chapter 1

1. Executive summary

2. Industry profile

3. Company profile

4. Organisation chart

5. Department study

Chapter 2

1. Introduction of job satisfaction

2. Methodology

3. Statement of the problem

4. Purpose of the study

5. Scope of the study

6. Objectives of the study

7. Measuring tools

Chapter 3

1. Result and discussion with graphs and chart

2. Findings

3. Recommendation

4. Conclusion

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Chapter 4

1. Appendix

2. Questionnaire

3. Bibliography

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Executive summary.

Today the Indian customers standard and the level of expectation have gone up

dramatically. They have become world-class customers and thus expect world-class

services. Hence it is customer service, which is going to give the competitive edge to any

industry in the future. The vijayanand road line is also one of the service organisation. It

is also publishing daily newspaper. It is also providing courier service to its customer.

The relationship between man and work has always attracted the attention of

philosophys, scientists and novelists. A major part of mans life is sent in work, work is a

social reality and social expectation to which men seem to conform. It not only provides

status to the individual but also binds him to the society.

Work serves many other functions for an individual sense of well being of doing

something worth while, of having some considerations, may be so compulsive that men

may continue to work even if they are not pressed by economic needs. If men worked for

money alone, there would be no way of explaining the fact that some men who have

plenty of money still continue to work. As a matter of fact by working on a job most men

gratify many of their needs, work in this regard is a potent source of need gratifications

of all types such as physical, security, society, social and ego needs. So the job

satisfaction is primarily based on the satisfaction of needs. The stronger the needs, the

more closely will job satisfaction depend on its gratification.

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In this project I tried to find out the level of job satisfaction of employees of vijayanand

road line ltd. the effort has been made in this project, which will affect on the job

satisfaction of employee, consideration of employee about their job satisfaction.

The survey was conducted by taking sample of 100 respondents. the area of survey was

conducted in VRL . The respondents were including from hamals to middle level

employee who are working at VRL.

Most of employee at VRL are satisfied in their job but one thing I came to know from

survey that there is no interpersonal relationship b/w employee at VRLand also they

are not satisfied for level of salary what they getting. Most of employee has suggested

that giving orientation programme for new recruited employees because most of them

are dont know the function of all departments. So the recommendation I have given that

to give training program on interpersonal relationship orientation programs to the newly

recruited employee.

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Organization profile

Name of the company: Vijayanand Road line Ltd

Address: Vijayanand Road line Ltd Company, 16th

Km from Hubli Bangalore Road, Chebbi

Village Varur.

Year of established: January 1976

Chairman: Mr.V. B.Sankeshwar

Area coverage: 300 acre

Cost of building: 30 crore

Industry: Manufacturing service

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INDUSTRY PROFILE

INRODUCTION:

With the changing economic scenario, factors such as globalization of

markets, international economic integration, and removal of barriers to business trend

and increased competition have enhance the need of transportation. It is one of most

important infrastructure requirement, which is essentials fir the expansion of opportunity

plays an important role in making or breaking the computation.

Transportation is essential all industry, it is largely influenced by

information technology and communication with the focus being a knowledge of

customer need and value added service. Surface transport is provided by the road and the

Indian railways (primarily for carrying low value bulk commodity, mostly for the

government sectors). Cargo road transport is entirely in the hands of the private sectors.

on and average 1.2 million trucks (9tonns capacity) across the country covering more

than 80000 Kms of roads. In India road transportation is facilitates door-to-door delivery,

overcoming unnecessary delays, which normally take place in the other modes of

transportation.

Todays the Indian customer standard of living and the level of

expectation has gone up dramatically. They become world-class customer and these

expect world-class service. Hence it is customer service, which is going to give the

competitive edge to any industry in the future

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COMPANY PROFILE

BRIEF HISTORY OF THE COMPANY

The managing director Mr. V.B.SANKASHWAR started as on individual

transporter in January 1976 without any background and experience. Initially for the first

two years he suffered heavy losses. Then by end of 1978 due to personnel management

and effective service he purchased one old lorry and he observed activities of other well-

known transportaters.if the industry started first parcel service from Bangalore to Hubli,

Gadag and Belgaum with only two lorries, gradually the business is increased.

Similarly smut lariat v Sankeshwar purchased one old lorry in 1979 and

running individually and sometimes hiring out to vijayanand road lines which was

proprietary concern then.

Later, the proprietorship firm was converted into the company the company

come into existence effective from 31 march 1983, due to efficient management and

cooperation from the staff the turn over and business from years is the total turnover of

the company since from years is as bellow.

Years 2000-01 2001-02 2002-03 2003-04 2004-05

Turnover 12316.80 14999.48 17803.06 19124.05 22079.0

Net profit 253.05 259.72 235.16 323.91 388.69

From the above figures we can say that there is steady increase in the growth of the turn

over of the company. Within 25 years company has increased its turnover for 50 a great

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achievement of an entreprereneur from Hubli a major commercial center of the state of

Karnataka

Now the company is big biggest industrial house today in north Karnataka has created

employment opportunities to more than 20000 families, has been after day by day with

varied actives with dedicated since and hard working staff at all levels keeping the

principle of the organization always in mind.

INTRODUCTION

The company is engaged in goods transportation since 1976. It was incorporated

under the companys act 1983. The company has become a public limited

company with effect from 1-7-1994. The company is running under the banner

VRL. The company is having a wide network of branches spread all over

Karnataka, andhrapradesh, tamilnadu, Kerala, rajastan, goa, hariyana,

madyapradesh, maharasra and new dheli, panjab. In all there are 800 braches.2000

lorries, 200 luxury and Volvo buses.

The company is recommended by Indian banks association mumbai.

The companies name in view of its remarkable achievement and progress in short

span of time is entered in to the LIMCA BOOK of records.

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SYMBOL SERVICE OF VIJAYANAND ROAD LINE LTD

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ORGANISATION CHART

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Chairman & Managing Director

Chief executive officer Chief operating

officer

Chief tech

officer

Director(finance)

Vice president

(mktg)

Vice president

(cargo)

Dgm(courier)

g.m(cargo)

Br.mgr

Area mgr

DgmAccountant

Chief a/c officer

Vice president

(finance)

IT mgr Work mgr

Dgm

Gm(hrd)Gm (mpc)G m (trv)Gm (opr)Gm (const)G m (adm)

Br.mgr

MgrP,mrg Dmr

Engg

Internal

auditor

Dept

head

Customer

cars mgr

Managing Director

Br.mgr

Br.mgr

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Board of directors

Shri V.B Sankesshwar managing director, Entrusted with day today

management looking into the massive growth & systematic operation of the company

Shri Anand Sankesshwar Director looking after the general administration,

verification of accounts, bills of payments

Shri L Ramanand Bhat directors is in charge of entire of mechanical operation

and technical aspects of the company

Shri K N Umesh directors is in inchrge of southern region that is

andhrapradesh,

Tamil nadu & Kerala etc operating from Bangalore

D N kulkarni voice president of finance in charge of financial of the company

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OBJECTIVE OF VRL COMPANY

1) Human resources development

2) The main objective is provide good service to customer with reasonable rate &

Provide quick, promt and safe service

3) To develop the transportation business in state like andrapradesh, tamilnadu Kerala

4) To have fixed assed mainly own godowns in big cities like davangere, gulbraga

5) To have an independent office building with computers for each and every district

6) Implement of ISO 9002

7) To facilitate training for all employee big contact with C & F, big companies

8)To compute the compotators & strive to be market leaders among Indian

Transportation service interim of profitability

9) Productivity and innovations

10) While continuing to meet its social commitment and its premier position in Private

sector

11) To built highly motivated and committed team off stop by providing a good work

Culture to achieve superior individual performance

Organisation goal

Service to customer satisfaction re the key factors in todays market as customer is the

King hence a sixth senseis ability to forecaster so as to analyze the requirements of the

Customers is a must

Quick & safe service

Customer satisfaction & employee satisfaction

Competitive price

Attain market leadership

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Company policy

To give prompt & quick service

To co-operative with customers

To diversify the business allowed

To create employment

Company Achievements

The company started with a lorry & a today it has fleet of thousands of lorries.

The turnover of the company is increasing year by year

The co is recommended by the Indian bank association

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AWARDS

Looking into the massive growth the company the following instution has confessed to

managing director of the company

UDYOG RATANA:

In 1994 INSTITUTION OF ECONOMICS STUDIED, NEW DELHI has

conferred the MD of the company with UDYOG RATANA.

SARIGE RATNA

The Bangalore city lorry-transporting agent, association has conferred MD of the

company with sarige ratana inJune 28th 1998.

INTERNATIONAL BIOGRAPHICS CENTER:

The international biographical center has chosen company MD to include in the

Dictionary of INTERNATIONAL BIOGRAPHICSfor hops contribution & monitories

Achievement in cargo transport couriers & tourism sector

QUALITY POLICY

Vijayanand travels aspires to be the top passengers couriers by providing safe

Comfortable timely & courtiers service to its passengers at competetative prices which

Include service to interiors areas Vijayanand travels utilizes well maintained coaches to

Ensure punctuality & customers satisfaction

Towards this Vijayanand travels equip & empower its employee to fully understand &

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Satisfy passenger needs & make them feel homely & comfortable

BUSINESS STRATEGY

The key elements of VRL business strategy are as follows:

Consolidating its position in the south Indian market: -

The company already has the network of the branches in south India .The Companys

focus has been inter state (except in Karnataka). With increase in the Number of

branches in each of the south Indian states the company now plans to Expand the

interstate transportation in these southern states

Increase its share from the North Indian Market: VRL hopes to increase its

Takings from the Northern Market by establishing more officers in the key stat Like

rajasthan, Harayan etc

Increase its thrust on marketing larger share from the co-operate market. The

Company is in the process of sharing up its marketing function by hiring senior Level

people to grow all its business (parcel, passenger & courier), with the Specific focus

on co-operate business & express cargo business.Share up its infrastructure through

owned yards one of the key strength of VRL, Its infrastructure in terms of yards all

over the country. These yards enables the Company to provides attractive service in

the parcel segments by ahhregating & Distributing goods through its hubs &

spoke.

Quality initiatives: -The company has established over the years effective processes

to support effective operation & internal controls .In its efforts to Improve the

quality of operation the company is currently undertaking an exercise

To get registered under the ISO certification.

IN HOUSE BODY BUILDING OF VEHICLE & OTHER ALLIED ACTIVITIES:

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At the beginning the company was arranging the truck bodies built through others body

builder located at Namakkal & Mettupalayam etc, the company has since taken up with

the body building activity of their vehicle with all modern facilities. This part of our

activities of their vehicle will all the heavily good vehicle & LCVs purchased during

1996-97 are mounted with in-house body building with the view in the mind we have

been processing all the raw materials such as Aluminium sheet. Iron & Steel Brass etc,

required for the body building activities. There is a consideration saving by way of

excise duty & central tax by virtue of these body building activities taken up on own.

GARAGE OPERATION

The repairs & maintained of all the vehicles including buses are undertaken at the

centralized garage located at Varur, Hubli.The garage operations headed by Shri

L.Ramanand. Bhat, Director of the company .We are maintaining stock of all etc.

Required for the up keep of all the vehicle .The total stock of spar parts, type &others

where with all on any given date will be order of Rs 3.50 crore

The min recorder level depends upon the vehicle & availability of spare. This is

being maintained both at garage as well as the head office. The entire garage operation &

infrastructure controls has been computerized & the deficiency is to the extends of 95%.

VIJAYANAND TRAVELS

In transport industry both goods as well as passenger transport is important. After

successful running of goods transport & couriers business throughout India VRL

diversified their mission into the passenger transportation

It began with the fleet of only 8 buses in 1996 operating between Hubli, Bangalore &

slowly started with major cities like Mumbai.Pune, Mysore, Mangalore, Gadag, Hospet,

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Bijapur, Kolapur, Udupi etc, At present the travels have more than 200buses operating in

all over India

These are the types of buses

2+1 seaters

2+2 seaters

Sleeper coach.

The section is fully computerized, the booking of tickets is done through computer &

accounts are maintained using Tally bar. Even through agents booking of tickets is done

where agents get the commission .The list preference is to provide customer service at all

times .The main motto is safe & quick satisfaction service to the customers.

The following are major points uniqueness of VRL service.

Double drivers facilities provided for long routes to provide safety.

Onward and return tiket.booking

Lady passengers are provided special facilities such as seat companion of another

lady passenger or the seat kept unoccupied

24 hours customers complaints cell

Halt for refreshment, lunch at hygiene hotels

Check points to monitor vehicle movements

Relief bus in case of emergency.

Clock room facilities at selected branches

Wide network of booking offices

First to introduce hi tech buses to remote areas

Acknowledged market leader in the travel segment in Karnataka

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One of the latest growing travels organization

Offers a wide network of routes & destination.

ACCOUNTS DEPARTMENT

One of the major departments in the company. It have 5000 employee in a/c dept

only. It is dept where financial activities will take place. It is fully computerized.

Internet is being used for daily recording calculation. There are two sections Manual

section

Compute section.

The a/c dept has got much specialization because the company is in its growth phase

BOOK MAINTAINED IN A/C DEPT ARE:

Cash book

Passing the journal entries & transferring the entries into ledger

Bank reconciliation statement

Accounts of agencies & branches

Preparation of financial a/c

1. Drivers a/c: -This a/c include the amount given given to the drivers for their

expenses. This maintain in accordance with the trip sheet submitted by the

different dept it also include the basic salary paid HRA, DA, PF to delivers

2. Vehicle a/c: -Here the expenditure accrued on each vehicles calculated, the

cost benefit analysis is done to project the future potential of the vehicle.

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3. Employee a/c: - it includes In a/c dept the waybill will play very important

role.This waybill is also called lorry receipt .There are 4 copies of waybill :

White copy

Pink copy

Green copy

Yellow copy

White copy will be with drivers, pink with consigner, green with consigner & yellow is

for head office for reference

All branches have to send daily report to head officer in daily delivery stock summery

with the (gc) number. Head office will record all cash payments & cash receipts in daily

cash statement book, Now a days sales tax is also include in waybill sales tax will be

charged only the amount above 750at 2.25%.

COURIER DIVISION

In the year 1992, the company commenced its courier division .The turnover, as on 31-3-

2005 is Rs 859.4 lakhs. Including express cargo service, efforts extend its service to

Northern, eastern, western & southern part of the country the VRL courier division

started A new service known as VRL express cargo, which meant is fast quick service

within 24 To 48 hoursThis VRL courier division covers nearly 138 stations in Karnataka

& it also covers 62 Station in northern & 29 station I south.There are two types of

courier:

1. Documentation

2. Non documentation

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The rates for the documentation & non-documentation are fixed on the basis of grams &

station They are as follows

Documentation: Upto 250 grams=Rs 10.00

Addition 250 +Rs 5.00=Rs 15.00.

Non documentation :In 2kg =Rs 25.00

Addition per kg +Rs 10.00=Rs 35.00.

Incase of north & south the rates are as follows

North: Documents: upto 250 grams-Rs 35.00

Addition to 250 grams +Rs 20.00=Rs55.00

South: Documents: upto 250 grams-Rs 25.00

Addition to 250 grams +Rs 15.00=Rs40.00A courier service has agents

in Hubli, Tehe % of amount given to the agents are as follows:

20 % in Karnataka

10% in outside states

The total turnover of Vrl courier division will come up to 60 lakhs /month

This courier division consists of 3 copies of waybill a follows:

Consignors copy: - a person who sends goods will handle this

POD copy proof of delivery.

H O copy: Head office copy, which will maintain by head office

VIJAYANAND ROADLINES PARCEL SERVICE

VRL is basically a parcel courier since inception. The company has surveyed the full

road market carrying leads from port to destination .The main godown & office are

suitable in Neeligan road

There are four sections:

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Booking section

Loading section

Unlading section

Delivery section

Booking section

In this section VRL plays role of mediators between consignor& consignee .The

freight charged depends upon weight of goods destination point. Delivery point, Delivery

condition etc. The turnover of this section is into Rs 14 to Rs 15 lakhs monthly

Booking point in Hubli is:

Neeligen road

Value

Near old bus stand

And others

Here the consignor or the sender of the goods, books or consignors, The goods to the

consignor or receipt

The Performa is as follows

For booking of goods

Preparation of forwarding note by consignor

Goods challen (gc) receipt is prepaid

Both the consignor & consignee copy is handled over to the consigned

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Loading & trip sheet is prepaid

All the receipt, tripsheet of delivery copys branch copy is handled over to deliver

Departure date, time, drivers name, vehicle no is noted down in registration book at

Booking point

Goods are sent to delivery point

Loading section

In this location the goods are actually loaded to the different destination. Hamals load

the trucks with goods in the supervision of a loading clerks. It also include loading

during transshipment (TPT)

This maintain basically 3 records:

Loading sheet

Loading bill

Trip sheet

Loading sheet

Vehicle no_ _ _ _ _ _ _

Tripsheet no_ _ _ _ _ _

TPT & Date_ _ _ _ _ _

Time _ _ _ _ _ _

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Loading sheet is sent with driver to destination .It gives inflammation about goods sent

to the destination and to the consignees

Unloading section

In this section goods are unloaded after the arrival of trucks from the place of booking or

transshipment. It is done by hamals in the superior of unloading clerks: & the goods are

collected at a particular place correctly

OK Unloading Reports

Branch _ _ _ _ _Date_ _ _ _ _

Vehicle no_ _ _ _ _From _ _ _ _ _ To_ _ _ _ _

Transshipment no _ _ _ _ _Date _ _ _ _ _

Arrival & time _ _ _ _ Loaded by _ _ _ _ _

No short No excess No damage

Delivery section

In this section goods are delivered, party goods are started in the godown & after

receiving relevant document goods are delivered to consignment not claimed by

consignee three notice on regular interval are sent on failure to take delivery of goods by

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Serif noFrom To Date Contents Consignee

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consignee the goods by consignee the goods are transferred to unclaimed goods gododw

& then sold in action with the notice to the consignee. The turnover of this section is up

to Rs10 to Rs 11 lakhs/per month

Door to door delivery by VRL :In this the Vrl itself takes risk to deliver the

goods at the door of the consigner

Customer taking goods on his or her own: In this consignee has to come down

to VRL godown % collect the consignment by himself.

EMPOLYEE STRENGHT

With the manager employee strnght of five people at the inception, our present

workforce is 4000 consisting of dedicated people. We are proud to say that since 1976 in

a long span of 25years of organization history. There has not been a single instance of

labor unrest. This is due to the strong employer employee relationship and various

welfare measure adopted by the company such as provident found, gratuity scheme,

medical reimbursement, pension scheme, educational benefits maternity benefit etc

They have introduce various novel schemes like payment to drivers

based on mileage driven by them even the hamals and drivers of the organization are

extended the benefit of ESI/PF etc

A part from directed employment, we have introduce a self

employment scheme for local entrepreneurs by appointing them as agents of company

.we have found that in small places local people will be in a better position to cater to

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customer without adding overheads to the company .it is estimated that at least 10000

people are benefited by way of direct / indirect employment from our Organisation

ABOUT THE VRL GROUP

The vijayanand road lines ltd is established and owned by Vijay Sankeshwar in

early 1970. The company has registered under company act 1956 has with symbol of

service as VRL has build and maintained goodwill in the mind of public at large in the

country general and particularly in Karnataka. Vijay Karnataka kannada daily has also

filmier name along with its English counter parts i.e. Vijay a times in news paper

industry being published by Vijayanand printers ltd also registered under company acts

1956

Vijayanand printers ltd are the printers and publishers of Vijay Karnataka

kannada daily, Vijay times, Sunday Vijay times, engalish daily and weekly

respectively,Vijay Karnataka kannada daily is the largest selling news paper in the

country with largest readership as certified by the audit bureau of circulation and national

readership survey .the circulation being more than 500000 copies per day with more than

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72lakhs readers reaching every book and corners of the state of Karnataka. The

achievement of largest circulation with largest leadership with 9 additions in the shortest

time about 5 years perhaps the first news paper to achieve the target in history of news

paper in the country.

PERSONNEL DEPARTMENT

The company personnel department is maintained the policies and standreds.

It is a leading transport industry in India region has been effectively utilizing its human

resources has met the planned of company the personnel department of VRL is

concerned with solving the problems of employees and improving their relation with

manager, its functions are planning. Recruitment, selection etc

MANNPOWER PLANNING

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It is the polices of the company to make all manpower allocation on the bases of

projections made through the approved annual manpower plan. The company believes

that ensuring optimum utilization of human resources can be achieved only by proper

planning considering the development activities

RECRUITMENT

A process to discover the the sources of man power to meet the requirements of

the staffing schedule and employee effective majors for attracting that manpower in

adequate number to facilitate effective selection and efficient work force.

In this company personnel manager does recruitment. The company external

sources of recruitment is like giving advertisements in the news papers if the

requirements number of candidates for job is more that time it will go on internal

That is vacancy may be transfer, upgrading and even demotion.

SELECTION:: The management has to perform the function of selecting the right

employees at the right time .in this company the candidates are selected to the clerk or

assistants jobs they will be management posts these are selected by MD the candidates

lower level like hamal, watchmans this are selected by manager

Personnel policy;

Candidates should be graduates and have merit knowledge like

computer experience

Job should to be given to the needs

WAGE AND SALARY ADMINISTRATION

Wage and salary administration essentitially the application of systematic approach

to the problem of ensuring that employee are paid in a logical equitable and fair manner

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In the company provide to the salary to drivers on the basis of coverage of area .who

covers small distance their get fixed salary. Other employer on the basis of work. There

will get HRA, DA, PF & bonus, fringe benefit, esi etc

EMPOLYEE AND EMPLOYER RELATIONSHIP

It is a process of an effective motivation of individuals in given situation in order to

achieve a balance of objectives which will yield grater human satisfaction and help

accomplished company goals

As we observed there is no trade union because of good relation between employee

and employer if any conflict they are solved by the management

Apart form direct employment their has introduced a self employment scheme for

local transports or agent of the company. It is estimated that more than 5000 people are

benefited by the way of direct or indirect employment in the organization

WELFARE AND SAFTY MEASURES

Welfare Measures

Canteen service:

The company maintains a full-fledged canteen to provide its employee. With

reasonable rate and healthy food snacks, while on duty subsidized rate. The facilities

opened on fixed timing on all working days

Medical Treatment/ Employees injury on duty;

The ESI scheme is applicable to those covered under ESI act

whose salary is below the 7500 their get ESI facility. The employee contribute 1.75 paise

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for per hundred and management contribute to employee 4.75 paise foe per hundred total

ESI is 6.50

If employee meet with any accident during working hours they provided first

aid treatment immediately and initial expenditure is borne by the company till he is

shifted to the ESI hospital.

If suppose employee death during working hours their depends (wife, children)

are get ESI benefit

The employee who are not covered under ESI scheme are given medical

treatment in case of accident at the company premises at the expenses of the company

Employee provident fund

Every parent employee shall be entitled &required to become members

of the fund

The contribution payable by the employee shall be at the rate of

percentage as applicable under provident fund act and same amount contribution by

management

PF department will pay the interest 9%per annum

This is useful after the service, after seven years service the amount

which is included his account .he/she utilize that amount different purpose like.

Company pays PF 50 lack per month to employee.

Marriage

Purchase of site, site should be clearly in the owners they have to submitted

document that should variety to submit.

Medical expense: In case of death nominee will get pension fund it benefited to

family.

Gratuity scheme:

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All the permanent employee is covered under gratuity scheme.

The employee is not contribute any amount the employer or management response

this scheme

Gratuity will admissible only after completion of qualifying service minimum five

year service.

Total number of years*salary/26 days*15

Telephone facility:

The telephone calls from employees relative shall not be entertained unless and it is

urgent call. The security department at main gate shall receive the call and note the name

of the person calling and the message will be communicated to the employee.

In case of urgent message i.e. accident reasons, death etc telephone operators/security

at the main gate shall note the details, name of the caller, name of the employee to

whom, time of receipt of call etc and inform to the employee concerned over phone

immediately

Uniforms: The Company provides two pairs of uniform and shoes to the entire garage

employee.

Staff buses:

The company has 35 staff buses, these helps to employee to saving time& money.

They divide according area or route wise for different places They have fixed time

according shift wise.

SWOT ANALYSES

S-STRENGTH

There is study increase in the growth of their turnover

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They provide good service that leads to customer satisfaction

The company is recommended by Indian books association mambai

The company is having wide network of branches spread all over Karnataka,

andhrapradesh, madyapradesh, maharastra&new Delhi

VRL courier division covers 138 station in Karnataka & 62 stations in north station

in south rending better service

They have entered into tourist transport operations

The luxury bus service have been extended to bengalore, mumbai, bagalkot,

mangalore& rest other part of Karnataka

They have their own in house body building of vehicles

They have a new courier service called CARGO EXPREES which refers to the 24

hours of service.

The entire garage operation & account as well as infrastructure control has been

computerized

The efficiency is to extend of 95%

The company did not under go any lockouts, strike etc

WEAKNESS

The garage operation is centralized. The repairs& maintenance of the vehicle

including buses have come to virur.

There is heavy work load

OPPORTUNITIES

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They Can extend their service to north& south station

They can enter into hotel industry

They can enter into international courier& cargo express service

They can tie up with the government transport agencies

THREADS

Competition can into market for leadership.

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JOB SATISFACTION

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Job satisfaction

INTRODUCTION:

Several years ago the only compensation that most employees received from

their jobs was a pay cheques. As time passed this changed, as employees began to

demand and receive more from their jobs. Todays employees are receiving a variety of

compensation, including health care, retirement, and numerous other benefits and

programmes. However, one thing that employee of two generation ago and today have in

common in them is that, their jobs constitute a major part of their lives, and are one of

the greater sources of personal pleaser and pain. While jobs can be satisfying in some

regards, with positive feeling of accomplishments and purpose, they can also be source

of negative feelings.

Definition

The term job satisfaction refers to an individuals general attitude towards his

or her jobs. A person with a high level of job satisfaction holds positive attitude about the

jobs, while a person who is dissatisfaction with his or her jobs holds negative attitude

towards the jobs.

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Job satisfaction consists of the feelings and attitude of a

person with respect to his or her job. All aspect of particular jobs, good or bad, positive

or negative, is likely to contribute to the development of feeling of satisfaction (or

dissatisfaction).

FACTORS OF THE JOB SATISFACTION

There are different factors on which job satisfaction depends.

Important are as discussed here

Personal factors

Factors inherent in job

Factors controlled by the management

Personal factors:

They include employees sex, education, age, marital status and their

personal characteristics, family background, socio-economic background and the like.

Factors inherent in job:

Instead of being guided by their co- worker and supervisions, the skilled

employees would rather like to be guided by their own inclination to choose jobs in

consideration of what they have to do. These factors included: the worker itself,

conditions, influence of internal and external environment on the job which are

uncontrolled by the management etc.

Factors inherent in job:

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They include the nature of supervision, job security, kind of work group,

wage rate, promotional opportunities transfer policy, duration of work and sense of

responsibilities. All these factors greatly influence the employees. Their presence in the

organization motivation the employee and provides a sense of jib satisfaction.

THE IMPORTANCE OF JOB SATISFACTION

When allowed to operate freely, job satisfaction can contribute substantially

to organizational effectiveness. It can contribute to productive output in the form of high

quantity and quality of product or services, as well as to organizational maintenance

objective as represented by low absenteeism and turnover. Yet in great many instances

aspect of the individual, the organization, or the environment constrain the satisfaction

productivity relationship to the point where its practical importance is minimal. A very

dissatisfied employee may work hard, produce, be present every day, and stay with the

company for many tears if there is no place else to go, the person desperately needs a

jobs and there is a real prospect of being fired should good performance not be

maintained.

Ultimately, stress may catch up with such a person and signs of poor

corporate citizenship may appear, but such denials of natural satisfaction-output patterns

cans maintain themselves for long periods. Hence job satisfaction may well be more

important to the individual than to the employing organization. In American society,

responsibility for attaining job satisfaction is usually assigned to the individual rather

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Than to the organization. Individuals can change jobs, thereby obtaining more satisfying

work.

Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run.

Care about the quality of their works are more committed to the organization

Have higher retention rates,

And are more productive

METHODOLOGY

INTRODUCTION:

The present study aims at assessing the level of satisfaction of

employee in a manufacturing industry. The study was conducted at VRL, in the main

branch.

Statement of the problem:

This particular topic is selected because Employee job satisfaction is a

very important element necessary for the smooth functioning of an organization.

Employee surveys provide a channel for employee to communicate their views on a wide

range of issues in total confidence. They help management to build up an accurate

picture of how employees perceive the organization and highlight the causes of

employee dissatisfaction.

Assessing the level of job satisfaction of the employee.

Management problem:

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To know the job satisfaction level of employee. Management wants to build up an

accurate picture of how employees perceive the organization and highlight the causes of

employee dissatisfaction. They want to the opinion and suggestions of employee.

Purpose of the study:

The study has been conducted for gaining practical knowledge about HR practices

SCOPE OF STUDY:

The scope of the project is to check the employees job satisfaction at VRL. Which

was conducted at VRL a random sample was drawn from the employees of the main

branch of VRL. The sample consisted of employees from the level of trainees up to the

level of managers. The sample size was of 100 in number.

OBJECTIVE OF STUDY:

The study aims:

1. Assessing the level of job satisfaction at VRL

2. To bring out the opinion and suggestions of employee on the level of job satisfaction

and the ways of enhancing job satisfaction.

3. To identify the perceived importance of satisfaction factors and the issues causing

dissatisfaction.

4. To identify the satisfaction factors of employee by comparing their responses

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RESEARCH DESIGN:

Sample size: 100

Total employee: 6500

Sample unit: 5 departments

Method: random method, they have 5 department, 20 questions for each department

DATA COLLECTION:

To know the level of the job satisfaction at VRL, the following source of data was used.

Primary source:

1. Questionnaire survey

2. Interaction with the employees

Secondary data

Web site

Company documents

Company profile

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Analysis

Q 1:-The infrastructure provided to you at your workplace.

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no of respondent %

Bad 0 0

poor 4 4

good 44 44

excellent 38 38

neither good nor bad 14 14

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the infrastructure provided to you at your work

place

05

1015202530354045

50

Bad poor good excellent neither

good nor

bad

no

ofresponden

no of respondent

%

Most of employee i.e. 44% of them agrees that, they are satisfied with the infrastructure

provided by company. Where as 38% of them are agreeing excellent and 14% of them

are neither good nor bad their decision, the rest of them poor.

As the percentage of the poor level of the employee is very small, we can conclude that

the employee is satisfied with the existing infrastructure provided by company.

Q 2 Welfare Facilities provided Are Adequate & well maintained.

poor 10 10unsatisfactory 8 8neutral 16 16satisfactory 55 55excellent 11 11poor 10 10

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welfare facilities provided are adequate and well

maintained

0

10

20

30

4050

60

stronglyagree

somewhat

agree

somewhat

disagree

strongly

disagree

neitheragree

nordisagree

no

ofresponden

no of respondent

%

Majority of the employee i.e. 55% of them agree that. They are somewhat agree with the

existing welfare facility. Where as 11% are strongly agree, 16% of them neither agree

nor disagree their decisions. The remaining 18% of them are disagree with the Welfare

Facilities & well maintained.. the policy.

As the percentage of the disagree level of employee is small when compared to

agree level. We can conclude that the employee are agree with the level of welfare

facility provided Are Adequate & well maintained.

Q 3: -How is the relationship between the employee and the management?

no of respondent %

poor 0 0

unsatisfactory 8 8

neutral 12 12

satisfactory 43 43

excellent 37 37no of respondent %

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RELATION BETWEEN EMPLOYEE AND

MANAGEMEND

05

101520253035404550

poor

unsatisf

actory

neutral

satisf

actory

excelle

ntNOO

F

RESPONDEN

no of respondent

%

Majority of the employee i.e. 43% of them agree that. They are satisfied with the

relationship between the employee and the management. Where as37% of them is fully

satisfied, 12% of them agree to be neutral at their decision. The remaining8% of them are

neutral dissatisfied with the existing relation.

As the percentage of the unsatisfactory level of the employee is less, we can

Conclude that the employee are satisfied with the existing relation with the

Management.

Q 4. How would you rate the interpersonal relationship between the employees?

No of respondent percentage(%)

poor 16 16

unsatisfactory 10 10neutral 20 20

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satisfactory 34 34

excellent 20 20

INTERPERSONAL RELATION

16

10

2034

20

poor

unsatisfactory

neutral

satisfactory

excellent

From the above diagram and table we can say that 34% of the employees have satisfied

about the interpersonal relationship between the employees.20percent of the employee

are fully satisfied and also neutral at their decision. 26% of them are not at all satisfied

existing relation.

As the percentage of the poor and unsatisfactory level of the employee is more, so we

can conclude that the interpersonal relationship between the employees is not good in the

organisation.

Q 5. Management handled grievances & complaints in the time & up to your satisfaction.

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management handled grievance and complaints

in the time and up to your satisfaction

010203040506070

stronglyagree

som

ewhat

a

gree

som

ewhat

dis

agree

strongly

di

sagree

neithe

ragree

nordi

sagree

no

ofresponden

no of respondent

%

Majority of the employee i.e. 61% of them strongly agree that. They are satisfied for

complaints and grievance handled by management. Still their not have any problem i.e.

Strike lockout etc. where as 28% of them are some what agree, 2% are some what

disagree of them 3% is strongly disagree for employee remaining about the management.

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no of respondent %Strongly agree 61 61Somewhat agree 20 20

Somewhat disagree 10 10Strongly disagree 3 3Neither agree nordisagree 6 6

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As the percentage of the strongly disagree level of employee is less, we can conclude

that the employee are satisfied for Management handled grievances & complaints in the

time & up to your satisfaction

.

Q 6. How is the canteen facility provided in VRL?

No of respondent %

Poor 5 5

Unsatisfactory 8 8

Neutral 28 28

Satisfactory 43 43

Excellent 16 16

CANTEEN FACILITY PROVIDED IN VRL

05

101520253035404550

poor

unsa

tisfactory

neutral

satis

factory

excelle

nt

NOO

F

RESPONDEN

no of respondent

%

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Majority of employee i.e. 53% of them agree that, they are satisfied with canteen facility,

where as 16% of them are agree with excellent, 18% of them agree to be neutral at their

decision.

As the unsatisfactory level is 13%, hence we can conclude that the employee are satisfied

to the canteen facility provided by company.

Q 7. How do you rate transport facility provided by VRL

No of respondent %

Poor 0 0

Unsatisfactory 0 0

Neutral 14 14

Satisfactory 61 61

Excellent 25 25

how would you rate transportation facility

provided by VRL

0

10

20

30

40

50

60

70

poor

unsa

tisfactory

neutral

satis

factory

excelle

nt

no

ofresponden

no of respondent

%

Majority of the employee i.e. 61% of them agree that. They are satisfied for transport

facility provided by company. Where as 25% of them are fully satisfied, 10% of them

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agree to be neutral at their decision. The remaining 4% of them are dissatisfied about the

transport facility.

As the percentage of the poor and unsatisfactory level of the employee is small, we can

conclude that the employees are satisfied for transport facility provided by company

Q 8. Job promotion in this organization is impartial.

no of respondent %

Strongly agree 30 30

Somewhat agree 54 54

Somewhat disagree 0 0

Strongly disagree 0 0

Neither agree nordisagree 6 6

job promotion is in tthis organisation is impartial

0

1020

30

40

50

60

stronglyagree

somewhat

agree

somewhat

disagree

strongly

disagree

neitheragree

nordisagree

no

of

responden

no of respondent

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Majority of the employee i.e. 54 % of them some what agree with the job promotion is in

this organisation is impartial. Where as 30% of strongly agree, 6% of them neither agree

nor disagree their decision.

As the percentage of the strongly disagree level of the employee is less when compared

to some what agree level, we can conclude that the employee are agree with the job

promotion is impartial.

Q9: - The fringe benefits given to employee are good in VRL.

No of respondent %

1. Strongly agree 16 16

2. Somewhat agree 58 58

3. Somewhat disagree 8 84. Strongly disagree 4 4

e) Neither agrees nor disagree 4 4

frienge benifit

0

10

20

30

40

50

60

70

stronglyagree

somewhat

agree

somewhat

disagree

strongly

disagree

neitheragree

nordisagree

no

ofrespond

en

no of respondent

%

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Majority of the employee i.e. 38% are some what agree. They are satisfied with the

fringe benefit.

Where as 16% of them are strongly agree.

28% are some what disagree.

4% of them strongly disagree.

4% of them agree both.

As the percentage of the disagree level of employee is more than the agree level. We can

conclude the employee are not satisfied the fringe benefit.

Q 10.how would you rate the training process at VRL.





Strongly disagree 15 15Neither agree nordisagree 22 22


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training program

05

1015202530354045

Poor

Unsa

tisfactory

Neutral

Satis

factory

Excelle

nt

no

ofresponden

No of respondent

Percentage (%)

Majority of the employee i.e. 39% of them agree.

Where as 28% of them are strongly agree.

22% of them neither agree nor disagree at their decision. The remaining of them

dissatisfaction.

As the percentage of the strongly disagree level of the employee and compared to the

agree level. We can conclude that the employees are somewhat satisfied

Q11. - I am satisfied with the scope provided in VRL for my bright future

no of respondent %

Extremely satisfaction 8 8

Somewhat satisfaction 51 51

Somewhat dissatisfaction 20 20

Extremely dissatisfaction 10 10Neither satisfaction nordissatisfaction 11 11

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extremely satisfaction

somewhat satisfaction

somewhat

dissatisfaction

extremely dissatisfaction

neither satisfaction nor

dissatisfaction

Majority of the employee i.e. 51% are somewhat satisfaction.20%of them are somewhat

dissatisfaction.10% of Extremely dissatisfaction11% of them neither satisfaction nor

dissatisfaction.

We can conclude the employee is somewhat satisfied about the scope provided vrl.

Q12: - I am satisfied with Hubli unit as a place of work place

no of respondent %




Strongly disagree 4 4Neither agree nordisagree 12 12

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i am satisfied with hubli unit as a place of work

05

101520253035

404550

stronglyagree

somewhat

agree

somewhat

disagree

strongly

disagree

neitheragree

nordisagree

no

ofrespon

den

no of respondent

%

Most of the employees that is 44% of them agree that work place .where as 40%of them

are strongly agree &12% of them are Neither agree nor disagree decision.The rest of

them are strongly disagree with the workplace.

As the % of strongly agree of the employee is very small,we can conclude that the

employee are agree with the condition of workplace.

Q13: - State the level of satisfaction towards the job security provided to you at VRL

Company.

no of respondent %

1. Completely satisfied 16 16

2. Satisfied 58 583. Neither satisfied nor

dissatisfied 8 8

4. Dissatisfied 5 5

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5. Completely dissatisfied 3 3

job srcurity at VRL

0

10

20

30

40

50

60

70

1.

Comp

letely

satis

fied

2.

Sat

isfied

3.

Neither

satisfie

dnor

dissatisfied

4.

Dissat

isfied

5.

Comp

letely

dissat

isfied

NOO

F

RESPONDEN

no of respondent

%

Majority of the employee I:e ^4% of them agree that they are satisfied with the job

security provided to them, where as 18% of them are completely satisfied ,9% of them

agree to be .Neither satisfied nor dissatisfied .As the % of the dissatisfied level of

employees is small when compared to the satisfactory level, So we can conclude that the

employees are satisfied with the job security provided to them.

Q14: - My talent / Intelligent is encouraged by my supervisor.

No of respondent %




Strongly disagree 2 2Neither agree nor 10 10

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disagree

Talent/intelligence

0

10

20

30

40

50

60

70

Stro

ngly

ag

ree

Somewhat

agree

Somewhat

disag

ree

Stro

ngly

disa

gree

Neither

agreenor

disagree

No of respondent

%

Majority of the employee I: e 62% of them agrees with talent/intelligence. Where as 18%

of them are strongly agree, 10% of them. Neither agree nor disagree .The remaining 10%

are disagree about their encouragement provided by supervisor We can conclude that the

employee will agree for the usage of talent/intelligence is encouraged by supervisor

Q15; -How do you rate the level of salary with respect to your job experience?

No of respondent %

Poor 10 10

Unsatisfactory 8 8

Neutral 16 16

Satisfactory 55 55

Excellent 11 11

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level of salary with job exeperience

0

10

20

30

40

50

60

Poor

Unsatisf

actory

Neutral

Satisf

actory

Excelle

nt

no

ofresponden

No of respondent

%

Majority of employee I:e 55% of the agree that, they are satisfied with the existing

pay .Where as 11% of them are fully satisfied ,16% of them agree to be neutral at their

decision .The remaining 18 % of them are dissatisfied.

We can conclude that when we see it looks more % of employee is dissatisfied with

salary provided by the organisation

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Finding & suggestions

Findings

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54% of employees are satisfied with interpersonal relation and 46% are not satisfied.

57% of employees are satisfied with training provided by company and 43% are

Dissatisfied.

New employees are not exposed to orientation program.

69% of employee are satisfied with canteen facility and suggested more improvement.

In the organization there is no facility for employee restroom or refresh.

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Suggestions

The recommendation to improving the job satisfaction at VRL can be classified as

fallows.

Training

Salary

Orientation program

Others

Training program:

The training process at VRL is satisfactory to the employee. As shown in the finding,

that is 21& of them is dissatisfied with the tainting process. With the employee at lower

level and middle level they were of the opinion that, the training program are general in

nature. So the employee at lower level and middle level need the training program that

enhances their technical skill.

Therefore. I recommend to the management to conduct the training programs, which

enhance knowledge and skill their job.

The interpersonal relationship is not satisfactory in VRL. As shown in the

findings, that 26% of them are not satisfied with the interpersonal relation, and also I find

that while interacting with the employees.

So I recommended to the management to conduct on interpersonal relationship and also

suggested that to give teamwork to the employees. It will help to the management to

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improve the interpersonal relationship between the employees. Not only giving

teamwork but also they to conduct some get together party for twice in a year.

Salary:

In findings we can see 18% of the employees say that the salary provided them is very

poor. And 28% of them are neutral at their decision. When we see it looks a more % of

employee are dissatisfied with salary provided by the organisation. When I interacted

with the employee they felt that the salary provided by to them is less than when

compared to their workload.

Orientation program:

Whenever a new employee is recruited in the organisation he/she undergo an orientation

program for a one week. With this he/she need to understand the functioning of all

departments. For this most of new employee expressed that, we dont have the much

knowledge about working of other department.

So I recommended to the management to conduct orientation program it should contain

following aspects.

Objective of the organisation

Function of the entire department with the employees

Key area of his/ her job.

Others:

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1. In the organisation there is no facility of sports. In particular there is no separate

room for sports and whenever he/she feels tired of work or whenever they are free

from work then they want to refresh themselves.

2. In the organisation there are no culture activities taking place. By the cultural activity

the employee can express his/her creativity and talent inside them.

So I recommended to the management to conclude some of the cultural

program.

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CONCLUSION

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Conclusion

According to our study employee are satisfied with their job (except training,

Interpersonal relation. Orientation, rest room) in Vijayanand road line ltd.

The employees job satisfaction level can be increased by improving

Interpersonal relations providing orientation and training programs and also by providing

Rest room facility.

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Appendix

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Questionnaire

1. Employee detail: -

2. Employee Name: -

3. Designation: -

4. Age group: 20-25 25-30 30-35 35-40

5. 40-45 45-50 50&above

6. Work Experience:

7. Department:

Q1: -The infrastructure provided to you at your workplace

1. Bad

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2. Poor

3. Good

4. Excellent

5. Neither Good nor bad

Q2: -Welfare Facilities provided Are Adequate & well maintained.

1. Strongly agree

2. Somewhat agree

3. Somewhat disagree

4. Strongly disagree

5. Neither agree nor disagree

Q3:-How is the relationship between the employee and the management.

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

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Q4:-How would you rate the interpersonal relationship between the employee.

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

Q5: -. Management handled grievances & complaints in the time & up to your

satisfaction.

1. Strongly agree

2. Somewhat agree




Q6:-.How is the canteen facility provided in VRL .

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

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Q7: -How do you rate transport facility provided by VRL.

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

Q8:-. Job promotion in this organization is impartial.

1. Strongly agree

2. Somewhat agree




Q9: - The fringe benefits given to employee are good in VRL.

1. Strongly agree

2. Somewhat agree




Q10: how would you rate the training process at VRL

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1. Strongly agree

2. Somewhat agree




Q11: - I am satisfied with the scope provided in VRL for my bright future.

1. Extremely satisfied

2. Somewhat satisfied

3. Somewhat dissatisfied

4. Extremely dissatisfied

5. Neither satisfied nor dissatisfied.

Q12: - I am satisfied with Hubli unit as a place of work place.

1. Strongly agree

2. Somewhat agree




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Q13: - State the level of satisfaction towards the job security provided to you at VRL

Company.

1. Completely satisfied

2. Satisfied

3. Neither satisfied nor dissatisfied

4. Dissatisfied

5. Completely dissatisfied

Q14: - My talent / Intelligent is encouraged by my supervisor.

1. Strongly agree

2. Somewhat agree




Q15; -How do you rate the level of salary with respect to your job experience?

1. Poor

2. Un satisfactory

3. Neutral

4. Satisfactory

5. Excellent

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BIBLIOGRAPHY

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BIBLIOGRAPHY

P.subha rao personal and human resource management

Himalaya publishing house.

Company document

Company profile

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